Brandon Hall Group Research Published Feb. 6 – Feb. 12

Last week, Brandon Hall Group published 12 new resources –  2 new proprietary research resources, 2 KnowledgeGraphics, 4 award-winning case studies from the 2016 Brandon Hall Group Excellence Awards, 2 award-winning technology reviews from the 2016 Tech Awards, 1 solution provider profile, 3 blog posts, and 2 Webinars.

Below we make public some of these resources (click on the links) as a way for non-members to familiarize themselves with our research:

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Here is an overview of research released Feb. 6 – Feb. 12:

New Research Reports

2017 Learning Analytics Study (Research Summary)

This reports summarizes key findings of Brandon Hall Group’s 2017 Learning Analytics Study. The study found that only one-fifth of organizations are able to run proper analysis on the learning data they are collecting. Therefore, the great majority of organizations are challenged to determine the impact learning is really having on the business. The report reviews the top findings of the study, which includes that (1) less than half of organizations have the in-house skills to analyze data; (2) most companies analyze data via their LMS; and (3) the majority of organizations do share what data they have with business leaders.

Learning Analytics Maturity Model (2017)

This model, based on Brandon Hall Group’s 2017 Learning Analytics Study, depicts five levels of maturity for organizations using learning analytics, as defined in the research. The model predicts the impact of learning analytics on the business based on the maturity of the learning analytics function.



How Organizations Approach Team Development

This KnowledgeGraphic, based on the 2016 Brandon Hall Group Team Development Study, illustrates how different types of organizations manage the development of teams in terms of strategy, investment, and priorities. It also looks at barriers to team development and the level of investment at different employee levels.

Rewards & Recognition Technology: What Buyers Want

This KnowledeGraphic, based on Brandon Hall Group’s 2017 Rewards & Recognition Study, shows what organizations of all sizes are looking for from a rewards and recognition solution in terms of functions, provider competencies, and desired business impact. The most important technology feature across all organization sizes is the choice of rewards, awards, and gifts, but then varies dramatically based on company size. Similarly, a solution provider’s ability to align with a client’s goals and values is the most important provider competency across all organizations, but desired competencies vary considerably after that by organization size.


2016 Excellence Award-Winning Case Studies

Brandon Hall Group announced its 2016 Excellence Award winners. These case studies, featuring the award-winning organizations, were released for publication:

Measuring the Impact of Leadership Development at CA Technologies (2016 Case Study)

CA Technologies developed a Leaders at All Levels philosophy of leadership development in 2012. By 2014, an analysis concluded that leaders needed more support after participating in the leadership development program. So an alumni community was established, beginning with the 2015 program. And a measurement strategy was employeed to assess the value of the expanded program and to ensure that the collected data was shared, utilized and acted upon.

CAPC Uses Mobile Learning to Help Clinicians Provide Palliative Care (2016 Case Study)

With the realization that there are not enough palliative care specialists to meet the needs of millions of U.S. patients, the Center to Advance Palliative Care built curriculum designed to train non-specialists in core palliative skills needed to improve the quality of life for seriously or chronically ill patients. CAPC’s 36 courses had to have content that meets the needs of diverse users, such as doctors, nurses, hospital employees, social workers and hospice nurses. Courses had to be available in short, interactive bits and work seamlessly on mobile devices and desktop computers for an on-the-go audience.

Emirates NBD Designs 8 Different Certifications for Key Roles (2016 Case Study)

To some companies, developing one certification program is daunting. Emirates NBD leaders decided it needed certifications for five key roles that directly influence customer service, audit, fraud, regulatory requirements and digitalization at its branches. The program was so successful that the Middle East banking group later added another three roles. Stakeholders, subject matter experts and L&D teams were called upon to design, develop, test and implement the Role-Based Training Certification Program (RBTC).

Developing Mid-Level Bank Managers at Emirates NBD (2016 Case Study)

Middle-level managers at Emirates NDB, a leading banking system in the United Arab Emirates, represent nearly 40% of the managerial workforce. The bank created the Managerial Leadership Program in 2007 against the backdrop of a major merger and the volatility of the financial crisis of 2008. It has evolved into one of the bank’s most admired learning programs — a mix of action learning projects, online learning, instructor-led learning, peer-to-peer learning, simulations, and webinars that created a strong middle management team along with a great ROI.


Award-Winning Technology Reviews

Award-winning reviews of technology advances from the 2016 Brandon Hall Group Technology Awards are beginning to be released this week:

CEB Drives Sales Effectiveness with Sales Exchange

CEB Sales Exchange, powered by HireVue Coach, is a sales performance platform designed to combine cutting edge video technology with CEB Sales Leadership Council best practices, research, and tactics to help sales teams reach their potential by improving seller execution. CEB Sales Exchange helps sales leaders easily share what excellent selling looks like and deploy video-based programs for sellers to sharpen sales execution.

Transforming Nursing Care with Learning Technology at BSW Health

The learning team at Baylor Scott & White Health, a faith-based organization serving north and central Texas, developed a virtual Center for Learning Innovation and Practice (CLIP) to transform nursing care of geriatric patients. The technology provides ongoing access to evidenced-based knowledge and practices through virtual and live educational activities/resources. The center is a catalyst to enhance knowledge and expertise development, not only at BSWH, but also sharing content with the larger professional community, including other hospitals/nursing schools.


Solution Provider Profile

NovoEd (2017)

This solution provider profile features NovoEd, whose roots are in higher education, being born at Stanford University. The solution was created as universities began moving a lot of their learning online, whether through MOOCs or executive education. In the corporate sector, NovoEd is seeing strong traction in very large organizations, especially those with a lot of regulatory concerns, such as finance and pharmaceuticals.



Research Spotlight: You Need to Fix Your Employee Engagement Problem…. Before it is Too Late!

Most organizations do not realize how critical it is to have an engaged workforce. Without an engaged workforce, even an organization with the most innovative product, will suffer. Global competition and increased open communications through social media, make having an engaged workforce an imperative. One lapse in customer service or one disgruntled employee can mean multitudes will hear about that matter through Facebook, Twitter, Glassdoor, and other sites.


Focus on Integration: Connecting Learning to the Right Systems

As the talent management landscape expands and solutions become more specialized, integration has become more critical than ever. The challenge however, becomes deciding what systems should be integrated and when the integration should happen. Organizations are quickly becoming home to an elaborate array of disparate technologies. How do we know which ones are the right ones to integrate?



The Power of Recognition

Brandon Hall Group’s latest talent management research says that two-thirds of organizations gain increased employee engagement from rewards and recognition efforts. After experiencing the Excellence Conference 17 the last week of January, I am here to tell you that awards and recognition are also plenty effective in engaging and inspiring HCM leaders.

Recruitment Marketing Practices and Their Impact on Organizational Performance

Brandon Hall Group invites HR, Talent Acquisition and Talent Management executives and professionals to take our Recruitment Marketing Practices survey. We want organizations of all sizes to share with us how they are implementing their recruitment marketing practices and technology. Many providers have developed innovative technology solutions to help organizations recruit qualified candidates externally. But to what extent are organizations implementing those technologies and are those technologies making an impact on the quality of candidates, reducing time-to-hire, and increasing retention?

Apply Now for the 2017 Excellence Awards!

Now entering its 23rd year, the Brandon Hall Group HCM Excellence Awards Program is the most prestigious in the industry. Applications for the 2017 HCM Excellence Awards close April 21. Don’t wait until the last minute. Start your application now!  There are more than 90 award categories in six divisions. Get the recognition and validation you deserve!

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Mike Cooke



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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.