Using Talent Development Reporting     Principles to Run Learning Like a                 BusinessYou can listen to today’s...
Using Talent Development Reporting Principles to Run Learning Like a             Business   Speaker:     Dave Vance       ...
Tools You Can Use• Q&A –   Click on the Q&A icon on     your floating toolbar on the     top of your screen. – Type in you...
Tools You Can Use• Polling  – The poll will appear on the    right side of your screen  – Select the best option for    ea...
Frequently Asked QuestionsWill I receive a copy of the webinar recording?                               YES       Will I r...
Using Talent Development Reporting Principles to Run Learning Like a             Business                  Deanna Hartley ...
Using Talent Development Reporting Principles to Run Learning Like a             Business               Dave Vance        ...
Chief Learning Officer Webinar    Sponsored by Skillsoft       September 13, 2012           David Vance
The basics of running learning like abusinessTalent Development Reporting Principles(TDRP)◦ What is it?◦ How can it help?Q...
Help our organizations achieve their goals◦ Achieve their goals more quickly◦ Achieve their goals at lower costBest accomp...
1.   Align learning to business goals2.   Plan it carefully3.   Execute and report with discipline4.   Measure and evaluat...
Proactive, strategic exercise◦ Meet with CEO or business unit leader◦ Learn about next year’s goals and priorities◦ Learn ...
A: Proactively to align learning to business goalsB: Align to business goals as requests for learning come inC: No process...
Meet with stakeholders to understand◦ Business need◦ Learning’s role (if any)Agree with stakeholder on◦   Specific program...
If done proactively◦ Develop a business case for key learning   All costs   Benefits◦ Create a business plan for learning ...
A: Written business plan for learning approved by the CEO,governing body or other senior leadersB: Written business plan f...
Manage your execution to deliver plannedoutcomes, effectiveness, and efficiencyReview progress monthly within L&D◦   Year-...
A: Report results to our CEO or top-level leader at leastquarterlyB: Report results to our SVP of HR or other direct repor...
Execute your measurement and evaluationstrategy. For example,◦   Level 1 for all courses◦   Level 2 where appropriate◦   L...
Conceptually not difficultChallenging in practiceRequires new skills for some, confidence toapply them for othersSome comm...
Brings principles, standards, definitions andrecommended statements and reports totalent developmentAnswers key questions:...
Began in fall 2010 by Kent Barnett (CEO,Knowledge Advisors) and Tamar Elkeles (VP ofLearning and Organization Development,...
Standard Measures:          • Outcome measures: What Reports                                      is the impact on the    ...
Three Statements:                             • Outcome Statement                             • Effectiveness             ...
Three Reports: • Summary Report • Program Report                    Reports • Operations Report                           ...
•   Three standard statements      •   Summary statements show     ◦ Outcome                           ◦ Last year’s actua...
Shows alignment of learning to goalsExpected impact of learning on those goals◦ Isolated impact of learning (level 4)    P...
Results through June                                                                                                      ...
Kirkpatrick/Phillips five levels◦ Level 1: Satisfaction, Forecasts of levels 3-5      Participant      Sponsor◦   Level   ...
Chief Learning Officer Webinar   September 13, 2012
•   Volume                           •    Utilization     ◦ Participants                         ◦ Courses, classes, instr...
Chief Learning Officer Webinar   September 13, 2012
•   Three levels of reports             •   Executive-level reports     ◦ Summary Report (for CEO)             show     ◦ ...
Results Through June                                                                                    2011              ...
Results Through June                                                                                   2011               ...
Chief Learning Officer Webinar   September 13, 2012
Chief Learning Officer Webinar   September 13, 2012
Chief Learning Officer Webinar   September 13, 2012
Simple, consistent approach to reporting◦ Use standard definitions to extract and convert data into  three types of measur...
Executive Reporting Process              Senior Executives                              Learning Executives               ...
Step 1: Align learning to goals◦ => The Outcome StatementStep 2: Plan carefully◦ => The three statementsStep 3: Execute wi...
Running learning like a business◦ The Business of Learning by David Vance◦ The Chief Learning Officer by Tamar Elkeles and...
Questions & Answers      Dave Vance      Former President      Caterpillar University                               #CLOwe...
Join Our Next CLO Webinar           Virtual Training: Building a            Global Training Strategy          Wednesday, S...
