LMS Reality Check:  How Much Talent Management Functionality Do You Really Need in an LMS? Bryan Chapman Chief Learning St...
Polling Question #1 Who are you? <ul><li>Human Resources (HR) </li></ul><ul><li>Training </li></ul><ul><li>Line of Busines...
Polling Question #2  Who does “training” report to in your organization? <ul><li>Operations </li></ul><ul><li>Human Resour...
Who owns performance Management in your organization? ASTD
Convergence of Learning and Talent Management   LMS Talent Management Compensation  Management Talent  Acquisition Time an...
Convergence of Learning and Talent Management   LMS Talent Management Compensation  Management Talent  Acquisition Time an...
Goals of Performance Management   <ul><li>Align employee behaviors with organizational goals and guiding principles </li><...
Convergence of Learning and Talent Management   LMS Talent Management Compensation  Management Talent  Acquisition Time an...
Convergence of Learning and Talent Management   LMS Talent Management Compensation  Management Talent  Acquisition Time an...
Why do we buy an LMS in the first place?
Why do we buy an LMS in the first place?
Cost vs. Functionality of learning platform Skill-Gap Analysis Launch  e-learning Advanced Classroom Management Content De...
Who are the buyers/owners?  (LMS) Training HR IT LINE OF BIZ
Levels of Performance Management Treatment <ul><li>Level 1.   Paper-based, filing system (pharma non-example) </li></ul><u...
Polling Question #3  Which level of performance management best describes what you are doing?  <ul><li>Paper-based </li></...
Typical Evolution of Performance Management   New Company Human Resources Training <ul><li>Deploy system to track employee...
Does the word “competency” mean the same thing to both groups?   New Company Human Resources Training <ul><li>Radiology Te...
Blending learning and OJT
Automated Notification
Annual Performance Reviews
Bloom’s Taxonomy <ul><li>Knowledge </li></ul><ul><ul><li>Action verbs: list, define, tell, describe, identify, show, label...
Kirkpatrick – 4 Levels of Evaluation <ul><li>Level 1  –  Reaction   (did they like it?) </li></ul><ul><li>Level 2  –  Lear...
Is “Performance Management” a product or a practice/process?   <ul><li>Consider the practice of  “Knowledge Management” </...
Major Healthcare Company <ul><li>Training department getting ready for major initiative to map competencies to learning </...
Oil Company <ul><li>Training department learns about self-service, succession planning - a tool available in their LMS </l...
High Tech, Computer Hardware Manufacturer <ul><li>Excellent example of synthesizing HR and Training goals and achieving gr...
Involvement Time on job HR Training Recruit Onboard Line of Biz Learn Appraise Career Compensate Promote
Cathay Pacific Airline  (Hong Kong) Case Study <ul><li>Previous approach: annual reviews almost always lead to annual pay ...
Tips for optimizing performance management using an LMS <ul><li>Open communication between HR and Training; find a way to ...
Tips for optimizing performance management using an LMS  (cont) <ul><li>Use Analytics to measure Kirkpatrick levels 3 and ...
Unified System Unified Interface Individualized Learning Plans Common messaging Comprehensive Transcript
Questions??? Bryan Chapman Chief Learning Strategist Chapman Alliance bryan@chapmanalliance.com
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LMS Reality Check: How Much Talent Management Functionality ...

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LMS Reality Check: How Much Talent Management Functionality ...

  1. 1. LMS Reality Check: How Much Talent Management Functionality Do You Really Need in an LMS? Bryan Chapman Chief Learning Strategist Chapman Alliance bryan@chapmanalliance.com
  2. 2. Polling Question #1 Who are you? <ul><li>Human Resources (HR) </li></ul><ul><li>Training </li></ul><ul><li>Line of Business </li></ul><ul><li>Operations </li></ul><ul><li>Senior Management </li></ul><ul><li>Other </li></ul>HR LINE OF BIZ Training
  3. 3. Polling Question #2 Who does “training” report to in your organization? <ul><li>Operations </li></ul><ul><li>Human Resources (HR) </li></ul><ul><li>Line of Business Manager </li></ul><ul><li>Other </li></ul>
  4. 4. Who owns performance Management in your organization? ASTD
  5. 5. Convergence of Learning and Talent Management LMS Talent Management Compensation Management Talent Acquisition Time and Attendance Performance Appraisals Competency Management Career and Succession Planning Workforce Planning Classroom Management Onboarding e-Learning Performance Management Certification & Assessment Learning Content Management Learning Reporting And Tracking
  6. 6. Convergence of Learning and Talent Management LMS Talent Management Compensation Management Talent Acquisition Time and Attendance Performance Appraisals Competency Management Career and Succession Planning Workforce Planning Classroom Management Onboarding e-Learning Performance Management Certification & Assessment Learning Content Management Learning Reporting And Tracking Performance Management
