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White papers
In the current economy, the last thing in the world businesses can afford is to waste talent, or be surpassed by competitors that manage their talent better. Human Resources (HR) professionals are hard pressed to keep up with constant waves of change — from emerging technologies and shifting market priorities to high turnover rates, low employee morale, and stronger requirements for alignment with business objectives.
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Why should any organization implement an Employee Performance Management (EPM) system? Ultimately, a well-functioning and appropriately-used EPM can deliver real, bottom-line business results. However, those results don’t come overnight. In fact, not all EPM software investments prove successful. Companies must take certain measures to ensure the right strategic direction, the appropriate choice of vendor and solution, and the best methods for deploying and utilizing the system.
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Users have wielded their unique power to significantly impact today's top five learning technology trends. This new white paper explores those trends, looking at factors such as Web 2.0, mobile learning, and changes in the mix of blended learning. In addition, we discuss next steps to help your organization strategically select new technology in order to unlock its full potential.
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Waiting for a high-performance workplace culture to magically appear? It's not going to happen. You've got to work for what you want—and that means taking stock of your employees. What do they need to succeed as individuals? What motivates each person to do more for the company as a whole?
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When planned in advance and run strategically, a 360-degree feedback program can offer serious business value. Feedback from multiple raters provides useful data on your employees, their performance, and their development needs. But be forewarned—you can't launch a 360-degree feedback program without thinking ahead. Here's a look at six critical questions to consider before embarking on the path to greater perspective.
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Download the white paper to find out how to leverage competency models for strategic Talent Development.
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Web 2.0 technologies are making it easier than ever for businesses to unlock tacit knowledge and make it globally available among their employee populations. Social networking, wikis, blogs, mobile technology, and online communities present knowledge-sharing and just-in-time learning opportunities that, in many businesses, still remain untapped. While this is frustrating for early-adopter employees in late-adopting companies, Web 2.0 learning has proven to be a gold mine for companies who leverage it well.
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Following these 10 steps will help you address immediate problems, build alliances throughout the organization, and make a Learning Management System business case. These best-practices come directly from SumTotal customers who have faced similar challenges.
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How can organizations develop their stakeholders to the same level of competency and product knowledge as their internal employees? And how can organizations instill common messaging, brand identity, and quality practices across this extended enterprise?
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SaaS is defined as model of delivery where the software company provides hosting, maintenance, daily technical operation, and support for the software provided to their client. This whitepaper outlines the specific benefits of software-as-a-service and things to look out for before fully adopting the approach.
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Compliance requirements can originate in many different places from a variety of triggers: Federal and state regulatory agencies can impose regulations on organizations; internally driven initiatives can take many forms and can impact the entire organization; and external organizations can mandate processes and procedures that must be followed. Adding to the burden, the management of compliance requirements can be expensive and time consuming. While compliance can be tracked manually, manual tracking is often time consuming and error prone. Being out of compliance can be very expensive due to fines and lawsuits. This whitepaper explains how a Learning Management Compliance Solution can help manage an organization’s compliance requirements.
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Case studies
ProCure
"SumTotal ResultsOnDemand-Learning plays a crucial role in tracking individual employee progress and reducing the amount of travel expense, the length of stay at the training center, and the per-person cost at each center,"
- Tom Doyle, Vice President of National Training & Education, ProCure.
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Amway
Amway turned to SumTotal TotalLMS for its best-of-breed functionality and simple, easy configuration for administering a variety of learning activities. "We were impressed by SumTotal's stability as a market leader," said Fingleton, "and also by its global support, multiple language packs, and ability to deliver blended e-learning. We needed to execute globally on a really large scale and in a compressed time period, so it was important to choose a mature, proven system."
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Capitec Bank
To publicize e-village, Capitec created a buzz with internal marketing that excited employees and drove them to log onto the online "village" powered by the SumTotal talent management platform. Capitec published an internal newsletter to educate employees about e-village months in advance of the launch of the system.
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Cegos
The ability to make use of the SumTotal platform has also allowed Cegos to penetrate new geographical markets. Since partnering with SumTotal, it has won new business in both Russia and Chile, two country markets which would have proved difficult to break into without the SumTotal platform.
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Capgemini
"With SumTotal's software, it takes a few keystrokes. And we can easily see where people are in the process and readily assess how well our company goals are being attained."
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AMA
The ResultsOnDemand platform allows us to have an easy-to-use, consumer-driven approach, designed to be easy for an average person.
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Ariba
"We felt if our Commercial organization took the online solution courses via the LMS, then we would see an improvement in their skills, and, ultimately, higher satisfaction among customers."
- Lori Willbanks, Senior Sales Training Manager, Ariba, Inc.
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BDO
For 100 years, BDO has provided quality accounting and financial services through the active involvement of its experienced and committed professionals. BDO faces the ongoing challenges of retaining its high performers and matching expertise to the right clients, both of which are crucial for making revenue. The firm also needed to reduce the complexity of its learning management processes and replace its lightweight performance management system. Find out how BDO uses the hosted SumTotal Talent Development Suite to retain key employees, simplify learning management, capture business intelligence, solve compliance tracking issues, and provide on-demand learning.
