Brandon Hall Group Research Published Nov. 7-13

Over the past week, Brandon Hall Group published 17 new resources –  2 new proprietary research resources, 11 award-winning case studies from the 2016 Brandon Hall Group Excellence Awards, 1 webinar, 1 solution provider profile, 1 blog, and 1 answer to a member’s question.

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

Send in the Reinforcements! How to Overcome the Forgetting Curve

Leveraging Technology to Maximize Your Workforce

Case Study: Scaling Demonstrated Proficiency for Managers at US Beef

One-Week Full-Access Trial Membership – FREE!

Our research is just one piece of a Brandon Hall Group Membership. Contact us at [email protected] for more information.

You may qualify for a free, one-week full-access trial membership!


Here is an overview of research released Nov. 7-13:

New Research Reports

Building the Business Case for Next-Generation HR Systems  

This Business Builder tool will help HR leaders build a business case for investing in next-generation HR systems to meet the growing demands of the organization, including interfacing or integrating data, incorporating social and mobile technologies, and providing an employee experience that creates a strong sense of engagement with the organization. It is also intended to help inform HR leaders and strengthen their knowledge of currently available HR technology.

Leveraging Technology to Maximize Your Workforce Investment  

Workforce management has traditionally concerned itself with the “getting things done” side of HR. Top-performing organizations, on the other hand, see workforce management (WFM) as creating value and maximizing return on workforce investment. Brandon Hall Group research reveals the strongest leverage points now are automation in scheduling/absence management, and compliance.


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:

CIBC’s Learning Effectiveness Index

CIBC’s Learning Effectiveness Index (LEI) is an internally created tool that responds to a business unit’s requirement to measure the effectiveness of its approach to learning and development. The focus is on evaluating the effectiveness of the business’s approach to learning itself, as opposed to measuring the impact of specific learning initiatives. The design of the LEI encompasses an end-to-end view of a business’s approach to learning, including people, processes, and systems.

Incentivized Social Learning at Interstate Batteries

Interstate Batteries wanted a user-friendly training tool for its 1,600 team members worldwide. Seeking a solution to innovatively leverage available technology, they integrated TOPYX with social learning tools and configured TOPYX to track points, not hours. “IBU Points” features eLearning programs with varying point values, and also assigns point values for conferences, classes and other external learning and wellness activities. The system, which includes a tiered prize structure, uses single sign-on technology and retains Interstate’s brand standards to facilitate use.

Allegiant Air Adopts Adaptive Learning for Basic Indoctrination

For too long, pilots have been subjected to “stagnant” ground school content delivery. However, in 2016, the combination of processing power, 3D modeling, high-quality video and animation, game theory, artificial intelligence, and big data finally make individualized and engaging learning possible. Allegiant Air now uses Fulcrum Labs’ adaptive courseware to provide the required FAA-approved 40-hour Basic Indoctrination Course for pilots. Metrics reflect an average 32% gain in knowledge of required information, as well as continuous improvement over a broad range of tasks.

Transforming Senior Civil Servant Training in Taiwan  

Quality senior civil service is key to any country’s advancement and development, yet in-service training and a strategic evaluation component are often sorely lacking. In Taiwan, the Take-Off Program for Senior Civil Service, launched by the National Academy of Civil Service in 2012, cultivates required management skills, prospective leadership, and democratic decision-making. Learner-centered courses reflect authentic learning outcomes and specify specific abilities for trainee advancement

‘Value Selling’ Improves Sales Performance at Adobe  

As Adobe transitioned from selling shrink-wrapped products and on-premises solutions to cloud-based solutions, they recognized value selling as essential to cultivating and maintaining customer relationships and supporting revenue growth targets. Adobe engaged with ValueSelling Associates to develop a simple, scalable value selling training model that shifts conversations to Adobe solutions’ effectiveness in addressing business challenges. Value selling has positively, significantly impacted Adobe’s pipeline growth, sales cycle (length), production, and quota attainment.

Linking Training to Improved Customer Care at Vonage  

Seeking not only to increase handle time in customer care and speed to competence among new hires, but also to definitively link improvements to training, Vonage launched a year-long Monitoring and Evaluation (M&E) analysis of 100 new hires’ performance. Vonage listened to customer calls and otherwise compared Key Performance Indicators of employees who did, and those who did not, follow training. The results prompted a complete organizational transformation. The program earned a Gold Award for Best Advance in Learning Measurement in the 2016 Brandon Hall Group HCM Excellence Awards.

