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In this issue:
1. Working in America: What Employees Want
2. e-Learning Comes of Age
3. White Paper: A Guide to Identifying Good e-Learning Content
4. Course Review: Business Ethics
5. New Marketing Theme: e-Learning Premiere
1. Working in America: What Employees Want
A survey conducted by Harris Interactive and commissioned by Kronos Incorporated
CHELMSFORD, Mass., Aug. 28, 2006 — The findings of the "Working in America: What Employees Want" survey, conducted by Harris Interactive® and sponsored by Kronos® Incorporated (Nasdaq: KRON), found that in today's knowledge economy many organizations still do not recognize the link between their workforce and business performance. The study found that only 36 percent of employed adults work for organizations that invest in programs or activities that create a satisfied workforce. Yet, of the more than 1,000 U.S. employed adults surveyed, more than 80 percent responded that these programs were important to them. With the end of the year approaching, it's time for employers to listen to their employees.
Boosting the bottom line with a satisfied workforce
The "Working in America: What Employees Want" survey found that an overwhelming 82 percent of employed adults who are satisfied with their current employer agreed that their satisfaction with their employer motivates them to go above and beyond their daily job responsibilities. This finding seems to support Deloitte Consulting's research on the shareholder returns of the 56 publicly traded firms on FORTUNE's 2005 "Best Companies to Work For" list. Companies on this list consistently outperform the S&P 500. For example, in the year 2004-2005, the stock performance average annual return for the S&P 500 was approximately nine percent, while the return for the 56 "Best Companies to Work For" was 16 percent.
Since it appears that an organization's employee benefits are a key driver of employee satisfaction, the study identified exactly which programs and activities are desired. When asked which benefits employees want from their employer, the top three responses from survey participants were competitive salary, 100 percent of healthcare coverage paid by employer, and company-matched 401K investments. Other popular workplace perks identified by survey participants included bonus programs, flexible schedules, and compressed work weeks. When respondents who are satisfied with their employer were asked why they are satisfied the top three responses were I like my boss, I am treated with respect, and my employer pays me well.
The story also highlights workers who are not satisfied with their current employer. According to the "Working in America: What Employees Want" survey, providing these employees with good pay, treating them with respect, and recognizing them for a job well done could improve their job satisfaction. In fact, more than half of the survey respondents who are not satisfied with their employer agree that this dissatisfaction discourages them from giving the extra effort at work. But there is hope. A surprising 78 percent of these respondents agreed if their employer started to implement some of the programs they want, it would improve their satisfaction and motivate them at work.
Balancing an improving economy with employee retention
As the economy continues to improve, employee retention will become a key strategic issue for organizations. The Baby Boomer exodus, coupled with the anticipated labor shortage, will elevate the issue of employee retention to the boardroom. The balance of power is shifting from the employer to the employee and organizations must not ignore this changing dynamic.
The past several years, the economy has experienced consistent job growth. "Since the recent low point in employment in August 2003, more than five-and-a-half million jobs have been added to payrolls," said Randy Ilg, economist for the Office of Employment and Unemployment Statistics, Bureau of Labor Statistics.
The "Working in America: Want Employees Want" survey found that 58 percent of employed Americans say they would, or maybe would, consider leaving their current employer if the economy continues to improve. This is a 12-percentage point increase from the findings of Kronos' 2005 "Working in America" Labor Day survey. This year's study found that 74 percent of survey participants are either actively or passively looking for a new job. Forty-one percent of those actively or passively looking for a new job have looked for a new job while at work compared to 39 percent in last year's study.
Access the entire article from Kronos.
2. e-Learning Comes of Age
Computer Business Review Online, October 6, 2006.
By Jason Stamper
Demand for e-learning software has received a boost as companies seek to train staff for regulatory requirements such as Sarbanes-Oxley, while several major M&As have shaken up the vendor landscape in the sector. Nick Mayes reports.
Internet-based training technologies have not always enjoyed the best reputation among enterprises, perhaps tarnished by some of the unwieldy, and at times ineffective, computer-based training (CBT) technologies that came before them.
Giddy with dotcom excitement in the mid-1990s, organizations invested heavily in applications and content to enable them to train their workforce using computer-based technologies, with the promise that it would be a quicker, cheaper and more flexible process than pulling people out of the office and forcing them into a classroom.
The problem was that most employees were not taking up these courses and, of those who did, many did not complete them. Frustrated by their slow speed, and unable to engage with frequently unattractive presentations lacking the crucial element of human interaction, workers often found CBT to be a big turn-off.
A 2000 survey by KPMG and the Campaign for Learning found that 12% of users thought that the quality of these early e-learning programs was either "poor" or "terrible", and 39% found it to be only "satisfactory". Learning Tree, a classroom training services company, undertook an e-learning trial and found that only 30% of the trial's participants completed the pilot scheme.
