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Nov 2021
Building leaders and organizations that create
measurable impact for their business
2
Overview
Thank you for your interest in RBL Omnia Access. In this deck, we will review what’s
included in RBL Omnia:
• Organization Guidance System & Certification
• RBL Academies
• Leadership and HR Assessments
• RBL Research Repository
• RBL Institute for businesses with $1B+ in revenue
• Pricing options
We are excited to work with you. The following slides should answer most of your questions
about the value of RBL Omnia. We look forward to working with you!
3
Overview:
RBL Omnia brings
together world-class
research, practical
application, and
professional
networks within your
company and with
other companies.
Focuses on building
leaders,
professionals, and
organizations that
create measurable
impact on their
business.
This annual subscription bundle includes:
• Business and professional development platform
designed around adult learning principles- cohort
learning, guided sprints, and community building
• Revolutionary process for identifying, measuring and
monitoring highest impact human capability
investments
• Large library of human capital content that includes
videos, white papers, articles, toolkits, monthly
podcasts, etc.
• Continuous addition of new, relevant content
4
Learn to use OGS to
achieve business results
Assess and Develop
leaders and professionals
Extensive business
resource library
Leadership and HR
Competency Assessments
5
Organization Guidance
System (OGS):
Organizations spend
significant amounts of time
and money on human capital
investments with unclear
expectations and low levels of
accountability.
The OGS distills decades of
our research and practical
application to guide you to
prioritize which investments
have most impact on your
business results.
RBL Omnia brings OGS into
your organization, certifies
you to use it so that you can
use this breakthrough
technology platform to
identify, measure and monitor
the highest impact solutions
6
• Employee well-being
(engagement, experience)
• Quality or competence of
employees
• Differentiated position in the marketplace
(products, services, offerings)
• Ability to execute on our strategy
• Customer or client satisfaction
(NPS, customer share)
• Compelling customer value
proposition
• Profitability (e.g., EBITDA,
cash flow)
• Growth in revenue/sales
• Responsibility for the
environment
• Support for social or
community issues
Organization Guidance System: Focus on
Business Results
7
Empower clients with self-serve
automated process for guidance
Access benchmark information on
each pathway (where do we stand?)
Take action based on guidance about
our business results (what should we
do?)
Help with solutions is available as
needed
Results focused
Disruptive pricing due to automation at every
step (reduce need for diagnostics consulting
support)
Incorporate AI/ML to access information and
make the guidance more differentiated
Membership in RBL.ai Institute which provides
support and community
Certification that prepares your professionals
for implementation
Organization Guidance System: Differentiators
8
Learn how to use RBL’s powerful Organization Guidance System to achieve concrete
business results by prioritizing the human capability investments with most impact
• The OGS Academy enables you to diagnosis 4
human capital pathways that impact 5 key business
results
• Build skills and earn badges to administer the OGS
platform and learn strategies to choose the right
outcomes and pathways
• Understand principles of OGS Metrics and analysis
• Identify ways to track reputation improvement
and measure leadership strength
• Learn how to measure strategic alignment and
monitor organization agility
• Measure performance for tracking trends and
needs of stakeholders
• Receive ongoing guidance tied directly to your
organization
OGS Certification Academy
9
Program at-a-Glance
• Earn badges for each of 5 modules
• 5 modules @ 1-week sprint each
• Personalized Videos from Dave Ulrich, Norm Smallwood
and other HR experts
• Toolkits that align with OGS recommendations
• Certification Credits from SHRM and HRCI
Key Outcomes
• Learn principles that underpin OGS and how it differs from
benchmarking
• Evaluate approaches for driving results by choosing a
Business Outcome or choosing an OGS pathway
