In the past week, Brandon Hall Group published 18 pieces of research – 2 new proprietary research reports, 10 award-winning case studies, 2 answers to research questions from members, 2 webinars, and 2 research-based blogs.

In this blog, we will make public some of these reports (click on the links) as a way for non-members to familiarize themselves with our research:


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Here is an overview of research released March 28-April 3:

New Research Reports

KnowledgeBlast: Workforce Management Technology: Investment Priorities

Despite its obvious advantages, a surprisingly large number of companies do not have any sort of Workforce Management technology. This KnowledgeBlast, based on results from Brandon Hall Group’s 2016 Workforce Management Technology Study, identifies priorities for investment.

Tool to Use: Foundations of a Learning Strategy

This tool, developed from a variety of Brandon Hall Group research studies and leading practices from Brandon Hall Group Excellence Awards winners, provides five foundations for developing a high-performance learning strategy to drive organizational performance.

 

Award-winning Case Studies

These case studies – winners of 2015 Brandon Hall Group Excellence Awards – were released for publication:

Learning Turns Chaos to Harmony in Taiwan City

The merger in 2010 of Taiwan’s city and county of Kaohsiung created severe management and knowledge issues for the newly combined city government. The city population and city staff almost doubled, and there were countless political and cultural problems, both within the city staff and among the population. The Kaohsiung City Government responded with programs on two fronts: the HOME (Harmony, Organization, Multiple, Effectiveness) Human Resources Development Project, and the 4Cs (Communication, Cooperation, Certification, Change) learning project to resolve critical issues and achieve the new vision of “promoting a progressive, livable, and happy city.” This program resulted over a three-year period in a better functioning organization and a 25% approval rating increase by the city population.

Voxy Teaches Language with Dynamic Unique Content

To serve the growing population of adult English learners around the world, Voxy has designed a blended online learning program that supports all proficiency levels, from total beginners to very advanced learners. Voxy can be used by educational institutions and corporations as a comprehensive English solution for students and employees, or as a supplement to existing curricula and professional training programs, depending on the needs of each organization and its learners. In a recent research study, Voxy learners improved their TOEFL scores by 22% after just five weeks of study.

Xccelerate Xceed Sales Training Initiative Achieves 26% ROI

To fulfill the business strategy at Emirates NBD, senior management set goals to increase the customer base, improve cross-selling opportunities, and enhance the customer experience. To achieve the above goals, the bank introduced an incentive-based platform called “XCEED” for individual and team sales performance. The key objective was to equip the targeted audience with the skills for strategic and tactical planning, micro-marketing, and gathering external and internal data for decision making. The program achieved a 26% return on investment and a 10% increase in customer satisfaction metrics.

Viacom18’s Employee-Driven Approach to Engagement

The secret code of Viacom18’s success is the flexibility that has emerged in the organization which is supported by evolving systems that are agile, responsive and evolving. It has the options built in to move with people needs and allows space to incorporate reactions and opinions to keep improving them. Therefore, people practices leading up to employee engagement, like the Viacom18 Intranet or the popular Viacom18 Greed Guide, all enjoy this flexibility. The company has over 38 specialized perks and benefits to engage employees. Employee engagement surveys typically receive high results, with a 90% response rate on the most recent.

Emirates NBD’s Innovative Team Leadership Program

The Team Leadership Program (TLP) at Emirates NBD was designed with the intent to develop the participants’ influencing and team management skills in line with the competencies expected in their roles. The target audience members for TLP are high potential first line team leaders who are faced with the challenge of managing performance through their teams as well as supporting them in their development. They are expected to achieve and exceed targeted levels of performance to make significant contributions to their respective units and to the bank. The TLP metrics include career progression—nearly a fourth of trained participants have received promotions since completing the program, and Net Promoter surveys indicate that 90% of graduates would recommend the program to peers.

HCL Technologies’ Certified Leader Program

Developing leaders is not an overnight process, which explains the need for programs such as those used by HCL Technologies. The company’s Talent Development team acts as a critical link to nurture the firm’s ever-evolving culture and nourishes people with the right skillset, mindset, and toolset to help them succeed in their specific roles. This case study focuses on the HCL Certified Leader program, a learning solution that weaves in the tenets of the employees-first culture while targeting the key competencies and skills required for a transitioning leader’s job.

