This July Only: Save 30% on PRO with code SUMMER30 »
Become a Member
Guides and Reports
Show All »
Metrics & ROI
Search Engine Marketing
More Marketing Topics »
See All »
Schedule of Events
Virtual Conference Series
Products and Services
Post a Question
Quick Start Guide
Find and Post Jobs
Real-World Education for Modern Marketers
Join Over 616,000 Marketing Professionals
Ask your question ... sign up today! It's FREE!
Just for Fun
MProfs PRO Seminar Q&A
Search more Know-How Exchange Q&A from Marketing Experts
This question has been answered, and points have been awarded.
Tagline For Training And Development Program
Posted by Anonymous on
6/15/2008 at 11:19 PM ET
I am in charge of creating an employee training and development program and I need an overall tagline for the program. We brainstorned goals for the program --
1) create a culture of idea sharing, knowledge sharing and information sharing - or - culture of sharing, learning, and growing
2) encouraging employees to learn, grow and change as the company changes and grows
3) the company will offer training courses that support where employees need to develop and grow
4) training courses will be in sync with where the business is going
The company is, in a way, reinventing itself. Our areas of focus center around innovation, differentiating ourselves, improving the customer experience, and being a better company with the best people and processes.
6/16/2008 at 9:12 AM
Our Next Chapter
Our Next Step(s)
6/17/2008 at 1:50 PM
Unless this project is secret - I'd involve the employees early on... since that is the ultimate goal (employee involvement).
We recently revised our 6 year old intranet and held a company-wide contest to name it.
1. first we asked for submission of possible names/taglines
2. Management selected the top 5 that made the most sense
3. a company-wide vote was taken, and there was overwhelming support for a particular name - with a prize going to the person who had originally submitted it.
We created a buzz with the contest, we had participation and ultimately we had buy-in to final name, since they (the employee population) had selected what they thought made the most sense.)
6/25/2008 at 8:38 AM
You should focus on the
your employees receive not the
of your services.
How can employees develop in areas to find their potential?
Which personal goals or desires do employees feel they need to develop or can be given an opportunity to develop that will benefit both the organization and the employee as a person?
You should survey employees to learn
they have been helped (not helped) in similar programmes and use this as a starting point to brainstorm a relevant, engaging and expressive tagline that speaks and is relevant to your employees.
Hope this helps.
6/30/2008 at 7:31 AM
I am closing this question since it's more than 2 weeks old. We do this to reward the contributions of participants in a timely manner + to give increased visibility to the newer questions.
Thanks for participating!
Carrie (Production Editor)
BACK TO TOP
Post a Comment
How to Be the Worst Email Marketer in 10 Easy Steps
by Karol Król
Three Ways to Visually Present Information (Without Spending a ...
by Pooja Lohana
The Sound of Silence: Why Your Content Gets Ignored
by Girish Shenoy
The Most Effective Calls to Action for Facebook Posts
by Ayaz Nanji
Three Scientifically Proven Tests to Select a Name That Works
by Aaron Orendorff
See more marketing articles »
MarketingProfs uses single
sign-on with Facebook, Twitter, Google and others to make subscribing and signing in easier for you. That's it, and nothing more! Rest assured that
provide your social data to 3rd parties
contact friends on your network
post messages on your behalf
interact with your social accounts
Your data is secure with