Studies show that small bursts of information – micro-learning – have a higher retention rate when training your team, making employee management easier and more successful. Plus, this method puts learners in complete control, giving them materials that fit THEIR lifestyles: on-the-go, mobile and often informal.
Service Performance Insight (SPI Research) is a global research, consulting and training organization dedicated to helping professional services organizations (PSOs) make quantum improvements in productivity and profit. In 2007, SPI developed the PS Maturity Model™ as a strategic planning and management framework. It is now the industry-leading performance improvement tool used by over 20,000 service and project-oriented organizations to chart their course to service excellence.
Published By: XpertHR
Published Date: Jun 13, 2018
Your supervisors are where the rubber meets the road for ensuring wage and hour law compliance. What they don’t know could hurt you—which could be a lot! Don’t risk the chance that an isolated misstep, or misinformation, could land you in court. This white paper covers training solutions for avoiding 5 Costly Wage and Hour Mistakes related to:
? Minimum wage
? Equal pay
? Working and nonworking time
Regulations vary from state to state, and across municipalities, are constantly changing and can be very complex. You play a critical role in ensuring that front-line managers and supervisors have the information, knowledge and support they need to ensure wage and hour compliance. But, chances are, you’re also challenged to stay on top of an ever-shifting wage and hour compliance landscape. We can help.
Get the up-to-date information you—and they—need, now, by downloading this free whitepaper from XpertHR.
Published By: XpertHR
Published Date: Aug 02, 2018
When it comes to managing the risk of sexual harassment claims, today’s headlines and news stories make it abundantly clear that it’s not just what you’re doing today that may create risk—but what you’ve done, or haven’t done, in the past. XpertHR’s recent Sexual Harassment Survey revealed a wide range of responses from employers hoping to tackle the issue in 2018.
New and vastly varying federal and state laws challenge HR professionals to remain on top of regulatory requirements related to policies, training and other compliance issues. XpertHR’s webinar, “Coming Soon: 50 States, 50 Sexual Harassment Training Laws,” will help you ensure you’re prepared, compliant and poised to act appropriately amid a growing number of regulations and continually emerging claims.
Get tips from expert attorneys who will help you get up-to-date on:
? New training requirements for private sector employers in New York and varying requirements in other states
? Why high-quality harassment training i
HR, corporate development, and employee training are rapidly approaching a new reality that’s as much science fact as science fiction. “Human Learning is About to Change Forever,” a white paper we researched in partnership with Cisco, shares nine bold predictions about how technology will impact employee training and leadership development.
Clinical decision support solutions are critical to delivering quality care, but how do you know which tools are most effective? In this video, David Bordewyk, national director for clinical solutions at Truven Health, explains five considerations for evaluating current or prospective solutions. First, the tool should provide evidence-based, actionable recommendations. Learn how to determine whether that’s the case, as well as how to identify tools that provide comprehensive information, information that’s consistent, and information that’s easy to find and access. Additionally, the tool should provide access from multiple types of devices and the vendor should offer ongoing user training and support.
Published By: HireVue
Published Date: May 18, 2018
Recruiting leaders know that if their companies aren’t sourcing and hiring for diversity they are missing valuable talent and experience. This is one of the reasons diversity has been a focus area for improvement in recent years.
Many organizations start with training. While diversity training is important for creating awareness, it doesn’t a¬ffect human behavior. A 2017 meta-analysis of studies investigating bias training confirmed this. Formal training can reduce unconscious bias, but it does not change behavior.13
This has put talent leaders in a di cult position. The way to make real progress on diversity hiring initiatives is by using systematic processes that apply data-driven decision making. With structured interviews and AI, you can overcome unconscious bias and make hiring more equitable for all candidates.
In today’s competitive work environment, attracting and retaining top talent is paramount and expensive.
Companies recruit high performing employees with deep experience, invest in training, and reward outcomes.
Yet while talent and experience are critical, new evidence suggests those attributes may not be enough.
It’s not simply how well a person can perform in a typical situation, but how quickly they can return to high
performance after an inevitable setback.
Resilience is the ability to become strong, healthy or successful again after something bad happens. It
includes (learnable) cognitive and emotional skills that reduce the degree and duration of episodes of
discouragement, reluctance or defeat that often follow negative events. A resilient worker will quickly put the
event in perspective and search for alternative solutions while their less-resilient colleagues experience a
letdown or assign blame.
This paper describes how resilience, measured by the meQ Score, corresponds to w
There’s no escaping stress. But for those who can pinpoint the source of their problems and turn everyday challenges into opportunities for growth, things are easier. They possess self-confidence, an optimistic outlook and the emotional flexibility to welcome change. They have peace of mind. Their less-resilient friends may look and them and wonder, “How do they do it?’
Getting there is possible for everyone. Research has proven that resilience is not an innate quality; it can be learned.7,8 Now, a new peer-reviewed study has validated that not only is meQuilibrium’s online resilience training the most flexible, personalized and cost efficient way to build resilience, it is also highly effective.
The study, published in the Journal of Occupational and Environmental Medicine, tracked 600 people using meQuilbrium’s online resilience program and has clinically validated that progress is predictable no matter a person’s generation or gender.
Every extra hour an individual spends interactin
Resilience is more than just mindfulness and positivity. It is a set of skills that can be learned, and it helps people adapt and thrive in the midst of change. With meQuilibrium, you can equip each of your employees with the tools to master the skills to overcome any obstacle, increase agility, and gain adaptive capacity, while reducing stress, burnout, and absenteeism.
meQ Engage is the engagement and performance solution that harnesses behavioral psychology and neuroscience to create personalized training at scale—at both the individual and team, and enterprise level—transforming your organization.
