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Performance-Based Development and Learning: Closing the Loop

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  • {risks associated with silos}
  • eLearning! 2009 Award of Excellence for Best Enterprise LMSKMWorld Award – 100 Companies that Matter in Knowledge Management in 2009Software MagazineWorld’s Largest Software and Service Providers – 2009 (ranked #193)
  • Broadest & Deepest Solution Provides Global Visibility & Business InsightFlexible & Highly Configurable Technology Adapts To Your BusinessSingle Vendor Solution Eliminates Business Silos & Mitigates Risk------------------- We provide a single integrated solution to achieve the “holy-grail” of HR… “One version of the truth” – when it comes to centralizing all employee information and strategic HR functions We are offering customers everything in terms of integrated Talent Management from a single trusted vendor With seamless user experience and a talent-based system of record We will continue to advance the market and seek new ways to provide customer value
  • Transcript

    • 1. Performance-Based Development and Learning:
      Closing the Loop
      The audio will automatically stream through your computer speakers.
      To join the teleconference (optional), please dial:
      Toll Free: 1.866.469.3239
      Access Code: 664 758 312 #
      You will be listening to music until the webinar begins.
      #CLOwebinar
    • 2. Performance-Based Development and Learning:
      Closing the Loop
      Speaker:Stephan Millard
      Director Product Marketing,
      SumTotal Systems, Inc.
                             
      Moderator: Daniel Margolis,
      Managing Editor,
      Chief Learning Officer Magazine
      #CLOwebinar
    • 3. Tools You Can Use
      • Q&A
      • 4. Click on the Q&A panel (?) in the bottom right corner
      • 5. Type in your question in the space provided
      • 6. Click on “Send.”
      #CLOwebinar
    • 7. Tools You Can Use
      • Polling
      • 8. The poll will appear on the right side of your screen
      • 9. Select the best option for each question
      • 10. Click on “Submit”
      #CLOwebinar
    • 11. Performance-Based Development and Learning:
      Closing the Loop
      Daniel Margolis
      Managing Editor
      Chief Learning Officer magazine
      #CLOwebinar
    • 12. Performance-Based Development and Learning: Closing the Loop
      Stephan Millard
      Product Marketing Director
      SumTotal Systems, Inc
    • 13. Today’s Agenda
      • EVOLUTION OF LEARNING, PERFORMANCE AND DEVELOPMENT
      • 14. RESULTS OF SUCCESSFUL PROCESS INTEGRATION
      • 15. STRATEGIES & TACTICS: HOW TO IMPLEMENT TALENT-BASED LEARNING
      • 16. “CLOSING THE LOOP” TO IMPROVE DECISION MAKING
      • 17. WHAT TO DO NOW?
      • 18. ABOUT SUMTOTAL
    • Evolution of Development, Performance, and Learning
      Delivering Greater Value
      Performance, Development and Learning are integrated
      Complete Talent Infrastructure
      May Pass One or Two Pieces of Information Across
      Loosely Connected, Little Value
      Learning, Development and Performance are sillo’d
      Siloed HR Processes
      Better Performance
      Better Alignment
      Improved Compliance
      Measureable Results
      Value & Business Impact
      Time & Maturity of HR Practice
    • 19. Ideal Process for Aligning Learning & Performance
      • Goals cascaded
      • 20. Performance goals linked to organizational goals
      • 21. Competencies used for job profiles
      • 22. 360 feedback to highlight gaps
      • 23. Skill gaps identified
      • 24. Learning priorities based on performance goals & from identified skill and competency gaps
      • 25. Learning includes blended solutions
      • 26. Systems enable SME’s to easily contribute content
      • 27. Personalized learning paths provide tailored development
    • 7%
      Level 4: Strategic Talent Management
      Fully integrated processes and systems used to make
      business decisions; talent mgmt. is business-driven
      20%
      Level 3: Integrated Talent Management
      Heavy focus on connecting systems and processes; single person / team
      responsible for talent initiatives
      45%
      Level 2: Standardized Talent Processes
      Talent processes are consistent and tailorable, with some integration;
      several systems connected through manual processes
      Bersin: Talent Management Maturity Model
      28%
      Level1: Siloed HR Processes
      Individual HR processes or “silos”;
      may have systems in place but not connected
      Bersin & Associates, 2010
      As companies move up the maturity ladder, they have lower turnover, greater employee engagement and greater success in nearly every talent area.