But there are signs in 2006 that e-learning may have finally come of age. The need to rapidly roll out company-wide training programs has intensified on the back of regulations such as the Sarbanes-Oxley Act, while globalization and the trend towards home-working mean that companies are finding it tougher to get their geographically dispersed workforces into a classroom.
At the same time, improved bandwidth has made web-based training courses utilizing Flash graphics and expert presenters a more attractive and user-friendly proposition.
Research firm IDC forecasts that ongoing compliance-training efforts will spur 27% compound annual growth in the e-learning system market over the next four years, with e-learning product sales growing from $6.5bn in 2003 to more than $21bn by 2008. Training consulting company Bersin & Associates has estimated that the need for compliance with regulatory guidelines accounts for 30% of training-related technology expenditures.
Mapping the market
Another indication that this is a sector reaching maturity is that no one likes to use the term 'e-learning' anymore - just as CBT fell off the map - as they look to distance themselves from the dotcom period of over-hype and under-delivery.
You are now more likely hear references to "human capital management" or "enterprise talent management", with both clients and vendors taking the view that e-learning needs to be seen as part of a bigger picture where an employee's training requirements are mapped against their performance in relation to appraisal targets, salary incentives and their overall career development plan.
"The term e-learning is dated and the market has moved on," says Keith Smith, EMEA VP of sales at SumTotal Systems. "It is now part of a broader human capital management or people development strategy, and is an integral part of a suite of applications designed to improve the effectiveness and performance of an organization's workforce."
Mike Summers, director at training content and services firm Thomson NETg, agrees: "Clients realize that e-learning is not a panacea for everything, and that it works best as part of a blended, wider learning strategy."
The fragmented vendor community in the e-learning sector is also becoming much more consolidated as the lines blur between those focused on providing e-learning systems, and applications suppliers focused on other areas within the human capital management space.
Access the entire article at Computer Business Review Online.
3. White Paper: A Guide to Identifying Good e-Learning Content
Welcome to the wonderful world of training content. It seems like vendors are popping up everywhere, especially in the web-based training market. Deciding which content to buy and which to avoid can be as confusing as buying a used car, and unfortunately, it's just as easy to buy a lemon. Now for the good news: whether you're in the market for Instructor-Led, Computer-Based, Web-Based or any other type of training materials, there are a few things you can look for that are more reliable than kicking the tires.
Download Business Training Library’s latest white paper, “A Guide to Identifying Good Training Content,” to direct you through the process of selecting the right training content provider!
4. Course Review: Business Ethics 
Course Group
Employment Law
Course Code
WPHS_EL08
Media
Web-based
Course Overview
This course explains the purpose of an ethics program, identifies specific ethics standards, helps employees to recognize their responsibility to comply with these standards, identifies disciplinary actions that can result from noncompliance, and identifies how to properly raise ethical concerns and seek additional counsel. The application of ethics principles is applied through the use of case studies.
In this lesson you will learn:
- The purpose, definition, and common characteristics of an ethics program
- Common ethical standards
- Your responsibility to comply with the ethics standards
- The potential consequences of failing to follow the standards
- How to raise ethical concerns and seek additional counsel
- How to apply ethics principles through case studies
Target Audience
All employees
Expected Duration
30 minutes
Megan's Rating
5 Stars (Out of 5)
Megan's Review
I enjoyed the ease of use of this course. I felt the information was very straightforward and well-organized. While some aspects of ethics as it relates to employment law I would consider to be common sense, this course gave me insight as to the legal impact that various violations can generate. This course emphasized the importance of the participation and accountability of all employees in maintaining a vigilant ethics program in any organization. A variety of topics are covered in this session - from anti-trust laws, to the receiving and giving of gifts, accuracy of records and false reporting ... to name a few of the sections. I believe this course would be great for all of your organization's employees, as it presents a lot of information in a concise and uncomplicated manner. The case studies helped to drive home the topic points, and I enjoyed testing my knowledge at the lesson's completion.
Megan Pack is the Marketing Manager at Business Training Library.
5. New Marketing Theme: e-Learning Premiere
Roll out the red carpet for this e-learning premiere party! This marketing campaign is perfect for an organization that wants to launch their new e-learning program. If your organization has an e-learning program in place, this campaign can be used to relaunch your program. Simply change the tag line to “Now Showing at a Computer Screen Near You”.
At your e-Learning Premiere Party (Open House) you can host a “Sneak Preview” of your new e-learning program. Complete your party with popcorn, soft drinks and candy. Raffle off door prizes like DVDs and movie passes. This will be one event your organization will not want to miss!
To have a sneak preview of our e-Learning Premiere theme, and for details on implementing this latest addition to our marketing themes, contact your Account Manager at 888.432.3077.
Business Training Library - 285 Chesterfield Business Parkway - Chesterfield, MO 63005
888.432.3077 - Fax: 636.534.1001 - http://www.bizlibrary.com