Only 29% of North American employees are emotionally engaged: they’re prepared, produce greater revenue, and deliver better customer service. That leaves 71% of employees who are not engaged or actively disengaged. What does this have to do with leadership? While development is critical to engagement, performance, and succession, its overall effectiveness is determined by the quality of an organization’s leaders. Download this white paper to learn the 3 things to keep in mind when building your leadership development strategy.
Learning professionals are often the first to admit that when it comes to technology, they love the idea of the newest shiny product. But successfully implementing the latest toys for mobile learning, video streaming and social collaboration may be another thing altogether.
For a company that outfits customers for the pursuit of outdoor adventure, Recreational Equipment Inc., or REI, once hardly dared to venture outside of the conservative order, especially when it came to its performance management process.
Business leaders love the cliché, “our people are our most valuable asset.” But how much insight do companies really have into their workforce? Get the insights paper, Increase Your Talent IQ, which shares 4 ways to get better knowledge about your employees so you can make smarter decisions, as well as eye-opening stats you might not know about your workforce!
o How to get reliable data about your employees
o How to revamp your hiring and performance management
o How to achieve 31% lower voluntary turnover
Enterprise HR departments are using social technology to improve employee recruiting, onboarding, knowledge sharing, merg-ers and acquisitions, and learning and development. These innovative applications lead to measurable improvements in job sat-isfaction, employee retention and the bottom line.
Want a better performing team? Of course you do.
In business, you rely on the successful performance of teams, but performance reviews only look at the strengths and weaknesses of individuals. How do you bridge the gap?
If you want a better performing team, then review them as just that…a team.
When you do you can:
➢ See the whole team picture
➢ Drive better team performance
Determine how individual contributions drive team success
The dreaded annual performance review: whether you’re on the giving or receiving end, it can be an uncomfortable experience for both managers and employees. But it doesn’t have to be.
See how great organizations use reviews to:
➢ Motivate employees
➢ Increase employee productivity
➢ Create an on-going dialog between employees and managers
➢ Support overall organizational goals
Being a manager is hard. Being a great manager is even harder. Learn simple things you can do as a manager to increase performance from both individuals and teams.
Simple strategies like:
➢ Talk less, listen more
➢ Play to your (and your team's) strengths
➢ Manage teams, not individuals
➢ Accentuate the positive
With all the job options out there, today’s candidates are even harder to source. Job Ads enable employers to get in front of candidates where they search for jobs and research companies. Download this ebook to find out what you might be doing incorrectly when it comes to job ads and how to fix them.
Being an Employer of Choice means that your employees vouch that they want to work for you. It doesn’t mean that you have to be Facebook or a Google. Glassdoor’s Best Places to Work list is not vertical specific. In fact, the list covers every vertical. There is no mold for winners. Be good to your employees and you’ll reap the rewards! Download this ebook to see the 5 traits of the winners!
It’s a global economy, and with more companies expanding internationally, the need to relocate employees overseas is becoming increasingly important. With the cost of relocation averaging about $400,000 per employee, avoiding the failure of these expatriate assignments is critical. Read this white paper to discover the top seven reasons these assignments fail, and what you can do to ensure your organization's success.
The economic recession caused workforce trauma and changed employment tactics from a best employee for the job approach to best employee for the big picture or for the immediate bottom line.
Today, more than ever, talent management is an important component of an organization’s success. To help HR professionals and other business leaders succeed in evolving their approach to talent management, we have developed The Talent Management Cookbook. We have designed this report to read like a typical cookbook and have provided “recipes” for the core “entrées” necessary for an updated talent management approach.
Feeling like all the top tech talent is at a party and youíre not invited? Finding the cream of the crop in an industry as competitive as tech is no easy feat. This guide explains not only where to find top technical talent, but also how to attract and keep the field's most sought after candidates. From advanced search techniques to creating an external buzz about your company, go beyond run-of-the-mill recruiting and become the life of the tech party.
When Melissa Halverson, the benefits and human resource information system manager at Waxie Sanitary Supply, first learned of the compa- ny’s intention to move its HR system to the cloud from its on-premise servers, her first instinct was, “If it’s not broke, don’t fix it.”
