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Today, HR practitioners are
looking at several new behavioral science-led ideas to transform
organizational learning activities as well as workplace culture. In this
article, learn more about:
- Why nudge theory in L&D is a great idea
- 4 elements to make nudge theory propel positive change
- Things to remember before you embark on your “nudge-theory”-led L&D initiative
Over the last decade and more, HR has taken on a far more nuanced and meaningful role in building employee engagement, improving morale and consequent productivity, and encouraging positive behavior, as HR Technologist reports.
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| Photo: HR Technologist |
In addition, science, technology, and cutting-edge behavioral concepts are making their way into an HR specialist’s toolbox, ensuring that they can bring about genuine transformation.
A big part of this process is the intersection between learning and development (L&D) and HR. L&D teams and HR practitioners are now working closely together to offer training sessions and interactive modules that foster a culture of learning across the organization.
Let’s zero in on one such scientific theory that has captured the attention of experts and commentators alike – nudge theory...
Before we detail how nudge theory can work seamlessly with the latest HR and L&D technologies, it’s important to remember that nudge theory has been applied in the workplace for a while now. It is typically used to build productivity and collaboration.
This is why we believe workplace L&D’s effectiveness could significantly improve by embedding nudge theory-inspired practices into a learning module.
Read more...
Source: HR Technologist
