2011
Update on Talent Development Reporting Principles
Here’s an update about recent developments on Talent Development Reporting Principles copied (with permission) from an email sent by Kent Barnett (CEO of KnowledgeAdvisors) to a group of individuals who have been involved (to varying degrees) in their creation:
CLO Symposium Luncheon: We have an invitation-only TDR luncheon scheduled at the CLO Symposium on October 12th from 11:00 am to 12:30 pm. The event is targeted for senior learning executives to learn more about TDR. CLO Magazine will be promoting it starting next week. Tamar [Elkeles], Dave Vance, Carrie Beckstrom and I will be there. There is no cost to attend. If you are attending the Symposium and interested in joining us, please let me know.
Major Accounting Firm Support: Deloitte and KPMG have committed to implementing TDR. Terry Bickham from Deloitte is leading the effort at Deloitte to explore offering an internal audit service.
ASTD and SHRM Support: Dave Vance and I had a great conversation with Tony Bingham who expressed complete support for the initiative. ASTD is incorporating TDR in some of its certification programs. Dave and Tony will be working together to expand its support. Laurie Bassi’s initiative at SHRM to get a FASB for Human Capital investments is moving ahead nicely. Dave and I are part of that initiative which ties in perfectly with TDR.
Leadership, Onboarding and Sales Training Programs: Several KnowledgeAdvisors clients are incorporating TDR in their strategic programs. With their help we have developed automated solutions for statements, scorecards, dashboards and executive reports based on TDR but designed specifically for Leadership, Onboarding and Sales Training. There is growing demand to apply TDR for customer education, IT and customer service. We will be building out those capabilities in Metrics that Matter as well.
Implementation Expansion: The following leading organizations are participating as a group in the next round of implementing TDR: ExxonMobil, Booz Allen, KPMG, Air Products, Pepsi, Newell Rubbermaid, Caremark, Sprint, Merck and JetBlue. As Tamar mentioned on the Executive Council call, please continue to promote this initiative and help spread the word!
Next Phase: Dave and I expect to have Phase 2 of TDR finished by the end of the year. At that point we feel the L&D component will be sustainable and continue to evolve. We will begin Phase 3 at the beginning of next year where we will be focusing on the broader Human Capital components including talent, performance, leadership, onboarding and engagement. I will reach out to each of you to see if you would like to remain active in Phase 3. I know some are only interested in L&D and some of you are interested in all aspects of talent management.
2011
Laurie Bassi TV interview
Yesterday morning, Laurie was interviewed on KUSA regarding Good Company.
You can watch the interview here.
2011
Do our Good Company ratings predict stock performance?
Yes.
The grade that a company earned on the Good Company Index™ is a powerful predictor of subsequent stock performance. We examined this question this summer, one year after we assigned company grades, to see how companies had fared in the market over the 12 month period that had followed.
To ensure that we were comparing only similar companies to one another, we looked at all “industry-matched pairs” (pairs of companies in the same industry) in the Fortune 100. We found twelve pairs in which the companies’ Good Company grades differed by one or more grade levels (for example, a grade of B versus a grade of C).
Across those twelve pairs, the stock price of the company with the higher grade outperformed that of its competitor with the lower grade by an average of 19.8 percentage points in the subsequent 12-month period.
For example, in June 2010 (when we finalized companies’ grades), Walgreen and CVS Caremark’s Good Company grades were a B- and D, respectively. In the 12 months following the assignment of those grades (June 2010 to June 2011), Walgreen’s stock price outpaced that of CVS by 30.7 percentage points.
Another example is Chevron and ExxonMobil: in June 2010, the companies’ grades were C+ and F, respectively. Between June 2010 and June 2011, Chevron’s stock return was 6.0 percentage points higher than that of ExxonMobil.
These are exciting findings for us. One of the main themes of our book is an exploration of the direction the world will be moving in the future, but this represents evidence that being a good company is already paying off.
This post originally appeared on the Good Company blog earlier this week.
2011
Video presentation of Good Company
Laurie Bassi spoke recently at Bellevue University regarding Good Company, its stories, research, and data. Click here to watch her full presentation.
2011
Decision science: measuring/valuing training
Laurie Bassi was recently interviewed by Human Resources IQ regarding the importance of training investments as a predictor of company performance – and how that information can best be used within your organization:
The most effective training professionals and HR professionals are those who are learning how to blend compelling quantitative analysis with the ancient art of storytelling.
Read the entire interview here.