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Using Talent Development Reporting Principles to Run Learning Like a Business

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The most successful CLOs today run learning like a business. This means aligning learning to the business goals, carefully planning key programs and agreeing on measures of success, and then actively managing the programs to achieve the planned outcomes, effectiveness and efficiency. Talent Development Reporting Principles (TDRp) is a fast-growing, industry-led initiative designed help CLOs do just this — run learning like a business. TDRp introduces three common statements to organize outcome, effectiveness and efficiency measures, and three recommended reports for senior leaders to use in managing L&D, including one designed for the CEO. With the help of leading practitioners and industry thought leaders, TDRp answers the age-old questions in the context of running learning like a business:

What data should we collect and how should the measures be defined?

What do CLOs, CEOs and other senior leaders want to see and how should it be presented?

How can we show the important role learning plays in achieving organizational goals?

Join Dave Vance, former CLO for Caterpillar and author of The Business of Learning, to learn more about running learning like business and how TDRp can help. Vance, who is co-author of the TDRp papers, will provide an introduction to TDRp, including recommendations for categorizing measures and creating standard statements and reports. See how the principles of running learning like a business combined with the recommendations of TDRp can help you be a better and more strategic business partner in your organization, delivering the right outcomes with greater effectiveness and efficiency. For more information go to TDRprinciples.org.

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Using Talent Development Reporting Principles to Run Learning Like a Business

  1. 1. Using Talent Development Reporting Principles to Run Learning Like a BusinessYou can listen to today’s webinar using your computer’s speakers or you may dial into the teleconference. If you would like to join the teleconference, please dial 1.408.600.3600 and enter access code 921 466 798 # You will be on hold until the seminar begins. #CLOwebinar
  2. 2. Using Talent Development Reporting Principles to Run Learning Like a Business Speaker: Dave Vance Former President Caterpillar University Moderator: Deanna Hartley Senior Editor Chief Learning Officer magazine #CLOwebinar
  3. 3. Tools You Can Use• Q&A – Click on the Q&A icon on your floating toolbar on the top of your screen. – Type in your question in the space provided – Click on “Send.” #CLOwebinar
  4. 4. Tools You Can Use• Polling – The poll will appear on the right side of your screen – Select the best option for each question – Click on “Submit” #CLOwebinar
  5. 5. Frequently Asked QuestionsWill I receive a copy of the webinar recording? YES Will I receive a copy of the slides? YES Please allow up to 2 business days to receive these materials #CLOwebinar
  6. 6. Using Talent Development Reporting Principles to Run Learning Like a Business Deanna Hartley Senior Editor Chief Learning Officer magazine #CLOwebinar
  7. 7. Using Talent Development Reporting Principles to Run Learning Like a Business Dave Vance Former President Caterpillar University #CLOwebinar
  8. 8. Chief Learning Officer Webinar Sponsored by Skillsoft September 13, 2012 David Vance
  9. 9. The basics of running learning like abusinessTalent Development Reporting Principles(TDRP)◦ What is it?◦ How can it help?Q&A Chief Learning Officer Webinar September 13, 2012 8
  10. 10. Help our organizations achieve their goals◦ Achieve their goals more quickly◦ Achieve their goals at lower costBest accomplished by running learning like abusiness focusing on◦ Outcomes (Are we doing the right things?)◦ Effectiveness (How well?)◦ Efficiency (How much and at what cost?) Chief Learning Officer Webinar September 13, 2012 9
  11. 11. 1. Align learning to business goals2. Plan it carefully3. Execute and report with discipline4. Measure and evaluate Chief Learning Officer Webinar September 13, 2012 10
