Bersin & Associates latest research study, Performance Management 2006: Market Analysis, Trends, and Vendor Profiles, is the most comprehensive study to date on this fast-growing market. The 230-page report is based on a quantitative survey of 553 HR and training managers on performance management, in-depth interviews with over 50 organizations currently using a performance management system, briefings with 21 talent management software vendors, and a quantitative survey of 125 HR managers with experience in implementing a performance management system.

The study finds that only 11% of organizations surveyed have vendor-provided solutions. Almost 60% of organizations are still using paper-based systems for this critical function. Interestingly, only 15% of organizations base performance management on well-defined skills and competencies for all jobs; 45% of respondents said they have no, few, or “spotty” job definitions. Other topics covered include:

• A buyers guide and profiles of the 21 different software solutions, including focused providers, talent management suites, LMS providers, and ERP providers.
• The internal drivers of performance management initiatives (pay for performance and talent management) – and how each impacts a performance management initiative.
• The pros and cons of technology solutions specific to performance management and HCM suites, integrating performance management, succession planning, and learning.
• The seven key areas for consideration when implementing a performance management solution.

Performance management implementations are lengthy and complex. The average implementation takes 7 ½ months; 17% of respondents said their implementations took more than one year. The biggest challenge is training and adoption of the performance management process. Almost 50% of respondents with systems implemented for one year said they still did not have enterprise-wide adoption.

Performance Management 2006 contains much, much more – including vendor profiles and our unique Market Maps which show important information such as product strengths, market share by revenue, and market share by live customer sites. This is a study no learning or HR professionals can afford to miss!

Research members: Visit the research center to get your copy.
Non-members: Purchase this report today.

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Cathay Pacific, a leading international airline with 15,000 employees, began revamping its performance management processes in 2002, simultaneous with its selection and implementation of a customized version of PeopleSoft’s employee review system.

The airline, which has the motto “Service Straight from the Heart,” wanted to build an environment that encouraged critical management and leadership behaviors to foster continued growth in an increasingly competitive market.

This case study details changes made to the performance management process, including the identified four stages of performance management, how competencies and key result areas factor into performance assessments, how competencies are analyzed and measured, and the calculation of performance scores. The case study also discusses how performance assessments are tied into employee learning.

Research members: Visit the research center to download this new case study.
Non-members: Available for a limited time; download today!

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New technologies such as podcasts, blogs and wikis fit the model of today’s on-demand and collaborative learning styles.

And although many organizations are using these technologies, few are using them within a learning context. For our latest research report, New Technologies for Corporate Learning, we interviewed more than a dozen companies – all leading edge users of technology for learning -- to see how they are using these tools for training purposes. (If you are not using these technologies, or have only just heard of them, don’t worry -- you are among the vast majority.)

Let’s take podcasting, for example. One company is piloting podcasts for certification training. Software professionals who need to be trained on product upgrades can listen to two 15- to 20-minute podcasts. The feedback from learners has been extremely positive, and the training team plans to roll out the podcasts for software upgrade training to all learners within the next two months.

Here’s how it works: The sessions are created by instructional designers, who outline the learning objectives and design the content into learning modules. Instructors or subject matter experts (SMEs) then record the podcast sessions, which are edited and posted for download. Although learners have a choice between three aggregators for downloading new content, the training group prefers iTunes for its reliability and functionality. (In addition, iTunes can play video clips, which will become useful when the company begins to offer videos and simulations via podcasts.)

A challenge is how to close the loop. To date, the managers can only verify that the podcasts have been downloaded; they cannot verify whether the modules have been completed. However, as learners move on to the next levels of training, they must pass pre-assessments, which include the material in the upgrade training, so the company ultimately knows whether learning has been achieved.

So, while you may be able to measure the number of “hits” on a podcast, measuring the number of people who have listened to the entire event, and assessing what they have actually learned, is more difficult. Some companies send Level 1 (reaction) or Level 2 (behavioral) assessments to learners after the content has been downloaded, but this is not as simple as tracking learners’ progress, completions, and scores through a learning management system. Ultimately, we believe companies will need to develop methods for authenticating completions and integrating assessments with their podcasts.

Research members: Visit the research center to get your copy.
Non-members: Join our research community to access this report.

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Metrics: Benchmarks Justify Training Spending
[Training Magazine]

Joe Kornik, Editor of Training Magazine, wrote in his 'Editor’s Note' column in the April 2006 issue: "How do you convince the people that matter (meaning those C-level executives we keep talking about) that you and your team add tremendous value to the organization? The work you do needs to be communicated up the ladder to the folks who make decisions about spending, staffing and software in the training department. Of course, that can be easier said than done. One of the most effective ways to see how you are doing is to take a look at others. Where do you measure up with other companies in your industry? Benchmarking: it's worth its weight in gold, and it takes center stage this month... the "Metrics" come from "The Corporate Learning Factbook: Benchmarks and Analysis of U.S. Corporate Learning and Development," a study conducted by Bersin & Associates. The research yields plenty of interesting findings." Read the full article, Metrics: Benchmarks Justify Training Spending.

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WEBINARS

Upcoming Webinars:

• Performance Management 2006:
  The Fast-Growing Market for Performance &
  Talent Management
  [May 31, 2006, 2 p.m. EDT]
  This 1-hour webinar will summarize breakthrough new research on the fast-growing market for performance management systems and solutions.Register now for this event.
• The Business Case for Performance Management Systems
  [June 7, 2006]
  This webinar will identify the 7 key elements of performance management, key vendors and market. This webinar will also share best practices and case studies in enterprise performance management and how performance and learning management are converging and more. Register now for this event.
• E-learning Suites: Industry Update on Integrated E-learning Platforms
  [June 7, 2006, 11 a.m. EDT]
  "E-learning suite" is an industry term devised several years ago to denote an integrated platform for training administration, delivery, and content management. But many training technology executives remain confused about the pros and cons of such an approach to their e-learning strategy. This webinar will cover the definition of an e-learning suite, considerations for making a buying decision, trends in the use of suites and more.Register now for this event.

• Corporate Learning Factbook
• Best Practices in Learning Organization - Shared Services

Pfizer, Marsh, Children's Hospital of Philadelphia, Shaw Group, Blue Cross/Blue Shield, Altera, Accenture, KPMG, Seagate, SYSCO, Intermountain Healthcare, Deloitte have recently turned to Bersin & Associates for enterprise research and advisory services.

Learn more, contact us: Visit our website or email us.

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Key new research studies available for members only:

Using Blended Customer Education to Increase Sales
This case study examines how Fidelity Investments uses a blended customer education program to enhance customer value for its products and services. Download today.

Blended Delivery for Complex Certification Programs
This case study examines how Seagate redesigned its manufacturing quality training to incorporate a blended approach. Download today.

Global Dealer Training: What Works
This case study presents the complex challenges Toyota has addressed through implementation of a Learning Management System. Download today.

Sample LMS Implementation Plan
This is a sample best-practice LMS implementation plan which shows tasks and roles. Download today.