In the past week, Brandon Hall Group published 22 pieces of research – 3 new proprietary research reports, 12 award-winning case studies, 2 answers to research questions from members, 1 Solution Provider Profile, 1 webinar, and 3research-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 21-27:

New Research Reports

KnowledgeBlast: Your Talent Acquisition Focus

This KnowledgeBlast analyzes 2016 data on talent acquisition metrics that high-performing organizations pay the most attention to: quality of hire, new hire retention, employer branding, and candidate experience. The report also provides advice on the strategies and tactics to succeed in these important functions.

Excellence in Practice: Learning Technology Implementation

In this report we profile four companies — GE Transportation, McDonald’s, Norton Healthcare, and AT&T — that implemented various learning technologies. Cutting across a variety of industries and business requirements, these companies represent the larger landscape of learning technology use today.

KnowledgePoints: Despite Compliance Concerns, Automation Lags

Many organizations, by their own admission, are not prepared for the increasingly complex wage and labor law changes facing them over the next two years. And a surprising number of companies are still handling compliance updates manually. This KnowledgePoints report presents five truths about the state of automation in relation to keeping up with compliance changes, based on Brandon Hall Group’s recent Wage and Labor Law research.

 

Award-winning Case Studies

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

Motivating Channel Partners Through Learning at IBM

This awards case study examines the Know Your IBM (KYI) extended enterprise learning program, which is IBM’s primary initiative targeting channel sales partners with loyalty rewards for undertaking product training modules and deeper certification programs to increase their knowledge about IBM products and services. KYI offers a variety of rewards-based learning programs that helped IBM beat its channel partner sales goals by more than 12%. This initiative earned a Gold Award for Best Advance in Creating an Extended Enterprise Learning Program in the 2015 Brandon Hall Group Excellence Awards.

Creating a Winning Performance Culture at NFU Mutual

In order to become a great place to work and create sustainable growth, it was determined that NFU Mutual needed to create a winning performance culture. The program design followed a structured project management methodology which set out clear learning objectives, an implementation approach and the means by which the impact of the initiative was to be measured. The UK insurance firm won a Gold Award for Best Results of a Learning Program in the 2015 Brandon Hall Group Excellence Awards.

Case Study: Quickly Bringing Medical Coders Up to Speed at AHIMA

American Health Information Management Association (AHIMA) represents a body of 100,000+ medical professionals who manage the nation’s health data from the point of data entry all the way through data warehousing and analysis, information governance, and health informatics. These medical coders faced a daunting change when the U.S. became the last industrialized nation to adopt ICD-10, the medical coding system being used by the majority of the world. AHIMA partnered with Pearson to redesign its courses, which helps learners to build a career pathway by preparing them for success on the entry-level coder certification exam. The effort earned the association a Gold Award for Best Learning Team in the 2015 Brandon Hall Group Excellence Awards.

Case Study: Bite-Sized, User-Centric Content at Canadian Tire

Canadian Tire’s key goal was to improve employee engagement through great learning programs. The company followed 70/20/10 principles, offering mixed modalities — including online on-the-job (OJT) tools, paper-based OJT tools, eLearning lessons, ILT, VILT, and coaching sessions. This effort earned Canadian Tire a Silver Award for Best Use of a Blended Learning Program in the 2015 Brandon Hall Group Excellence Awards.

Case Study: Intern Sourcing and Assessment at Tofaş Akademi

Tofaş Turk Otomobil Fabrikasi is a $160 million automaker located in Istanbul. The company’s PROVA internship program is used as a feeder for the organization’s various departments from engineering and R&D to HR and finance. The company has transitioned 5-10% of program graduates into employees over the past few years, and Tofas believes this effort has helped it to be listed among the top companies for university students in a Bloomberg BusinessWeek poll. This earned Tofas a Silver Award for Best Sourcing and Assessment Strategy in the 2015 Brandon Hall Group Excellence Awards.

Accenture’s Digital Employer Branding Campaign

The first step in branding a company as an employer of choice is to create desirability in the candidate pool. Accenture used this approach to show, rather than tell, candidates why it was the right employer for career-minded individuals. The results were successful, generating more than 50,000 resumes. This earned the global consulting company a Silver Award for Best Recruitment Marketing and Employer Branding Program in the 2015 Brandon Hall Group Excellence Awards.

Building a Management Culture for Educators in Turkey

This awards case study focuses on the effort by the Doga Schools, a chain of private schools in Turkey, to develop principals and vice-principals into high-performing managers so that the schools could continue to improve and thrive in delivering results for students. The program involved 3 modules — Manage Yourself, Manage Your Work, Manage Your Team — and involved pre-assessments, coaching and mentoring, and several other modalities. The program earned a Silver Award for Best Development Program in the 2015 Brandon Hall Group Excellence Awards.