  7. 7. Goals of Performance Management <ul><li>Align employee behaviors with organizational goals and guiding principles </li></ul><ul><li>Ensure employee motivation and accomplishment of objectives </li></ul><ul><li>Improve interactions between managers and employees about performance </li></ul><ul><li>Document employee performance objectively for use in development and rewards </li></ul>
  8. 8. Convergence of Learning and Talent Management LMS Talent Management Compensation Management Talent Acquisition Time and Attendance Performance Appraisals Competency Management Career and Succession Planning Workforce Planning Classroom Management Onboarding e-Learning Performance Management Certification & Assessment Learning Content Management Learning Reporting And Tracking Solutions originating from HR Automation Sector <ul><li>Taleo </li></ul><ul><li>BrassRing </li></ul><ul><li>Vurv </li></ul><ul><li>Authoria </li></ul><ul><li>Ceridian </li></ul><ul><li>Halogen </li></ul><ul><li>SuccessFactors </li></ul><ul><li>Cezanne </li></ul><ul><li>Softscape </li></ul><ul><li>SAP </li></ul><ul><li>Oracle </li></ul>
  9. 9. Convergence of Learning and Talent Management LMS Talent Management Compensation Management Talent Acquisition Time and Attendance Performance Appraisals Competency Management Career and Succession Planning Workforce Planning Classroom Management Onboarding e-Learning Performance Management Certification & Assessment Learning Content Management Learning Reporting And Tracking Solutions originating from the Learning Space <ul><li>Saba </li></ul><ul><li>Cornerstone </li></ul><ul><li>GeoLearning </li></ul><ul><li>Learn.com </li></ul><ul><li>KnowledgePlanet </li></ul><ul><li>Plateau </li></ul><ul><li>TEDS </li></ul><ul><li>SumTotal </li></ul>
  10. 10. Why do we buy an LMS in the first place?
  11. 11. Why do we buy an LMS in the first place?
  12. 12. Cost vs. Functionality of learning platform Skill-Gap Analysis Launch e-learning Advanced Classroom Management Content Development Tools Reusable Learning Content Happy Sheet Talent Management Analytics Language support 3 rd party content Deep Backoffice Integration Certification Testing Advanced Question Types Reporting Collaborative Learning E-commerce Informal Learning Repository Regulatory & Compliance Tracking Multiple Portals
  13. 13. Who are the buyers/owners? (LMS) Training HR IT LINE OF BIZ
  14. 14. Levels of Performance Management Treatment <ul><li>Level 1. Paper-based, filing system (pharma non-example) </li></ul><ul><li>Level 2. Spreadsheet or other standard application, tracking compliance and qualifications </li></ul><ul><li>Level 3. Using isolated tools for performance management (i.e. forms for performance appraisals, stand-alone 360 degree assessment. </li></ul><ul><li>Level 4. Learning Management System (LMS) with robust tracking, competency management, blended learning </li></ul><ul><li>Level 5. Convergence of LMS and Talent Management </li></ul>
  15. 15. Polling Question #3 Which level of performance management best describes what you are doing? <ul><li>Paper-based </li></ul><ul><li>Spreadsheet and/or other standard tools </li></ul><ul><li>Specific tools for specific tasks </li></ul><ul><li>LMS </li></ul><ul><li>Integrated LMS/Talent Management Suite </li></ul>
  16. 16. Typical Evolution of Performance Management New Company Human Resources Training <ul><li>Deploy system to track employees, benefits, compensation </li></ul><ul><li>Oversee annual performance reviews </li></ul><ul><li>Provide learning content in the areas of management, regulatory/compliance, and software application </li></ul><ul><li>Work with “competencies” </li></ul><ul><li>Skills, knowledge and attitude training </li></ul><ul><li>Manage classroom and online learning </li></ul><ul><li>Provide a catalog of learning content to teach people how to “do their jobs” </li></ul><ul><li>Creates reports showing “learning gains” </li></ul><ul><li>Measures through “competencies” </li></ul>
  17. 17. Does the word “competency” mean the same thing to both groups? New Company Human Resources Training <ul><li>Radiology Technician: </li></ul><ul><li>Operates X-ray equipment </li></ul><ul><li>Good people/patient skills </li></ul><ul><li>Practice patient safety </li></ul><ul><li>Teamwork/Collaboration </li></ul><ul><li>Radiology Technician: </li></ul><ul><li>Follows correct procedure to calibrate X-ray equipment </li></ul><ul><li>Practices seven steps to mixing chemicals without endangering patients </li></ul><ul><li>When encountering a difficult patient, practices proper engagement strategy </li></ul>
  18. 18. Blending learning and OJT
  19. 19. Automated Notification
  20. 20. Annual Performance Reviews
  21. 21. Bloom’s Taxonomy <ul><li>Knowledge </li></ul><ul><ul><li>Action verbs: list, define, tell, describe, identify, show, label, collect, examine, tabulate, quote, name, who, when, where, etc. </li></ul></ul><ul><li>Comprehension </li></ul><ul><ul><li>Action verbs: summarize, describe, interpret, contrast, predict, associate, distinguish, estimate, differentiate, discuss, extend, etc. </li></ul></ul><ul><li>Application </li></ul><ul><ul><li>Action verbs: apply, demonstrate, calculate, complete, illustrate, show, solve, examine, modify, relate, change, classify, experiment, discover, etc. </li></ul></ul><ul><li>Analysis </li></ul><ul><ul><li>Action verbs: analyze, separate, order, explain, connect, classify, arrange, divide, compare, select, explain, infer, etc. </li></ul></ul><ul><li>Synthesis </li></ul><ul><ul><li>Action verbs: combine, integrate, modify, rearrange, substitute, plan, create, design, invent, what if?, compose, formulate, prepare, generalize, rewrite, etc. </li></ul></ul><ul><li>Evaluation </li></ul><ul><ul><li>Action verbs: assess, decide, rank, grade, test, measure, recommend, convince, select, judge, explain, discriminate, support, conclude, compare, summarize, etc. </li></ul></ul>
