وخلال الأسبوع الماضي, براندون قاعة المجموعة المنشورة 16 موارد جديدة - 2 مصادر البحث الملكية الجديدة, 9 دراسات الحالة الحائز على جائزة من 2016 جوائز التميز براندون قاعة المجموعة, 2 ندوات عبر الإنترنت, 2 بلوق, و 1 الإجابة على سؤال لأحد أعضاء ل.

أدناه أننا تعلن بعض هذه الموارد (اضغط على الروابط) كوسيلة لغير الأعضاء لتعريف أنفسهم مع أبحاثنا:

6 Steps to Personalized Learning for Large and Mid-Sized Enterprises

Spending Priorities for Training: 2016-17

Leadership Development Strategy: The Ultimate Differentiator


لمدة أسبوع كامل وصول عضوية الابتدائية - مجانيا!

بحثنا هو قطعة واحدة فقط ل العضوية براندون قاعة المجموعة. اتصل بنا على membersuccess@brandonhall.com لمزيد من المعلومات.

قد كنت مؤهلا للحصول على مجانا, لمدة أسبوع عضوية الوصول الكامل للمحاكمة!


 

هنا لمحة عامة عن بحثية صدرت أكتوبر. 31-نوفمبر. 6:

تقارير بحثية جديدة

Spending Priorities for Training: 2016-17

هذا KnowledgeGraphic, بناء على براندون قاعة المجموعة 2016 دراسة التدريب, presents an overview of spending priorities for training over the next year.

Leadership Development Strategy: The Ultimate Differentiator

Brandon Hall Group research shows a huge effectiveness gap between leading organizationsthose with mature LD strategies that shape and drive business performanceand everyone else. هذا KnowledgeGraphic, based on survey research conducted in October, illustrates those results. They are significant because they show that all organizations can be more effective with leadership development if they take the time and effort to take a strategic approach that links LD objectives to business objectives.

 

2016 التميز الحائز على جائزة دراسات الحالة

أعلن براندون قاعة فريقها 2016 الفائزون بجائزة التميز. دراسات الحالة هذه, يضم منظمات الحائز على جائزة, وأفرج للنشر:

Prudential AnnuitiesWholesaler Development Program

Business conditions made it difficult for Prudential Annuities’ Senior Field Sales Management team to identify talent within the organization and to fill open external wholesaler positions when they became available. So Prudential rolled out the Wholesaler Development Program, an intensive 24-month talent development program to prepare internal candidates who demonstrate the knowledge, skills and commitment to succeeding in the demanding role of an annuities external wholesaler.

أناntel Climbs the Learning Measurement Ladder

Intel has a long history of robust investments in learning and development. But Intel has struggled to document the output of that beyond the number of classes completed and hours logged. So Intel created a learning measurement modelthe Measurement Ladder. By building on Kirkpatrick and Phillips models, it was able to satisfy the traditionalists and their desire for foundational rigor and create a simplified system for demonstrating learning’s impact on business performance.

Increased Sales Through Bite-sized Video Learning at Apparel Group

The Apparel Group is a retail conglomerate based in United Arab Emirates and holds franchise rights to 60+ brands from across the globe. That created a major challenge to deploy product knowledge to all 8,000 of the Apparel Group’s retail floor team members across Asia, on time, with a limited budget, and produce measurable results. Since products are on shelves for just six to eight weeks, the company needed to ensure that product knowledge was deployed synchronously, across brands and countries. The bite-sized learning concept was used, and animated videos were created to impart new product knowledge on a weekly basis.

New Hires Get Red Carpet Treatment with Passport to Protiviti

As a growing business, Protiviti hires a large number of experienced professionals each year. It found that it was having issues with integrating these experienced hires into the firm and, كنتيجة ل, attrition rates in the first year were high. Partnering with Paradigm Learning, the company created a year-long onboarding experience utilizing the Red Carpet onboarding tool, which houses a personalized integration program, and wide range of blended experiences.

Tata Creates Social Channels to Recruit the Digital Native

With the competition for talent getting more intense on campus every year, TCS created a platform to continuously engage with students in their preferred manner. “Campus Commune,” a gamified, digital-social learning and recruitment ecosystem, creates a digital footprint of students and gives a clear picture of their likes/flair, interest communities, and also existing competencies. This helps TCS make informed choices on campus, rather than relying on a 20-30-minute interview.

FAA’s Video on Drug and Alcohol Compliance Gets Results

Drug and alcohol violations incur costs to the Federal Aviation Administration and to private businesses, as well as threats to aviation safety. A performance problem was identified through frequent out-of-compliance rates during annual inspections of approximately 1,650 الشركات, as documented in the FAA’s Compliance and Enforcement Tracking System. So the FAA decided to offer awareness video training for Designated Employer Representatives (DERs) in the private sector that are responsible for their companies’ Drug and Alcohol programs.

