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DDI’S MANAGER READY AWARDED “HR PRODUCT OF THE YEAR”

February 1, 2012 17:17 by jllorens

Human Resource Executive magazine names DDI’s new online frontline leader assessment a top product
Tuesday, October 04, 2011

October 3, 2011—Human Resource Executive® (HRE) magazine recognized Manager Ready as one of the Top HR Products of 2011.  Development Dimensions International (DDI) launched Manager Ready in early 2011 to help organizations identify and develop stronger frontline leaders.  Each year, HRE selects the top 10 new HR and training products based on criteria including innovation, ease-of-use and impact on the HR industry. "Human Resource Executive® has been evaluating HR products and conducting this competition for more than 20 years," explained David Shadovitz, editor-in-chief of Human Resource Executive®.  "Our goal has always been to identify products and services that clearly offer value to the HR community while demonstrating innovation."

An online frontline leader assessment, Manager Ready combines the efficiency of a technology-driven process with insights of live assessors—leading to a realistic participant experience and in-depth insight into leadership capability and performance.  Through this real-world simulation, companies are provided with critical information on how to make decisions about an individuals’ readiness for frontline leadership roles and how they can develop in those roles to be more effective.

Manager Ready provides a day-in-the-life experience of a frontline leader for individuals by using streaming audio and video capabilities. Throughout the computer-based simulation, users respond to open-ended e-mails, video voicemails, planning activities, and problem-solving exercises.

“Frontline leaders are more critical today than ever. They make the day-to-day decisions that make or break the business,” Scott Erker, Senior Vice President of Selection Solutions at DDI said. “We hear more and more that they’re not ready for the job the organizations needs them to do.  Our goal, with this innovation, is to identify the gaps between what skills leaders have—and what skills they need to be successful.”
One element that makes Manager Ready stand out is that questions derived from the simulation allow the users to respond open-endedly rather than choosing from a list of predetermined answers. In doing so, responses more accurately reflect how a frontline leader would react in a real life scenario.  Trained assessors extract the behavior gained from Manager Ready and measure participants for leadership readiness.
“This data has some teeth, which in an organization like ours is hugely important,” said Tim Toterhi, senior director of global organizational design for Quintiles. “Part of the reason we like Manager Ready is that it gives us robust, fact-based data to help enhance the decision-making process for selecting people—either for promotions or for hiring them into the organization.”

About DDI
Founded in 1970, Development Dimensions International, a global human resources consulting firm, helps organizations close the gap between today’s talent capability and future talent needs. DDI’s expertise includes designing and implementing selection systems, and identifying and developing front-line to executive leadership talent. With more than 1,000 associates in 75 offices in 26 countries, the firm advises half of the Fortune 500. For more information about DDI visit http://www.ddiworld.com/aboutddi.


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Blogs: Why Doesn't HR Lead Change?

November 16, 2011 15:15 by jllorens

(From blogs.hbr.org) It's hard to find leaders of the human resources (HR) function who are active in helping their organization improve the way it works. I asked dozens of people who are in HR or in process improvement to share examples of HR change leaders, and I only found a few.

Though it's rare, here's an indicator of what is possible. In 2009 Tony Scibelli, Vice President of Human Resources and Operations at Faxton-St. Luke's Healthcare learned that the Chief Operating Officer and Chief Nursing Officer were going to launch "relationship-based care," a comprehensive cultural change program to focus doctors' and nurses' attention on patients and their families. He offered to have HR involved to address the people aspects. He showed them how HR could weave relationship-based care and continuous improvement into the fabric of this community hospital in central New York, for example by hiring and promoting the right people. He was at the table with them as they planned training and communications, and as they decided how to reward people who took on improvement projects.

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Categories: Communities | Human Capital | News

Blogs: When diversity still had meaning

October 17, 2011 12:54 by jllorens

(From New York Daily News) Profound information arrives casually in America. My mother grew up in Texas under segregation and went to California with her parents in the mid-1930s. By the early '50s, when my younger sister and brother began going to school in Los Angeles, she made up her mind about something - and it predicted our nation today.

While there was a neighborhood black school, she did not send us there. The reason was clear to her: "The world is full of all kinds of people, and you all need to start meeting them right now," she said. The school she chose, the 28th Street Elementary School, was fully integrated.

It was after World War II, and one easily learned stereotypes about Asians, especially the Japanese. But that did not stop one from seeing how well Elizabeth Wu, Barbara Minato, Harry Quan and Alan Funo did in class and in sports. And in assemblies, we might see traditional Japanese dancing and hear tales of how it felt to be young and terrified in a fallout shelter while Hiroshima was devastated by a nuclear cloud.

We also celebrated Cinco de Mayo and had great fun beating open the piñata we had built together in class and suspended from the ceiling of our auditorium. Someone like Henry Ramirez, who was a good student and athlete, might invite you and your family to his home for a dinner of exotic Mexican food.

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Categories: Human Capital | News

BLACK ENTERPRISE Announces the 40 Best Companies for Diversity

July 29, 2011 12:25 by jllorens

BLACK ENTERPRISE has released its seventh annual listing of the 40 Best Companies for Diversity as featured in the publication’s July issue and on BlackEnterprise.com. The companies singled out for distinction demonstrated a commitment to diversity in one or more of four key areas: board of directors, employee base, senior management and supplier diversity.

Of the 40 best, McDonald’s Corp., Fannie Mae, Verizon Communications Inc. and WGL Holdings Inc. demonstrated significant strengths in all four areas surveyed. Darden Restaurants Inc., Pepco Holdings Inc. and Sodexo Inc. were cited as solid in three. Making their fist appearance on this list are Allstate Corp., JPMorgan Chase & Co., MetLife Corp., Nationwide, Prudential Financial Inc. and Wells Fargo & Co.

