Elearning - February/March 2008 - (Page 19) — the top factor driving organizations to focus on learning and development was the exact same factor forcing organizations to pursue human capital management: To align the workforce with business objectives. BEST-IN-CLASS In the latter study, Aberdeen used performance against three key performance indicators (KPI) to distinguish the top 20 percent of all organizations in learning and development (referred to by Aberdeen as “Best-in-Class”): increase in year-over-year customer satisfaction; 2 3 improvement in year-over-year employee performance, defined as percent of goals attained, ratings in job-specific performance reviews, and output and performance of the employee; decrease in year-over-year workforce turnover. development strategy that is integrated with the organization’s overall strategic plan. In addition, Best-in-Class companies are at least 60 percent more likely than all other organizations to utilize learning and development strategies or programs to make human capital a competitive differentiator (Figure 1). >> Factors that impact Best-inClass performance: The ability of Best-in-Class organizations to differentiate themselves by improving year-over-year performance against the critical KPI is staggering. One clear advantage that cannot be understated is that Best-in-Class organizations nearly twice as likely as all other organizations to have a learning and >> Organizational communication is critical: The increasingly strategic view of human capital makes it vital to ensure communication throughout the organization. Seventy-four percent of Best-in-Class organizations promote learning initiatives and programs to those who can benefit from participating, as compared to Elearning! February/March 2008 19 1
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