SAP Reinvents Talent Sourcing with ‘Sourcification

SAP’s goal is to attract the best talent. SAP’s sourcing team sought to disrupt the status quo beginning in late 2014, by building new, centralized sourcing hubs and creating an entirely new idea: sourcification. Beginning in month four of the hubsinception, every hub exceeded its hire KPIs, مما أدى إلى 50% more offers on the same number of requisitions.

Driving Sales Results through Blended Learning at IBM

في 2014, IBM Systems introduced five new strategic imperatives: Cloud, تحليلات, متحرك, اجتماعي, and Security, known as CAMSS. This necessitated IBM sellers to evolve their skill sets from a traditional hardware transaction sale to a solution sale. A comprehensive blended education program was designed to ensure all of its sellers would benefit from the entire learning experience. The result after 18 months was that the program participants had the highest year-over-year growth of all IBM sellers.

Merck’s Tech Innovation Summit Nurtures IT Team Development

Technology is constantly evolving and is a critical component for businesses to leverage for process, المنتج, and service innovation. This is especially true for the healthcare industry. Merck developed the Tech Innovation Summit to bring IT employees together to learn about emerging technologies, explore new applications, and network with colleagues inside and outside of IT across the world. The event has evolved virtually and as a live event, and surveys show the event has increased understanding and collaboration across the company.

 

ندوات عبر الإنترنت

Creating a Culture of Learning from the Top Down

One of the keys to success for businesses today is developing a modern learning environment where the organization actually embraces and creates a culture of learning. One of the first places to start developing this culture is at the manager level. When managers are more knowledgeable, it lifts everyone up and pushes employees forward on the development path. ديفيد وينتوورث, محلل التعليم الأساسي مع براندون قاعة المجموعة, explores the effects managers have on learning and strategies for developing a strong learning culture.

6 Steps to Personalized Learning for Mid-Size and Large Enterprises

As organizations grow, it becomes more difficult to maintain a personalized learning and growth path for all employees. عبر المجلس, experiences tailored to a small group become homogenized and expanded until there is a one-size-fits all feeling to everything. ديفيد وينتوورث, محلل التعليم الأساسي مع براندون قاعة المجموعة, and Skip Marshall, CTO at Tribridge, discussed the challenges faced by large enterprise organizations and recommend 6 key success factors for overcoming these challenges to personalized learning.

 

الإجابة على أسئلة الأعضاء

One of the best features of membership with Brandon Hall Group is members’ ability to ask questions of the analyst team and get a detailed, research-based answer within 24 ساعات. Here is a question that was answered last week:

  • HR Trends: How are HR organizations going to change in the next 5 سنوات أو نحو ذلك? HR needs to support Y and Z generations, organizations with diverse structurein part conservative and in part work very agile, similar to startups. What should be the HR structure? Which HR functions should stay and which better be outsourced? Are there HR functions that need to be added? Are there functions no longer needed (or need a change)?

مدونة القائمة على البحوث

مضمون: الملك مرة واحدة والمستقبل

October was quite a busy month for Principal Learning Analyst David Wentworth. It started in Chicago with The HR Technology Conference and ended in Orlando with Masie’s Learning 2016. And for such vastly different events, Wentworth noticed a common recurring theme. لسنوات, technology providers have been hard at work developing slick, modern, intuitive platforms that incorporate features for all kinds of learning: فيديو, غير رسمي, اجتماعي, متعاون, تجريبي, الخ. There has recently been a renewed focus on the user experience as well, as providers try to deliver the same type of technology experiences at work that people are used to at home.
But what goes inside all of these shiny new “experience” platforms? مضمون. من فضلك انقر هنا لقراءة بلوق كاملة.

المكافآت والاعتراف: على عقول قادة

داريا فريدمان, Brandon Hall Group’s Principal Talent Acquisition Analyst, recently co-hosted a webinar with Jeff Birk, مدير حديثه والتدريب من أجل O.C. دباغ, on the topic of “How to Influence Great Work and Create a Culture of Success.” The webinar featured (1) real-life recognition and reward stories and counsel from O.C. دباغ; (2) lively Q & A في نهاية العرض التقديمي; و (3) أكثر من 500 الناس الذين سجلوا للالويبينار. في هذا بلوق, Friedman summarizes some of the questions and answers from the webinar because they reflect what is on the minds of many leaders. من فضلك انقر هنا لقراءة بلوق كاملة.

اترك تعليقا

يستخدم هذا الموقع أكيسمت للحد من البريد المزعج. تعلم كيفية معالجة البيانات تعليقك.