Learning and Business Impact: Making the Case through Metrics and Analytics

Recruiting is arguably the HR function with highest visibility across every organization. Talent acquisition remains an ever-present concern for business leaders who risk declines in productivity if they can't fill their talent pipeline. To ensure success, HR teams need be vigilant about measuring the effectiveness of the hiring process. But that's easier said than done. While plenty of applicant tracking systems and other recruiting tools are set up to report on hiring activities, rates, and costs, they typically stop tracking applicants as soon as they're hired. Because of that crucial limitation—and because data about the long-term performance of the workforce inevitably lives in a vast array of disconnected systems—measuring the lasting impact of the recruiting process becomes a daunting, insurmountable task. Join workforce expert Ian Cook or this one-hour session to learn how talent acquisition teams can get past those hurdles to uncover insights from beyond their ATS that will help them: Discover which hiring activities improve quality of hire across the full employee lifecycle Optimize the recruiting process to target and hire candidates proven to have the best business impact over the long term Create more accurate hiring plans that draw on historical rates for turnover and hiring success Choose the right mix of FTE, agency, and RPO recruiting by comparing costs over time for each option

Sometimes the best systems aren’t all in place when it comes to talent management. Processes may need improvement and people likely want more support, but a knowledge gap and lack of experience in change management blocks companies from adopting the finest practices and implementing helpful technology. Success, as seen by leaders, is achieved by doing what works best for the business. Top managers take on the constant task of determining how to make each process more efficient and improve what’s needed to maximize productivity.

Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization. Register for this webinar to learn: The difference between learning and acquiring new skills How to apply hard metrics to your L&D strategy How to align your employees’ learning goals with those of your larger company How Polaris is putting the insights from the research to work at their organization

The document summarizes a webinar about how CareSource uses leadership transition coaching to support new leaders and foster a positive workplace culture. Key points include: - CareSource has experienced significant growth, making leadership development and support a priority. Their coaching program helps new leaders through transitions. - Coaching focuses on expectations, priorities, and CareSource's mission/values. It increases leaders' confidence and engagement while reducing turnover. - Testimonials praise the coaching's impact on developing leaders and culture. The program is a strategic investment that benefits all employees. - Elements of an effective internal coaching program include clear goals and structure, measuring outcomes, and aligning with coaching ethics. Coaching supports new

Responding to changes in the marketplace, Northern Trust continues to expand their operational capabilities and office footprint internationally in countries such as Ireland, India and the Philippines among many others. The difficulties of operating internationally are abundant, including the learning and development of diverse employees. Keeping a constant balance between meeting local audience needs and the desire to deliver globally consistent programs can be challenging. Planning and executing on this global strategy with a decentralized, business unit-focused L&D organization provides even more complexity. Join Kacie Walters, vice president, strategic learning programs at Northern Trust, as she presents the challenges and frameworks used to implement a global learning and development strategy with their ever-expanding international presence and federated L&D operating model. Key takeaways: Setting priorities to stay aligned to the business in a global, decentralized environment. Holding the right balance between global and local solutions. Governing learning solutions across a decentralized structure. How L&D operating models are changing to address common challenges in global enterprises.

Offering a best-in-class employee experience has become critical to organization success in everything from attracting to engaging employees, yet leaders struggle with how best to understand and act on the holistic employee experience. In this webinar, two of Qualtrics’ employee experience thought leaders will discuss the technology and mindset shift needed to effectively measure and manage EX, examining how technology is leading to breakthrough organizational insights and cultural transformation. This webinar will cover: How to utilize technology to drive a culture of feedback and improve your employee experience Innovative ideas and best-practices regarding employee listening through technology Recommendations for getting started

Does your onboarding program leave your employees energized and excited? Or do they see it as a boring required chore? Would you like your new hire onboarding to be more interactive and engaging? An effective onboarding program is critical to help new hires to add value quickly and become productive members of your workforce. Join our webcast to learn how to use virtual onboarding to more effectively engage, equip and energize your employees. Register now to learn best practices for: Training your new hires at a significantly lower cost Providing a more engaging new-hire onboarding experience Improving new employee satisfaction and retention As a special bonus, our webinar features a case study on the Marriott Voyage program – this year’s Bersin by Deloitte WhatWorks® award recipient.

