We’ve done a lot for our clients — and we’re always ready for more. Use the filters below to read short summaries of our work in the field.
A Comprehensive Training Process
A health insurance company needed to ensure everyone in the organization had effective, annual compliance training which needed to be standardized and tracked.
To minimize the risk of an unsuccessful regulatory audit in the future, a health insurance company needed to ensure everyone in the organization had effective, annual compliance training. Training had to be standardized and tracked. They asked Emerson to help.
We evaluated their current program and met with leaders, compliance specialists, and department trainers to determine the performance gaps and solutions. We then developed policies and compliance training, including online courses for the company’s global employees and executive team. We also formalized their training development process and created a knowledge base to support ongoing training and communication.
Employees are now trained upon hiring, and each subsequent year. Each department owns and tracks its training. our client knows its organization is compliant and ready.
Emerson supported a major professional services firm to speed up the transition of newly hired and promoted Human Capital Consultants to their new role.
Emerson supported a major professional services firm to build its Consultant Milestone Program, created to speed up the transition of newly hired and promoted Human Capital Consultants to their new role. The program includes several prerequisite courses (ranging from existing eLearning, to virtual ILT, to classroom-based workshops), each designed to build foundational knowledge in several expected competencies for new Consultants.
Participants practice their learning in a three-day simulation, followed by ongoing support and curricula.
The online organization of a major retailer needed an innovative approach to increase productivity of associates, managers and directors.
We built an orientation program designed to increase productivity of associates, managers and directors of the online organization of a major retailer.
Their goals were three-fold: inspire and engage new employees with their culture, provide a consistent, modular program, and equip new hires with the tools and resources they need.
During initial conducts, new employees at all levels met their learning objectives; they articulated what was expected of them, used the right tools on the job, and described the e-commerce business and the company’s products.
The retail industry was changing and our client, a massive global retailer, needed to shift the leadership team’s mindset to meet the changing landscape.
The retail industry was changing and our client, a massive global retailer, needed to shift the leadership team’s mindset to meet the changing landscape. Traditional training didn’t stick.
This client wanted a new way of teaching their managers so they turned to Emerson.
Our customized eLearning program touched over 4,000 employees. With the support of Jubi, a micro-learning, talent development tool, we helped our client’s employees move their attitude toward growth and innovation. With the tool, participants were able to learn, apply, and discuss tactics with peers through small, timed challenges that are meaningful and fun.
A major clothing retailer asked Emerson to update a systems manual, to be used as training, but we proposed a more innovative solution instead: a fashion magazine.
A massive, global retailer asked Emerson to update a systems manual, to be used as training, but we proposed a more innovative solution instead: a fashion magazine.
This innovative asset was a four-issue self-study guide for all store managers, the first consistent training to cross all of our client’s multiple brands.
The guide was tailored to the demographic: young, fashion-conscious employees with limited time and attention to focus on training. It included articles that addressed all facets of store operations, each written with a fashion columnist’s voice and highlighted by sharp images.
There were sections that included homework, shadowing and coach checks for feedback. And all articles were short, so employees could quickly learn, then get back on the floor.