Employee Engagement - search results

The Savvis onboarding program, called Savvis 101, starts upon a new hire accepting a job offer with prehire communications and then extends through the first 90 days. Savvis 101 has reduced the reported time to productivity by 42 percent over the three years the program has been in existence.

Farmers Insurance and Verizon are the newest inductees into the Training Top 10 Hall of Fame, joining the ranks of the 12 companies named to the hall since its inception in 2008 (Wyeth Pharmaceuticals subsequently was acquired by Pfizer Inc. in 2000).

People tend to follow leaders who are true to what they believe in and act consistently on their beliefs, even when their actions may not be popular. These are the resilient, courageous leaders.

The difference between hiring a few people versus hundreds at a single clip is a bit like traveling through a toll plaza without the convenience of express tolls. No big deal in the off hours but a nightmare of snarled traffic, misdirection, and frustration during a rush-hour surge in volume. A technology-enabled, scalable recruitment process designed for high-volume hiring offers an express pass to hiring success.

The way to drive better budget results starts by reading your Learning & Development instrument panel. That panel includes the three odometers—one representing each of the pillars of the Talent Development Reporting Principles (TDRp): efficiency, effectiveness, and outcomes.

ConMed’s Orthopedic Division uses Postwire’s visual content sharing software to support employee onboarding and training, turning a 90-day onboarding process into a two-week virtual boot camp.

Employees today have changed. They have different priorities, and what makes them happy today is not what we once focused on as employee motivators. To get the most out of our employees today, we have to be in tune with those things they value and they truly want.

The results from the most recent survey conducted by Gallup show that fewer than 1 in 3 or 30 percent of American workers are committed to the success of their organization and are engaged in their work. And 1 in 5 workers are actively disengaged, actually working against their organization, bosses, or both. That lack of engagement costs the U.S. economy about $370 billion in lost productivity annually.

An Integrated Talent Management Framework (ITM) is not about acquiring, developing, and retaining your workforce. It is all about creating a winning organization by institutionalizing integrated talent processes across your entire organization. Learning and Development is an integral part of this framework and must be fully integrated with talent management to optimize your business results.

People are not things, nor are they assets. Assets are objects that businesses consume, depreciate, and write off over time. People are flesh and blood, emotional, human beings. Leaders need to understand this truth and lead accordingly.