Boca Raton, Florida — Dec. 8, 2023

Brandon Hall Group, a pioneer in recognizing excellence in the Learning, Talent and Business industries, proudly announced the winners of the Excellence in Technology Awards during a live broadcast.

The esteemed event, often referred to as the “Academy Awards” by Learning, Talent, and Business Executives, took place on Dec. 7, 2023, celebrating three decades of honoring organizations at the forefront of technology innovation.

The complete list of winners can be found on the official awards website: excellenceawards.brandonhall.com/winners/.

Since its inception in 1993, the Brandon Hall Group Excellence Awards® have established themselves as the most prestigious awards program in the industry. The program recognizes organizations worldwide, spanning small, medium, large and global enterprises, government entities, not-for-profits and associations. Entries focus on programs, strategies, modalities, processes, systems and tools that have demonstrated measurable results.

“In our 30th year, the Excellence in Technology Awards continue to showcase the best innovations in Learning, Talent Management, Talent Acquisition, HR, Workforce Management and Sales Enablement technologies. We are proud to receive applications from a diverse range of organizations globally, reflecting the ever-evolving landscape of technology solutions,” said Brandon Hall Group Chief Operating Officer Rachel Cooke, leader of the Excellence Awards® program.

Winners of the Excellence in Technology Awards are also invited to attend the HCM Excellence Conference and be recognized on stage at the Awards Gala on Feb. 14, 2024. This unique opportunity provides a platform for winners to share insights and network with industry leaders, further enhancing the impact of their achievements.

“Our awards program is distinguished by the thorough evaluation process led by industry experts. Judges meticulously score each entry and our Executive Leadership team at Brandon Hall Group reviews and validates the judging and scoring. The level of the award is solely determined by the number of points, ensuring a fair and unbiased recognition of excellence in technology,” said Brandon Hall Group Chief Executive Officer Mike Cooke.

The Excellence in Technology Awards follows a point-based system, where Gold, Silver and Bronze distinctions are awarded based on the score range. The point total directly determines the award level, resulting in a diverse distribution of Golds, Silvers and Bronzes across various categories. Some categories may see multiple winners in each tier, while others may showcase the exceptional performance of only a select few.

This year’s top winning organizations include Accenture, Adobe, Aliaxis, Allianz, Centum Learning, Chrysalis, Docebo, EI Powered by MPS, Engagedly, HealthStream, HiBob, IMD, Intuition, LearnUpon, Litmos, LRN, MetLife, NIIT, NovoEd, NTT Data, Paycor, Realizeit, SHIFT, Skillable, The Regis Company, Tata Consultancy Services, Reliance, Tenneo and Zalvadora.

Brandon Hall Group congratulates all the winners and extends appreciation to the participants for their commitment to advancing technology in the industry.

For more information about the Excellence in Technology Awards and other Brandon Hall Group programs, please visit www.brandonhall.com/.

About Brandon Hall Group:

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era.

For over 30 years, we have empowered, recognized and certified excellence in organizations around the world, influencing the development of over 10 million employees and executives. Our HCM Excellence Awards® program was the first to recognize organizations for Learning and Talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

The awards recognize the best organizations that have successfully developed and deployed programs, strategies, modalities, processes, systems and tools that have achieved measurable results. We are honored to receive applications from organizations around the world ranging from small, medium, large and global enterprises, to government, not-for-profits and associations.

To learn more, please visit www.brandonhall.com.

The post Brandon Hall Group™ Announces Winners</ br> of the Excellence in Technology Awards appeared first on BrandonHallGroup.

 By J S Manoj Koundinya

Senior Vice President — Talent Management, Organization Development, Culture & Wellbeing at DBS India

and Matt Pittman

Principal Analyst, Brandon Hall Group

As an employee, it’s easy to think of company culture as something that’s entirely out of your control. After all, it’s the leaders and managers who set the tone, right? While it’s true that leadership plays a significant role in shaping organizational culture, it’s not entirely up to them.

