4. POLL QUESTION
The most
common
objection from
Senior Executives
about learning
initiatives is…
A. Training and
development does
not impact the
bottom line.
B. The cost of training
is more than the
benefit.
C. Things are fine the
way they are.
D. Something else.
5. What you’ll
learn:
• The five core
elements of a
business case
• Anticipating and
overcoming the
most common
objections from
your senior
executives
6. Organizations with a strong learning culture
significantly outperform their peers…
Innovation
46%
More likely
to be first to
market
Productivity
37%
Greater
employee
productivity
Time to
Market
34%
Better
response to
customer
needs
Quality
26%
Greater
ability to
deliver
“quality
products”
Skills for
the future
58%
More
prepared to
meet future
demand
Profitability
17%
More likely
to be
market
share
leaders
BERSIN AND ASSOCIATES 2012
7. SCENARIO
ANALYSIS
5 ELEMENTS OF A BUSINESS CASE
CAUSE/
EFFECT
ANALYSIS
KPI’S FOR
EACH
BENEFIT
RISK OF
THE STATUS
QUO
ALIGN
WITH
ORG’S
GOALS
8. POLL QUESTION
In your
organization,
what are your
biggest
challenges with
change…
A. Timing – “this just
isn’t a good time”
B. Budget
C. Lack of senior
leadership support
D. Lack of employee
buy-in or
participation
E. Something else
9. Risk of the Status
Quo
If the investment is
not made…
SCENARIO
ANALYSIS
CAUSE/
EFFECT ANALYSIS
KPI’S FOR EACH
BENEFIT
RISK OF THE
STATUS QUO
ALIGN WITH
ORG’S GOALS
What could happen
to the company's
bottom line?
Could the company
lose customers? Or
market share?
Could some future
costs be avoided if
the investment is
made today?
10. Given the dramatic changes in
how work gets prioritized,
communicated and carried out,
HR’s challenge is to feed
leadership pipelines with people
who can adapt “on a dime.”
Adaptability and Agility
Human Resource Executive, February 2013
11. Scenario
Analysis
• Most likely results
• Best case
scenario
• Worst case
scenario
SCENARIO
ANALYSIS
CAUSE/
EFFECT ANALYSIS
KPI’S FOR EACH
BENEFIT
RISK OF THE
STATUS QUO
ALIGN WITH
ORG’S GOALS
12. Cause/Effect
Analysis
The benefit is more
than the cost of
the training.
SCENARIO
ANALYSIS
CAUSE/
EFFECT ANALYSIS
KPI’S FOR EACH
BENEFIT
RISK OF THE
STATUS QUO
ALIGN WITH
ORG’S GOALS
Your training program
improves the
employee’s ability to
do the job.
That improvement
has a positive impact
on the business.
That impact results in
a financial benefit to
the company.
13. BUSINESS I MPACT
Learning to support
organizational agility
Identify focus areas
Technology or new
approaches to drive
better agility
Increase clarity
15. SCENARIO
ANALYSIS
CAUSE/
EFFECT ANALYSIS
KPI’S FOR EACH
BENEFIT
RISK OF THE
STATUS QUO
ALIGN WITH
ORG’S GOALS
KPI’s For Each
Benefit
Identify the KPI for the
business problems
you are trying to
solve.
If this training works,
how will we know it?
What will improved
performance
look like, and how will
we know?
16. It doesn’t have to be
complicated…
You have 5,000
customers
Each is worth
$20,000
You increase
customer retention
by 1%
THAT’S $1 MILLION
17. TIME AWAY
FROM THE JOB
TRAINING COSTS AND CONSIDERATIONS
TRAVEL
EXPENSES
The cost of
losing
employees due
to the lack of or
ineffective
training
18. Employee Benefits Company Benefits Financial Benefits
Study at your own pace; employees
have the ability to stop and start
courses.
Same training available to all
employees, no matter location.
Reduced costs for travel and training
facilities.
Convenience: Anytime, Anywhere
Access. Courses and online resources
are available to employees, 24x7.
• Anytime, Anywhere reporting.
• Built in testing and evaluation
capabilities allow managers to
easily run reports
• More customized learning plans to
ensure that they have mastered
difficult concepts.
Reduced time away from the job, no
missed productivity.
Employees can create and manage
their on Learning Plans
Better control over all aspects of the
training experience through one
standard, centralized access point
(registering, approval, tracking,
reporting).
• Hosted services eliminates the
need for installation into a
company network.
• Eliminates the cost for internal IT
support.
Simplified certification process Increase alignment between employee
goals and corporate objectives.
Employees are able to view a personal
dashboard of courses assigned to
them, view a record of their transcript
of courses
Improved visibility into learning and
performance data.
19. SCENARIO
ANALYSIS
CAUSE/
EFFECT ANALYSIS
KPI’S FOR EACH
BENEFIT
RISK OF THE
STATUS QUO
ALIGN WITH
ORG’S GOALS
Goal Alignment
A great business
case goes beyond
simple ROI – it
demonstrates
strategic intent!
Organizational Goal:
Maintain an 85%
client retention rate
for 2013.
Department Goal:
Improve
performance in
handling of customer
complaints within 90
days.
20. BARRIERS TO
PROGRAM ADOPTION
Will employees
participate, use it
etc…
What are the costs?
What’s the value?
Is the learning
initiative relevant to
our business needs?
21. Establishing Relevancy
• Program goals
• Program challenges
• How you overcame
the challenges
• How you made a
difference for the
business
22. Needs Analysis: Survey Results
Do you feel access to more
training would help you
perform your job more
effectively?
Yes
No
If online training was offered, how
many courses would you enroll and
complete per year?
1-3 per year
3-6 per year
More than 6 per year
Don’t know
If offered online, would you take
advantage of a customized
training curriculum specific to
your job?
Yes
No
Would you like to see
<Company> play a more active
role in your professional
growth/development?
Yes
No
23. Job Support Survey
Participant materials were useful on the job.
Training expectations were set with the manager prior to training.
Use of the training was discussed with the manager after the
training.
Adequate resources were provided to apply training on the job.
1 2 3 4 5 6 7
1 2 3 4 5 6 7
1 2 3 4 5 6 7
1 2 3 4 5 6 7
24. SCENARIO
ANALYSIS
5 ELEMENTS OF A BUSINESS CASE
CAUSE/
EFFECT
ANALYSIS
KPI’S FOR
EACH
BENEFIT
RISK OF
THE STATUS
QUO
ALIGN
WITH
ORG’S
GOALS
25. Recommended Resources
The Role of HR as a Business Partner
1 hour course series
• HR as Business Partner: From Cost
Center to Strategic Partner
• HR as Business Partner: Linking HR
Functions with Organizational Goals
• HR as Business Partner: Managing
Talent for Organizational Success
• HR as Business Partner: Using
Metrics and Designing Strategic
Initiatives
