Learning is critical to enabling business strategy, from onboarding new hires to developing future leaders, to educating channel partners and customers. This study, based on responses collected from 185 organizations between July and September 2013, looks at how organizations connect learning to business priorities, create development programs that impact every stage of the employee lifecycle and utilize technology to support learning initiatives. It also examines the business impact of building learning capability and running effective learning programs. Research conducted by Aberdeen Group and brought to you thanks to Skillsoft.

Organizations that embrace and practice agility are proven to be more effective in dealing with change. Key to fostering agility is continuous learning and development. Learning is not an event-based occurrence where one-time training can satisfy skill gaps; learning opportunities need to be accessible, targeted, and continuous. With a strong learning culture that aligns with business objectives, companies are better able to embrace an agile mindset, and with increased agility, performance will improve and the overall business impact will increase.

We are all in the market for talent: to attract, retain and develop the best people that we can. This study looks at trends in the implementation and impact of learning technologies in the workplace.

Every organization strives for a workforce that is engaged, inspired, and motivated to perform at its best day in and day out. But what is the reality? According to Gallup, only 13 percent of all employees worldwide today are engaged in their jobs — an alarming statistic given the importance of the workforce in fueling growth and meeting other key enterprise goals. Employees are typically an organization’s most vital (and expensive) asset, and when they are disengaged and/or disenfranchised, the ripple effects across the business can impact your profitability and branding. In fact, each employee generation — and each individual — has unique needs and expectations regarding work. So how do you engage and inspire them? It requires a creative and differentiated approach that accounts for the unique characteristics and requirements of each generation. Fortunately, new human capital management (HCM) technologies are available today that can help you optimize employee engagement across a

The ability for the workforce to connect, collaborate, and get work done from anywhere - and at anytime - has never been more important. Today, businesses are embracing mobile-empowered workforces because of their correlation to higher productivity, collaboration, and engagement. In this guide, we’ll cover: • Mobile’s impact on culture • Mobility and the blended workforce • How business apps are redefining the way we work • Mobile’s impact on business performance • And more!

There are countless ways to measure workforce intelligence, but just tracking soft measurements such as "improvements" isn't enough. In order to get the attention of senior management while positively impacting business results, HR must challenge the way it uses workforce intelligence. To provide more meaningful analytics that help drive business success, HR should rely on metrics that focus on business goals, establish revenue impact, and anticipate future trends in the workforce. This e-guide will allow you to explore some of the most valuable reports and tools that HR professionals can turn to when delivering data to executives. Additionally, uncover tips for more effectively utilizing your workforce data to make fact-based decisions about human capital investments as they relate to business and financial objectives.

Your employees are your secret weapon and your competitive advantage. Imagine how your business would thrive if you could multiply your workforce’s impact without adding to the payroll! Through 5 talent strategies, your organization can do just this by increasing the productivity of each employee. In our new whitepaper, “Shifting the Employee Productivity Curve with Smart Talent Management Strategies,” you'll learn: • What the employee productivity curve is and how shifting the curve impacts your organization's bottom line. • 5 practical measures you can take to enhance employee productivity. • Stories of organizations that have successfully shifted the curve. Your organization has already seen how adopting talent management solutions can impact employee productivity. Download this paper to learn what else your organization can do to shift the curve even further.

This report, created in conjunction with partner Human Capital Institute (HCI), is based on an extensive survey of more than 600 global organizations. It examines the far-reaching economic impact of talent intelligence.

This document outlines two ways that changes in business can impact succession planning and why integrating talent management processes can fill all your talent gaps.

While compliance and reporting are absolutely necessary, they will not be sufficient to truly enable an organization's business strategy. Taking this opportunity to think through the ways in which workforce management strategy supports overall business objectives can position HR leads to have a huge impact on organizational performance, as well as costs. This Research Brief looks at how organizations respond to the ACA, as well as the underlying technology foundation that can enable both reporting and the execution of an overall workforce management strategy.

In 2017, business, societal and political events transpired at a pace that left many with a fractured view of the ethics & compliance industry and its expectations. Download the top 10 predictions that could influence your organization's ethics and compliance program in 2018, and our recommendations for what you can do right now. What you'll learn: The top trends and events that will impact your ethics and compliance program in 2018 How increased awareness and reporting of sexual harassment will affect your program The evolving role of the ethics & compliance officer How to create a culture of compliance

Direct, frequent conversation is important for an organizational culture.1 Ed Batista, Instructor at the Stanford Graduate School of Business and executive coach tells us that “to become more effective and fulfilled at work, people need a keen understanding of their impact on others and the extent to which they’re achieving their goals in their working relationships. Direct feedback is the most efficient way for them to gather this information and learn from it.” 2

As businesses plunge into the digital future, no asset will have a greater impact on success than data. The ability to collect, harness, analyze, protect, and manage data will determine which businesses disrupt their industries, and which are disrupted; which businesses thrive, and which disappear. But traditional storage solutions are not designed to optimally handle such a critical business asset. Instead, businesses need to adopt an all-flash data center. In their new role as strategic business enablers, IT leaders have the responsibility to ensure that their businesses are protected, by investing in flexible, future-proof flash storage solutions. The right flash solution can deliver on critical business needs for agility, rapid growth, speed-to-market, data protection, application performance, and cost-effectiveness—while minimizing the maintenance and administration burden.

Applications are the engines that drive today’s digital businesses. When the infrastructure that powers those applications is difficult to administer, or fails, businesses and their IT organizations are severely impacted. Traditionally, IT assumed much of the responsibility to ensure availability and performance. In the digital era, however, the industry needs to evolve and reset the requirements on vendors.

