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How to Optimize Your Learning Strategy

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  • 1. WORKFORCE MANAGEMENT AND LEARNING STRATEGY THE POWER OF GROWING TALENT INSTEAD OF BUYING IT
  • 2. Presenter Info • Kris Dunn • CHRO at Kinetix (RPO, Recruiting) • Founder of Fistful of Talent , The HR Capitalist • Hoops Junkie
  • 3. Here’s Your Roadmap to Operationalize Your Learning Strategy
  • 4. Step #1 – Focus on Headcount and Revenue • If you truly want to operationalize your learning strategy, you can’t treat everyone equal. • Start with the groups that produce revenue first, segment by headcount, and prioritize your efforts by moving down that list. • Priority list is enhanced by leaders that show or decline support
  • 5. Step #2 – Work the Lifecycle of the Employee Map in Each Targeted Group to Determine Where Learning Strategy Can Be Optimized • Aggregate data on where performance gains happen in each job, where engagement dips and where retention becomes an issue, and you've got your roadmap for optimizing learning with an eye toward WFM…
  • 6. Step #3 - Be Intellectually Curious About What it Takes to Succeed and Prosper in Each Targeted Job • What does the incumbent need to know when to be successful and contribute to the business? • When is that learning needed? • How does the group expect to learn? • How can I deliver that in the lowest cost way? • What are the barriers to delivering learning to this group? • How do I develop champions for learning in the group?
  • 7. Step #4 – Go Develop and Execute Learning Initiatives To Fill Those Gaps • Fill the gaps you find. • Make business leaders sign off on the plan. • Make sure your plan can be accomplished on the fly, while employees are in the field – make it light and as nimble as possible. • Measure the outcomes.
  • 8. Step #5 – A/B Test if your Organization Is Large Enough
  • 9. Step #6 – Start to Morph from Learning to Performance • If you operationalize your learning strategy, you’ll be well positioned to participate in conversations on who can cut it and who can’t. • BECAUSE YOU’LL HAVE DATA... • Part of becoming a performance department is making recommendations on who needs to be retained, and who should be removed. • Not your father’s training department.
  • 10. Kris: kdunn@kinetixhr.com www.fistfuloftalent.com Twitter: @kris_dunn LinkedIn: www.linkedin.com/in/krisdunn Cell – 205.383.9600