• Understand principles behind key dimensions of selected
pathways
• Use toolkits to develop or improve initiatives that align with
OGS recommendations
• Receive coaching/feedback on initiative/plan designs
• Identify metrics to monitor initiative performance and business
outcomes
Certification Requirements
• Complete 80% of sprint activities for each selected badge
• Attend or review Live Events led by RBL expert
• Create deliverable for each module and submit for
feedback
• Substitute completion on appropriate module from Dave
Ulrich HR Academy
Supporting Activities
• (4) coaching sessions each quarter @ 1 per pathway to
facilitate discussions and provide feedback
• Unlimited inquiries on how to use tools and understand
pathway dimensions
• OGS community for sharing updates to tool templates and
initiative and plan descriptions
OGS Academy Modules
10
PRINCIPLES OF OGS
• Lean theory behind
Organization Guidance
• Build skills to administer the
OGS Platform
• Learn strategies to choose
outcomes and pathways
OGS ADVANCED
• Understand principles of
OGS metrics and analysis
• Discover approaches for
developing and mapping
initiatives
• Identifying and tracking
metrics
Organization Guidance System Fundamentals Badge
LEADERSHIP: TOP 3
FOCUS AREAS
• Build a strong business
case for leadership
• Develop strategy to ensure
reputation of for caliber of
leadership team
• Identify ways to measure
impact of leadership and
leadership development
LEADERSHIP METRICS
• Identify metrics to evaluate
strength of business case
• Identify ways to track
reputation improvement
• Upgrade methods for
measuring leadership team
strength
Leadership Badge
TALENT: TOP 3 FOCUS
AREAS
• Establish practices to
acquire the right talent
• Create strategy to
communicate business
priorities and listen to
employees
• Increase employee
belonging, empowerment
and growth mindsets
TALENT METRICS
• Measure degree to which
org brings in the right talent
• Assess impact of
communications strategy
• Define metrics to track
belongingness,
empowerment and growth
mindsets
Talent Badge
ORG CAPABILITY: TOP 4
FOCUS AEAS
• Develop approach to
improve strategic clarity
• Create strategies to
improve organization agility
• Expand focus on customer
centricity to strengthen
relationships & trust with
customers
• Embed and sustain the right
culture
ORG CAPABILITY
METRICS
• Measure strategic
alignment
• Monitor organization agility
• Check customer
relationships and loyalty
• Assess culture
Organization Capability Badge
1 2
3
HR EFFECTIVENESS:
TOP 3 FOCUS AREAS
• Create plan to build
relationships with external
stakeholders
• Anticipate business trends
and needs of external
stakeholders
• Work to increase value for
stakeholders
HR EFFECTIVENESS
METRICS
• Monitor influence with
external stakeholders
• Measure performance for
tracking trends and needs
of stakeholders
• Assess value creation for
stakeholders
HR Effectiveness Badge
4
F
F Connotes a foundational
module that is a requirement
for OGS certification
NOTE
Certify in each pathway
11
RBL Academies:
Each academy included in
RBL Omnia is a powerful,
cohort-based virtual
development journey that
builds business skills for
professionals at all levels.
Guided delivery approach
blends the best of
independent and group
learning though self-guided
learning assignments (videos,
reading, exercises) and a
weekly facilitated learning and
application session.
RBL will continually update
existing academies and add
additional academies to
reflect the ever-changing
business climate.
12
RBL Omnia members will have access to the knowledge and insights generated by RBL’s
research and practice. We stay at the cutting edge of business practices with original IP and
collaborative think tanks with top business leaders.
RBL Omnia content will be continually added to and updated to reflect the ever-changing
business climate. This includes the addition of entirely new academies. Over the next 12
months, we will add the following academies:
Dave Ulrich HR
Academy OGS Academy
Leadership
Academy
Reinventing the
Organization
Academy
Available now
RBL Academies provide cutting edge, practical
content
Talent Academy
13
This researched-based program covers three dimensions: (1) Outside-in HR value
creation & business context, (2) outcomes of HR, and (3) competent HR departments and
professionals.