Business users expect immediate access to data, all the time and without interruption. But reality does not always meet expectations. IT leaders must constantly perform intricate forensic work to unravel the maze of issues that impact data delivery to applications. This performance gap between the data and the application creates a bottleneck that impacts productivity and ultimately damages a business’ ability to operate effectively. We term this the “app-data gap.”

A new industrial revolution is barreling ahead, fueled by the Internet of Everything, social media, and cloud computing - bringing about fundamental changes in the way that we live and act. CIOs today are in a unique position to utilize technology to create business value and opportunity. This requires a careful balance of the traditional skills of the CIO, managing the data center infrastructure while driving business strategy and impacting the customer experience. The Dell EMC PowerEdge server systems are the CIO’s key tools in this transformation. They are the bedrock of the modern data center – providing scalable system architectures that ensures control of the IT lifecycle while delivering a cyber-resilient environment. Intel Inside®. New Possibilities Outside.

A new industrial revolution is barreling ahead, fueled by the Internet of Everything, social media, and cloud computing - bringing about fundamental changes in the way that we live and act. CIOs today are in a unique position to utilize technology to create business value and opportunity. This requires a careful balance of the traditional skills of the CIO, managing the data center infrastructure while driving business strategy and impacting the customer experience. The Dell EMC PowerEdge server powered by Intel® Xeon® Platinum processor systems are the CIO’s key tools in this transformation. They are the bedrock of the modern data center – providing scalable system architectures that ensures control of the IT lifecycle while delivering a cyber-resilient environment. Intel Inside®. New Possibilities Outside.

Business leaders expect two things from IT: keep mission-critical applications available and high performing 24x7 and, if something does happen, recover to be back in business quickly and without losing any critical data so there is no impact on revenue stream. Of course, there is a gap between this de facto expectation from nontechnical business leaders and what current technology is actually capable of delivering. For mission-critical workloads, which are most often hosted on databases, organizations may choose to implement high availability (HA) technologies within the database to avoid downtime and data loss.

Today’s professional services firms operate in a highly competitive environment where gaining new business, delivering profitable customer engagements, and hiring the best talent are continual challenges. Because professional services firms are uniquely people-driven organizations, it’s critical you have a solid strategy to find, develop, resource, and retain workers, since they directly impact company revenue and contribute the most to cost.

With all the options in the rapidly changing marketplace for cloud-based contact centers, it’s a challenge to find the right solution for your business. Easily compare the leading contact center solution vendors in the Ovum Decision Matrix: Selecting a Multichannel Cloud Contact Center Solution, 2017-18, based on their ability to offer full voice call routing and multichannel customer service in the cloud. Learn why Genesys has been positioned as a leader who has solutions for businesses of all sizes and in all industries around the world. Read the Ovum Decision Matrix to: • Compare cloud contact center solutions based on the strength of their technology platforms • Contrast vendors on their ability to handle multichannel customer interactions and connect with customer and company data through analytics • Understand each vendor’s market impact and why Genesys was chosen as a leader

For many companies, language barriers increase as business globalization becomes the norm rather than the exception. Perhaps a call center agent cannot handle customer contact in an unfamiliar language. Or a manager travels to a face-toface meeting only to sit across a conference table from clients wanting to speak in their own native language. Even within your organization, teams across global geographies must collaborate to achieve collective goals, but language barriers often stand in their way. Meanwhile, HR leaders are tasked with recruiting and retaining top talent and L&D managers must align programs with business goals. Each of these scenarios and areas of responsibility have something in common: A clear need for company-sponsored training to develop employees’ language proficiency so they can engage successfully with colleagues and customers anywhere. Thousands of learners were surveyed about the impact of language training with Rosetta Stone® business solutions.1 Results show

When augmenting the benefits package for your organization, it’s natural to focus on traditional perks that employees have come to expect: PTO, health insurance, and maybe a tuition assistance credit here or there. But if you’re looking for creative and effective ways to stimulate employee engagement while also driving business results, you’ll want to consider the powerful impact of offering language-learning opportunities. Why language learning? It offers immediate and long-term benefits to both employees and employers. Research shows that organizations that offer access to language learning see an increase in employee engagement factors like loyalty, morale, and productivity, which in turn boosts business performance factors such as customer satisfaction and internal communications. Where’s the connection? And how can you reproduce these benefits within your organization? This playbook offers a deeper look at why language learning has such a positive influence on employee engagement

What could you be saving by implementing a learning management system? This guide will show you the provable return on investment in an eLearning strategy; how an LMS can help your business lower print costs, reduce employee turnover, positively impact sales, and much more. Whether you’re exploring the marketplace or building out your business case for online learning, this guide has the information you want. As you prepare to move to a new LMS consider Clarifi Talent Development, the learning and performance management system designed for today’s workforce. It is the choice for leading brands like Brinker, Newk’s and Subway. Unfortunately, many business owners either fail to see the value in ongoing training or don’t have the budget for it. Competition is fierce, margins are tight and learning programs can fall by the wayside. Sometimes the tried and true methods still get the job done. But all too often, on-the-job training is unengaging, expensive and inefficient.

Today, when you make decisions about information technology (IT) security priorities, you must often strike a careful balance between business risk, impact, and likelihood of incidents, and the costs of prevention or cleanup. Historically, the most well-understood variable in this equation was the methods that hackers used to disrupt or invade the system.

In Q4, 2009, ENTERPRISE MANAGEMENT ASSOCIATES (EMA) analysts worked with ASG to research how executives in IT and within the lines of business use dashboards to gain holistic insights into IT services as they impact business outcomes.