Recent empirical analysis suggests that substantive, enduring cultural evolution often germinates from grassroots micro-behaviors. Herein lies the potency of individual agency. The confluence of individual agency and organizational ethos is a crucible where the very spirit of a company is forged.

Organizational culture refers to the shared values, beliefs, attitudes and practices that shape how work gets done within a company. Every employee, from the most junior team member to the most senior executive, has a role to play in building and nurturing a healthy organizational culture.

Recent Brandon Hall Group research confirms this. In the 2023 study, Culture Eats Strategy: Is Your Employee Experience What You Intended?, 82% of respondents indicated that a collaborative and supportive culture was “Important” or “Very Important” to the employee experience. Interestingly, 48% of respondents indicated that there is room for improvement in understanding what employees want from their employment experience.

That is why these five salient habits that any employee, irrespective of position or tenure, can cultivate to amplify and scale their company’s cultural tapestry are so important.

1. Radical Candor: The Dual Prong of Care and Directness

Coined by Kim Scott, the concept of “Radical Candor” is what happens when you show someone that you care personally while you challenge directly, without being aggressive or insincere.

When employees imbue their interactions with a blend of genuine care and unambiguous directness, they actively foster an environment where transparency is celebrated, and feedback becomes a constructive tool rather than a source of apprehension. This reinforces those feedback loops, both formal and informal, not just between colleagues but also between the workforce and the leadership of the organization, a key ingredient to a healthy culture.

In fact, Brandon Hall Group’s Retaining Talent 2023 survey revealed this as a “Very Important” step in increasing company understanding. Instead of fostering silos of politeness or zones of blunt, unfeeling criticism, a culture steeped in Radical Candor encourages its members to communicate openly, with the intention of collective growth at its core. When individuals habitually demonstrate this approach, it paves the way for an organizational culture that is both supportive and candid, propelling not just individual but institutional evolution.

2. Cultivating Intellectual Curiosity: The Odyssey of Continuous Learning

“Cultivating intellectual curiosity” stands as a beacon for progressive organizational cultures, signaling a commitment to endless exploration and the ceaseless quest for understanding. Within the organizational microcosm, when employees habitually demonstrate a thirst for knowledge, it germinates a culture that values questions as much as answers. This habit of intellectual pursuit — whether through continuous reading, attending seminars, seeking mentorship, or simply challenging the status quo with a “why” or a “what if” — transforms the workplace into a vibrant hub of ideas and innovation.

When intellectual curiosity becomes ingrained in an employee’s daily ethos, it not only enriches their individual capacity but also radiates outward, encouraging peers to embark on their own journeys of discovery. In a culture where employees ardently champion curiosity and inherently foster adaptability and resilience with forward momentum, they lay the foundation for an organization that is adaptable, forward-thinking and perpetually evolving in its pursuit of excellence.

3. Solution-Oriented Mindset: Transcending the Problem Space

In the intricate dance of organizational dynamics, adopting a “solution-oriented mindset” emerges as a transformative habit that employees can embrace to fortify and elevate the collective culture. Creative problem-solving is the third-most added new skill to current jobs, according to the Hiring for New Skills and New Roles survey conducted by Brandon Hall Group.

This mindset is not merely about troubleshooting; it is a deliberate pivot from the often-stagnating realm of problems to the expansive horizon of possibilities and solutions. Employees who habitually approach challenges by asking “How might we overcome this?” rather than lingering on the impediments, infuse a proactive and optimistic energy into the workplace. When embedded in daily interactions and strategic discussions, this habit shifts the organizational narrative from one of hurdles to one of opportunities. It engenders a culture of resilience and creativity, where obstacles are not endpoints but catalysts that spur innovation and collaborative endeavors. Such a cultural paradigm ensures that the organization remains agile, adaptive and ever-evolving, consistently transcending the immediate problem space in pursuit of broader horizons and greater achievements.

4. Empathetic Engagement: Beyond Transactional Interactions

Empathy, though often relegated to the periphery of soft skills, emerges as a linchpin in contemporary organizational culture. It is the fourth-most added new skill, just behind creative problem-solving from Hiring for New Skills and New Roles survey. Empathetic engagement encapsulates a profound shift in the way employees can approach and enrich organizational culture.