In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace. But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence. Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat. Impacts of Organizational Relevance include: For the Individual: Elevates their awareness of the needs of all groups within the organization Broadens their visibility to the core operations in support of its’ needs Creates improved job satisfaction and belonging For the Organization: Strengthens the working relationships across all disciplines and improves retention Fosters Talent Development Drives performance through common focus between individuals and groups

Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers. In this webinar: Explore the skills gap facing organizations today Analyze the role of workforce and educators in solving the skills gap Learn how to identify lifelong learners who will be able to upskill and reskill over time Discover strategies for effectively rewarding and encouraging lifelong learning at your organization

Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce? Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently. In this webinar, you’ll learn: The factors that could be contributing to your skill gaps, and how to find and address the root causes How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations How to start uncovering your organization’s skill gaps with a formal assessment How to use modern training methods to bridge skill gaps by upskilling your workforce

Consider the importance and impact of Career Pathing for your workforce. In this webinar we will discuss the benefits and key elements that drive career pathing and what it means for your company’s employee experience, engagement and retention. Employees are bringing new expectations; we’ll discuss the impact of providing your employees with a personalized and transparent view to their career development and growth with a particular focus on results. The C-suite understands that talent development is essential to ongoing success. The most progressive leaders are re-thinking their talent strategy by improving the employee experience, embracing diversity, empowering career development, placing learning at the heart of HR. This interactive webinar will provide easy-to-understand insights on: Discuss the importance of Career Pathing within your Talent Development strategy Identify key expectations employees now bring to their jobs Showcase the bottom-line results of a well-defined and developed career development & growth solution

From PMAT HR Day 2019, Bangkok Thailand by Tareef Jafferi Key Takeaways: 1. Key moments in your Employee Experience 2. Getting started with People Analytics 3. Learnings from 4 Case Studies 4. Quick Wins 5. Can Happily.ai help you?

Register for the webinar to hear: From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage. Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience. James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.

This document summarizes key trends in employee experience from a 2020 global study. The top 3 trends are: 1) Feedback matters - having feedback programs boosts engagement; 2) Change is constant - listening during times of change is important; 3) Managers and learning & development matter - investing in managers and L&D improves engagement and retention. Examples are given showing the impact of acting on feedback, empowering employees during change, and providing learning opportunities. Overall it stresses the importance of listening to employees, acting on insights, and supporting managers and professional growth to drive engagement.

eLearning specialists constantly face a lot of “why” questions. Why is eLearning indispensable for the company? Why does it need special (and annually increasing) budget? Why can’t online courses be replaced with conventional mentoring or training? It isn’t always easy to prove the worth of eLearning.

For many HR professionals employee “engagement” can be a mysterious and elusive thing. Long rumored to be the keystone that can stabilize a bad corporate culture or turn a good culture into a great one; but where can it be found? During this session we will help solve the mystery and show you where to find the weapons you need to hunt down and capture this intangible yet valuable prey. During this session you will learn: The facts and figures that unequivocally connect employee engagement to overall company performance and profitability. Where to find opportunities to engage and how to capitalize on and connect those opportunities to maximize success. How to use the methodologies illustrated in the book What Motivates Me to assess each employee’s engagement level and to expose their true motivators.

This guide describes four steps any company can take to get the most from an elearning investment. Business leaders increasingly recognize that providing employee training is critical to success. Companies worldwide use instructional content available on demand to build elearning programs that drive positive outcomes. More than 40 percent of global Fortune 500 companies had embraced elearning strategies in 2013 (Ibis Capital). That same year, elearning was a $56.2 billion industry. This was expected to more than double by the end of 2015 (Global Industry Analysts). Tremendous benefits result from elearning—chief among them improving employee performance and productivity, aligning expertise with business objectives, and providing consistent and scalable training to a dispersed workforce. Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html

Recent employee engagement surveys conducted by General Motors and other large organizations suggest that employee perception of career growth within an organization is a primary driver of employee engagement. Committed to expanding efforts to find, grow and keep top talent, General Motors leveraged employee feedback from three GM employee engagement surveys over five years to engage global leaders, HR and employees in building resources to help employees grow their GM careers. Supporting approximately 80,000 global salaried employees, GM’s multimedia career resources have led to an increase in employee career satisfaction over a five-year period. In this session, attendees will learn: How to adopt and enhance career development resources within an organization. The importance of integrating learning resources with a company’s core values. The benefits of engaging leaders and employees in the development and deployment of learning resources.

The webinar discussed strategies for retaining working mothers. It noted that women make up over half of management roles but many leave after having children if they feel their career will be derailed or there are limited opportunities. However, most new mothers want to continue their careers. The webinar presented case studies of different organizations that implemented flexible work policies, leave coaching, and support for childcare to help retain top female talent. Attendees were encouraged to complete an evaluation and register for upcoming webinars.

Join us for this webcast with human capital thought leader Cathy Missildine to learn how you can put talent management metrics in a context that can help drive greater business decision-making and organizational success.

