The Effectiveness of
Learning & Development
- Your brand is unique and you want every employee delivering your brand's promise.
- Your people are located across the globe but your service model must deliver high quality consistently.
- To survive in your industry, you have to be nimble, innovative and quick-to-market.
- Your technology and your people are increasingly sophisticated.
Sound familiar? If so, you don't want traditional training. You want to improve human performance. In today's economy, you can't afford anything less.
BarclaysWhen Barclays Global Investors, a financial innovator, needed to in-source a specialty call center, they turned to Emerson Human Capital. We structured a customized on-boarding program to prepare associates to discuss their revolutionary iShares and iPath products. The result: some of Barclays brightest financial minds now have the right skills to support a highly specialized call center where each client represents millions in revenue.
Fresh & Easy
Fresh & EasyTesco, the world's fourth largest retailer, made its U.S. grocery debut in the fall of 2007 with Fresh & Easy. With stores averaging a third the size of U.S. competitors, Tesco designed a new concept, from the ground up, for the American consumer. This new store concept required a new service model built around "customer assistants." We helped Fresh & Easy get their new staff ready to wow American consumers. The result was innovative, strategically driven training for both new hires and existing employees.
GapFor Gap, dry and traditional has never been the answer. They wanted a way to bring new field employees up to speed quickly and efficiently. Emerson worked with Gap to create "My Foundation," a program that builds the right skills so that field leaders, store leaders and sales associates have immediate impact on the job. The program includes a menu of learning opportunities, covering everything from operations to leadership. Mentors pair up with new employees to develop customized learning plans. Learning is self-paced and happens online, through self-directed activities, or on the job. The result is an efficient, targeted learning experience that's as nimble and fresh as Gap itself.
Old NavyOld Navy is always trying to create a better shopping experience for its customers. They introduced hand-held mobile point-of-sale devices so associates could meet any customer need, right on the sales floor. Emerson developed an instructor-led solution that was delivered to employees by Old Navy HQ staff. The program included a video, a graphic-novel-style learner guide, and realistic in-store scenarios for practice with the new tools. Our solutions connected with their young workforce and the store team was successful from the very first day. The change felt as fresh and current as Old Navy itself.
Yahoo!Yahoo! is always looking for ways to excel. They wanted to kick employee skills up a notch, clarify roles and streamline operations. Yahoo!’s largest department, Central Technology, asked Emerson to focus on their key divisions: Product Development/Marketing, Product Engineering and Finance. Together, we built functional, professional and industry capability models defining competencies across each department – over 200 in all. We helped re-design roles, built targeted assessments, and determined learning strategies to help people reach the new standards. We also helped create a company portal where this information could be stored and easily accessed. The rollout to Yahoo!’s global organization is underway.