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Putting hr in the driver’s seat of collaborative social learning and leadership development
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Putting hr in the driver’s seat of collaborative social learning and leadership development

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New technologies, social media and shifting workforce demographics are changing how work gets done, employees learn and leaders are developed, resulting in a highly collaborative environment where ...

New technologies, social media and shifting workforce demographics are changing how work gets done, employees learn and leaders are developed, resulting in a highly collaborative environment where group creativity powers productivity and innovation. As social tools climb the maturity curve, HR should step up and own social initiatives to help the organization gain intellectual control, ensure employees have access to information, develop skills, develop leaders, strengthen employee engagement and preserve company culture.

In this webinar you'll learn how to:
• Understand the importance of HR owning social learning and leadership development initiatives.
• Understand how HR’s ownership of social learning initiatives helps organizations gain intellectual control, ensure employees have access to information, strengthen internal connections and preserve company culture.
• Gain insight into how HR can drive the organization to facilitate better, more productive self-paced learning and leadership development.

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    Putting hr in the driver’s seat of collaborative social learning and leadership development Putting hr in the driver’s seat of collaborative social learning and leadership development Presentation Transcript

    • Putting HR in the Driver's Seat of Collaborative Learning and Leadership Development Meghan M. Biro CEO and Founder, TalentCulture Consulting Group Kevin W. Grossman Director of Product Marketing, Peoplefluent November 12, 2013 © 2013 Peoplefluent Putting HR in the Driver’s Seat│1
    • Agenda Are You in the Driver’s Seat? Performance and One Size Fits One Challenges It’s All About Engagement What Can Technology Do to Drive Learning, Leadership Development & Engagement? • Recap • Q&A • • • • • © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │2
    • Are You in the Driver’s Seat? © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │3
    • Poll Question #1 What are your primary people development initiatives for 2014? (select all that apply) • • • • • • • • • • SCORM-compliant training Cross-functional training Job shadowing Career pathing Just-in-time learning via on-demand videos Peer-to-peer learning communities Leadership development Mentor programs Internship programs All of the above © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │4
    • Performance Is The Goal © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │5
    • One Size Fits One © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │6
    • One Little Hashtag © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │7
    • Taking Development Seriously © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │8
    • Taking Development Seriously © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │9
    • Doesn’t Everyone? © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │10
    • The Challenges We Face As Employees Who I work with is just as important as the company I work for! Where do I find the content that really helps me learn what I need to know? Can someone explain to me the process for this? I can’t believe there’s no documentation about this! I’m so frustrated that nobody’s on the same page! Does anybody know the answer to this question? Who should I work with on this project? I have no idea where to start. Who’s that guy and what does he do? © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │11
    • The Challenges We Face As Managers If she quits, we’re in trouble. She’ll take so much knowledge with her! I just had a great 1:1 with my employee; I wish you all had been there. I know there’s a performance issue here, but I don’t know why it’s happening! How can I create more continuous training content? I wish my team could learn from my experience. We just spent two hours in a meeting and everyone took something different out of it. My employee is so passionate; I wish the rest of my team was like that. We’ve done so many edits, I don’t know which version we’re on anymore. © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │12
    • Poll Question #2 Employee engagement at my company is: • • • • • • Great Good Fair Not so good Oh my No comment © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │13
    • Engagement The state of emotional and intellectual involvement that motivates employees to do their best work and perform at their full potential. © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │14
    • Energy, Drive & Focus “Why do we call it engagement? When employees meet each other in the hallway, do they ask each other ‘Are you engaged today? No, they don’t. What we’re really talking about is improving individual and organizational energy, drive and focus.” Marcia Conner Collaborative learning thought leader, author and Principal of the SensifyGroup © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │15
    • Lots of Folks Aren’t. So what? © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │16
    • Yikes • $300 billion productivity problem • 70% of employees aren’t fully engaged © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │17
    • Problem: Workforce Engagement © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │18
    • Problem: Workforce Engagement “State of American Workplace”, Gallup, June 2013 57% 3% 22% 1% Engaged 70% 40% 45% 33% 30% 38% 52% Not Engaged ENGAGE by: 61% 18% Actively Disengaged 97% • • • • • • • • • • • • • • • Learning Development Collaboration Communication Goal Setting Assessment Measurement Incentive Reward Career Planning Succession Recognition Analytics Visibility Transparency of American workers are “not engaged” or “actively disengaged” © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │19
    • The Effects on Business Amount companies lose per disengaged employee per year Typical cost of turnover as a percentage of salary $ 2,246.00 48% - 61% © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │20
    • And That’s the Organizational Challenge © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │21
    • The Effects on Business When compared to their competitors organizations with world-class engagement are Organizations with high engagement levels post total shareholder returns 18% More Productive 22% Higher than Average © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │22
    • Higher Engagement = Growth • Higher growth and stock prices for public companies • Outperformed the S&P average 8 of 10 years • Increasing employee engagement number one strategic priority © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │23
