Our Work.

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 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.

A major airline was in the midst of a transformation that would impact every aspect of its business.

They chose Emerson to support them through an overhaul to the cargo function. One of the first things we did was to help them create the visual vision.

Working with business process owners and a graphic artist, we turned words into images. Our working sessions resulted in a compelling picture of the cargo project, showing the key changes and benefits at a glance.

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. 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 gas company’s data centers were nearing capacity and unprotected from potential natural disasters, such as floods and earthquakes. To address these risks, our client designed a new centralized data center, built new IT infrastructure, and started migration of over 1,200 applications.

They knew Emerson was the company to help.

We prepared our client’s employees to be productive continuously through the changes. We built change plans, communications, and business readiness activities to move our client to new levels of stability and performance.

A fossil fuel industry giant launched an enterprise-wide effort to simplify their downstream operations. Their goal was to better equip the organization to execute strategy, focusing on the value chain and the processes that drive results.

They asked Emerson to help mobilize employees and management toward this goal. We launched a sponsorship strategy, employee engagement program and communication plans. We also built web/portal resources and change management training.

The guiding principle was that their people, from leaders to front-line employees, drive the transition to an even nimbler, more powerful organization.

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.

An industrial distributor was in the midst of incredible changes. They turned to Emerson to co-lead the deployment of SAP across their business.

Our team helped determine how the organization would be impacted, designed communication and executive sponsorship to mitigate those impacts and created business readiness teams. We also facilitated ongoing dialogue between the project team, the integrator and the business.

We forged a partnership with human resources, IT and other departments — creating a stronger project, surfacing data governance issues and ensuring a series of successful deployments.

One of the country’s biggest clothing retailers was also an early adopter of e-commerce. After taking their business online, executives witnessed a significant shift in business from its physical stores to its websites.

But the e-commerce tools gradually became outdated and inefficient. And each of its brands had inconsistent tools and processes with many handoffs and no accountability. Something had to change and Emerson was there to help.

We designed mirrored processes across all three brands to gain efficiencies, then aligned organizational roles and structures to support the new way of working.

We worked with the organization to design and develop custom training on new tools and processes – ensuring 927 employees were equipped with the skills to do their jobs right. We also provided communication, information sessions, road shows, executive voicemails, project newsletters, and other readiness tools that transitioned the company to where it wanted to be, despite the complexities of the e-commerce upgrade.

A non-profit health organization needed to ensure everyone had effective, annual compliance training. Training had to be standardized and tracked.

Emerson 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 their 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. This major client now knows its organization is compliant and ready.

With over 11,000 SAP users, a power-house pharmaceutical distributor had a challenge on its hands. Historically, they had focused on excellent training for users on major releases and upgrades. But they had few resources to support and enable new employees, or to address the ongoing needs of existing employees.

The good news? Their internal Business Technology Solutions group created a new organization focused on user effectiveness. The leader of BTS asked Emerson to develop both short-term and long-term strategies for the group.

In addition to helping define this client’s approach to organizational transformation, Emerson delivered quick-win SAP training and performance support solutions for two of its key business units. The project created a scalable model to replicate, helping enterprise SAP users stay sharp and effective.

One of the planet’s leading biotech firms, consistently named one of the Best Places to Work, takes great pride in producing innovative medical solutions that literally transform the world. They reached out to Emerson in need of a super-powered, cross-functional project management process — teams seeking the latest cures must juggle multiple projects, often with multiple timelines and jurisdictions.

What a challenge!

As this firm redefined business processes across functions, Emerson partnered with them to develop an effective change strategy and an impactful communication plan.

A global snack food distributor wanted to gain the full benefits of their change programs and achieve the agility to do more. With the speed, scale, and volume of initiatives, they couldn’t approach each one individually; they wanted a resident organizational change management capability for their strategic portfolio. They asked Emerson to help them define a change center of excellence that fit their unique environment.

We helped choose an operating model, defined core services, and constructed messages to gain leadership approval. We then built the change model and supporting assets to support its’ new center of change management excellence.