  22. 22. Kirkpatrick – 4 Levels of Evaluation <ul><li>Level 1 – Reaction (did they like it?) </li></ul><ul><li>Level 2 – Learning (did they learn something?) </li></ul><ul><li>Level 3 – Behavior (do they now perform better?) </li></ul><ul><li>Level 4 – Results (are we meeting organizational goals?) </li></ul>Donald Kirkpatrick Author
  23. 23. Is “Performance Management” a product or a practice/process? <ul><li>Consider the practice of “Knowledge Management” </li></ul><ul><li>Name the top 3, Knowledge Management solutions. </li></ul><ul><li>Define the term “knowledge management” </li></ul><ul><li>Knowledge management in an organization is controlled by which group? </li></ul>
  24. 24. Major Healthcare Company <ul><li>Training department getting ready for major initiative to map competencies to learning </li></ul><ul><li>Discovery: HR has a new job/role, competency mapping project underway </li></ul><ul><li>Use organization’s ERP system (Oracle) for tracking competencies and competency management </li></ul><ul><li>Further Discovery: Competencies are not for all jobs. Mid-level managers and higher </li></ul><ul><li>What is the major difference between what these two groups are trying to accomplish? </li></ul><ul><li>How can this serve as a point of synergy, instead of crippling the project? </li></ul>Case Study
  25. 25. Oil Company <ul><li>Training department learns about self-service, succession planning - a tool available in their LMS </li></ul><ul><li>Succession planning based on skill gap analysis across roles </li></ul><ul><li>HR/Organizational development has been working on automated record keeping for their succession planning process </li></ul><ul><li>Based on existing model of “career ladder” and “nominations” for successor </li></ul><ul><li>What is the difference between each group’s point of view? </li></ul><ul><li>What is the opportunity for synergy? </li></ul>Case Study
  26. 26. High Tech, Computer Hardware Manufacturer <ul><li>Excellent example of synthesizing HR and Training goals and achieving great success. </li></ul><ul><li>Work together to create pre-employment exam, focusing on technical aptitude </li></ul><ul><li>Spent apx. $1 Million on production and deployment of exam. </li></ul><ul><li>Saved the company an estimated $23 Million by optimizing recruiting and hiring practice </li></ul>Case Study
  27. 27. Involvement Time on job HR Training Recruit Onboard Line of Biz Learn Appraise Career Compensate Promote
  28. 28. Cathay Pacific Airline (Hong Kong) Case Study <ul><li>Previous approach: annual reviews almost always lead to annual pay raises, based on simple, scored form </li></ul><ul><li>The process was sending the wrong message about what constitutes good performance </li></ul><ul><li>Goal: Build an environment that encourages the practice of desired “behavior” </li></ul><ul><li>LMS serves up a combination of learning and performance events, then creates a profile to reward performance. </li></ul>14,000 staff worldwide; very geographically disperse Learners: Connecting annual performance review with actual, observed behavior as opposed to arbitrary pay increase. Using an LMS Best Practice:
  29. 29. Tips for optimizing performance management using an LMS <ul><li>Open communication between HR and Training; find a way to work together on competencies </li></ul><ul><li>If you already have some form of competency management in place, link it; rather than replace </li></ul><ul><li>Blended learning is more about on-the-job training, than it is about mixing classroom and online. Don’t be afraid to have your learners “perform.” It is the key to performance management. </li></ul><ul><li>Take advantage of the testing capabilities of your LMS to measure knowledge. Pass this information along during performance reviews </li></ul>
  30. 30. Tips for optimizing performance management using an LMS (cont) <ul><li>Use Analytics to measure Kirkpatrick levels 3 and 4. It will take some thought, but you can do it. </li></ul><ul><li>Try taking on “onboarding” as a task for you LMS. You can mix forms and learning into a single environment. Great proof-of-concept for what is possible. </li></ul><ul><li>The most important thing you can do is to create a unified, learning delivery system to bridge the content from HR, training and other content providers into a unified, individualized learning plan. </li></ul>
  31. 31. Unified System Unified Interface Individualized Learning Plans Common messaging Comprehensive Transcript
  32. 32. Questions??? Bryan Chapman Chief Learning Strategist Chapman Alliance bryan@chapmanalliance.com
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