IDC Globalization Report
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This IDC white paper, sponsored by eTranslate Inc. (www.etranslate.com), examines the worldwide expansion of the Internet and the resulting urgency of Web-site globalization in the new Internet 2.0 era. Part One: IDC addresses the shifts in global Web usage and quantifies the vast opportunities worldwide ecommerce offers on a regional basis. Part Two: based on more than a dozen in-depth telephone interviews with corporate Web executives and case studies, identifies the driving forces behind Web-site globalization and localization from the project manager’s perspective.
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More from Elizabeth Lupfer (20)
Embedding Employee Engagement throughout the Employee Lifecycle
Embedding Employee Engagement throughout the Employee LifecycleElizabeth Lupfer I recently presented at Ragan Communications conference on how communications can effect employee engagement. My presentation was a 2-hour workshop on how communications plays a key role in helping the organization shift to today's new work environment and how employee engagement initiatives can be more thoughtfully and strategically embedded throughout the organization by using the employee lifecycle as a framework. This also demonstrates four key principles for consistently applying employee engagement: adaptability, relevancy, sustainability and execution.
Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...
Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...Elizabeth Lupfer This is the complementary presentation to the "Using Employee Lifecycle as Your Roadmap to Employee Engagement" #infographic. Presented by Elizabeth Lupfer at the Talent Management Alliance's Employee Engagement conference in July 2014, this presentation is a walkthrough each area of the employee lifecycle and identifies how organization's can develop an employee engagement framework through adaptability, relevancy, sustainability and execution. If you've realized this spells ARSE, then you've got it. Because an ARSE is the foundation for any successful relationship -- employee engagement and the employee lifecycle.
Using the Employee Lifecycle as your Roadmap for Employee Engagement
Using the Employee Lifecycle as your Roadmap for Employee EngagementElizabeth Lupfer Often times, employee engagement initiatives are managed from many areas within Human Resources or Corporate Communications. These efforts can be fragmented in their approach resulting in decreased relevancy and adoption. Using the employee lifecycle provides framework to these efforts so that organizations can ensure their employee engagement initiatives effectively balance the needs of the business against the needs of employees. Using the lifecycle in your employee engagement approach allows you to define the needs of employees based on each lifecycle area and identify opportunities for engagement based adaptability, relevancy, sustainability and execution. This framework was developed and designed by Elizabeth Lupfer of The Social Workplace (@socialworkplace) in July 2014 and was formally presented at the Talent Management Association's Employee Engagement conference.
Changing HR Portals to People Portals: Energize, Engage and Enable Your Emplo...
Changing HR Portals to People Portals: Energize, Engage and Enable Your Emplo...Elizabeth Lupfer The document discusses the importance of people portals (also called intranets) in organizations. It argues that people portals should be relevant to employees by organizing content around the employee lifecycle. They should also be interactive to facilitate collaboration, accessible across devices to support mobility and remote work, and distinctive by customizing content and tools to individual roles and needs. When designed this way around enabling, engaging and energizing employees, the document cites research finding people portals can increase productivity, improve employee engagement, and realize other benefits for both employees and organizational goals.
Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...
Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...Elizabeth Lupfer The document discusses how business intelligence tools can help HR executives gain insights from human capital management data by analyzing metrics like turnover rates, compensation levels, overtime expenses, recruitment costs, and training investments. It explains that BI enables HR to improve performance, explore workforce metrics, and more clearly communicate their value and impact on business success to CEOs by focusing on quantifiable, strategic metrics.
2013 Engagement and Retention in 2013 by Aberdeen
2013 Engagement and Retention in 2013 by AberdeenElizabeth Lupfer This document summarizes the key findings from Aberdeen's 2013 research report on Human Capital Management trends. It finds that the top pressures on HCM are operating more efficiently, organic growth, and skills scarcity. Best-in-Class organizations align talent strategies with business strategies, foster innovation, and integrate HCM and business data. They achieve greater improvements in metrics like customer retention. Workforce planning is a priority but most organizations are still immature in their efforts. Success requires standardizing processes, combining HCM and business data, and investing in technology.