At its essence, this ethos underscores the transformative power of seeing beyond mere tasks and transactions and delving into the human narrative intertwined in every professional exchange. Employees who cultivate a habit of engaging with colleagues, stakeholders or clients with genuine empathy foster a culture where interactions are not just about immediate outcomes but about understanding, connection and mutual growth. This moves from transactional to relational exchanges and creates an environment where individuals feel seen, heard and valued — not just for their professional contributions but for their holistic selves.

By consistently demonstrating this depth of engagement, employees lay the groundwork for a culture of trust, collaboration and meaningful relationships, where the organization’s success is interwoven with the well-being and fulfillment of its members. Such a culture not only enhances productivity and innovation but also anchors the organization in a profound sense of purpose and interconnectedness.

5. Championing Inclusivity: Celebrating Diversity in Thought and Deed

In the multifaceted ecosystem of organizational culture, the “inclusivity” mantra beckons a paradigm shift that transcends mere policy or rhetoric. When employees consistently demonstrate a habit of valuing diverse perspectives, actively seeking out underrepresented voices and creating spaces where differences are not just tolerated but celebrated, they seed an environment that thrives on varied experiences and insights.

This is not just about ethnic, gender, or age diversity; it encompasses the full spectrum of human experience, including cognitive diversity, educational backgrounds, life experiences and more. Employees who take it upon themselves to ensure that discussions are inclusive, that decisions account for varied perspectives and that the organizational narrative is one of collective authorship, sculpt a culture where innovation flourishes and barriers diminish. Through such intentional and consistent actions, an organization is propelled toward a future where its strength is derived and where inclusivity is not an initiative, but an intrinsic value.

As global HR leaders architect and recalibrate organizational strategies, recognizing the pivotal role of employees in building culture is non-negotiable — and company culture isn’t the exclusive purview of the C-Suite or designated HR professionals. As insights show, it’s the cumulative effect of individual habits that foment cultural evolution. A healthy, positive organizational culture helps to create a positive working experience. That positive working experience is directly linked to an individual’s willingness to contribute at the highest level and thus impacting overall business performance. By imbibing and championing habits like radical candor, intellectual curiosity, a solution-oriented mindset, empathetic engagement and inclusivity, any employee can become a pivotal catalyst in the transcendent journey of cultural evolution.

J S Manoj Koundinya is a Senior Vice President — Talent Management, Organization Development, Culture & Wellbeing at DBS India. Manoj is a HR leader with 18+ years of diverse experience across industries globally in Learning, Talent & Organization Development. He is passionate about delivering business strategy through people practices by strengthening leadership, driving performance and institutionalizing culture. He has driven large-scale transformation through M&As, Ramp-Up, Restructure and Leadership Transition. He is a certified practitioner of psychometric assessments, PROSCI Change Management and Executive Coaching. 

Matt Pittman is Principal Analyst at Brandon Hall Group. Matt brings nearly 30 years of experience developing people and teams in a variety of settings and organizations. As an HR Practitioner, he has sat in nearly every HR seat. A significant part of those roles involved building out functions in organizations and driving large-scale change efforts. As a Principal Analyst at Brandon Hall Group, Matt leverages this in-depth experience and expertise to provide clients and providers with breakthrough insights and ideas to drive their business forward.

The post Five Habits Any Employee Can Develop to Scale Company Culture: An Exploration of Micro-Behaviors with Macro Impact appeared first on BrandonHallGroup.

Brandon Hall Group, the leading independent HCM research and analyst firm, is launching a study on October 31 to understand how organizations are finding ways to define great leadership in a way that makes sense for the organization’s needs and its culture.

“Competition for talent is fierce,” said Marie Barnes, Principal Analyst for Brandon Hall Group. “This study will help us understand how leadership development done well can empower organizations to thrive in spite of volatility, leverage diversity, encourage engagement, and attract and retain top talent.”

To participate in this study, go to: https://www.surveymonkey.com/r/Y5HN9PN.