Creating Learning for Moments of Need at Hospital Corporation of America

This awards case study highlights the training strategy at Hospital Corporation of America. HCA has more than 200,000 employees and has requirements to train them in specific, job-related areas. The company’s learning framework targets learning moments of need (MoN) in order to prepare employees for the challenges they face on a daily basis. Through scores on student evaluations and anecdotal feedback, learners validate the MoN approach and have reinforced focus on integrating education into employee workflow. This earned HCA a Bronze Award for Best Learning Team in the 2015 Brandon Hall Group Excellence Awards.

Knowledge Game Improves Learner Completions by 500%

Insurance Australia Group needed to launch a new system to help employees with customer service interactions, but it knew it needed to drive interest in the program in order to facilitate a full-scale rollout. IAG partnered with WorkStar to create an online game that teaches call center workers and branch employees how to use the new system in a fun, entertaining way. The level of engagement that was created with the competitive game and simulations resulted in a 500% increase in natural completions, with 90% of users accessing the new system more than 10 times to solve customer problems. This earned IAG a Bronze Award for Best Learning Program Supporting a Change Transformation Business Strategy in the 2015 Brandon Hall Group Excellence Awards.

Redesigning Performance Management at JDA Software

JDA Software was going through a change to become more targeted and effective at meeting customer needs by focusing heavily on performance management. After shifting to a new compensation process — pay-for-performance versus quarterly profit sharing — it took a hard look at the current performance management model and determined how to help employees understand the new culture of accountability. The shift has brought greater engagement into the performance cycle, with 76% of associates rating their manager as highly engaged in the performance management process. This earned JDA Software a Bronze Award for Best Learning Program Supporting a Change Transformation Business Strategy in the 2015 Brandon Hall Group Excellence Awards.

Developing Emerging Managers at Genpact

Genpact designs, transforms, and runs intelligent business operations for more than 800 clients around the world, including one quarter of the Fortune Global 500. There was a need to set employee and process benchmarks at the middle management levels to drive the growth agenda. This led to the development of the Genpact Emerging Manager (GEM) program, a nine-month learning roadmap designed to build a strong leadership foundation and to prepare the next generation of first-time managers. The program earned a Bronze Award for Best Certification Program in the 2015 Brandon Hall Group Excellence Awards.

Educating Employees about New Company Direction at BCBSNC

Due to the implementation of the Affordable Care Act, BlueCross BlueShield of North Carolina needed to change its business strategy in order to remain competitive. A learning program was needed to educate the entire enterprise about the new direction that the company was pursuing. The company settled on a short video course featuring its CEO as a way to drive the point home and maintain high engagement. The program earned the company a Bronze Award for Best Learning Program Supporting a Change Transformation Business Strategy in the 2015 Brandon Hall Group Excellence Awards.

 

Webinars

xAPI in Practice – Moving Beyond SCORM to a Big Data Future

The Big Data floodgates have opened, yet most organizations have very little insight into the learning they are delivering beyond who took and completed a course. The problem is that learning technology has traditionally been unable to capture much else. The advent of the Experience API (xAPI) seeks to fundamentally change the way organizations deliver, track and measure learning. David Wentworth, Principal Learning Analyst with Brandon Hall Group, and John Blackmon, CTO of Trivantis, discussed the xAPI standard and looked at practical applications companies are using today.

 

Solution Provider Profiles

NetDimensions

This solution provider profile features NetDimensions, a global provider of performance, knowledge and learning management solutions to high consequence industries. NetDimensions provides companies, government agencies and other organizations with talent management solutions and learning content to personalize learning, share knowledge, enhance performance, foster collaboration and manage compliance programs for employees, customers, partners and suppliers. The profile includes insights from Principal Learning Analyst David Wentworth.

 

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:

  • Can you please list top 10 SaaS based LCMS, functionality and capabilities?
  • I’m looking for articles explaining pros and cons of a homegrown LMS vs purchasing a 3rd party LMS. Haven’t had much luck. Is there anything already available?

 

Research-based Blogs

Data Visualization Is the Data Analytics Power Play​

Data visualization goes well beyond static reports or spreadsheets. It presents data in graphical or pictorial format readily exposing customer behavior patterns, top talent turnover trends, employee engagement risks, potential dips in productivity, and other critical business and talent information. Read Laci Loew’s complete blog by clicking the link below.

HR’s Role in Innovation​

We all know there’s nothing wrong with product innovation in itself, but there are other opportunities for organizations to improve service delivery with innovation as the driving force. The building blocks of the organization, its processes and systems, are all opportunities to improve. Read Ben Eubanks’ complete blog by clicking the link below.

What Really Makes Your Organization Attractive to Talent?

Based on Brandon Hall Group’s 2016 HCM Outlook survey, about seven in ten (69%) of organizations expect to pay from moderate to heavy attention to talent acquisition in 2016. That is a good thing, because organizations are struggling to attract talent and they have difficulty defining and communicating their employment value proposition (EVP).
Read Daria Friedman’s complete blog by clicking the link below.

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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