Employe Engagement Research Update by BlessingWhite
Employe Engagement Research Update by BlessingWhiteElizabeth Lupfer This document provides a summary of research on employee engagement conducted in 2012. Some key findings include:
1) Engagement levels were stable or rising in most regions of the world compared to 2011 data.
2) "Intent to stay," an important predictor of turnover, remained stable globally. However, the specific dynamics of retention varied significantly between regions.
3) As in previous research, factors like tenure, level in the organization, and age were still correlated with higher engagement as people grew more experienced and senior.
4) Gender gaps in engagement emerged in some regions like India, the Middle East, and South America, where women reported lower engagement than men.
5) The top drivers of engagement
2013 Trends Report - The State of Employee Engagement by Quantum Workplace
2013 Trends Report - The State of Employee Engagement by Quantum WorkplaceElizabeth Lupfer The document is a report from Quantum Workplace on employee engagement trends in 2013. It discusses Quantum Workplace's employee engagement survey methodology and model. The report finds that after declining during the recession in 2008-2010, employee engagement levels among organizations participating in Quantum Workplace's Best Places to Work program have been increasing since 2010 and in 2013 reached 70.6%, approaching pre-recession levels. The report provides an overview of engagement trends and a detailed examination of survey results regarding different engagement factors.
Employee Recognition Survey - Driving Stronger Performance Through Employee R...
Employee Recognition Survey - Driving Stronger Performance Through Employee R...Elizabeth Lupfer 1. The survey found that employee engagement is the most important HR challenge facing organizations as human capital becomes critical to business success. Nearly half of respondents said engagement was a top challenge.
2. The survey results showed that employees are more motivated and perform better when rewarded with praise and prizes. Over 90% of respondents said positive feedback has a greater impact than negative feedback on performance. Most employees are more motivated by recognition that includes a reward.
3. While years-of-service awards are common, the survey found they are often one of the least effective types of recognition programs. Peer-to-peer recognition was seen as more effective by respondents.
Employee Engagement White Paper by 360Solutions
Employee Engagement White Paper by 360SolutionsElizabeth Lupfer This document discusses employee engagement and its importance for organizational success. It makes three key points:
1. Employee engagement has a direct correlation with improved financial results, customer satisfaction, productivity, and employee retention. It is a vital element for organizational survival.
2. There are three levels of employee engagement - actively disengaged, not engaged, and actively engaged. Actively engaged employees are strongly aligned with organizational goals and care about the company's success.
3. Establishing true employee engagement requires a comprehensive, strategic approach that creates lasting positive results. It encourages productive, dedicated employees who are invested in the company's success.
Eight Recommendations to Improve Employee Engagement by Hay Group
Eight Recommendations to Improve Employee Engagement by Hay GroupElizabeth Lupfer This document discusses recommendations for improving employee engagement through reward strategies and practices. It recommends: 1) Making a business case for engaging employees by linking engagement to business outcomes like revenue growth and performance; 2) Measuring engagement through surveys and taking action on results; 3) Making managers accountable for engagement levels by incorporating engagement into day-to-day operations and performance criteria. The overall goal is to increase organizational commitment, discretionary effort, and business performance through engaged employees.
Employee Engagement Capabilities Report by Altus and Red Balloon
Employee Engagement Capabilities Report by Altus and Red BalloonElizabeth Lupfer - The document discusses findings from a study on employee engagement conducted over three years with nearly 3,000 survey responses.
- Key findings include that highly engaged organizations have the most capability in areas like culture, purpose, and clear key performance indicators (KPIs). Those with lower engagement scores have less capability, especially in these core areas.
- While benefits and perks are not the main drivers of engagement, highly engaged organizations are more likely to invest in coaching, mentoring programs, and cash bonuses compared to average performers. Simply increasing spending on engagement is not enough without focusing on the right capabilities.
HR Development and Trends Survey by Prelude Systems
HR Development and Trends Survey by Prelude SystemsElizabeth Lupfer This document summarizes significant trends in human resource management, training, and development based on a review of hundreds of articles and sources. It finds that organizations face challenges like information overload and a multigenerational workforce. New areas of focus include neuroscience, emotional intelligence, social media, creativity, and evaluating training impact. Effective practices include onboarding, building trust, leveraging different generations, using metrics to improve performance, and training delivered in short chunks with practical application. Teams require skills like communication, trust-building, and virtual collaboration to be successful.
