Over the past week, Brandon Hall Group published 13 new resources – 2 new proprietary research resources, 8 award-winning case studies from the 2016 Brandon Hall Group Excellence Awards, 1 webinar, 1 answer to member questions, and 1 blog.
Below we make public some of these resources (click on the links) as a way for non-members to familiarize themselves with our research:
- The Talent Activation Continuum: How Connected HR Technologies Deliver Better Business Outcomes (Webinar)
- Linking Performance and Engagement Drives Key Metrics
- Microsoft’s ‘Perfect 10’ Extended Enterprise Learning
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Here is an overview of research released Sept. 26-Oct. 2:
New Research Reports
Linking Performance and Engagement Drives Key Metrics
This report focuses on the key findings of Brandon Hall Group’s 2016 Employee Engagement Study. The study found that, while making employee engagement a strategic priority is an excellent starting point, organizations that achieve the most success also link it to performance. Organizations that linked engagement to performance performed significantly better in many metrics. For example, organizations that prioritize engagement and link it to employee performance are 62% more likely to have most employees consistently promote the organization externally and internally.
How Connected HCM Technologies Deliver Better Business Results
For a long time, the use of disparate Human Capital Management (HCM) technology solutions throughout the talent lifecycle has streamlined paperwork and tasks,
but has not effectively engaged employees. It has even hindered their contribution to organizational business outcomes, such as productivity and revenue. This research brief explores ways that connected technologies can help empower employees to increase the speed and quality with which they conduct business, to have a way to estimate the level of engagement in their employees, and the impact that engagement has on business outcomes.
2016 Excellence Award-Winning Case Studies
Brandon Hall Group announced its 2016 Excellence Award winners. These case studies, featuring the award-winning organizations, were released for publication:
Microsoft’s ‘Perfect 10’ Extended Enterprise Learning
In a world that’s inundated with the latest must-have smartphone every month, Microsoft needed to stand out and drive retail reps to recommend its Lumia phone with Windows 10 to customers at the point of sale. To do this, Microsoft ramped up its external sales team to 5,000 reps and created the “Perfect 10” training program to win their hearts and minds, making the reps excited to represent and knowledgably talk about Windows 10 on a Lumia phone.
SAP’s Autism at Work Program
In 2015, SAP hired 100 people with autism and has committed to hiring 1% of its global workforce from the autism spectrum by 2020. The dedicated SAP autism team that, to hire individuals with autism, they had to personalize the candidate experience beyond SAP’s normal process. This involved administering candidate baseline and team dynamics assessments, working with individual employees to develop individual learning profiles, competence assessment profiles, and developing long-term success business plans.
Mental Health Awareness Training for University Police
The University of Saskatchewan created a program that focused on skills and behaviors needed for police officers and security professionals to effectively interact with people experiencing mental illness, and how to employ empathy and self-reflection. Through a mix of first-person video, audio clips from individuals with lived experiences of both mental illness and police interactions, as well as interactive eLearning components, the police and security officers at U of S experienced first-hand how the different skills can favorably impact difficult situations.
Best Western’s Customer Care Program Sends Satisfaction Scores Soaring
Best Western Hotels & Resorts dramatically improved guest satisfaction scores through its “I Care: Every Guest, Every Time” blended training program. Best Western partnered with Mursion to deliver simulations for front desk staff that mimic real-life customer interactions, challenging them to solve real customer problems. The on-property portion of the program, which was delivered at all 2,200 Best Western hotels in North America and to more than 20,000 participants, took a modular approach so that content could be modified to fit the location.
Learning Complex Infrastructure Defense via Applied Fiction
In response to the threat of cyber-attacks by hackers and terrorists against the nation’s power grid, the Federal Energy Regulatory Commission required utilities to comply with a sweeping set of new cyber-security standards. But the training materials were not in the language of employees, did not clearly teach the duties for their roles, and were long and boring. This led the founders of MetaMythic to search for a better way. They found that people learn best when immersed in a story that teaches why something is important. So MetaMythic trained employees by immersing them in an epic story about protecting their infrastructures.
Problem Resolution Training Increases Net Promoter Scores
At Apple Federal Credit Union, Net Promoter Scores related to solving members’ problems had fallen. With the goal of inspiring members to passionately promote Apple FCU, the leaders focused on training all employees — from executive team members to line employees — on resolving problems, utilizing a LEARN methodology (Listen, Empathize, Ask, Resolve, Notate).
Questions from Members
One of the great benefits of being a Brandon Hall Group members is the ability to ask questions in the online member center and getting detailed answers within 24 hours. Here is one questions asked this week:
- What are effective methods to engage executives for training activities? I am looking for ideas for ice breakers.
The Talent Activation Continuum: How Connected HR Technologies Deliver Better Business Outcomes
For a long time, the use of disparate HR technology solutions throughout the talent lifecycle has streamlined paperwork and tasks, but has not effectively engaged employees and has even hindered their contribution to organizational business outcomes, such as productivity and revenue. In addition, demonstrating the value of these technologies to the C-Suite was difficult as best. In this webinar, Daria Friedman, Principal Analyst for Talent Acquisition at Brandon Hall Group, Michael Rochelle, Chief Strategy Officer and Principal HCM Analyst at Brandon Hall Group, and Jimmy Hodson, Product Marketing Manager at SilkRoad, show how organizations can engage their talent through the effective use and selection of HR technology.
Driving Business Outcomes through HCM Technology
Brandon Hall Group has conducted four major research surveys this year to assess trends in Human Capital Management technology deployment and adoption for talent acquisition, talent management, learning and development, and workforce management. We gathered nearly 1,000 responses and found consistent, striking findings in terms of the importance placed on user experience, and what buyers want from technology providers in terms of system integrations, functionalities, and service. To read Daria Friedman’s blog, please click here.