    • 28. Greater Maturity = Higher Return Rate
    • 29. New Disciplines of High-Impact Learning & Development
      Comparing the Top 10% of High-Performing L&D Organizations (n>1,000)
      Modern High
      PerformanceLearning Organizations
      are particularly
      strong in:
      • Knowledge Management
      • 30. InformationArchitecture
      • 31. BusinessAnalytics
      • 32. Rich MediaNew Media
      • 33. PerformanceConsulting
      #3
      #1
      #2
      #5
      #4
      All
      Organizations
      Top 10%
      in Impact
      High Impact Learning Practices© Bersin, 2009, 1000+ respondents
      www.bersin.com/hilp
    • 34. How are Businesses Linking Learning to Talent Management
      Many organizations are integrating talent management & learning applications
    • 35. How Linking Applications Gives Strategic Value
      Integrated Workforce Analytics
      Learning
      Management
      Single Record for all Learners
      Drive Compensation Incentives for Learning
      Succession Based Learning
      Integrated HRMS provides one unified record with all info, for better reporting
      Speed On-Boarding
      Automatically push on-boarding & learning plans to new employees
      Use learning compliance / completed courses as data points that can drive compensation
      Link learning plans to development goals for employees
      Link Learning to Development
      Improve Social / Informal Learning
      Improve Talent
      Mobility
      Link learning activities to positions to succession plans for high-value employees
      Tie learning plans to career paths employees wish to pursue
      Facilitate dialogue with Forums for courses; use Wikis to push out pre-work;Blogs to share info
    • 36. POLLING SLIDE: Are you integrating learning with the other parts of HR?
      Learning Integrated with Recruiting
      Learning Integrated with Performance
      Learning Integrated with Development
      Learning Integrated with Succession
      Learning Standalone only
      *Select all that apply
    • 37. Technology Requirements for Talent Based Learning
      Complete set of TM/LM/HR Applications
      HRMS, Recruiting, Development, LMS, Performance, Goals, Compensation, Succession
      Imbedded Analytics & Reporting Service
      Feature rich tool, Business-user friendly, Flexible delivery
      Shared Core Services
      Single user experience ,Security, User management, Workflow
      Single Data Source
      HR record, Talent data, Learning data, Competencies, Job profiles
    • 38. Centralized Data
      Goals / Revenue
      Performance
      LMS / Dev.
      TM Analytics
      Talent-based Learning Application Rollout
      • HR data
      • 39. Key org. competencies
      • 40. Job profiles
      • 41. Talent profiles
      • 42. Establish rev. related goals
      • 43. Establish key org. goals to track
      • 44. Establish Performance
      • 45. Align individual goals
      • 46. Align individual competencies
      • 47. Align learning to development
      • 48. Create / import content
      • 49. Establish benchmarks
      • 50. Create analytics
      CONFIDENTIAL
      16
    • 51. Keys to a Successful Technology Rollout
      Executive sponsorship & Governance
      Business-driven (but with IT’s help)
      Well defined goals, scope, and plan
      Focus on configuration (vs. customization)
      Open communication
      Training & end user adoption
      Organizational change management
      Vendor partnership
    • 52. Integrated Infrastructure
      Business Results
      Business Impact
      Completeness
      Employee Results
      Integrated
      Learning
      Training : Performance
      Training : Sales
      Course Results
      LMS Reports
      Kirkpatrick Score
      Competency Prof.
      Single point solutions
      Course
      SurveysHighly subjective
      No direct correlations
      AttendanceLittle / no
      Business Value
      Integrated Learning Analytics
      LMS Reports
      Course Reports
      Effectiveness of Metrics to Measure Business Impact
    • 53. Measuring Results: What are the Metrics / Analytics?
