Employers have been trying to crack the code on delivering learning in the flow of work for some time now. It can be extremely challenging to bring the right learning to people when, where, and how they are working. Much of the dialogue on learning in the flow of work has centered on the individual, but this needs to evolve. It turns out, rather unsurprisingly, that the majority of the work that gets done is accomplished by teams.
Many studies indicate that COVID-19 dealt a major setback to women in the workplace. Even before COVID, Brandon Hall Group research showed that women were not making substantial progress toward gaining a proportional representation in management. Only 51% of organizations believe they effectively develop women in the workplace, according to What’s Changing for Women in the Workplace? Most organizations said that more support from top management and having specific owners of development initiatives for women would help, the research showed.
Regardless of the type of HCM discipline you work in, there’s a good chance your organization is making some effort toward improving its DE&I pipeline and talent pool. Brandon Hall Group research across all of our practice areas has shown a consistent commitment to improving DE&I regardless of organization size or industry type.
There is no discipline in HR under the microscope more than Talent Acquisition right now. With the
COVID-19 pandemic, the “great resignation,” an uncertain return-to-work and other factors to contend
with, having a team of great TA professionals can be a competitive advantage for any organization.
However, as it stands, many struggle to address their current hiring needs and the needs of a talent
market that is changing more quickly than their TA team can keep up with. It is because of these many
conflicts that a growing number of organizations are seeking ways to improve the quality of their TA
process, starting with the people involved.
For all the talk of adapting learning to meet the natural ways people learn, video seems like a no-brainer. We all watch videos, probably at least once a day. Whether it’s to get a quick how-to or observe a cat falling into a fish tank, online videos are a ubiquitous element of everyday life. The technology to incorporate video abounds, especially now that smartphones record video in high definition. Video can be used as pre-work for a class, an element within a course, as a follow-up activity and as a part of a continuous, flow-of-work learning experience.
If there’s one thing there is no shortage of at the moment, it’s information. We are all drowning in it. A similar scenario is playing out within many organizations and…
Less than one-third of organizations believe there is a high correlation between the highest-performance evaluation scores and the highest-performing individuals in the organization. There are many reasons for this. The traditional process was designed in a different era when business did not move as fast. Now, an employee’s potential is more important than their past performance. It is up to organizations to change their performance evaluation process. Performance evaluation can be improved in many ways, according to our research.
The answer to true personalization for performance is generally not found in replacing an LMS or in adding an LXP. The answer lies in adding the right technology to these important learning ecosystem pieces that will enhance the experience in the ways that the learner and the business will benefit most. This includes capturing granular learning data to understand exactly what learning mastery has occurred and personalizing the learning journey through AI technology at a much deeper level than simply suggesting learning topics that may be of interest. Personalization done the right way (in conjunction with your LMS and LXP) that leverages an adaptive learning core will lead to greater engagement and far greater insights for improved decision making.
In the Learning Technology space, vendor relationships can sometimes be measured in months rather than years. In an environment where about 40% of companies are actively looking to replace a current provider, longevity is hard to come by. But that’s to be expected with the transactional nature of many of these relationships. Clients always want the newest, latest thing and many providers struggle to provide the most basic customer support. That’s why our collective Brandon Hall Group jaws dropped when Smartchoice Preferred Provider Latitude CG introduced us to their client of 20 years, the American Board of Emergency Medicine (ABEM). In the world of technology partnerships, 20 years may as well be 1,000.
As organizations continue to find new ways of working with uncertainties driven by the COVID-19 pandemic, customer satisfaction remains their number-one business priority, cited by 93% of companies in Brandon Hall Group’s HCM Outlook 2021 Study as important or critical. It ranks higher than revenue generation, return-to-work strategies and managing ongoing change. Clearly, companies are willing to explore any strategy that might help them enhance their relationships with their customers.