In the March Edition
IMPACT 2011: The Business of Talent®
The
IMPACT 2011 conference
agenda includes 23 breakout sessions and keynotes. This year's conference focuses on three distinct tracks: Learning and Leadership Development, Talent Management and Performance, and HR and Talent Acquisition.
Attendees will hear results of new research and learn from in-depth case studies from companies such as
Accenture,
SunTrust,
Cisco Systems, and
Energizer. Lori Sweere, executive vice president of
UnitedHealth Group, will present a conference keynote on
Building a Business-Driven Human Capital Strategy.
The conference features four pre-conference executive roundtables (by invitation only); two complimentary post-conference workshops,
Developing HR Analytics and
CLO for a Day; a
Demo Center where you can talk with 27 leading solution providers; and networking receptions for socializing with friends and colleagues.
We guarantee you will find
IMPACT 2011 to be the most valuable activity of the year. You'll walk away with best practices, insight, and practical approaches to dealing with today's unique challenges as well as those ahead. Reserve your seat today! Members can register for $995. The registration rate for non-members is $1,295.
Register today.
Trends in Talent
Earlier this month, we released
Talent Watch Q1'2011 – Global Growth Creates New War for Talent. The report covers key research and findings in talent management, talent acquisition, and HR, and provides insight into plans for future growth in organizations, as well as specific challenges facing talent acquisition departments.
For many people working outside of human resources, the most surprising result is that nearly one-half of organizations cite "filling key positions" as an urgent talent challenge, despite record high unemployment. The common misconception is that having more people in the job market makes hiring easier. Yet, we found that companies either can't find candidates with the right skill set to fill open roles or don't have the talent acquisition technology in place to effectively manage the avalanche of resumes.
Continue reading Trends in Talent.
Three Key Ways Learning Organizations Drive Value
It's a challenging and exciting time for learning, talent, and HR teams. The recession is over and innovation and growth are major focus areas. But do you know where you should focus? Are you working on those things that can drive value?
Here are just a few focus areas with examples from several award-winning organizations featured in our
Learning Leaders® 2011 program:
- Integrating informal and collaborative learning is a major challenge for many organizations. Underwriters Labs created wikis to enable their community to teach itself. The company set up online communities of practice (CoPs) to further facilitate knowledge-sharing. JetBlue Airways took the community of practice idea a step further, and invited trainers from other airlines to join their CoP.
Read on for more examples of winning learning strategies.
The Road to Effective Learning Measurement
Last week Stacey Harris, principal analyst and director of HR and talent management research, spoke to a large group of measurement enthusiasts at
Knowledge Advisors' Annual Analytics Symposium. A room full of learning and talent professionals focused on the challenges organizations face when trying to develop a measurement strategy – one that helps talent and learning organizations improve internal decision making, assess program effectiveness, and share the impact of their organization's overall efforts on the business finances and goals.
Many talent areas such as learning and talent acquisition not only struggle with measuring their own individual functions, but figuring out how those efforts fit into the needs of enterprise HR measurement. At the event, organizations such as
Merck,
AT&T, and
UPS shared their own hopes for better integration between the learning function measurement efforts and their HR and talent partners.
Read on for more.
Building a Strong Bench
Over the last 30 years, the scope of succession strategies in high-performing organizations has grown. Initially, their aim was simply to identify candidates who would be qualified to replace specific C-level executives when the time came. Later, strategies expanded to encompass talent-development efforts aimed at deepening bench strength and creating a more robust pipeline of high-potential employees ready to assume a greater variety of critical leadership positions.
Today's high-impact organizations are going a step further – crafting succession strategies that include more high-performing employees whom the organization wishes to motivate, retain, and develop. Such employees are increasingly important to the ability of organization to execute global growth plans and to gain or maintain a competitive advantage.
Continue reading Building A Strong Bench.
Pre-Test Our Talent Acquisition Survey – and Get a Complimentary Report
We are preparing to launch a first-of-its-kind benchmarking survey on talent acquisition – and we need a few testers to give us feedback on the survey questions. The pre-test will take approximately 1 hour, during which one of our analysts will discuss the survey questions with you over the phone. The survey questions will pertain to the spending, staffing, and effectiveness of your organization's recruiting efforts.
All testers will receive a summary of the results of the study plus a complimentary copy of our case study,
Social Networking for Recruiting: Hyatt Corporation Uses Social Networking Sites to Strengthen Its Employer Branding and Sourcing Strategies. For more information, please contact Karen O'Leonard at
karen@bersin.com.
In the News
Processor Magazine
February 25, 2011
Training: Measuring Success
By William Van Winkle
In this article, Josh Bersin talks about how to gauge the bottom-line results of training programs.
Click here to read this article.
Elearning! Magazine
February 9, 2011
Learning Leaders: Focus of Winners Is Changing
This article talks about the 28 winning organizations recognized by this year's Bersin & Associates' Learning Leaders program.
Click here to read this article.
New Research Highlights
TalentWatch First Quarter 2011 – Global Growth Creates New War for Talent
This report describes how talent strategies are changing as companies shift their priorities toward new product introductions, growth and acceleration in hiring.
Members: Download today
Non-members: This report is available at no cost.
Transparent Talent Mobility: An Advanced Strategy for Succession Management
This research bulletin discusses the defining characteristics of the final stage of succession management maturation - transparent talent mobility.
Members:
Download today
Learning Leaders® 2011: Lessons from the Best
The Bersin & Associates Learning Leaders® program is designed to identify the very best in organizational learning and talent management. The 2011 Learning Leaders represent the very best of enterprise learning and talent management, and their accomplishments have raised the bar for all learning, talent, and HR organizations.
Members:
Download today
Non-members: This report is available at no cost.
More in the Middle: Focusing Leadership Development on Your Midlevel Leaders
This research bulletin features an overview of the criticality to invest in leadership development for midlevel leaders.
Members:
Download today
Rapid Instructional Design: Boeing Uses a Collaborative Approach to Informal Learning
Boeing uses a rapid instructional design process to speed up its development process and to incorporate more informal learning into its programs.
Members:
Download today
The Next Generation of e-Learning: A Primer
This report is a primer on e-learning today and where it is headed tomorrow, including an updated maturity model, definitions, tools, trends and future predictions.
Members:
Download today
Signs of a Turnaround for Corporate Training
This research bulletin examines how much companies are spending on training and which sectors are recovering the fastest.
Members:
Download today
Onboarding Boosts Business Performance: Booz Allen Hamilton Implements a Global, Multiphased Approach
An overview of Booz Allen's innovative 12-month onboarding program designed to support the firm's strategy to hire and develop superior talent to cultivate excellence.
Members:
Download today