  12. 12. Proactive, strategic exercise◦ Meet with CEO or business unit leader◦ Learn about next year’s goals and priorities◦ Learn who the stakeholders areIf not done proactively, at least be sure therequested learning does support thehighest-priority business goals◦ May mean saying “No” to some requests Chief Learning Officer Webinar September 13, 2012 11
  13. 13. A: Proactively to align learning to business goalsB: Align to business goals as requests for learning come inC: No process to ensure alignment but most of our learning isaligned to business goalsD: No process and much of our learning is probably notaligned to business goalsE: We really don’t know what our business goals are Chief Learning Officer Webinar September 13, 2012 12
  14. 14. Meet with stakeholders to understand◦ Business need◦ Learning’s role (if any)Agree with stakeholder on◦ Specific programs, type of learning◦ Target audience, location, completion dates◦ Number of participants◦ Roles and responsibilities◦ Measures of success Expected impact of learning on business goal◦ Costs Chief Learning Officer Webinar September 13, 2012 13
  15. 15. If done proactively◦ Develop a business case for key learning All costs Benefits◦ Create a business plan for learning including Strategic alignment Expected results from learning Business case Measurement and evaluation strategy◦ Have plan approved by CEO and senior leaders Chief Learning Officer Webinar September 13, 2012 14
  16. 16. A: Written business plan for learning approved by the CEO,governing body or other senior leadersB: Written business plan for learning but not approved bysenior leadersC: PowerPoint business plan for learning approved or sharedwith senior leadersD: We have L&D goals but no formal plan. We respond torequests as they come in. Chief Learning Officer Webinar September 13, 2012 15
  17. 17. Manage your execution to deliver plannedoutcomes, effectiveness, and efficiencyReview progress monthly within L&D◦ Year-to-date results versus plan◦ Will you make plan?◦ If not, what is the forecast?◦ What action should you take?Review progress at least quarterly with CEO,senior leaders◦ Focusing on most important business goals, key measures Chief Learning Officer Webinar September 13, 2012 16
  18. 18. A: Report results to our CEO or top-level leader at leastquarterlyB: Report results to our SVP of HR or other direct report to thetop-level leader at least quarterlyC: Report semi-annually or annuallyD: Don’t report results to others Chief Learning Officer Webinar September 13, 2012 17
  19. 19. Execute your measurement and evaluationstrategy. For example,◦ Level 1 for all courses◦ Level 2 where appropriate◦ Level 3 for 10 key programs◦ Levels 4 and 5 for three key programsDid you achieve your goals?If not, what can you learn? What can youimprove?If you exceeded goals, what can you learn? Chief Learning Officer Webinar September 13, 2012 18
  20. 20. Conceptually not difficultChallenging in practiceRequires new skills for some, confidence toapply them for othersSome common objections◦ No standards in place to provide guidance◦ No internal processes to support it◦ Not comfortable with business-like approachTDRp can help Chief Learning Officer Webinar September 13, 2012 19
  21. 21. Brings principles, standards, definitions andrecommended statements and reports totalent developmentAnswers key questions:◦ What does the CLO need to run learning like a business? What data should we collect? How are the measures defined?◦ What do the CEO and senior leaders want to see and how should it be presented? Chief Learning Officer Webinar September 13, 2012 20
  22. 22. Began in fall 2010 by Kent Barnett (CEO,Knowledge Advisors) and Tamar Elkeles (VP ofLearning and Organization Development,Qualcomm)Engaged industry thought leaders like Fitz-enz,Bassi, Phillips, Brinkerhoff, Bersin and CLOs ofmajor organizationsTDRp for L&D completed in March 2012. Nowbeing extended to rest of HR. Chief Learning Officer Webinar September 13, 2012 21
  23. 23. Standard Measures: • Outcome measures: What Reports is the impact on the business? • Efficiency measures: How much? How many? At what cost? • Effectiveness measures: How well? Statements Program/ Initiative System Wide Analytics Analytics Standard MeasuresSpecific methodology (e.g. Systems and processes Phillips, Brinkerhoff) for organizing data, calculating measures Data Data Sources and Systems Chief Learning Officer Webinar September 13, 2012 22