Business Context &
HR Value Creation
HR Outcomes HR for HR
HR from the
Outside-In
Learn where HR has been and where it’s going,
and assess your own HR practice
Factors Driving
HR’s Evolution
Determine how to respond to the changing context
within which HR operates?
Talent
Enable your organization's talent to operate at
peak performance by building competence,
meaning and increased levels of commitment
Organization
Deliver on organization capabilities that ensure
success in the new economy (i.e., agility,
collaboration, innovation, right culture etc.)
Leadership
Build the right leadership competencies and
systems at all levels, and drive effective leadership
brand
HR Department
Create the optimum HR Department to deliver
value inside and outside the organization
HR Practices
Learn how to apply key principles from the latest
thinking and research around people, performance,
work, and digital HR
Competencies
Focus your HR Team development on
competencies needed to succeed in the new
economy?
Guided learning sprints in Dave Ulrich HR
Academy
14
The Dave Ulrich Talent Academy is a 4-week program broken
up into 4 learning modules:
Dave Ulrich Talent Development Academy
1. Understanding Talent Management
• Evaluate current talent management process within the organization
• Define the key elements of talent management
2. Growing and Developing your Talent
• Set and define clear expectations for team members, and connect
expectations to performance management
• Build and implement individual development plans
3. Helping your People Find Meaning at Work
• Develop strategies to increase meaning within a team and across an
organization
• Construct a plan to elevate employee meaning engagement
4. Driving your Team to High Performance
• Learn how to set and communicate clear expectations for your team
• Assess performance against the expectations you have created
• Apply a proven coaching framework and create new opportunities for
development
Understand
Grow
Help
Drive
15
Each of our Academies integrates powerful adult
learning principles
Flexible
Multiple modules
over many weeks,
60 minutes
per module
Instruction from
Dave Ulrich
Personalized videos
from Dave Ulrich and
other industry experts
Consultant-Led
Education
Weekly consultant
facilitated live
sessions
Collaborative
Collaboration and
dialogue that taps the
collective genius
within your leadership
teams
Accredited
Earn continuing
education credits
through HRCI
and SHRM
Focused on
Individual
Development
Personal coaching and
Competency
Assessments
16
Assessments:
RBL Omnia Digital Access
includes access to RBL’s
leadership and HR
Assessments that are based
upon decades of empirical
research. By measuring
individuals through these
assessments, business
leaders and HR
professionals gain valuable
insight into how they can
grow and best deliver value
to their business.
17
The HR Competency Assessments (360, 180, or self-assessment) provide critical feedback
and an aggregate perspective on the proficiency level of your organization
• By measuring individuals against a large, global
benchmark and providing the perspective of
managers, non-HR business leaders, and peers,
individuals gain valuable insight into how they can
grow and best deliver value to the business
• The Human Resources Competency Study 360
feedback assessment is an integral part of both
personal and professional development and is meant
to provide participants with a perspective on areas of
strength and opportunities for improvement and
development.
• The HRCS 360 is an empirically validated survey,
based on the 30-year RBL/University of Michigan
research program on global HR competencies.
HR Assessments
18
The RBL Leadership Assessments (360, 180, and self-assessment) are a research-based synthesis of the
five critical domains of knowledge, skill, and attributes essential for effective leadership: build the next
generation, shape the future, engage today’s talent, getting things done, and investing in yourself.
• Strengths that strengthen others and
weaknesses that matter are where leaders
must focus their attention for the greatest
impact on results. Leadership Code
assessments include direct reports,
potential pitfalls, and performance on critical
leader behaviors
• To make sure leaders are measured on
what matters for their stakeholders, the RBL
Group offers four stratified versions of the
Leadership Code Assessment:
• Individual Contributor
• Front-Line Leader
• Manager/Director
• Executive/C-Suite
Leadership Assessments
19
Research Repository:
The RBL Research
Repository brings RBL’s
constantly growing collection
of playbooks, toolkits,
webcasts, podcasts, and
other learning resources into
one searchable hub where
team members can learn,
connect, and share.