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Categories: Human Capital | News

Workplace Equality Better, Disparity Is Not

June 10, 2011 16:14 by jllorens

(From business-journal.com) CHICAGO -- Over the last few decades, the make-up of the U.S. civilian labor force has changed significantly. Women now account for half of all workers, and companies are becoming more racially and ethnically diverse.

Still, a recent survey by CareerBuilder points to continued inequalities between diverse and non-diverse segments in pay, career advancement and feelings of discrimination. Women and Hispanic workers, for instance, were twice as likely to hold an administrative or clerical entry-level job as non-diverse workers. Blacks were nearly twice as likely. More than half of women, Hispanics and workers with disabilities reported earning less than $50,000 compared to three in 10 non-diverse workers.

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UK: Salaries for e-learning grads 'held back by employers'

May 4, 2011 13:27 by jllorens

(From virtual-college.co.uk) Many companies have not been offering pay rises to e-learning graduates over the last few years as budgets have been tight, it has been claimed.

Charlie Ball, deputy director of research at the Higher Education Careers Services Unit, said many firms across the UK have stretched their salary budgets as they have looked to take on more e-learning graduates in order to prepare for a recovery.

He commented: "They have learned their lessons from that period; when the recession ended many of them found they didn't have the talent to capitalise on improved conditions, so their own corporate recoveries were quite slow."

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Jessica Miller-Merrell Joins White House Web Chat on Women in the Workplace March 30, 2011

March 30, 2011 11:26 by jllorens

(From Vocus/PRWEB) Jessica Miller-Merrell, a full time working mom, HR Leading voice in social media joins special web chat hosted by White House Council on Women and Girls.

They will host a live-streamed Web chat on Yahoo! Shine on Wednesday, March 30, at 4:45 EDT at the White House website. The main topic of the web chat will be women, employment, education, and how to create workplace flexibility.

According to Jessica Miller-Merrell, “The topic of flexible work schedules often to referred to as flexible schedule or work shifting are becoming at hot topic because of successful case studies with companies like Best Buy and ROWE as well as the pass of the Federal Telework Bill in late 2010. And nearly 86% of employees say they would prefer some sort of flexible work schedule.”

For Jessica Miller-Merrell, being a mother is the single hardest and most rewarding job in the entire life, and it’s also the most important. Miller-Merrell encourages companies to engage actively in providing resources for working moms.

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Survey: U.S. Workers to Receive Largest Merit Increases Since Start of Financial Crisis

February 25, 2011 14:20 by jllorens

NEW YORK--(BUSINESS WIRE)--U.S. employers are planning to give employees this year the largest merit increases since the start of the financial crisis, according to a new survey by Towers Watson (NYSE, NASDAQ: TW), a global professional services company. The survey also found that the hiring freezes that were put into place during the recession are beginning to thaw, especially for professional and technical workers, and positions that require employees with critical skills.

The Towers Watson survey found that companies are optimistic and are budgeting merit increases of 3.0% for 2011. That compares with the 2.7% merit increase awarded to employees overall in 2010 and is the largest merit increase since before the financial crisis when increases typically averaged 3.5 – 4.0%.

Though the horizon is brighter for most companies, the survey also found that 5% of companies plan to freeze salaries for all workers this year, the same percentage as last year. However, 13% of companies plan to freeze salaries for executives while 12% plan to freeze salaries for hourly workers. Both figures are down sharply from 2010.

“Most companies have turned the corner and are now in a much stronger position financially to recognize and reward employees, especially their top performers,” said Laura Sejen, global head of rewards consulting at Towers Watson. “Throughout the recession and even afterwards, companies made it a high priority to provide better rewards to those employees who performed at the highest level and made the highest contributions to their organizations.”

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Tuition Assistance Shines With a “Constellation” of Values

February 16, 2011 17:19 by jllorens

PHOENIX--(BUSINESS WIRE)--Over 70% of American workers participating in employer-funded tuition assistance programs say the benefit offers strong personal and professional value, and many pair the advantage of earning a degree with the financial support they receive. By encouraging education in all economic conditions, and linking it to their strategic priorities, companies can win workers’ loyalty and cultivate the workforce they will need to survive downturns—and to excel when the economy picks up.

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SuccessFactors Alleges Covert Scheme by Competitor

February 14, 2011 11:16 by jllorens

(From ComputerWorld) IDG News Service - SuccessFactors is alleging that rival human-resources-software vendor Halogen Software concocted a fraudulent and covert scheme in order to obtain competitive information from it, according to a lawsuit filed in U.S. District Court for the Northern District of California.

Halogen, based in Ottawa, Canada, set up "a bogus 'mid-sized' company -- The Magnus Group -- replete with purportedly more than 500 employees and a sham website specially designed by an Ottawa design firm that has also worked with Halogen," according to SuccessFactors' complaint, which was filed in December.

Using the fake company as cover, one or more Halogen workers "falsely represented they were a legitimate sales prospect wishing to purchase software services from SuccessFactors," it adds.

An "intensive sales effort" by SuccessFactors, including a number of product demonstrations, ensued over several weeks in mid-2010, according to the complaint.

But on Sept. 16, the Magnus Group representatives abruptly said they were no longer interested, it states.

The Magnus-Group.com website listed an address in Valparaiso, Indiana, but SuccessFactors "believes that no company named Magnus Group has ever been at this property," which apparently once served as headquarters for a convenience store chain, according to the complaint.

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