    • 54. Analytics: What is Being Tracked Today
      Talent Metrics Tracked
      2010 State of Global People Management
      162%
      111%
      97%
      76%
      80%
      84%
      30%
      40%
      34%
      57%
      46%
      22%
      13%
      17%
      6%
      % Growth
      • Recruiting tracks the largest number of metrics
      • 55. Today’s metrics are largely tactical
      • 56. Strong growth in more impactful metrics
    • POLLING SLIDE: What is Your Organization Measuring?
      Training Metrics Only (e.g. attendance, completion, course surveys)
      Kirkpatrick Level Two & Three
      Basic analytics (e.g. effect of training on performance, goal achievement to test scores)
      Advanced analytics (e.g. Workforce productivity, return on training investment)
    • 57. Sales Example: Competencies vs. Sales Bookings
    • 58. Manufacturing Org Goal Achievement vs. Training Scores
      5
      5
      5
      1
      9
      8
      8
      5
      1
      8
      5
      2
      1
      15
      8
      2
      Goal Achievement: 20% reduction in Manufacturing error rate vs. Avg. Test Scores on 4 courses
      Exceed
      94 % met or exceeded the goal
      Met
      Goal Achievement
      Close
      72% did not
      Achieve goal
      Miss
      >60%
      80%
      100%
      90%
      70%
      Avg. Test Scores
    • 59. Performance Based Learning: Calculating Return on Investment
      *Use correlation to show relationship between training and result
    • 60. Near Term Tactics
      Focus: Current year business goals & group to focus on
      Pick Competencies: What are 2-3 key competencies that can improve success at goal
      Performance Process: Get engaged in before / after performance scores for your target audience
      Execute: Execute your learning program(s)
      Measure: Look at before / after measures against performance / goal attainment to see success
      Don’t Boil The Ocean
    • 61. SumTotal – What We Offer
      Complete End-to-end Talent Solution
      • Deployed in 156 countries & 39 languages
      • 62. 98% Customer Retention
      • 63. 20+ years of Domain Experience
      • 64. Rapidly Scalable Global Infrastructure
      • 65. Profitable with Consistent Growth
      • 66. Significant Financial Backing
      • 67. Long-standing Global Customer Community
      • 68. Offices in US, Europe, India, China, Japan, & Australia
      • 69. One Partner for All of Your Talent Needs
    • Most Complete – Comprehensive & End-to-end
      Complete End-to-end Solution
      Broadest & Deepest Capabilities
      Holistic Talent Management Workflows
      Pervasive Embedded Analytics
      Seamless User Experience
      Proven, Scalable Architecture
      Highly Configurable & Easy to Use
      Talent-based system of record
    • 70. 4+ Years in the Leader’s Quadrant (Gartner)Gartner Magic Quadrant for Corporate Learning Systems
      Rated “Visionary”(Gartner EPM MQ)“…well-suited for global organizations seeking best-in-class…functionality”
      Highest Rated Overall (Bersin TM Systems) “…best-suited to support the needs of large, multinational organizations that are seeking a well-integrated and global solution”
      Highest Rated Overall(Ventana Total Compensation)“The top supplier, based on the weighted factoring of the seven product and customer assurance categories…”
      Highest Rated in Product Offering (Forrester TM)“...among the leaders for integrated performance & compensation solutions”
      Highest Score Among All Vendors (Forrester)Forrester Wave for Enterprise Learning Suites”
      Highest Rated Overall (AMR Strategic HCM)“...the broadest and most mature application suite in the strategic HCM specialist space”
      Most Innovative - Recognized as Leader by Analysts
    • 71. Summary
      Performance based development & learning delivers measurable results
      It is also better aligned to the overall business results
      Start by looking at several key process integrations
      Integrated technology is key to addressing the challenge
      Pick metrics that show relevance to your business
      Near term: Don’t try to boil the ocean
    • 72. Questions & Answers
      Visit us at www.sumtotalsystems.com and through these social channels:
      @SumtotalSystems
      http://www.linkedin.com/groups?home=&gid=45382
      http://www.facebook.com/SumTotal.Systems
    • 73. Join Our Next CLO Webinar!
      Thursday, February 3, 2011
      What to Consider When Designing Content for Adaptive Learning
      CLO Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
      Register at www.clomedia.com/events
      Join the CLO Network: http://network.clomedia.com/
      #CLOwebinars