  24. 24. Three Statements: • Outcome Statement • Effectiveness Reports Statement • Efficiency Statement Program/ Initiative System Wide Analytics Statements Analytics Standard MeasuresSpecific methodology (e.g. Systems and processes Phillips, Brinkerhoff) for organizing data, calculating measures Data Data Sources and Systems Chief Learning Officer Webinar September 13, 2012 23
  25. 25. Three Reports: • Summary Report • Program Report Reports • Operations Report Statements Program/ Initiative System Wide Analytics Analytics Standard MeasuresSpecific methodology (e.g. Systems and processes Phillips, Brinkerhoff) for organizing data, calculating measures Data Data Sources and Systems Chief Learning Officer Webinar September 13, 2012 24
  26. 26. • Three standard statements • Summary statements show ◦ Outcome ◦ Last year’s actual ◦ Effectiveness ◦ Plan (or goal) for this year ◦ Efficiency ◦ Year-to-date results• Standard measures are • Detail statements show used but choice of ◦ Monthly, quarterly, trend data measures depends on ◦ Granularity organization ◦ Without plan Chief Learning Officer Webinar September 13, 2012 25
  27. 27. Shows alignment of learning to goalsExpected impact of learning on those goals◦ Isolated impact of learning (level 4) Participant’s forecast Sponsor’s forecast, estimate Statistical estimate (after the training is completed)◦ Application (level 3)◦ Proxies for impact In some cases may be number of participants◦ Agreed upon with stakeholder upfront Chief Learning Officer Webinar September 13, 2012 26
  28. 28. Results through June 2011 For 2012Priority Business Outcomes and Learning Impact Actual Plan Jun YTD % of Plan 1 Revenue: Increase Sales by 20% Corporate Goal or Actual % 10% 20% 17% 85% Application of Training: % Applying 3 key concepts % NA 80% 85% 106% 2 Leadership: Increase EOS (1) Leadership Score by 5 Points Corporate Goal or Actual Points 0 pts 5 pts 3 pts 60% Impact of Training: Time spent coaching direct reports Minutes/wk NA 60 50 83% 3 Safety: Reduce Injuries by 20% Corporate Goal or Actual % 10% 20% 15% 75% Impact of Training: 70% reduction in injuries due to L&D % 5% 14% 11% 79% 4 Call Center Satisfaction: Improve Satisfaction Score by 4 Points Corporate Goal or Actual Points 1.6 4.0 2.9 73% Impact of Training: High, Medium, Low High/Medium/Low NA High High 5 Comply with New Regulations Corporate Goal or Actual % in compliance 100% 100% 100% Impact of Training: Essential for compliance NA Essential Essential 6 Innovation: Generate 10 New Patentable Ideas Corporate Goal or Actual # 4 10 7 70% Impact of Training: None planned NA NA NA Chief Learning Officer Webinar September 13, 2012
  29. 29. Kirkpatrick/Phillips five levels◦ Level 1: Satisfaction, Forecasts of levels 3-5 Participant Sponsor◦ Level 2: Amount learned◦ Level 3: Application rate◦ Level 4: Impact◦ Level 5: Value (net benefit or ROI)Some will have only L1, L2 Chief Learning Officer Webinar September 13, 2012 28
  30. 30. Chief Learning Officer Webinar September 13, 2012
  31. 31. • Volume • Utilization ◦ Participants ◦ Courses, classes, instructors ◦ Courses, classes, hours ◦ By ILT, vILT - Offered, taken • Effort to develop and maintain ◦ By ILT, vILT, WBT, etc. • Reach• Costs • Cycle times ◦ Development, delivery, ◦ Performance consulting, management development, delivery ◦ Tuition ◦ Opportunity ◦ Cost reduction due to e- learning *See a complete list in the Definition of Terms and Measurements document Chief Learning Officer Webinar September 13, 2012 30
  32. 32. Chief Learning Officer Webinar September 13, 2012
  33. 33. • Three levels of reports • Executive-level reports ◦ Summary Report (for CEO) show ◦ Program Report (for CLO) ◦ Last year’s actual ◦ Operations Report (for CLO) ◦ Plan (or goal) for this year ◦ Year-to-date results◦ Highly customized, ◦ Forecast for this year pulling the most important • Detailed reports for measures from the managers may show statements ◦ Monthly, quarterly, trend data ◦ Granularity ◦ Without plan or forecast Chief Learning Officer Webinar September 13, 2012 32
  34. 34. Results Through June 2011 For 2012Impact of Learning Actual Plan Jun YTD % Plan Forecast On Top Ten Business Goals (1) Sponsor Estimate of Impact On 5 point scale 2.3 pts 2.5 pts 2.4 pts 2.4 pts Application Rate % who applied it 65% 75% 71% 73% Total Participants Number 25,000 30,000 17,268 58% 32,000 On Top Three Business Goals Increase in Sales by 20% Corporate Goal or Actual % 2% 20% 17% 20% Application of Training (application rate) % NA 80% 85% 85% Total participants Number 386 1,000 826 83% 1,115 Increase Leadership Score by 5 points Corporate Goal or Actual points 0 pts 5 pts 3 pts 4 pts Impact of Training (time spent coaching) minutes/week NA 60 50 50 Total participants Number 0 400 168 42% 400 Reduce Injuries by 20% Corporate Goal or Actual % 10% 20% 9% 20% Impact of Training: 70% reduction in injuries due to L&D % 5% 14% 6% 43% 14% Total participants Number 4,216 11,000 5,826 53% 11,300 Total Participants in All Programs Number 40,121 50,000 22,013 44% 48,000 Unique Participants in All Programs Number 20,263 23,000 18,407 80% 24,000 Chief Learning Officer Webinar September 13, 2012
  35. 35. Results Through June 2011 For 2012 Actual Plan Jun YTD % Plan ForecastEffectiveness Participant Feedback % favorable 80% 85% 87% 102% 85% Sponsor Feedback % favorable 75% 80% 77% 96% 78% Learning Score 78% 85% 83% 84% Application rate % who applied it 61% 75% 78% 79%Efficiency % of courses developed on time % 82% 95% 88% 94% % of employees reached by L&D % 85% 88% 72% 88% % of ees with development plan % 82% 98% 95% 96% E-learning course utilization rate % taken by 20+ 83% 97% 91% 97%L&D Investment L&D Expenditure Million $ $15.8 $20.2 $9.9 49% $20.2 Opportunity Cost Million $ $3.4 $2.9 $1.3 45% $2.9 Cost Reduction (internal to L&D) Thousand $ $63 $295 $168 57% $325Note: (1) Learning is expected to contribute to achievement of all ten top goals except Goal 8: Open Office in Beijing Key programs in support of the top ten goals include Marketing, Leadership, Safety, Fraud Detection, Business Acumen, Engineering, Performance Mgt, New Employee Orientation, and Innovation. Chief Learning Officer Webinar September 13, 2012
  36. 36. Chief Learning Officer Webinar September 13, 2012
  37. 37. Chief Learning Officer Webinar September 13, 2012
  38. 38. Chief Learning Officer Webinar September 13, 2012
  39. 39. Simple, consistent approach to reporting◦ Use standard definitions to extract and convert data into three types of measures Outcome, effectiveness, and efficiency◦ Create three standard statements with these measures Outcome, Effectiveness, and Efficiency◦ Create three types of customized reports from these statements Summary, Program (Initiative), and Operations Chief Learning Officer Webinar September 13, 2012 38
  40. 40. Executive Reporting Process Senior Executives Learning Executives 39Executive L&D Summary L&D Program L&D OperationalReports Report Report Report Quarterly Monthly Monthly Learning Learning OutcomeStatements Statement Effectivenes Efficiency Guiding Principles s Statement StatementData Sets Outcomes Effectiveness Efficiency Extract, convert and calculate Standard MeasuresDataSources Financial Data Learning Management Evaluation Other Sources: System System HRIS, CRM, ERP Chief Learning Officer Webinar September 13, 2012
  41. 41. Step 1: Align learning to goals◦ => The Outcome StatementStep 2: Plan carefully◦ => The three statementsStep 3: Execute with discipline◦ => The three reportsStep 4: Measure and evaluate◦ => All statements and reports Chief Learning Officer Webinar September 13, 2012
  42. 42. Running learning like a business◦ The Business of Learning by David Vance◦ The Chief Learning Officer by Tamar Elkeles and Jack Phillips◦ Strategic Learning Alignment by Rita SmithResources Available at TDRprinciples.org◦ 56-page white paper, 18-page overview, 4-page summary◦ Definition of terms and measures for L&D◦ PowerPoints◦ Sample write-up of an L&D Summary Report for a CEOContact Dave Vance for more information:dave@poudrerivergroup.com Chief Learning Officer Webinar September 13, 2012 41
  43. 43. Questions & Answers Dave Vance Former President Caterpillar University #CLOwebinar
  44. 44. Join Our Next CLO Webinar Virtual Training: Building a Global Training Strategy Wednesday, September 19, 2012CLO Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register at www.clomedia.com/eventsJoin the CLO Network: http://network.clomedia.com/ #CLOwebinar
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