At the foundation of this
repository is highly practical
content developed for and
with RBL clients over the
past 15 years.
20
We create a learning
record from each of
our 2-day Think Tank
sessions in the RBL
Institute.
30-40 pages of great
material that is
available for all RBL
Omnia users.
Playbooks
RBL Omnia users
and other program
alumni will have the
opportunity to
connect, discuss
concepts, and
provide mentorship.
Alumni Networking
Short PowerPoint
pitches with key
ideas from the Think
Tanks designed to be
used as training for
HR teams, individual
paced learning,
coaching with
managers, etc.
Each Toolkit has an
accompanying video
from Dave Ulrich or
other Think Tank
faculty members
explaining the
concepts.
Toolkits
Beyond the IP we
produce in the RBL
Institute you also
receive access to
articles and videos
that our partners and
principal consultants
publish.
Other IP
After each Think
Tank session, a
webinar discusses
the session topic.
The Playbook and
Toolkits are
introduced and
reviewed.
Webinars
RBL Research Repository
21
The RBL Institute is a senior executive “think tank”
community facilitated by Dave Ulrich as well as
industry and academic leaders.
The RBL Institute provides ideas with impact that
advance the HR profession through rigorous and
relevant research, access to global thought leaders,
in-person and virtual learning sessions, and
networking among global HR professionals within
and across member companies.
RBL Institute: Option for
Businesses of $1B+
22
Selected
Participating
Companies
Include:
• 4 Institute Think Tank Sessions
• 2 CHRO Summits
• 10 Best Practice Sharing Calls
• 4 Webinars
• Original Research/Intellectual Property
• Enterprise Access to the RBL Institute Library
• Participation in the Human Resources Competency Study
Applied Materials
BASF
Gulfstream
IKEA
Intel
LEGO
Mars, Inc.
NatWest
Purina
Rio Tinto
Roche
“The RBL Institute offers outstanding thought leadership, innovative practices and a rich global
network of HR Leaders. They are a responsive sounding board and advisor for me and my
leadership team, helping us to be a world-class HR organization."
– Jill B. Smart, former Accenture CHRO and current president NAHR
RBL Institute
23
RBL Institute: Calendar of Events
Contact us to learn more about RBL’s HR transformation services.
Contact Us
Learn more.
Contact Us Download Slides

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RBL Omnia, a world-class offering

  • 1. Nov 2021 Building leaders and organizations that create measurable impact for their business
  • 2. 2 Overview Thank you for your interest in RBL Omnia Access. In this deck, we will review what’s included in RBL Omnia: • Organization Guidance System & Certification • RBL Academies • Leadership and HR Assessments • RBL Research Repository • RBL Institute for businesses with $1B+ in revenue • Pricing options We are excited to work with you. The following slides should answer most of your questions about the value of RBL Omnia. We look forward to working with you!