    • Employee Engagement Elements • Social o Is this an organization where I feel involved, part of a good team? o Is my organization serving the community? • Intellectual o Am I able to grow? o Is my job stretching and interesting? o Do I know what’s happening? o Do my opinions count? • Emotional o Do I care about the organization and feel I belong? o Am I valued? © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │24
    • Employee Engagement Types Rational Commitment Emotional Commitment Employees exert discretionary effort when they believe in the value of their job, their team, and their organization Employees stay with their organizations when they believe it is in their self-interest © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │25
    • Poll Question #3 What learning and collaboration systems do you currently have deployed at your company? (select all that apply) • Learning Management System (integrated with Talent Management System) • Learning Management System (stand-alone) • Social Collaboration Platform (outside vendor) • Social Collaboration Platform (developed internally) • Company Intranet (outside vendor) • Company Intranet (developed internally) • None of the above © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │26
    • Social Collaboration Tech Helps © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │27
    • Business Collaboration & Learning • Collaboration has become more important to business - strategic • Organizations are still adapting to collaboration in business • Deployment of collaborative initiatives starts at top • Collaboration improves communication, learning and leadership development © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │28
    • States of Social Collaboration • It’s ranked as one of the top priorities (16%) • Most organizations do not restrict collaboration (47%) • It has improved results of activities and processes significantly • Better communication, learning knowledge sharing is top benefit (72%) © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │29
    • States of Social & Informal Learning • More than 80% of corporate learning occurs through informal approaches • Over 60% of organizations are leveraging social learning in some fashion today © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │30
    • States of Video Technology • 188.5 million Americans watched 46.7 billion online content videos in August 2013 • 75% of executives watch business related videos every week. • MOOC’s are everywhere © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │31
    • Massive Open Online Courses 70 percent of respondents said they saw opportunities to integrate MOOCs into their own company’s learning programs © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │32
    • Social Collaboration Boosts What areas does social collaboration help your company achieve its goals? 49% Knowledge sharing 37% Collaborating 34% Learning Meeting Onboardin g 24% 23% Related Research: > Management (54%) majorly believes that internal social media software or services help companies in sharing knowledge. > Almost two-thirds of Very Large (64%) businesses believe internal social media software or services help in sharing knowledge. © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │33
    • The People Life Cycle Model Data Integrity Plan Acquire Train Compensate Retain Develop Transition Collaboration and Analytics Workforce Planning & Analytics Workforce Planning & Analytics Workforce Planning & Analytics Contingent Workforce Management Contingent Workforce Management Succession Planning Succession Planning Learning & Development Performance Management Recruiting Recruiting Compensation Management Workforce Compliance & Diversity © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │34
    • For Example • Rich video content for learning, knowledge transfer, collaboration and communication • Coaching, guidance and learning for leaders • Communicating more effectively • Aligning company and business goals • Enhancing productivity of learning through video • Connecting informal learning with quizzes • Integrating with LMS © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │35
    • Embrace the Continuous Informal • Capture those critical water cooler conversations • Share the knowledge that comes from an individual’s experience • Create a centralized knowledge repository for your team or your entire organization, where every member contributes and all ‘tribal knowledge’ is documented (videos) © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │36
    • You Can Do This • Create an easy-to-use onboarding checklist that guides employees through their training and provides a single source for all the information they need • Customize the pace of learning to suit an employee’s individual needs and ensure better knowledge retention • Connect your new employees with their colleagues and culture on their first day © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │37
    • How to Get Started • Know what you’re trying to achieve • Technology should not be disruptive – the key to adoption is implementing systems that enhance your business process, not disrupt it • Mirror Your Users; remember one size fits one • Match Goals with Strategy: Ask the right questions, get the right data © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │38
    • Recap • Engagement matters – a lot • Use social collaboration tools to increase engagement • Employee satisfaction and engagement along with retention rates are the most important workforce metrics • Social learning increases employee engagement in organizational processes • Social Collaboration can be leveraged across the entire Employee Lifecycle © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │39
    • Just Drive © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │40
    • Peoplefluent Overview Helps management make better people decisions based on analytics and detailed HR information. Helps employees find their career path, communicate, collaborate and learn. Helps HR & learning pros measure the effectiveness Of learning programs and demonstrate the results to the business. © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │41
    • Creating a more engaging workspace Single Sign-on Configurable dashboard Fast links to all your solutions in one place View active content, communities that is relevant to you Drive manager preparedness and promote seasonal priorities View learning actions to build your career Pervasive Video View facts that highlight areas that should be noted Groups & Workspaces © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │42
    • Thank you! Questions? Kevin W. Grossman Director of Product Marketing kevin.grossman@peoplefluent.com @KevinWGrossman 831-419-6810 Meghan M. Biro CEO and Founder, TalentCulture Consulting Group mbiro@talentculture.com @MeghanMBiro 617-921-2071 © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │43