Last week Brandon Hall Group published 14 pieces of research – 1 new proprietary research report, 5 award-winning case studies, 3 research-based tools to aid organizational performance, 1 webinar, 1 question from a member organization, and 3 research-based blogs.

Human Capital Management Research

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. 5-11:

New Research Reports

Skills as the New Currency of Business Impact

Skills are the new currency of business success. So a lack of skills in the workforce can have a huge impact on an organization. This research brief provides recommendations on how organizations can deliver learning to ensure their workforce has the skills to make them successful, through assessments and gap analysis, and creating a learning environment that fosters frequent, continuous development.

Award-winning Case Studies

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

Workforce Management Technology at Guitar Center

This case study helps to demonstrate the potential improvements in workforce management areas with the implementation of new technology. Guitar Center is a $2 billion, California-based retail organization with more than 10,000 employees across the US. This earned the company a Bronze Award for Best Unique or Innovative Workforce Management Program in the 2015 Excellence Awards.

Powerful Sales Training at GAME

GAME knew that sales training for its associates needed to be engaging with a layer of social interaction and gamification. This case study highlights the GAME Learning Zone implementation. This retail organization has nearly 4,000 UK employees and revenues of $1.3 billion. This earned GAME a Gold Award for Best Use of Learning and Talent Technologies in the 2015 Excellence Awards Program.

Linking L&D to Business Outcomes at HP

This case study offers insights into how HP links its L&D practices to the needs of the business, a key method for developing a lasting learning strategy. The company has revenues of $11 billion and more than 300,000 employees worldwide. This earned HP a Silver Award for Best Advance in Creating a Learning Strategy in the 2015 Excellence Awards.

Onboarding Toolkits at Canadian Tire

This case study highlights the onboarding and people leader toolkits used at Canadian Tire. The $12 billion retail and financial services firm was founded in 1922 and has operations throughout Canada. This earned Canadian Tire a Bronze Award for Best Advance in Learning Technology in the 2015 Excellence Awards Program.

Developing a Learning Framework at HETI

This award-winning case study offers insights into the learning framework developed at the Australian Health Education and Training Institute (HETI). The governmental organization employs approximately 200 workers and serves more than 150,000 staff within the Ministry of Health. This earned HETI a Silver Award for Best Learning Team in the 2015 Excellence Awards.

Tools to Use

Succession Management Leading Practices Checklist

This tool provides the critical leading practices our research shows are vital for an effective succession management program.

Making the Business Case for Change

This tool provides several criteria for evaluating strategies for change and the questions that need to be answered in order to effectively make the business case for a change initiative.

Learning Portal Use Case

This tool provides a form to complete a use case for a learning portal. When considering upgrading or purchasing new technology, it’s important to develop use cases to determine if the technology under consideration meets the needs of the organization as a whole and also groups of users or individual users.

Webinars

The 5 Most Important Recruitment Metrics for Business Success

Recruitment metrics allow organizations to examine what’s working in their talent acquisition efforts and lay the groundwork for what needs to change in the future. Unfortunately, metrics can often be misleading and frustrating for talent acquisition departments. In this presentation, Brandon Hall Group previews new research data on the most critical recruitment metrics and offers key recommendations for translating these metrics into business objectives.

Questions from Members

One great benefit to Brandon Hall Group members is the ability to ask questions of our HCM analyst team and get quick answers, usually within 24 hours. The questions answered this week included:

  • Please provide ideas on how to plan an agenda for a Learning and Development roadshow to educate managers on how to develop their workforce.

Research-based blogs

5 Reasons You Don’t Have a Learning Strategy

Did you know that 41% of organizations do not have a formal learning strategy, according to Brandon Hall Group’s latest research? This is consistent with the data from our 2014 study, which fell at 40%. This is unfortunate, because high-performing organizations are more likely to link learning with business objectives. Why are companies having trouble making this whole “strategy” thing happen? In this blog post, Ben Eubanks looks at the top five reasons companies do not have a learning strategy in place.

What’s Money Got to Do with It?

Some of our recent research shows there is a conundrum between how employers perceive compensation as a driver of talent attraction and as a cause of first-year attrition. And this perception is fairly consistent across most employers. In this blog post, Daria Friedman looks at how this paradoxical situation plays out.

ELearning Standards: Where Are We Now?

A topic we get a lot of questions about at Brandon Hall Group is eLearning standards. We are all relatively familiar with SCORM and its variants, but the advent of the Tin Can API, or Experience API, or xAPI, has sparked the majority of the inquiries. In this blog post, David Wentworth provides an analysis of the varying types of eLearning standards and offers insights into how each is utilized.

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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