  • 3. 3 Overview: RBL Omnia brings together world-class research, practical application, and professional networks within your company and with other companies. Focuses on building leaders, professionals, and organizations that create measurable impact on their business. This annual subscription bundle includes: • Business and professional development platform designed around adult learning principles- cohort learning, guided sprints, and community building • Revolutionary process for identifying, measuring and monitoring highest impact human capability investments • Large library of human capital content that includes videos, white papers, articles, toolkits, monthly podcasts, etc. • Continuous addition of new, relevant content
  • 4. 4 Learn to use OGS to achieve business results Assess and Develop leaders and professionals Extensive business resource library Leadership and HR Competency Assessments
  • 5. 5 Organization Guidance System (OGS): Organizations spend significant amounts of time and money on human capital investments with unclear expectations and low levels of accountability. The OGS distills decades of our research and practical application to guide you to prioritize which investments have most impact on your business results. RBL Omnia brings OGS into your organization, certifies you to use it so that you can use this breakthrough technology platform to identify, measure and monitor the highest impact solutions
  • 6. 6 • Employee well-being (engagement, experience) • Quality or competence of employees • Differentiated position in the marketplace (products, services, offerings) • Ability to execute on our strategy • Customer or client satisfaction (NPS, customer share) • Compelling customer value proposition • Profitability (e.g., EBITDA, cash flow) • Growth in revenue/sales • Responsibility for the environment • Support for social or community issues Organization Guidance System: Focus on Business Results
  • 7. 7 Empower clients with self-serve automated process for guidance Access benchmark information on each pathway (where do we stand?) Take action based on guidance about our business results (what should we do?) Help with solutions is available as needed Results focused Disruptive pricing due to automation at every step (reduce need for diagnostics consulting support) Incorporate AI/ML to access information and make the guidance more differentiated Membership in RBL.ai Institute which provides support and community Certification that prepares your professionals for implementation Organization Guidance System: Differentiators
  • 8. 8 Learn how to use RBL’s powerful Organization Guidance System to achieve concrete business results by prioritizing the human capability investments with most impact • The OGS Academy enables you to diagnosis 4 human capital pathways that impact 5 key business results • Build skills and earn badges to administer the OGS platform and learn strategies to choose the right outcomes and pathways • Understand principles of OGS Metrics and analysis • Identify ways to track reputation improvement and measure leadership strength • Learn how to measure strategic alignment and monitor organization agility • Measure performance for tracking trends and needs of stakeholders • Receive ongoing guidance tied directly to your organization OGS Certification Academy
  • 9. 9 Program at-a-Glance • Earn badges for each of 5 modules • 5 modules @ 1-week sprint each • Personalized Videos from Dave Ulrich, Norm Smallwood and other HR experts • Toolkits that align with OGS recommendations • Certification Credits from SHRM and HRCI Key Outcomes • Learn principles that underpin OGS and how it differs from benchmarking • Evaluate approaches for driving results by choosing a Business Outcome or choosing an OGS pathway • Understand principles behind key dimensions of selected pathways • Use toolkits to develop or improve initiatives that align with OGS recommendations • Receive coaching/feedback on initiative/plan designs • Identify metrics to monitor initiative performance and business outcomes Certification Requirements • Complete 80% of sprint activities for each selected badge • Attend or review Live Events led by RBL expert • Create deliverable for each module and submit for feedback • Substitute completion on appropriate module from Dave Ulrich HR Academy Supporting Activities • (4) coaching sessions each quarter @ 1 per pathway to facilitate discussions and provide feedback • Unlimited inquiries on how to use tools and understand pathway dimensions • OGS community for sharing updates to tool templates and initiative and plan descriptions OGS Academy Modules
  • 10. 10 PRINCIPLES OF OGS • Lean theory behind Organization Guidance • Build skills to administer the OGS Platform • Learn strategies to choose outcomes and pathways OGS ADVANCED • Understand principles of OGS metrics and analysis • Discover approaches for developing and mapping initiatives • Identifying and tracking metrics Organization Guidance System Fundamentals Badge LEADERSHIP: TOP 3 FOCUS AREAS • Build a strong business case for leadership • Develop strategy to ensure reputation of for caliber of leadership team • Identify ways to measure impact of leadership and leadership development LEADERSHIP METRICS • Identify metrics to evaluate strength of business case • Identify ways to track reputation improvement • Upgrade methods for measuring leadership team strength Leadership Badge TALENT: TOP 3 FOCUS AREAS • Establish practices to acquire