Engaging a New Generational Workforce at TCS

The dynamics of the workforce at Tata Consultancy Services (TCS) have been rapidly changing. Today, with over 73% of workforce in the Millennial bracket, over 40% of its leadership from Generation X, and a 100,000 (32%) female workforce, TCS has one of the most unique workforce distributions. To sustain and improvise on its industry-leading growth and to deliver exceptional customer satisfaction, TCS required a unique employee engagement model. This case study explores that engagement model, which resulted in a variety of wins for both Tata and the community.

Improving Call Center Performance at Turkcell

Level Up is a Turkcell program that was developed for customer representatives in call centers. It is a certification program that reinforces the professional skills of these employees to help them gain the knowledge and skills they need for career success. The Level Up journey lasts 18 months and is comprised of 4 levels and 17 different training events. Employees receiving Level Up training performed more than 20% better than previous performance assessments. Case

IT Leadership Competency Development at Genpact

It is important for Genpact’s IT professionals to be collaborative and consultative with their stakeholders, both internal and external. Genpact partnered with Harvard Business Publishing to create a development program targeting these gaps. The far-reaching results included a $1 million savings based on action learning project outcomes.

Generating Client Impact at Genpact

In 2013, Genpact initiated a five-year business growth and transformation strategy called Blueprint. The key improvement areas for sales included improved organic growth, larger deal sizes, proactive deal creation, and customized value preposition for the clients. To achieve this, the company created Generating Client Impact (GCI), an experiential learning program that helped to proactively create large, high-impact engagements with clients, as opposed to simply responding to opportunities that the company or their advisors identify.

 

Webinars

Employment Value Proposition – Harnessing the Power within Your Organization

If you are unsure as to how to define, communicate, and execute your organization’s employment value proposition, you are not alone. Brandon Hall Group’s EVP research shows that only 15% of organizations have a well-defined and communicated EVP and 67% do not understand the components of their organization’s EVP. This webinar, featuring Principal Talent Acquisition Analyst Daria Friedman, provides a roadmap that clarifies what all types of organizations need to consider when defining their EVP.

Using Learning to Improve the Patient Experience

Improving the patient experience is one of the biggest priorities for healthcare organizations, according to Brandon Hall Group’s 2016 HCM Outlook Survey. David Wentworth, Principal Analyst with Brandon Hall Group; David Hare, Vice President of Leadership Development at Trilogy Health Services; and Leigh Ann Barney, EVP-Chief Operating Officer at Trilogy, look at the role learning has in helping organizations achieve results. The webinar featured an extensive look at how Trilogy has been able to use learning programs to improve customer satisfaction in a high-turnover, high-growth, highly regulated environment.
Answers to Questions from Members

One of the great things about being a member of Brandon Hall Group is the ability to ask research questions to our team of analysts and get a detailed answer within 24 hours. These questions were answered this week:

  • Off the shelf eLearning: I am wanting to find out if any surveys or research have been done to assess the quality of off the shelf eLearning providers and their content
  • My team is currently creating an RFP for evaluating curation platforms/applications. What criteria do you recommend for evaluating these offerings?

 

Research-based Blogs

The Evolution of Educational Assistance

Based on our 2015 Employment Value Proposition study, we know that the number one reason employees join or stay with a company is because of development opportunities. That can mean training and development, but who is to say that it doesn’t also include the chance to finish that degree or pick up a new one? When we think about exciting topics in HCM, educational assistance might not be the first thing in mind. And yet it’s a benefit that the majority of companies offer and is seen as a valuable tool for attracting and retaining staff. Read the complete blog by clicking the link below.

What Should I Include on My HR Dashboard?

One of the more common questions Principal Workforce Management Analyst Cliff Stevenson gets is which metrics to include in a dashboard. This was also the source of a robust discussion he had recently with a number of high-level HR professionals, and between the Brandon Hall Group data and their experiences, a series of commonalities arose. Click the link below to read the complete blog.

Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company's growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company's global expansion, Mike led all sales operations worldwide. During Mike's tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.

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