I wanted to give a brief update on the Institute for Corporate Productivity. If it sounds like a press release, that's because it is.
i4cp continues to expand its growing membership with a record third quarter in 2011. Several well-known organizations joined i4cp's members-only community, including Boeing, The New York Times, U.S. Steel, FirstEnergy, SunTrust Banks, W.W. Grainger, The Mosaic Company, Grange Mutual Casualty Group, Navistar, CVS/Caremark, Avnet, Southern California Edison, Choice Hotels, Scripps Networks Interactive, Merck and several others.
As members, these organizations are part of an exclusive network that contributes to i4cp's highly acclaimed research and peer community. In addition to these new members, over 90% of i4cp's existing members who were up for renewal in the quarter re-upped their access to the network, including companies such as Walt Disney, 3M, Qualcomm, PNC Financial, Wells Fargo, ING, ABC Media, Schneider Electric, Ameriprise Financial, Northrop Grumman, MetLife, Shell Oil, Exxon, Federal Express, Darden Restaurants, Bank of Montreal and over a dozen others.
New members, renewals and other programs propelled i4cp to a record third quarter, which represented nearly 100% growth over the same time period a year ago.
We're thrilled with the growth we showed in the third quarter, which is now our second biggest quarter to date. But we get more excited about the innovative people practices our members have put into place based on the best and next practices we are pulling from the network. No matter what human capital area we research, we consistently uncover unique practices of high-performing organizations that companies of all sizes can learn from and emulate.
During the third quarter of 2011, i4cp conducted several groundbreaking studies on the practices that define high-performance organizations. i4cp's research is provided to members in an interactive format that allows organizations to benchmark against companies of a similar size, industry and other variables. Recent studies include:
- Tying Pay to Performance
- Learning to Innovate (published in partnership with ASTD)
- The State of Employee Healthcare Benefits
- Metrics of High-Performance Talent Management: Time-to-full-productivity
- Metrics of High-Performance Talent Management: Quality of Movement
- Innovate or Perish: Building a Culture of Innovation
Additionally, i4cp successfully launched its new Employee Engagement Exchange, a working group of member companies exploring research and next practices specific to engaging the workforce to drive business results. This is one of several groups that i4cp currently sponsors and facilitates.