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White Papers

SumTotal has long been in the vanguard of the e-learning movement. As a result, our understanding of what it takes to design and deliver an enterprise-level learning solution is unsurpassed in the industry. We believe in sharing what we've learned with others who are passionate about e-learning. In addition to downloading the white papers available here, feel free to sign up to receive news from SumTotal on a regular basis.

Talent Management >>>>

Talent Management: The New Silver Bullet?

In corner offices and boardrooms across the globe, a new weapon is reemerging in the executive arsenal with powerful implications for driving and even predicting business success: Talent Management.

Variously called human capital management, employee relationship management and workforce management, among others, talent management is not a new concept, but one that in the past corporations have not been prepared to embrace. In most companies functions such as recruitment and succession planning, learning and development, performance management, workforce planning, compensation and other HR or training functions have often been sequestered in departmental silos. So why has talent management suddenly recaptured the imagination.

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The Emergence of Talent Management

This string of functions often has been referred to as the “employee life cycle,” or “cradle-to-grave” employment applications, or the ability to “attain, train, and retain” a workforce. Instead of talent management, other terms that have been loosely used to describe the entire process are “human capital management,” “employee relationship management,” or “workforce management.” Articles, research reports, and white papers have recently been written about this topic. Vendors are sponsoring webinars on this subject. Investors are (again) investing in the concept. And mergers and acquisitions are being contemplated to capitalize on this vision.

And it’s an idea that didn’t even originate in this decade. Why the renewed interest?

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Software-as-a-Service (SaaS) in learning and talent management software - The Pros and Cons

Software-as-a-Service (SaaS) solutions are the fastest growing area of enterprise software. SaaS is defined as model of delivery where the software company provides hosting, maintenance, daily technical operation, and support for the software provided to their client. This whitepaper outlines the specific benefits of software-as-a-service and things to look out for before fully adopting the approach.

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Employee Performance Management >>>>

The Ten Steps in Developing an Effective Performance Management Strategy

How do you make your performance management program a source of competitive advantage? SumTotal provides ten steps that we have discovered as being effective in developing an effective performance management strategy.

SumTotal offers a feature-rich performance management and learning solution that integrates best-of-breed solutions. Our customers are using this solution to deepen their talent pool inside and external to the company, ensure a succession plan, focus on competency gaps and more. And they are showing real business impact in terms of money saved and revenue generated. We want to share what’s making them effective.

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Value of a Performance Management System

One of the biggest challenges that organizations face in developing their personnel for maximum business gains is aligning development efforts with the organization’s goals. In a recent survey by Bersin & Associates, 60% of training managers indicated that their biggest challenge was to be sure their efforts were aligned with the company’s business strategy.

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Selecting the right Employee Performance Management (EPM) system

Abundant evidence reported by such large consulting firms as Hewitt, Watson Wyatt, and Towers Perrin demonstrates that quality employee performance management significantly raises productivity, profitability, employee engagement, and company valuation. At the same time, analysts caution that not all EPM software investments prove successful. Real return on investment (ROI) follows when your best and poorest performers can be accurately differentiated and given the appropriate developmental opportunities and training, when you can align employee performance goals with company strategy, and when you can use performance data to strategically plan talent resources for the future. For those reasons, a performance management system must meet some key criteria to measurably improve your organization's performance.

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Scorecards and Employee Performance Management: Executing Strategy From the Top Desktop to Every Desktop

Given that by far the largest single budget item for most businesses is directly related to employees, and that employees are the key to business success, you’d expect businesses to spare no expense in the design and implementation of Employee Performance Management systems. Such systems are a highly effective means of strategically engaging employees, motivating productivity, and delivering a profound, positive financial impact. Yet few organizations invest accordingly.

Your most valuable resource demands your best management tools, and an integrated combination of scorecards and employee performance management represents the best approach available.

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Getting started on your Employee Performance Management initiative: Five questions every HR pro should answer

SumTotal recently surveyed a global sample of more than 20,000 HR professionals on these five crucial aspects of EPM, and found a common dilemma — tremendous need for online employee performance management tools, thwarted by a lack of resources. This isn’t surprising considering the current statistics: According to the Bersin & Associates Performance Management 2006 Study, “only 32% of organizations have a consistent, enterprise-wide approach to this important business process.”

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Rising to C-Level: Can HR Deliver What the CEO Wants?

What exactly are these C-level executives looking for from a reinvented, strategic HR department? What can you do to rise to C-level expectations? Know what the research indicates that forward-looking HR departments need to do. But you can begin to take steps, however small, to deliver the kind of information and decisional input that you're CEO needs to keep your organization competitive in a rapidly changing world.

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Learning Management >>>>

SumTotal Enterprise Suite - Product Architecture

An architecturally strong foundation is required to achieve the return on investment that software buyers expect. The SumTotal Enterprise Suite capitalizes on three dimensions of architecture (functional, operational, and software) to provide our customers with innovative and pacesetting solutions.

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Calculating the ROI of your Learning Management System: How ResultsOnDemand can change your organization’s equation

In this whitepaper you will see:

  1. The best way to assess how an LMS can positively affect your business by focusing on improving one process.
  2. How to calculate an LMS’s real cost of ownership.

     

This can be assessed in either a Software-as-a-Service (SaaS) solution or a traditional software purchase model.

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10 Things You Can’t Afford to Overlook when Selecting a Learning Management System (LMS)

Not all Learning Management Systems are created equal, however you might not know that by reading the promotional literature. While the purpose of an LMS is simple: improve operational efficiency and report on learning effectiveness, solutions vary drastically. And the complex technical nature of these solutions does not help in the selection process. So here are 10 pieces of LMS functionality that will help your organization manage learning better, and help you avoid those unexpected “gotchas” that inevitably add to additional cost and frustration down the line.

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Extended Enterprise >>>>

Trends in Training Your Extended Enterprise - Partners and Customers

SumTotal Systems recently sent a survey to 10,000 directors of training to find out how companies are extending a learning management system (LMS) outside of their corporate walls – to the “extended enterprise” of partners and customers.

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10 Steps to Justifying a Learning Management System for Your Partner and Supplier Training

Partner and supplier managers across industries and around the world have a common challenge -- consistency.

External, non-employee stakeholders can dramatically affect a company’s performance, for better or worse. How can organizations develop these stakeholders to the same level of competency and product knowledge as their internal employees? And how can organizations instill common messaging, brand identity, and quality practices across this extended enterprise?

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Compliance Training >>>>

The 10 Key Steps in Developing an Enterprise-Wide ComplianceTraining Strategy

Organizations often uncover redundant processes that manage separate compliance needs. These could be leveraged with better planning. So how can your organization reduce the costs and compliance risks of mandatory training? Here are 10 steps for developing an enterprise-wide compliance training strategy....

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The Value of a Learning Management Compliance Solution

One of the biggest challenges that organizations face today is reducing costs from fines and lawsuits. Many organizations have specifically mandated training that their employees must complete to maintain regulatory compliance. Thorough education of the organization can greatly reduce the likelihood of a fine or lawsuit for non-compliance. When employees are fully informed, they are better able to perform their daily activities in a way that does not put the company at risk for a lawsuit. This whitepaper explains how a Learning Management Compliance Solution can help manage an organization’s compliance requirements.

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