Last week Brandon Hall Group published 15 pieces of research – 3 new proprietary research reports, 4 award-winning case studies, 3 webinars, and 5 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 the week of Oct.12-18:

New Research Reports

5 Inescapable Trends Impacting Modern HR

In this report, Principal Workforce Management Analyst Cliff Stevenson examines five inextricably linked trends that HR must understand and adapt to in order to be an effective partner in improving business performance.

Learning Measurement at High-Performing Organizations

High-performing organizations — those that have shown overall improvement across employee engagement, customer satisfaction, organizational revenue/performance, voluntary turnover, and organizational productivity — link learning to business outcomes 31% more often than other organizations. This KnowledgeBlast explores how the high-performers do learning measurement differently than others.

Greatest Impacts on the Employment Value Proposition

This KnowledgePoint presents the top four things that can impact an organization’s Employment Value Proposition — the unique set of offerings, associations, and values that influence job candidates and current employees to join, or stay with, the organization. The data is from Brandon Hall Group’s 2015 Employment Value Proposition Study.

Award-winning Case Studies

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

Simplified Performance Support at KFC

This award-winning case study peeks into how performance support can drive employee contributions. In KFC’s case, it required simplifying existing tools to ensure rapid uptake by employees. KFC is part of YUM Brands and employs 1.5 million workers in over 130 countries. This earned the restaurant a Gold Award for Best Use of Performance Support in the 2015 Brandon Hall Group Excellence Awards.

Revitalizing Performance Management at Sears

Processes support and sustain company culture, and when Sears was in the midst of a sweeping culture change, it knew that the performance management process needed to change as well. The shift from annual performance management to regular, timely feedback is one that can be challenging, but Sears was able to pull it off. The $31 billion organization operates in retail, financial services, and consumer goods. This earned the company a Gold Award for Best Advance in Performance Management in the 2015 Brandon Hall Group Excellence Awards.

AlliedBarton Pursues World-Class Sales Competencies

This awards case study focuses on efforts by security services provider AlliedBarton to transform its core selling skills and sales management practices from selling features and benefits to a more collaborative and consultative approach, where customer needs become the basis for the sales dialogue. By partnering with Richardson for a large-scale sales competency training program, AlliedBarton changed its sales culture, increased profits, and reduced turnover among sales consultants. The effort earned a Bronze Award in the 2015 Brandon Hall Group Excellence Awards.

Prince George’s Community College Technology Education and Career Training

This awards case study examines a Maryland community college’s comprehensive multi-phased training program for students who wish to transition from a non-IT career to an IT career and become desktop and network support technicians. The program, featuring a heavy dose of hands-on, scenario-based training, earned a Bronze Award for Blended Learning in the 2015 Brandon Hall Group Excellence Awards.

Webinars

The HCM Imperative – Align Technology with the New Digital Employee

Michael Rochelle and Cliff Stevenson of Brandon Hall Group joined John Cooper of Cognizant to discuss how organizations can fill the gap many of them have between talent strategies and the technologies that enable them.

3 Talent Acquisition Tips to Beat the Competition

Brandon Hall Group research shows that companies are still having challenges with some of the more common talent acquisition practices, including attracting talent, engaging candidates, and selecting the right hires. Just what can companies do to meet their hiring needs and make the right choices while still keeping ahead of the competition? Daria Friedman, Principal Talent Acquisition Analyst for Brandon Hall Group, shared advice based on Brandon Hall Group’s 2015 Talent Acquisition research studies.

Building Content that Drives Performance

David Wentworth, Principal Analyst for Brandon Hall Group, and John Stedman, SAP Learning Consultant with Dexler, looked at the different content development tools and delivery methods necessary to enable employees to perform at their best. They shared the most recent research about learning technologies and shared real-world examples of organizations that have adopted this new vision of learning.

Research-based Blogs

The Disconnect Between Technology and People

Last week at the Fall CLO Symposium, put on by Chief Learning Officer magazine, Principal Learning Analyst David Wentworth participated in a panel discussion on Learning in the Machine Age. He noticed something unique about the content of the conference, and he shares his insights around learning and technology that organizations need to know.

Get Onboard the HR Analytics Movement

41% of organizations surveyed by Brandon Hall Group said the second biggest driver of human capital management (HCM) technology acquisition was to enable better reporting and analytics of HR data. In this blog post, Laci Loew looks at the analytics movement and what business leaders need to know.

Using Action Learning Projects to Measure Business ROI

Action learning is a powerful tool that not only enhances the learning experience for participants but also can contribute meaningfully to the business. Learning Analyst Ben Eubanks explores how Walgreens used action learning for leadership development and revenue growth.

A Better Way to Train the Trainers

Many organizations struggle with the concept of “training the trainer.” Many train-the-trainer sessions are merely delivery mechanisms for content, with little time spent on the “how” of delivery. Ben Eubanks, who participated in the LINGOS Global Learning Forum last week, shares some insights on training from a roundtable discussion with learning leaders from across the globe.

Insights from the LINGOS Global Learning Forum

Last week, Learning Analyst Ben Eubanks attended the LINGOS Global Learning Forum in Little Rock, Arkansas. It was a lively event ranging from the nuts and bolts of training to developing a global strategy to improve program impact for millions of people. In this blog post, Eubanks analyzes some of the key takeaways.

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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