By now, virtually all learning leaders know they should provide programs that affect their organization’s ultimate goals: boost- ing revenue, streamlining expenses, in- creasing customer satisfaction, improving safety or making sure there’s enough talent to take the reins when the time comes. But how should learning leaders measure how well they do those things?
In naming Mary Barra as its next CEO in Decem- ber, General Motors Co. provided a rare trifecta in today’s world of leadership succession. First, Barra’s rise to the top of GM made her the first female CEO of a major automaker. Second, with Barra’s tenure at the company in its third decade, she became a rare “lifer” to earn access to the coveted corner office.
Social media has become a fixture in our lives. Look no further than 1 billion Facebook users, 175 million professionals on LinkedIn and 72 hours of video uploaded to YouTube each minute. So how can Chief Learning Officers harness the collaborative nature of these platforms? The key is to match the tool with the challenge at hand.
During the last two years we have seen how knowledge management and leadership development via learning are being incorporated more frequently as strategies to increase organizational agility. Additionally, learning organizations that act as strategic enablers for the business are more focused on connecting people to people and content through knowledge management and social technology.
Saba has created a comprehensive request for proposal (RFP) template to help you evaluate learning management systems and greatly simplify creating your next RFP.
This document provides a step-by-step guide to help you compare features and functionality, including the following evaluation criteria:
~Architecture & system requirements
~Pricing, terms, and conditions
Most organizations look forward to a learning technology transition with a mixture of dread and optimism. It is often a great opportunity to increase learning capabilities, and create a better learning environment. But, organizations also question if they can make a solid business case for the change. Will the transition impact business processes or mission critical learning needs? Will the new technology create governing challenges or highlight gaps in data structures?
Businesses facing growth and change require systems that evolve with them. The fact is, traditional software is simply too rigid to keep pace. Your savvy peers are transforming their systems to run in the cloud. Read the whitepaper to learn how you can, too, and benefit long into the future.
Global organizations must be responsive to market realities to drive performance, whether those realities are new government regulations, healthcare reform, business model shifts, or industry upswings and downturns. Read the whitepaper to learn how Workday customers are taking steps to proactively prepare for these inevitabilities.
Why is it so difficult for HR to demonstrate how it affects business growth and profitability? Find out in this whitepaper, written by Leighanne Levensaler, Workday vice president of Human Capital Management (HCM) strategy. Levensaler discusses the problems with current HR systems and the ways they are holding you back.
Invest now to ensure future success
High potentials represent a critical investment of time and resources—they are your organization’s future strategic leaders. Download our guide to transform your high potential program into a strategic source of competitive differentiation.
· The 4 absolutes for identifying potential leaders.
· What every talent professional needs to know to get high potential programs right.
For the first time in modern history, workplace demographics now span four generations. Understanding the unique social influences that have shaped the behaviors of each is instrumental in creating productive work teams. And when managed effectively, their strengths, perspectives, and experiences can bring synergy in the workplace.
Download this white paper for best practices on how to better understand and effectively manage a multi-generational workforce.
Almost every business leader says that people are their most important asset, but few do anything about it.
If you are going to take this principle seriously, then human capital planning is crucial. The Human Capital Plan is an important tool that organizations use to drive focused actions that can ensure goal achievement and business success. It allows companies to assess, plan for, and respond proactively to their human capital challenges and needs.
A robust benefits package can be the difference between a talented superstar choosing to work with you as opposed to a larger, more established competitor. But with the cost of benefits rising each year, providing a benefits package that helps you attract, retain, and motivate talented people gets harder all the time.
People say that business is all about relationships, but the truth is that business is really all about communication. Communication is key to virtually every aspect of business—especially when it comes to dealing with customers. At the most fundamental level, gaining and retaining customers can’t happen without great communication. This is even more true in the era of globalization. Read this white paper to learn about how as geographic borders become porous and the world flattens, effective communication with customers across the globe becomes essential to success.
Take advantage of this well-kept business secret. 77% of organizations surveyed in a January 2014 study by global consultancy Illuminas estimated that English Language Learning increases profitability by 25%. Check out this new infographic for a clear picture of ELL’s impact on organizational performance—and take away some key considerations for your own ELL implementation.
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