Topics of exploration include:

• The changing role of technology in leadership development.
• How employers are assessing, identifying and developing high-potential candidates who can drive business results.
• What organizations value most in leaders.
• How learning strategies around leadership are changing.
• How succession planning is changing.

Respondents will receive summary results of the research six to eight weeks after the survey launches, and immediate download access to Brandon Hall Group’s report, Building Personalized Learning Across the Organization.

“The complexity of our world today demands system thinking,” said Mike Cooke, CEO of Brandon Hall Group. “Today’s challenges cut across functions and boundaries. Leaders must understand how things are connected and collaborate across boundaries. Expanding the strategic thinking capacity of leadership gives companies a competitive edge.”

The quantitative research will be complemented by qualitative interviews. The data and insights will fuel the development of research reports and tools — such as self-assessment tools, models and frameworks — to help organizations make the business case for new approaches to developing leaders.

About Brandon Hall Group

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era.

For 30 years, we have empowered, recognized, and certified excellence in organizations around the world influencing the development of over 10 million employees and executives. Our HCM Excellence Awards® program was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity and Inclusion, Talent Acquisition and HR for corporate organizations and HCM solution providers.

To learn more, visit www.brandonhall.com.

The post Brandon Hall Group™ Launches Study</ br> on Leadership Development appeared first on BrandonHallGroup.

Brandon Hall Group, the leading independent HCM research and analyst firm, is launching a study on Friday, October 27, to understand how HR teams are preparing their organizations for what will be an unprecedented level of change.

“The future of work is here. This survey explores how leading organizations are reshaping HR strategies across key areas like DEI, leadership development, talent management, and AI implementation to prepare for an unprecedented pace of change,” said Marie Barnes, Principal Analyst for Brandon Hall Group.

To participate in this study, go to: https://www.research.net/r/NK2VHJW

This research examines how organizations are prioritizing their HR initiatives in:

• DEI
• Leadership Development
• Talent Management
• Learning and Development
• Talent Acquisition
• Core HR and Workforce Management
• AI applications in HR

“The future of work is being shaped by massive disruptions such as a VUCA business climate, AI adoption, hybrid models and a diversifying workforce.  These dramatic shifts require HR teams to rethink their people strategies,” said Mike Cooke, CEO of Brandon Hall Group. “This survey examines how leading organizations are prioritizing initiatives across key HR areas to prepare for the new world of work. Results will provide insight for HR leaders on ways to evolve their functions for the future.”

Respondents will receive summary results of the research six to eight weeks after the survey launches, and immediate download access to the Brandon Hall Group report, Enabling Leaders to Play a Pivotal Role in Retaining Talent.

The quantitative research will be complemented by qualitative interviews. The data and insights will fuel the development of research reports and tools — such as self-assessment tools, models and frameworks — to help organizations make the business case for new approaches to developing leaders.

About Brandon Hall Group:

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era.

For 30 years, we have empowered, recognized and certified excellence in organizations around the world influencing the development of over 10 million employees and executives. Our HCM Excellence Awards® program was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity and Inclusion, Talent Acquisition and HR for corporate organizations and HCM solution providers.

To learn more, visit www.brandonhall.com.

The post Brandon Hall Group™ Launches Study on the Future of Work appeared first on BrandonHallGroup.

Boca Raton, Florida — October 10, 2023 — Hexaware, a leading global IT services and consulting company, continues to shine in the realm of Human Capital Management (HCM), achieving top recognition for the third consecutive year. In a remarkable feat, Hexaware reaffirmed its commitment to excellence and innovation by winning coveted Gold and Bronze Brandon Hall Group HCM Excellence Awards® in:

1. Learning and Development (Gold)
2. Leadership and Development (Bronze)
3. Future of Work (Bronze)
4. Talent Acquisition (Bronze)

The 2023 Brandon Hall Group HCM Excellence Awards® recognizes best practices for initiatives in Learning and Development, Talent Management, Leadership Development, Talent Acquisition, Human Resources, Sales Performance, Diversity, Equity and Inclusion, and the Future of Work.