2013 Global Workplace Health and Wellness by GCC
2013 Global Workplace Health and Wellness by GCCElizabeth Lupfer This document provides a summary of key findings from a 2013 global report on workplace health and wellness strategies. The report is based on a survey of 378 organizations across various industries. The main findings include:
- Improving employee health (69%) and engagement/morale (68%) are the top objectives of wellness strategies. Other goals like reduced costs are seen as byproducts.
- Less than a quarter of organizations have a fully implemented wellness strategy, with budget constraints being a major barrier.
- Physical activity initiatives are the most commonly implemented, while biometric screenings show the most uncertainty. Stress management, nutrition education, and coaching are on the rise.
- Low participation and lack of
Placing Trust in Employee Engagement by Acas Council
Placing Trust in Employee Engagement by Acas CouncilElizabeth Lupfer This document discusses the importance of trust in building an engaged workforce. It argues that trust is low in many organizations currently and outlines four key drivers of engagement - leadership, line managers, employee voice, and integrity. For each driver, it examines the role of trust. High-trust workplaces are characterized by honest leadership that involves employees and admits mistakes. They empower line managers to lead through trust rather than control and enable various forms of employee voice. The document provides recommendations for practical steps organizations can take to rebuild trust, such as aligning values and leadership, developing management skills, and reviewing employee forums.
2013 Engagement and Retention in 2013 by TalentKeepers
2013 Engagement and Retention in 2013 by TalentKeepersElizabeth Lupfer - Employee engagement and retention have become strategic priorities for most organizations as the economy stabilizes. Over 80% of organizations now budget for engagement initiatives.
- A "Best in Class" group of top organizations stands out for making engagement a top priority, holding leaders accountable, dedicating formal budgets, and establishing metrics to measure impact on business results.
- Retention is resurfacing as a priority as employees feel more confident. Nearly 60% of organizations expect job and career factors to be the main reason employees leave in 2013, an 11% increase from the prior year.
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...Elizabeth Lupfer The document discusses the challenges that organizations face in attracting and retaining critical talent. It finds that nearly three-quarters of organizations have difficulties attracting critical-skill employees, and over half have problems retaining them. Additionally, employees are experiencing high levels of stress and pressure at work. The document advocates that organizations focus on crafting an effective employee value proposition (EVP) to balance employer and employee needs. It presents a model showing that organizations that effectively communicate their EVP, deliver on EVP promises, segment their workforce, and differentiate their EVP achieve better engagement, attraction, retention and financial outcomes.
State of the American Workplace by Gallup
State of the American Workplace by GallupElizabeth Lupfer Employee engagement in the US workforce has remained stagnant since 2000, with only 30% of employees engaged and the majority (70%) not reaching their full potential. Gallup research shows that engagement improves key performance outcomes like productivity, profitability, customer ratings and reduces absenteeism and turnover. Companies that have higher ratios of engaged to disengaged employees experience significantly higher earnings per share compared to their competitors. The report examines trends in engagement and strategies that companies can adopt to improve engagement among their employees.
Employee Engagement by PERKS
Employee Engagement by PERKSElizabeth Lupfer This document discusses employee engagement and provides strategies for improving engagement levels. It defines engaged employees and outlines a process for developing a baseline that includes measuring current engagement through surveys, setting clear objectives, and implementing methods like recognition programs, communication strategies, and tools like surveys and social networking to increase engagement. The goal is to move employees from disengaged or not engaged categories to fully engaged to improve business outcomes like productivity and retention.
Building Trust 2013 by Interaction Associates
Building Trust 2013 by Interaction AssociatesElizabeth Lupfer This document summarizes the findings of a 2013 research study on workforce trends and high performing organizations. Some key findings include:
1. Measures of trust, leadership, and collaboration rebounded significantly from low levels in 2012, especially in high performing companies.
2. Employee involvement and engagement increased dramatically, with nearly 60% of high performing companies reporting engaged, involved cultures.
3. Leaders in high performing companies were seen as more consistently modeling organizational values and walking the talk through predictable transparency.
4. Trust originates from leadership behaviors and a consistent tone at the top, which directly impacts employee engagement and retention.
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