There’s been a lot of buzz about employee engagement in the workplace and for good reason. Today’s organizations face changing working patterns, evolving employee expectations and growing complexity — all of which pose significant challenges for keeping people engaged and motivated on the job. With so much at stake, are executives and HR professionals focusing adequate attention on employee engagement? What impact are prevailing tools, approaches and practices having on workforce productivity? And how do all these factors affect overall performance and, ultimately, the bottom line? Ian Parkes, director of Coleman Parkes Research, and Joyce Maroney, director of the Workforce Institute at Kronos, will address eye-opening research that sheds new light on the challenges, opportunities and costs of employee engagement — or lack thereof — at today’s organizations. They’ll discuss key findings, highlight areas for improvement and explain the roles leadership, technology and talent management play in optimizing workforce engagement for sustained competitive advantage. You’ll gain valuable insights into: The increasing complexity of working life and the impact on employee engagement. The high opportunity cost of time wasted on non-job-related administrative tasks. How the role of HR needs to change in order to build a culture of engagement. Ways outdated technology is hindering employee productivity and engagement. Why the inability to recruit and retain skilled talent is a core business disruptor. Key drivers of engagement and how your organization can unburden the workforce.

The document discusses how to utilize eLearning to cultivate a culture of learning in the workplace. It recommends using a learning management system (LMS) like Moodle, which is open-source and widely adopted. It emphasizes using a best-of-breed content strategy, gamification, certificates/badges, key integrations, mobile access, and analytics to track engagement and progress. Open source is preferable due to low costs and flexibility. The presentation provides an overview of Moodle and the eThink partner program to help organizations implement an effective LMS.

Partnering on the annual State of the Industry report, Workforce magazine and Virgin Pulse surveyed hundreds of organizations around the world to learn the latest trends and challenges in employee wellbeing, engagement and culture. Organizations that empower employees to be their healthiest, most productive selves – at work and beyond – see better business results. It’s a direct, uncomplicated and essential relationship that’s been proven. Discover what’s ahead in 2017 during an upcoming webinar with Sarah Kimmel, Vice President, Research and Advisory Services, Human Capital Media, and Chris Boyce, CEO of Virgin Pulse. In the webinar, you’ll learn: Business leaders’ top organizational priorities, roadblocks, and budget changes for 2017 The impact of employee wellbeing on engagement and company culture How organizations that employ a strategic approach to wellbeing outpace their peers in critical business metrics

As a $1 billion growth company, AthenaHealth had grown rapidly over a relatively short period. As a result, their learning and development department was faced with new challenges related to leadership commitment, employee engagement and scalability to support the organization’s pace of change. During this spotlight webinar, AthenaHealth’s chief learning officer, Karen Hebert-Maccaro, will share how she stewarded the organization into the next phase of their enterprisewide learning strategy, through senior leadership commitment and the development of tailored learning experiences for each employee. During this spotlight webinar, attendees will hear: How AthenaHealth took a contemporary approach in developing their learning strategy. Lessons learned as the organization underwent a significant change modernizing the L&D department and introducing a learner-centric culture. The risks and rewards in overhauling your organization’s learning strategy.

The document discusses using gamification to maximize learner engagement in virtual learning environments. It outlines key challenges in virtual learning like distributed workforces, usability issues, and low engagement and retention. Trends in virtual learning include blending delivery methods, social learning, gamification, and mobile access. Gamification applies game elements like points and competition to motivate learners and improve engagement by 60% and address the 70% retention rate drop off. The ON24 virtual learning environment focuses on engaging experiences through gamification, networking, and interactive features to reinforce learning.

Retail associates. Forklift drivers. Food service employees. Plant workers. These deskless workers have one thing in common: They’ve all been underserved by L&D. Yet, these are the employees who are at the greatest risk for workplace injury, interact directly with your customers, own the manufacturing and distribution of your products and, ultimately, have the power to make or break your business—one decision at a time. Traditional approaches to learning and antiquated technology, combined with the complicated working conditions, have perpetuated the idea that it’s just too difficult and expensive to support these employees. But that’s no longer the case. This webinar will: Discuss the day-to-day performance reality of the deskless worker Examine the modern learning principles and tactics necessary to support deskless workers Review case studies that demonstrate how some of the world's largest and most successful companies are enabling their deskless workers

This document discusses trends that are reshaping the future of HR and the need for new HR operating models. It identifies several emerging models like lean HR, professional services, just-in-time HR, and federated/decentralized models that proliferate based on an organization's business needs related to optimization, customer intimacy, and agility. Executives believe transforming operating models to be more agile and responsive is important. The document questions whether current HR models are effective given business trends and poses questions around disbanding traditional models and adopting new innovations through digital technologies.

