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Employers should audit their approach to learning provision and design so that it is learner-centric. That means building an intentional learning culture that focuses on building capabilities at the time of need, not just in case. By adopting an action learning model as the primary method of upskilling and reskilling, the organization will also facilitate better communication and collaboration across the organization, within teams and cross-functionally. Find out more in this exclusive HR.com interview with Lars Hyland.

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