Learning & Development
The Business of Talent
Leadership Drives Business
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Bersin's WhatWorks methodology defines High-Impact organizations as those which succeed in three ways: effectiveness, efficiency, and alignment.
“Efficiency” refers to an HR or L&D organization's ability to continuously drive down cost. Since nearly all HR and L&D programs are an expense (with the exception of customer training which drives revenues), it is important for the organization to continuously benchmark itself to find ways to reduce costs.
Our Factbooks contain industry by industry data on spending levels, headcount levels, and many other benchmarks which you can use to determine how efficient you are. In training, efficiency measures include the measurement of "time to develop" as well as "time to deploy" in addition to various financial measures.
We recommend that readers consult the appropriate Factbook for the measures in your area, and then read High-Impact Learning Measurement or The Training Measurement Book for details on how to measure efficiency.
Using Video in Learning: A Guide to Creating Rapid and Effective Learning Solutions with Video
Content Development | 11/15/2013 | This report describes our research on video-learning usage patterns, latest trends, and future directions—in addition to guidelines for L&D practitioners who want to leverage video to enhance their learning solutions.
Getting Started with Talent Analytics
HR & Talent Analytics | 11/08/2013 | This research bulletin describes how companies can begin to build their talent analytics capabilities, starting with the skills, resources, and foundational elements needed to create a successful analytics function.
Driving to World-Class Talent Analytics
HR & Talent Analytics | 10/31/2013 | In this webinar, Josh Bersin and Karen O’Leonard will address the following questions: How can a HR organization build a world-class talent analytics function? What investments are needed to improve an organization’s analytics capabilities? What value are organizations getting from talent analytics?
Talent Analytics Maturity Assessment (Rapid)
HR & Talent Analytics | 10/23/2013 | Based on our Talent Analytics Maturity Model, this tool provides a quick way to assess your organization’s current capabilities, with prescribed actions for moving from one level to the next.
Talent Analytics Maturity Model: Progression of Capabilities
HR & Talent Analytics | 10/07/2013 | This tool describes the typical progression on 12 key capabilities as organizations move up to higher levels of our Talent Analytics Maturity Model.
High Impact Talent Analytics: Building a World-Class HR Measurement and Analytics Function
HR & Talent Analytics | 10/07/2013 | Our research identifies certain areas that can accelerate an organization’s HR measurement and analytics capabilities. Using this report, HR leaders can assess where they are today and examine the key levers for advancing their efforts.
WhatWorks Brief: High Impact Talent Analytics—Building a World-Class HR Measurement and Analytics Function
HR & Talent Analytics | 10/07/2013 | Our research identifies certain areas that can accelerate an organization’s HR measurement and analytics capabilities. This WhatWorks brief provides an overview of our research and highlights some of the key levers for advancing your organization's efforts on the path to world-class analytics.
Building Global Leadership Capabilities in China
Leadership Dev. Solutions | 10/04/2013 | This research bulletin presents development solutions used by leading multinational corporations for their Chinese leaders. This report proposes a three-pronged approach to creating a global leadership development curricula.
The Talent Acquisition Primer
Talent Acquisition Strategy | 10/02/2013 | This primer provides an introduction to talent acquisition, the complexity of its processes, and the challenges that key stakeholders face.
Why Reputations and Networks Matter in the Open Talent Economy
Talent Strategy | 09/30/2013 | This research bulletin explores why employees’ reputations and networks are especially important today, the role of online tools in publicizing those employees’ reputations, and the benefit of these tools to managers and the organization.
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