the right talent • Create strategy to communicate business priorities and listen to employees • Increase employee belonging, empowerment and growth mindsets TALENT METRICS • Measure degree to which org brings in the right talent • Assess impact of communications strategy • Define metrics to track belongingness, empowerment and growth mindsets Talent Badge ORG CAPABILITY: TOP 4 FOCUS AEAS • Develop approach to improve strategic clarity • Create strategies to improve organization agility • Expand focus on customer centricity to strengthen relationships & trust with customers • Embed and sustain the right culture ORG CAPABILITY METRICS • Measure strategic alignment • Monitor organization agility • Check customer relationships and loyalty • Assess culture Organization Capability Badge 1 2 3 HR EFFECTIVENESS: TOP 3 FOCUS AREAS • Create plan to build relationships with external stakeholders • Anticipate business trends and needs of external stakeholders • Work to increase value for stakeholders HR EFFECTIVENESS METRICS • Monitor influence with external stakeholders • Measure performance for tracking trends and needs of stakeholders • Assess value creation for stakeholders HR Effectiveness Badge 4 F F Connotes a foundational module that is a requirement for OGS certification NOTE Certify in each pathway
  • 11. 11 RBL Academies: Each academy included in RBL Omnia is a powerful, cohort-based virtual development journey that builds business skills for professionals at all levels. Guided delivery approach blends the best of independent and group learning though self-guided learning assignments (videos, reading, exercises) and a weekly facilitated learning and application session. RBL will continually update existing academies and add additional academies to reflect the ever-changing business climate.
  • 12. 12 RBL Omnia members will have access to the knowledge and insights generated by RBL’s research and practice. We stay at the cutting edge of business practices with original IP and collaborative think tanks with top business leaders. RBL Omnia content will be continually added to and updated to reflect the ever-changing business climate. This includes the addition of entirely new academies. Over the next 12 months, we will add the following academies: Dave Ulrich HR Academy OGS Academy Leadership Academy Reinventing the Organization Academy Available now RBL Academies provide cutting edge, practical content Talent Academy
  • 13. 13 This researched-based program covers three dimensions: (1) Outside-in HR value creation & business context, (2) outcomes of HR, and (3) competent HR departments and professionals. Business Context & HR Value Creation HR Outcomes HR for HR HR from the Outside-In Learn where HR has been and where it’s going, and assess your own HR practice Factors Driving HR’s Evolution Determine how to respond to the changing context within which HR operates? Talent Enable your organization's talent to operate at peak performance by building competence, meaning and increased levels of commitment Organization Deliver on organization capabilities that ensure success in the new economy (i.e., agility, collaboration, innovation, right culture etc.) Leadership Build the right leadership competencies and systems at all levels, and drive effective leadership brand HR Department Create the optimum HR Department to deliver value inside and outside the organization HR Practices Learn how to apply key principles from the latest thinking and research around people, performance, work, and digital HR Competencies Focus your HR Team development on competencies needed to succeed in the new economy? Guided learning sprints in Dave Ulrich HR Academy
  • 14. 14 The Dave Ulrich Talent Academy is a 4-week program broken up into 4 learning modules: Dave Ulrich Talent Development Academy 1. Understanding Talent Management • Evaluate current talent management process within the organization • Define the key elements of talent management 2. Growing and Developing your Talent • Set and define clear expectations for team members, and connect expectations to performance management • Build and implement individual development plans 3. Helping your People Find Meaning at Work • Develop strategies to increase meaning within a team and across an organization • Construct a plan to elevate employee meaning engagement 4. Driving your Team to High Performance • Learn how to set and communicate clear expectations for your team • Assess performance against the expectations you have created • Apply a proven coaching framework and create new opportunities for development Understand Grow Help Drive
  • 15. 15 Each of our Academies integrates powerful adult learning principles Flexible Multiple modules over many weeks, 60 minutes per module Instruction from Dave Ulrich Personalized videos from Dave Ulrich and other industry experts Consultant-Led Education Weekly consultant facilitated live sessions Collaborative Collaboration and dialogue that taps the collective genius within your leadership teams Accredited Earn continuing education credits through HRCI and SHRM Focused on Individual Development Personal coaching and Competency Assessments
  • 16. 16 Assessments: RBL Omnia Digital Access includes access to RBL’s leadership and HR Assessments that are based upon decades of empirical research. By measuring individuals through these assessments, business leaders and HR professionals gain valuable insight into how they can grow and best deliver value to their business.