Hexaware won the Human Capital Management (HCM) awards for the following entries:

1. Gold for Sonic Certification Program under the Best Certification Program
2. Bronze for Ignite 2.0 under the Best Advance in Senior Manager Development.
3. Bronze for Sonic Certification under the Best Program for Upskilling Employees
4. Bronze for Recruitment Marketing and Employer Branding Program at Hexaware under the Best Recruitment Marketing and Employer Branding Program

The Gold winner, Sonic Certification Program, is an innovative approach by Hexaware to bridge the gap between market requirements and employee roles through continuous upskilling, such as the training program on Generative AI to enhance employees’ competencies.

Meanwhile, Hexaware’s unique Sonic Certification is an assessment-driven framework to test and apply employees’ functional, technical, and soft skills in the work environment.

Ignite 2.0 is a unique Leadership Development Program that allows senior leaders and the managerial cadre to polish their skills and boost creativity by focusing on key competencies. Meanwhile, Hexaware’s Recruitment Marketing and Employer Branding Program focuses on attracting and retaining talents through engagement and communication. The Talent Acquisition program offers continuing growth opportunities in line with our philosophy of life beyond work.

Stating that the awards recognize Hexaware’s continuing pursuit of employee excellence to create smiles for customers, Satyendu Mohanty, Executive Vice President & Global Head – Digital Assurance & Competency at Hexaware, said, “We are excited at this global recognition from the Brandon Hall Group. However, we are not going to rest on our laurels. Each of these programs aims to empower our employees to push boundaries. Our approach has resulted in better employee engagement and satisfaction.”

“Excellence Award winners are shown to be organizations that truly value their employees and invest in them through their human capital management programs. These HCM programs have been validated as best in class for business value and the impact on the employees themselves,” said Brandon Hall Group Chief Operating Officer Rachel Cooke, HCM Excellence Awards program leader.

Entries were evaluated by a panel of veteran, independent senior industry experts, Brandon Hall Group analysts, and executives based on these criteria:

• Alignment to their business need and environment
• Program design, functionality, and delivery
• Adoption, integration, user experience, innovation, and creativity
• Overall effectiveness, impact, and measurable benefits

“Our award winners are relentless in their pursuit of excellence,” said Brandon Hall Group Chief Executive Officer Mike Cooke. “We have received some of the most innovative use of HCM strategy that we have seen in the last 30 years, and in most cases, technology and collaboration across departments have helped them achieve amazing business results.”

About Brandon Hall Group

Brandon Hall Group is the only professional development company that offers data, research, insights, and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era.

For over 30 years, we have empowered, recognized, and certified excellence in organizations worldwide, influencing the development of over 10 million employees and executives. Our HCM Excellence Awards program was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

The awards recognize the best organizations that have successfully developed and deployed programs, strategies, modalities, processes, systems, and tools that have achieved measurable results. We are honored to receive applications from organizations worldwide ranging from small, medium, large and global enterprises to government, not-for-profits and associations.

About Hexaware

Hexaware is a global technology and business process services company. Our 27,000 Hexawarians wake up every day with a singular purpose; to create smiles through great people and technology. With 40+ offices in 19 countries, we empower enterprises worldwide to realize digital transformation at scale and speed by partnering with them to build, transform, run, and optimize their technology and business processes.

Learn more about Hexaware here.

The post Hexaware wins Gold and Bronze in four categories in the 2023 Brandon Hall Group™ HCM Excellence Awards® appeared first on BrandonHallGroup.

The post UKG Supercharges Generative AI Models with Great Place To Work Data appeared first on BrandonHallGroup.

Brandon Hall Group, the leading independent HCM research and analyst firm, is launching a study on compliance training to understand new strategies employers are using to improve individual and organizational performance.

“For years, employers have understood that they must change the way they deliver compliance training. In the last couple of years, we have seen some organizations begin to change their approaches,” said Michael Rochelle, Chief Strategy Officer and Principal Analyst for Brandon Hall Group. “This study will help us understand how employers are leveraging technology and new strategies to deliver compliance training in ways that benefit both the business and the employee.”

