TM - August 2007 - (Page 19) both learning modules and actual content on the intranet). • Act through an actual selling scenario. • Reflect on how they performed their activity. • Review their performance with a designated manager, mentor or colleague. As a result of using this process, the new sales professionals were able to customize the learning they needed, apply the tools they would use during their day-to-day jobs and tap into coaching resources for feedback. Through the convergence of a range of demographic, socioeconomic, technical and other factors, organizations must adjust to the increased pace and volume of onboarding. Senior management must embrace this, not simply as a human capital function but as a business performance opportunity. New employees can invigorate a corporate culture, enrich allimportant social networks and stimulate innovation and smart risk taking. Ensuring they have the knowledge, relationships and support to make these contributions should be key objectives of onboarding, as well as a human capital priority for senior leadership. Perry Papp is the practice area leader for the IBM human capital management practice in the financial services sector. Eric Lesser is an associate partner in the IBM Institute for Business Value. They can be reached at editor@TalentMgt.com. Employee Innovation Drives WHIRLPOOL. What Drives Employee Innovation? Read the full Whirlpool success story at www.amanet.org/go/whirlpool At Whirlpool, innovative thinking is the responsibility of every employee. In fact, innovation is such an important part of their culture that they consider it a core competency within the organization. That’s a bold statement. But Whirlpool has always made bold statements with its innovations. That’s why they are the world’s leading manufacturer of major home appliances. “Innovation is serious business at Whirlpool… we are always looking for new ways to delight and serve our customers better,” says Core Competency Trainer Margaret Hanington. Continually seeking ways to unleash their employees’ creative energy, Whirlpool partnered with AMA to create a customized, on-site innovation and creativity workshop. “This class has given our employees additional tools and techniques to help them think differently, and out-of-the-box solutions,” says Hanington. “Anytime you can unlock a group’s creative potential you can expect and achieve great results!” Are you ready to be an AMA success story? For information about what AMA’s Corporate Solutions can do for your employees, visit www.amanet.org/onsite or call 1-800-262-9699 and mention priority code XA16. 1-800-262-9699 I www.amanet.org/onsite Want to better manage the people side of your business? Sign up today for AMA’s free monthly e-newsletter for decision makers. Go to www.amanet.org/go/profits http://www.amanet.org/go/whirlpool http://www.amanet.org/go/whirlpool http://www.amanet.org/onsite http://www.amanet.org/onsite http://www.amanet.org/onsite http://www.amanet.org/go/profits
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