Remembering is hard. Forgetting is easy. Companies must train employees on policies, procedures, terminology, product knowledge, etc., and employees need to be able to recall this knowledge on the job. Employees have to complete so much training during the year that it is impossible for them to learn and retain everything that is asked of them. Training functions can unwittingly create a tsunami of content that results in almost zero retention. This session shares research on remembering — and forgetting — and identifies techniques that foster long-term retention. It then connects these techniques to games and explains how games can help form long-term memories and business results. Sharon Boller and Steven Boller will share recent research on games and case studies that demonstrate how games can be used for learning. In this session, you will: Identify the potential costs of not remembering. Gain an understanding of research-based learning principles such as spaced repetition, feedback loops and more. Identify the connection between research-based learning methods, serious games and tangible business outcomes.

Today’s future-forward organizations recognize the necessity to attract and retain employees, in part, by offering progressive benefit packages that reflect thoughtful, thorough measures to protect the safety and financial well-being of their employees. One rapidly increasing area of concern is identity theft. As a result, industry analysts believe that identity theft protection is now among the most widely adopted benefit options and estimate that nearly 70% of employers will offer protection to their employees by 2018. If a data breach exposed your employees’ personal information tomorrow, how would this impact your employees and your organization? It’s a frightening thought and an unfortunate reality of our digital world. During this webinar, you will learn: How Identity Theft Impacts Employees: Sixty percent of employees say stress decreases productivity. Understand the psychological and physical impact identity theft poses to your employees, and why protecting them makes good business sense. How Identity Theft Impacts Your Organization: Identity theft is the fastest growing crime in the U.S., with a new victim every two seconds. Human Resources is often largely responsible for ensuring that sensitive employee information remains protected. It is imperative that you have the processes, tools, and resources in place to keep your employees’ personal information safe. How You Can Protect What Matters Most: Anyone, anywhere is at risk. You need to know the latest fraud trends and security best practices so you can create a plan that outlines exactly what to do if your organization experiences a data breach, and so you can educate your employees about how they can best protect themselves. Today it’s all about delivering an employee-centric work culture and increasingly, employers need to be concerned with protecting what matters most — your employees (and their families) on your frontline. No one can prevent identity theft, but you can take measures to protect your employees and, in return, your employees will thank you for building a culture of identity protection.

Today’s business world is increasingly complex, virtual and requires proficient English skills — and companies are struggling to find the right learning solution.

Золото — это неизменно покрытый тайной элемент, привилегия королей, драгоценный металл, который в течение столетий являлся желанным для всего мира благодаря своей редкости и красоте. На протяжении веков этот элемент пользовался невероятной популярностью и завладел неослабевающим интересом. Он выдержал испытание временем, как бесспорный символ богатства, власти и престижа. Цивилизации могут исчезать с течением времени и деньги могут обесцениваться, но золото остаётся неизменным. По значимости его едва ли можно сравнить с каким-либо другим товаром. Это уникальный продукт, который не теряет своей долгосрочной ценности. Золото обеспечивает Ваше душевное спокойствие. Вы можете стать частью этого наследия и пользоваться преимуществами, которыми обладает этот драгоценный продукт. Global InterGold специализируется на покупке и продаже слитков инвестиционного золота разного номинала и приглашает Вас познакомиться с его современным интернет-магазином золота. Чтобы соответствовать Вашим потребностям, инвестиционные золотые слитки Global InterGold предоставляются только лучшими мировыми производителями. Добро пожаловать в Global InterGold, интернет-магазин золота. Skype: irena.kasparaviciene

The document describes Learning Transfer Solutions Global's (LTSGlobal) process for increasing training transfer. The process involves 10 steps: 1) conducting a needs assessment, 2) setting behavioral objectives, 3) measuring pre-training performance, 4) creating a transfer contract, 5) conducting training, 6) diagnosing barriers to transfer, 7) creating an action plan, 8) follow up, 9) evaluating transfer, and 10) measuring return on investment. LTSGlobal has developed a web-based platform called TransferLogix that allows organizations to implement this research-based transfer process.

Despite an abundance of attention, the failure of learning transfer continues to afflict the workforce, organizations and their learning leaders. It is an issue that has become increasingly expensive over the years with the rising cost of training along with the financial implications of not applying new knowledge and skills in the workplace. Whether it’s the retail associate who lacks specific product knowledge that results in a lost sale or the manufacturing employee who suffers an injury for not following safety guidelines, the cost adds up to billions of dollars a year. This webinar will uncover key reasons for lack of learning transfer in training along with the implications. It will then introduce three strategies that are not only proven to work, but can be implemented in your environment quickly and cost effectively. Learning Objectives: Uncovering the implications of learning transfer failure. Understanding the root causes of learning transfer failure. Three strategies to increase learning transfer success that attendees can take away and start implementing immediately and cost effectively.