To participate in this study, click here.

This survey is designed to uncover and solve the challenges that keep organizations from delivering engaging, impactful compliance training. Topics include:

• Creating managing and reporting compliance training
• Software to conduct and track compliance training (e.g., LMS)
• Learner engagement in compliance training

Respondents will receive summarized results of the research six to eight weeks after the survey launches, and immediate download access to our Brandon Hall Group report, The Business Benefits of Getting Compliance Right.

“To understand how compliance training needs to be delivered, employers need to focus on learner engagement,” said Mike Cooke, CEO of Brandon Hall Group. “Without this focus, completing compliance training will continue to be a challenge. We will find out what new approaches are working.”

The quantitative research will be complemented by qualitative interviews. The data and insights will fuel the development of research reports and tools — such as self-assessment tools, models and frameworks — to help organizations make the business case for new approaches to compliance training.

About Brandon Hall Group:

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era.

For 30 years, we have empowered, recognized and certified excellence in organizations around the world influencing the development of over 10 million employees and executives. Our HCM Excellence Awards program was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity and Inclusion, Talent Acquisition and HR for corporate organizations and HCM solution providers.

To learn more, visit www.brandonhall.com.

The post Brandon Hall Group™ Launches Study</ br>on Compliance Training appeared first on BrandonHallGroup.

Organizations recognize the importance of cultivating a diverse, equitable and inclusive culture where all employees feel a sense of belonging. Research shows that diverse, equitable and inclusive workforces perform better. However, many groups continue to face barriers and discrimination in employment. Many organizations have made substantial progress, but there is still plenty of room for improvement. Companies have implemented DE&I programs and policies, but achieving the desired outcomes of these efforts remains a challenge. In short, a significant opportunity exists to continue driving forward in this area.

COMPLEXITIES

Given the continued scarcity of candidates, it remains challenging to recruit and retain diverse talent, especially at leadership levels. Unconscious biases still come into play during hiring, promotion and day-to-day interactions. Ongoing development opportunities and cultural awareness are needed to mitigate the possible effects of these biases. At times, the lack of representation and inclusion can make underrepresented groups feel isolated or unsupported. While Employee Resource Groups may help, culture change is critical. Pay and opportunity gaps persist despite efforts to close gaps, requiring robust auditing and accountability. Organizations must focus on connecting DE&I efforts to business results by making the case clear and compelling. This is the surefire way to gain top leadership commitment and investment.

CONSEQUENCES

Organizations must make diversity, equity, inclusion and belonging core strategic priorities. This requires commitment from leadership, dedicated resources, and accountability. Organizations that fail to act risk falling behind and failing to attract and retain top talent, especially among younger generations who expect DEI&B commitments. The risk of DEI&B falling off the priority list is dire and organizations simply cannot afford for that to happen.

Even if the attention is being shifted to other areas, efforts to ensure that DEI&B remains a lens through which the company looks must remain in the forefront. Doing so will act as a strategic lever. The work in this area works as a strategic lever since these issues will continue to emerge from within other areas that are on the company’s radar. For example, ensuring that talent development opportunities reach employees in underrepresented, underserved populations. Focusing on DEI&B as a business imperative should persist not only for ethical reasons but also for increasing competitiveness. This can be accomplished through fostering innovation and reflecting market diversity.

BRANDON HALL GROUP POV

Foster an inclusive workplace by making it a business imperative that top leaders can own, and therefore, drive accountability. Communicate regularly on diversity representation and program participation to show commitment and increase accountability. Connect DE&I to business goals and articulate the business case and competitive advantage of a diverse, equitable and inclusive culture.