  • 17. 17 The HR Competency Assessments (360, 180, or self-assessment) provide critical feedback and an aggregate perspective on the proficiency level of your organization • By measuring individuals against a large, global benchmark and providing the perspective of managers, non-HR business leaders, and peers, individuals gain valuable insight into how they can grow and best deliver value to the business • The Human Resources Competency Study 360 feedback assessment is an integral part of both personal and professional development and is meant to provide participants with a perspective on areas of strength and opportunities for improvement and development. • The HRCS 360 is an empirically validated survey, based on the 30-year RBL/University of Michigan research program on global HR competencies. HR Assessments
  • 18. 18 The RBL Leadership Assessments (360, 180, and self-assessment) are a research-based synthesis of the five critical domains of knowledge, skill, and attributes essential for effective leadership: build the next generation, shape the future, engage today’s talent, getting things done, and investing in yourself. • Strengths that strengthen others and weaknesses that matter are where leaders must focus their attention for the greatest impact on results. Leadership Code assessments include direct reports, potential pitfalls, and performance on critical leader behaviors • To make sure leaders are measured on what matters for their stakeholders, the RBL Group offers four stratified versions of the Leadership Code Assessment: • Individual Contributor • Front-Line Leader • Manager/Director • Executive/C-Suite Leadership Assessments
  • 19. 19 Research Repository: The RBL Research Repository brings RBL’s constantly growing collection of playbooks, toolkits, webcasts, podcasts, and other learning resources into one searchable hub where team members can learn, connect, and share. At the foundation of this repository is highly practical content developed for and with RBL clients over the past 15 years.
  • 20. 20 We create a learning record from each of our 2-day Think Tank sessions in the RBL Institute. 30-40 pages of great material that is available for all RBL Omnia users. Playbooks RBL Omnia users and other program alumni will have the opportunity to connect, discuss concepts, and provide mentorship. Alumni Networking Short PowerPoint pitches with key ideas from the Think Tanks designed to be used as training for HR teams, individual paced learning, coaching with managers, etc. Each Toolkit has an accompanying video from Dave Ulrich or other Think Tank faculty members explaining the concepts. Toolkits Beyond the IP we produce in the RBL Institute you also receive access to articles and videos that our partners and principal consultants publish. Other IP After each Think Tank session, a webinar discusses the session topic. The Playbook and Toolkits are introduced and reviewed. Webinars RBL Research Repository
  • 21. 21 The RBL Institute is a senior executive “think tank” community facilitated by Dave Ulrich as well as industry and academic leaders. The RBL Institute provides ideas with impact that advance the HR profession through rigorous and relevant research, access to global thought leaders, in-person and virtual learning sessions, and networking among global HR professionals within and across member companies. RBL Institute: Option for Businesses of $1B+
  • 22. 22 Selected Participating Companies Include: • 4 Institute Think Tank Sessions • 2 CHRO Summits • 10 Best Practice Sharing Calls • 4 Webinars • Original Research/Intellectual Property • Enterprise Access to the RBL Institute Library • Participation in the Human Resources Competency Study Applied Materials BASF Gulfstream IKEA Intel LEGO Mars, Inc. NatWest Purina Rio Tinto Roche “The RBL Institute offers outstanding thought leadership, innovative practices and a rich global network of HR Leaders. They are a responsive sounding board and advisor for me and my leadership team, helping us to be a world-class HR organization." – Jill B. Smart, former Accenture CHRO and current president NAHR RBL Institute
  • 24. Contact us to learn more about RBL’s HR transformation services. Contact Us Learn more. Contact Us Download Slides