People analytics and learning: Driving workforce development by delivering the right solution to the right people at the right time

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Posted by Erin Clark, David Fineman, Praveen Kaushik, and Mariana Aguilar on February 20, 2019.

12,762 likes, 3 million views, 100,000 clicks—all these measures provide some perspective into the reach of a marketing campaign. But the most valuable insight comes from deeper analysis—one that illustrates the connection between eyes on the content and dollars in the register, the true measure of effectiveness for a given marketing campaign. In the same way, the game-changing insights about learning come not just from identifying the before-and-after change in a given behavior, or observations between a test and control group, but also from combining learning data, business data, and behavioral data and conducting robust statistical analyses to personalize learning recommendations and career development interventions. Calibrated through multiple data points, these precise solutions drive business outcomes by delivering the right intervention to the right person at the right time.

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Learning as a reward?


Posted by Julie Hiipakka and Peter DeBellis on January 15, 2019.

If you believe that access to learning and development (L&D) opportunities in your organization is democratic, this next statement might feel like a splash of cold water: it never has been. Aside from the most basic of offerings—like choosing your own adventure from a learning management system catalog or required compliance training—formal learning opportunities have historically been a de facto performance-based reward in most organizations.

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What gets in the way of a learning culture?


Posted by Julie Hiipakka and David Mallon on January 3, 2019.

Business leaders, think tanks, and HR experts—not to mention all of us at Bersin and Deloitte—have stated time and again that being a learning organization is critical to driving innovation and generating business results. High-performing organizations have what we call a learning culture, which we define in our 2010 study on High-Impact Learning Culture as “the collective set of organizational values, conventions, processes, and practices that influence and encourage both individuals and the collective organization to continuously increase knowledge, competence, and performance.”1 We have since described the leading practices of learning cultures in multiple High-Impact Learning studies2, and have just released Fostering a Learning Culture: Why it Matters Nowresearch findings piece that connects data across these studies to our most recent High-Impact Learning Organization research.

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Spotting three Trends of the Trends: Learning is No. 2


Posted by Jeff Schwartz on November 21, 2018.

After seven years of charting Global Human Capital Trends, we wondered: What trends can we glean from the Trends? As we looked closer, three persistent trends emerged. Just behind the leadership top spot is learning, our second Trend of the Trends. More specifically, we’ve seen an ongoing trend to enable more consistent, constant employee learning, and have seen organizations evolving their learning approaches in response.

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Knowledge management: Fuel for the social enterprise


Posted by Steve Lancaster on November 16, 2018.

In the social enterprise, your workers are also your customers. Just as you tailor offerings and manage your interactions in the external world to attract and serve customers, the way you manage knowledge is an opportunity to build that same rapport with your workforce. By making it easier to capture, access, use, and share knowledge throughout the organization, you make room for people and performance to thrive.

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Strategic onboarding

Helping new hires succeed

Posted by Bill Cleary on October 8, 2018.

An effective new-hire experience can contribute to an employee’s productivity and create value for the organization. Studies show that effective onboarding can improve retention rates by 52 percent, time to productivity by 60 percent, and overall customer satisfaction by 53 percent1. For new hires, effective onboarding can increase both job satisfaction and organizational commitment. Despite this, the most common approaches to onboarding often fail.2

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Learning transformed = Agility achieved

Redefining learning as a platform, rather than an event, enables and supports an agile, digital business


Posted by Lindsey West and Terry Patterson on September 27, 2018.

The corporate learning function is under pressure to deliver more capable and more engaged talent faster. How can learning meet these escalating expectations? Certainly not by tinkering at the edges. Something completely different from the status quo is in order, given the pace of business disruption overall and the way technology has permeated our day-to-day lives. The answer doesn’t lie in new or different training programs, but in a completely new type of learning platform.

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Reflections on HR Tech 2018: The Evolving Learning Landscape


Posted by Julie Hiipakka on September 17, 2018.

The HR Technology Conference is more than a big—some might say the biggest—event for solution providers, tech buyers, bloggers, industry analysts, and HR consultants. The event has the spirit of a college reunion mixed with elements of speed networking: attendees need comfortable shoes, high energy, and the means to connect. If you don’t carry business cards, be prepared to tweet, email, or use other social media channels to remember everyone you meet.

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