Empower leaders to make a positive impact on inclusion efforts. Develop leaders to be inclusive, but ensure that leaders at all levels, across the enterprise are part of the training on inclusive leadership. Set diversity goals for leadership roles and develop diverse succession pipelines. Review hiring practices to ensure a diverse slate of candidates is being considered. Require diverse interview panel members and enforce a more objective and standardized interviewing process to reduce unconscious bias and increase the likelihood of more valid hiring decisions. Set an expectation that leaders participate in training on unconscious bias, microaggressions, and cross-cultural communication on an ongoing basis. Build relationships and collaborate with organizations supporting underrepresented groups. Celebrate multicultural differences and promote inclusive behaviors daily.

Measure, measure, measure. Hardwire the collection of data that will inform leaders as to whether progress is being made. Identify outcome metrics that indicate inclusivity, in particular, compensation and benefits equity, and use them as performance metrics tied to the business objectives. Make it a goal to close gender and racial wage gaps. Share diversity metrics and monitor progress as you start to see the needle move.

Embed inclusive leadership principles in business practices such as onboarding and annual business objectives/plans. Encourage leaders to foster inclusion on their teams through communication, recognition, and professional development. Create programs to support the advancement of underrepresented groups through mentoring relationships and sponsorship by leaders. Highlight and reward individuals who demonstrate exceptional skill in promoting diversity, equity and inclusion.

Consider what approach would be most effective given your organizational culture. Research shows that diverse and inclusive workforces perform better. However, many groups continue to face barriers and discrimination in employment. A significant opportunity exists to continue driving forward in this area. Leverage your Diversity Council as an oversight and strategic group determining direction and guidance. Also leverage your Employee Resource Groups as the people who will take the priorities and bring them to life; put them into action. To encourage buy-in and garner the support of the workforce for inclusion efforts, allocate the resources needed to fund and empower these groups.

– Marie Barnes, Principal Analyst, Brandon Hall Group

The post Five Imperatives for Diversity, Equity and Inclusion appeared first on BrandonHallGroup.

Generative AI is rapidly leading us into the digital transformation of Learning and Development.

Learning and Development professionals now have infinite scalability for content development while keeping the content highly personalized for a multitude of learning audiences. What used to be a time intensive and expensive process for even the largest L&D team, content development can now be reduced to a matter of minutes and be generated by anyone.

But with all technological breakthroughs, there are uncertainties. With this level of firepower, how do we govern content development? Most generative AI content creation platforms have a wide-open throttle with no filters or checks and balances. How do we ensure that we are creating content that is appropriate for our learning audiences and will generate the outcomes we are expecting?

According to recent research by Brandon Hall Group, 79% of organizations feel, in the digital age, the use of this type of technology is unavoidable. However, 70% reported that they do not have the right skillset and will need to develop the skillset to ensure ChatGPT-generated content is accurate, reliable, legally sound and can be differentiated from human-generated content. How do we make sure this once-in-a-lifetime technology is a friendly addition to our Learning organization?

We need to look carefully at our technology choices to determine if they provide a balance between unlimited content development capabilities and a framework or structure to mold the content into a usable and approved format. The ideal technology will not only help content developers create content but also properly guide them in its creation. We need technology to be our partner in the content creation process.

Many technology providers have jumped on the generative AI bandwagon, touting their newly developed capabilities to clients and prospects. Many promises are being made by providers regarding what their version of generative AI will deliver. It seems like everywhere Learning and Development teams turn they are being bombarded with generative AI. How do these teams make the right decision? What criteria should be used to evaluate a provider’s claims?

The generative AI market in learning technology is quickly becoming crowded and noisy.

On October 17, I’m sitting down with a group of experts in a roundtable format and tackling my questions as well as yours. I will be joined by Graham Glass, CEO and Founder of CYPHER Learning; Dennis DiNoia, M.A. Ed, founder of Mr. D Math; and Matt Downing, MedPower CMO and CIO.

My questions for the experts will be:

• What is generative AI?
• How is generative AI applied to learning?
• How can the right generative AI-powered technology transform learning?
• What are the critical steps to incorporating generative AI-powered technology into learning?

When you register for the roundtable, let me know what questions you have. I will also be taking your questions during the live session. I am sure you have many questions. We will also be sharing data collected from our registrants regarding their perception of generative AI, which should make for some interesting dialogue with our experts.

