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A fundamental shift is happening in the way work gets done as organizations increasingly move to a long-term hybrid model. While a hybrid scenario brings greater flexibility, it also requires a thoughtful strategy. 
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The world in which we work is changing quickly and leaders find themselves evaluating their organization’s structure more frequently as a result. Organization design is a process of aligning and optimizing organizational capabilities, structure, processes, people, and metrics to drive achievement of the organization's strategy. 
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Market and technology trends, along with business processes, change the way organizations work, as well as the skills employees need to get work done. Never has the inability to react to those changes been so obvious as during the pandemic.
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Say the word “measurement” to learning professionals and you are likely to hear a number of responses: “We don’t have the data,” “Business leaders don’t care,” “We can’t afford a data scientist,” or all of the above. In fact, even though 90% of learning leaders want to measure business impact, only 26% believe they have the ability to do it.
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Definition: a rebel or revolutionary. Synonyms: rebel, revolutionary, revolutionist, mutineer, agitator, subversive. Not exactly the description that pops to mind when you imagine a desirable new hire for your organization. But I’m not talking about insurgents who will turn against their own. I’m talking about people who will think outside of the box, push the envelope, and create extraordinary business outcomes. So, if you prefer to stick with an organization of conformists you needn’t read on.
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Whether you’re implementing SuccessFactors Compensation for the first time or you’re an existing customer, we’ve outlined proven strategies that will help you get the most out of your compensation solution and processes.
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Now that working and learning virtually is continuing longer than originally expected, leaders need to develop a new virtual training strategy, one that extends beyond simple conversions and considers shifting the entire virtual strategy from a mode of surviving to thriving.
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You have a limited budget, and your learners have limited time for training. How can you achieve the biggest bang from your learning and development (L&D) buck? Using data analytics can help. By combining a high-performer job task analysis with a quantitative gap analysis, you can collect solid evidence of performance needs, enabling you to prioritize — and defend — your performance improvement efforts and create targeted, learner-centric solutions.
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For over a decade, SAP SuccessFactors has been helping its customers to carry out best practice onboarding processes through its integrated solutions. In 2020, SAP SuccessFactors customers now have access to the new Onboarding module, known as the next generation onboarding, or Onboarding 2.0, which fully integrates this
module with the rest of the Human Experience Management (HXM) platform suite.
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Unless you are an essential business, you have been forced into some version of paralysis coupled with genuine fear. To understand human behavior around fear, it is important to recognize that it is not just the risks that create fear but also the unknown: When will this be over? How will I ensure my employees are safe? How can I maintain customer engagement and keep my business afloat? In this article on leading in crisis from McKinney Rogers, a division of GP Strategies, learn how businesses can apply effective military philosophies to overcome obstacles and succeed under new operating conditions.
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Chatbots can be seen as shiny objects, but a well-executed chatbot delivers more substance than sheen. However, before you invest, consider the business problem you want to solve and ask yourself, “What’s the simplest learning solution?” If you need to push out a few updates, the best solution might be a simple, old-fashioned memo. But if you’re looking to sustain training gains or reach a far-flung group of learners, you might have a use case.
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With the COVID-19 disruption, many of us are working through the new normal. Even though I have been a virtual learner for a while, I know I could use a little inspiration and refreshers for empowering myself and others on this bold new virtual learner journey. Download this article for actionable virtual learning strategies.
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While some have been monitoring the threat of COVID-19 for a while, for many, the gravity of the situation seemed to spike incredibly quickly, turning our world upside down. Leaders in government, healthcare, and business are scrambling to deal with an unprecedented situation. They are being pressed to make decisions and communicate with speed in the absence of complete information and against a backdrop of chaos and anxiety. Employees are looking to their leaders to be a steady presence during a time of chaos. How can leaders communicate competence while maintaining the human element of connection?
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According to recent statistics, 43% of the population works from home at least occasionally,* if not regularly. That number is undoubtedly going to grow exponentially. Working from home can be productive and rewarding, and reduce commuting, which can free up more time for family commitments or personal activities. At the same time, working from home can present its own unique challenges. Being mindful of best practices when you are working virtually can help set you up for success. Read this featured article to get tips on how to stay productive while working from home.
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A leader’s mindset might be one of the greatest predictors of success and also one of the most elusive elements to pin down. Leadership happens in the nuanced shifts that occur first in the leader’s mind. But how is something that happens in a leader’s head measured? Is there a way to identify the skills that indicate a leader has adopted the mindset required to be successful?
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As we look toward the state of the 2020 workplace, the pace of disruption continues to accelerate and is showing no signs of slowing down. The need for an evolving workforce with new skills, mindsets and behaviors is just as urgent now as it has ever been. In the learning and development (L&D) space, we have seen several technology predictions, such as the use of virtual and augmented reality (VR/AR) and increasingly global workforces, come to fruition.
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The way we work is changing. In the midst of the Fourth Industrial Revolution, we’ve seen our workplaces and the ways we accomplish work reshaped and refashioned. Artificial intelligence (AI) plays a role as well. Not only will AI impact the way the workforce and automation work together, it has also created an increased need for emotional intelligence, creativity and critical thinking.