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Citrix
"Our goal is minimum number of vendors, and SumTotal is one of our key vendors, SumTotal helped our team make the Newspage something that would be engaging and relevant for employees."
– Marla Noble, Director of Learning and, Performance Solutions, Citrix
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Wyeth
Using the SumTotal Systems learning management system (LMS), Wyeth Sales Training developed a new blended learning program that was able to consolidate more than four and a half days of sales orientation and training into less than two days. The company saved $1.6 million in training costs the first year and projects $4.7 million in savings over the next three years.
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Pacific Life
“Our compliance team agreed that an initiative of this magnitude required an e-learning solution that could easily be configured to address Pacific Life’s unique processes, business goals, product offerings and management development priorities.”
- Justine Milberg, VP, eAcademy
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St. George
“What’s astounding is that we have halved the number of learning staff but we have increased the training output by 20-fold. Twenty fold! Plus our coverage is far broader.”
- Colin Pitt, General Manager, Corporate Performance Center HRD
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Shell EP
The team at the Shell Learning Center developed a concept and a set of specifications for a global learning solution that could meet their needs.
The lms provides Shell EP with a flexible, easily accessible learning solution that can be used anywhere in the world at any time through Shell's intranet. As a complete Internet-based platform, lms allows Shell to plan and provide learning solutions that are based on job performance and productivity, something that proved problematic with the legacy system.
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Maricopa County
“Employees love the new system. More than half our departments used LMS within the first six months of deployment, and positive employee feedback will help that number to increase rapidly. Convenient access to training using LMS is helping Maricopa County achieve enterprise integration at both the technology and organizational levels.”
– Barbara White, LMS Administrator, Maricopa County
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Web seminars
Recorded on June 20, 2006
After three years of trying and two failed attempts at making the case for a learning management system, how one learning professional convinced her organization to evolve from data and content management to viewing learning and performance management as a strategic advantage.
Presented by:
Marguerite Samms
Director, Education Services
MultiCare Health System
Marguerite Samms, Director of Education Services for MultiCare, believed that an LMS would complete the alignment of systems for high performance. These systems included workforce development, performance management, operational effectiveness, and learning, which when aligned can offer measurable impact on sustained organizational performance.
Marguerite will show you how she built a successful business case for learning management from a 360 degree perspective: developing an internal support network, understanding what really matters to upper management, and getting past that first (or fifth) "No".
Topics covered:
- Dealing with the internal decision-making processBeing aware of team dynamics and how they can work to your advantageHelping IT and other departments realize "what's in it for them" in order to gain their commitmentAnticipating and avoiding setbacks (and how to re-open the conversation after they occur)
- What success metrics to establish, not establish and why
Real-life lessons from the trenches on how you can help your organization progress to the next level of learning.
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Recorded on March 9, 2006
Presented by:
Shanti Atkins
President & CEO
ELT, Inc.
In the post Sarbanes-Oxley workplace, the ever-evolving world of corporate compliance and risk management has been largely considered an issue for Risk Management and Accounting. The critical need for ethics and "Code of Conduct" training for the entire workplace, however, is changing that viewpoint, placing HR, Employee Relations and training professionals squarely at the compliance table.
During this webcast, you will learn about the legal requirements that mandate ethics and code of conduct training, as well as how to provide an effective and engaging training program for the entire organization.
Topics we’ll cover include:
- Understanding the role of the Code of Conduct
- Legal requirements that mandate ethics & Code of Conduct training
- Strategies for successful ethics & Code of Conduct training, as well as how to avoid the most common "legal landmines"
ROI for ethics and Code of Conduct training, as well as the risks associated with failing to train
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Recorded on July 20, 2006
On June 20, 2006, California’s Fair Employment and Housing Commission (FEHC) adopted new regulations for AB 1825 - the state’s harassment training law. AB 1825 requires California employers with 50 or more employees to provide all supervisors with harassment training every two years. While these regulations are not final, they are the benchmark by which employers should be assessing and planning training efforts.
The regulations are extensive and detailed. They have created groundbreaking, stringent requirements for all forms of training, especially e-learning. To be compliant with AB 1825, it is essential to understand the new regulations.
These regulations are expected to heavily influence harassment training standards outside of California. They will also influence broader compliance training mandates, such as the ethics training required for all employers under the Federal Sentencing Guidelines.
This interactive webcast features AB 1825’s author, Sarah Reyes, as well as Shanti Atkins, Esq., President & CEO of ELT. As part of the Special Advisory Committee to the FEHC, ELT has been instrumental in helping to draft the AB 1825 regulations.
You will learn:
- The essential requirements of AB 1825The details of the new FEHC regulations
- How to avoid the most common and costly legal landmines associated with AB 1825 compliance.
Register here to access recording