Generative AI is a friend to the learning and development team not a foe. Please join us and find out why.

– Michael Rochelle, Chief Strategy Officer and Principal HCM Analyst, Brandon Hall Group

The post Webinar to Show Generative AI As a Friend</ br>— Not Foe — to L&D Teams appeared first on BrandonHallGroup.

Friday, September 22, 2023 — Baku, Azerbaijan — Azerconnect, a leader in the field of ICT services and high technologies in Azerbaijan, has won multiple coveted Brandon Hall Group Excellence Awards® — Gold in the Future of Work, Silver in Diversity, Equity and Inclusion and Bronze in the “Human Resources” categories.

Demonstrating a consistent pattern of remarkable accomplishments, Azerconnect has reaffirmed its prominent position within the market and received Gold Award for its Best Advance in Managing a Remote Workforce program (FLEXcellence: Azerconnect Hybrid Working Program), Silver Award for its Best Advance in Leading Diversity, Equity and Inclusion Initiatives (INSPIRE. LEAD. CREATE: Azerconnect Woman Empowerment Program) and Bronze Award for its Best Benefits, Wellness and Well-Being Program (Feel the Customer: Azerconnect Well-Being Program for Call Center/Front Office Teams).

The Brandon Hall Group HCM Excellence Awards® recognize best practices for initiatives in Learning and Development, Talent Management, Leadership Development, Talent Acquisition, Human Resources, Sales Performance, Diversity, Equity & Inclusion, and the Future of Work.

It is worth noting that entries were evaluated by a panel of veteran, independent senior industry experts, Brandon Hall Group analysts, and executives based on these four criteria: Alignment to their business need and environment; Program design, functionality, and delivery; Adoption, integration, user experience, innovation, and creativity as well as Overall effectiveness, impact, and measurable benefits.

“It is commendable that the innovative projects implemented by Azerconnect in the field of ICT and high technologies in our country have been recognized and honored by internationally renowned companies. Our company will further strengthen its endeavors in the realm of human resource management, further introducing and implementing the latest technologies within the country,” said Emil Masimov, CEO of Azerconnect.

“We are deeply honored to have been recognized by the esteemed Brandon Hall Group with these prestigious awards. Each one underscores our commitment to excellence in certain aspects of human capital management, reflecting our dedication to implementing hybrid work model, our proactive stance in fostering diversity and inclusion, as well as our approach to employee wellness. This award motivates us to strive even further in delivering exceptional performance,” stated Matanat Babayeva, Chief Human Resources Officer at Azerconnect.

“Excellence Award winners are shown to be organizations that truly value their employees and invest in them through their human capital management programs. These HCM programs have been validated as best in class for business value and the impact on the employees themselves,” said Brandon Hall Group Chief Operating Officer Rachel Cooke, HCM Excellence Awards® program leader. 

About Azerconnect

Azerconnect is the first B2B (Business to Business) company in Azerbaijan that provides various services in the dynamically developing ICT and high-tech fields. Being one of the largest employers in the ICT market, the company offers optimal solutions in technical, information technologies, and other related directions that enable an increase in quality metrics and cost optimization for companies in the country. Azerconnect is part of NEQSOL Holding an international group of companies operating in nine countries across the energy, telecommunications, hi-tech, and construction industries.

It is worth mentioning that Azerconnect’s pioneering “FLEXcellence” program has previously been acknowledged in the “Best Flexible Working Strategy” category and was awarded by the Azerbaijan HR Institute in 2022. Furthermore, Azerconnect was awarded a prestigious certificate of Top Employer 2023 in Azerbaijan by the influential Top Employer Institute recognizing its excellence in the realm of human resources across six distinct categories.

About Brandon Hall Group

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era. For over 30 years, Brandon Hall Group has empowered, recognized and certified excellence in organizations worldwide, influencing the development of over 10 million employees and executives. Brandon Hall Group’s HCM Excellence Awards® program was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

The post Azerconnect Wins Influential Brandon Hall Group™ HCM Excellence Awards® appeared first on BrandonHallGroup.