Most large companies have already made investments in tools that make video webcasting possible. Video is the most
vibrant and intimate medium that executives can use to convey information to large, far-flung internal audiences. Video
helps keep employees on the same page about company branding, strategic direction, and externally-facing stories and
messaging. It facilitates the transparency and authenticity that today’s employees demand.
CEOs of large, global corporations are frequently the catalyst for enterprise live streaming because they know they
can use it to make a powerful and personal connection with tens of thousands of remote employees—efficiently and
cost-effectively. They support using technology to foster communication and transparency, leading to a more engaged,
productive workforce. They recognize the power of video. And they see how engaged, satisfied employees can collectively
strengthen their company’s competitive advantage and enhance their bottom line.
If your CEO
Good analysis and benchmarking of hotline data helps organisations answer crucial questions about their ethics and compliance programme, including:
Does our culture support employees who raise concerns?
Are our communications with employees reaching the intended audiences and having the desired effect?
Are our investigations thorough and effective?
Do we need more training?
Do we need to review or update our policies?
Do employees know about our reporting channels?
Comparing internal data year over year to help answer these questions is important. But getting a broader perspective on how your performance matches up to industry norms is critical. This year’s analysis of our EMEA & APAC data from nearly 14,000 ethics and compliance hotline reports revealed key data points that compliance professionals can use to benchmark and assess their programme’s performance, and move toward predictive risk mitigation.
With the introduction of the Foreign Corrupt Practices Act (FCPA) and UK Bribery Act, organisations must take corruption in business seriously. Given the complexity of the activities addressed in an anti-bribery and corruption programme, however, the task can seem overwhelming.
Our Anti-Bribery and Corruption Risk Assessment Checklist outlines how to implement an effective anti-bribery compliance programme using a protect, detect and correct methodology to manage core programme components such as:
• Risk Assessment
• Corrective Action
• Training / Communication
• Controls / Oversight
• Business Partners
Our checklist will enable you to design and implement an effective, global and consistent anti-bribery compliance programme.
Published By: Brainloop
Published Date: Nov 09, 2011
Business users are a key part of a company\'s security, and even the most conscientious employees can introduce serious breaches of security policy. IT can do everything in its power to secure the company\'s confidential documents--provide first-class security infrastructure, develop reasonable security policies and engage in extensive communication and training--yet still people fail to comply. The solution is to provide security that helps people do their jobs more efficiently, thereby inducing users to follow best security practices without even knowing it.
Learn everything you need to know about creating an engaging training programme—from defining your strategy to measuring effectiveness—in our comprehensive guide.
What you'll learn:
How to prevent misconduct through training
How to create an engaging training programme - from defining strategy to measuring effectiveness
How to develop the foundation of an ethical culture
Tips, advice and examples to help organisations develop cost-effective, high-value and successful ethics and compliance training programmes
How to mitigate risk and promote adherence to compliance objectives
How to improve employee engagement and trust and strengthen alignment around a set of core values
90% of employees think annual reviews aren’t accurate, so how can managers flip the script and deliver more meaningful, growth-focused performance evaluations?
Download “Reap What You Sow: How Fostering a Culture of Ongoing Performance Reviews Drives Growth” to learn why making performance management a continuous process, not a yearly or semi-yearly one, leads to more revenue and a more powerful workforce.
This guide will show you:
• Why you should make performance reviews ongoing
• How to align employee goals with the organization’s vision
• The positive impact training has on the bottom line
Check out the guide today and learn additional best practices for creating a performance management culture!
Let me know if you have any questions.
The majority of training and performance management processes don’t lead to more skilled and productive employees. So what’s different about the ones that do?
Download our brief, "The Absolute Must-Do’s to Build an Agile Organisation”, and learn:
• How to increase employee productivity by 37%
• What separates world-class learning and performance from ho-hum
• Real business examples of this in action
How many of your salespeople perform at their peak potential? Probably not enough. For decades, sales teams have depended on tools and practices that don’t maximize effectiveness and execution, because they don’t address key challenges at the heart of selling: getting reps trained and up to speed fast, keeping them aligned and ready to sell at all times, helping them work together to manage and complete deals efficiently. Learn how social business drives dramatic performance improvements for individual reps and sales organizations as a whole, as verified in a major new study by a top-three global consulting firm.
English is the language of business in today's global economy, which both simplifies and complicates your business: For example, most (up to 70%) Forbes Global 2000 employees aren't native English speakers, and as few as 7% say they have the Business English skills required to do their jobs effectively. Read the Buyer's Guide to see how you can provide the training your employees need to develop ready-to-use Business English skills and how GlobalEnglish can help.
Published By: Mimecast
Published Date: Jun 03, 2019
Knowing where to look and what to watch out for is half the battle. Download this report to understand the most pervasive types of email threats, how security professionals perceive them and what they’re doing to combat them. Most importantly, you’ll walk away with actionable steps to improve your organization’s email security and cyber resilience.
Gain valuable insight from 1,025 global IT decision makers on email-based attacks, cyber resilience, business continuity, awareness training and threat intelligence.
Published By: Tricentis
Published Date: Nov 15, 2018
Countless QA teams continue using subpar testing tools because they can’t stand the thought of migrating thousands of test artifacts or training testers on an entirely new platform. Many would prefer the status quo of using their current toolset because they believe that a migration will be painful, or that it will slow them down. But there’s a problem with that logic: The longer they wait, the more obsolete their current toolset becomes, and the further removed QA becomes from the rest of the software development lifecycle — which often means that testing lags behind, remaining a roadblock on the agile transformation journey.
This white paper will cover:
o The true cost of using inadequate legacy tools, and why migrating now is better than waiting
o Six steps to make migration as painless as possible for your QA and development teams
o How the entire SDLC benefits from a flexible toolset that integrates quality into agile processes