Learning on Smartphones about Selling Smartphones at Samsung  

As Samsung Austria globally debuted more smart watches, next-generation smart phones and other innovative products, it needed a new way to quickly train its sales force, as well as a faster, mobile, and measurable way to use eLearning. In Q2 2015, Samsung began employing mobile microLearning on teams’ smartphones to improve sales training for new smartphones, wearables, and similar smart products. Currently, 298 employees have completed the training, all of whom have earned scores between 83%-91%.

Transforming to an Agile Methodology at Tata  

With 353,000 employees in 46 countries, virtual learning is crucial to cost-effective training of Tata Consultancy Services’ diverse, multi-lingual workforce. In 2014, TCS embarked on a journey to enable anytime, anywhere learning for every TCS employee. Recognizing business agility as another key to their effectiveness worldwide, TCS also set a goal of 100% adoption of an enterprise-wide Agile Transformation Program over three years. Both initiatives have already resulted in notable improvements in employees’ knowledge and competency, productivity, and confidence levels, as well as customer satisfaction and customer response time.

Scaling Demonstrated Proficiency for Managers at US Beef  

US Beef is the largest franchisee of Arby’s Restaurant Group. The ultimate success of its restaurants lies in the knowledge and experience of its restaurant managers. Historically, it has used a “mentored apprenticeship” model in which trainees work directly with a select group of “training managers.” In partnership with Kineo, US Beef created a blended learning program and moved management of an online program, where training managers can perform assessments and leadership has clear visibility on where training is working and where it is not.

Transforming the Sales Experience at Sonic Automotive  

Sonic Automotive’s executive team recognized its need to change the way it sold cars to the retail public. The transformation process started with a few dealerships and expanded into more markets in 2016, with plans to completely train and install the process throughout the entire company by 2020. Through a comprehensive, blended training and implementation process, associate satisfaction levels and customer satisfaction levels have increased by better than expected percentages.

Redesigned Learning Improves Customer Satisfaction for AHIMA  

The American Health Information Management Association (AHIMA) needed to increase client satisfaction with its online learning product portfolio by reducing customer support calls and escalations. The most prominent product needing attention was VLab, a practical application experience used by over 350 colleges and universities, and approximately 10,000 students per year. VLab, once the industry gold standard and first of its kind, by 2014 was seen as unwieldy, clunky, and cumbersome. AHIMA partnered with Pearson to redesign VLab into a new centralized learning portal that included a real workplace experience, and assessments transferrable to a professional environment. The redesigned product’s adoption rate subsequently increased by 60%.


Solution Provider Profiles

SumTotal Systems  

SumTotal Systems, a Skillsoft Company, is a leading provider of integrated HR solutions. SumTotal’s Talent Expansion® applications, available on-premise and in the cloud, help organizations discover, develop and unleash the hidden potential of their This profile includes insights from Brandon Hall Group Principal Talent Acquisition Analyst Daria Friedman.



Send in the Reinforcements! How to Overcome the Forgetting Curve  

Let’s face it, the majority of the learning that goes on in organizations takes place in either a formal classroom setting or through an online course format. The challenge is that in an increasingly complex digital world, with so much competing for our attention, modern day neuroscience is telling us that 70% of what we learn is forgotten within 24 hours, and 90% within a week. So how do we reinforce training once it is done? David Wentworth, Principal Analyst with Brandon Hall Group, and Shahin Sobhani, President at SwissVBS, examine how current learning approaches may be falling short, and look at strategies to boost retention, engagement and on the job performance.

Answers to Questions from Members

One of the best features of membership with Brandon Hall Group is members’ ability to ask questions of the analyst team and get a detailed, research-based answer within 24 hours. Here is a question that was answered last week:

  • Can anyone share a peer to peer assessment tool like the one used in MOOCs?

Research-based Blog

HCMx Radio 45: Brain Science – How to Reduce Distraction to Trigger Retention and Learning Effectiveness

In this episode, we discuss current research on how the brain works and its effects on learning. Bryan Austin, VP of Learning Innovation at mLevel, joins us to share fascinating research on Neuroscience and Learning Effectiveness. Please click here to read the complete blog and listen to the episode.

Like what you see? Share with a friend.

Mike Cooke



Stay connected

Get notified for upcoming news subscribing

Related Content

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.

Resubscribe to our email distribution list.