Learning Services in the USA
Standards and Issues
Michael Leimbach, Ph.D
October 2010
© 2010 Wilson Learning Worldwide Inc. 2
Consistency
Expectations
Replication
Creativity
Innovation
Standards
Innovations
© 2010 Wilson Learning Worldwide Inc. 3
Structure of Presentation
Purpose
Dialogue about the state of the learning service...
© 2010 Wilson Learning Worldwide Inc. 4
Our Mission
Helping people and organizations
achieve performance with fulfillment
...
© 2010 Wilson Learning Worldwide Inc. 5
NORTH
AMERICA
Minneapolis
Orlando
Atlanta
Boston
Chicago
Dallas
Los Angeles
New Yo...
© 2010 Wilson Learning Worldwide Inc. 6
What is the US Learning Services Industry?
Size of the Market
US companies spend $...
© 2010 Wilson Learning Worldwide Inc. 7
Also a Large US Export
USA is worlds largest exporter of Learning Services
USA’s f...
© 2010 Wilson Learning Worldwide Inc. 8
Learning Service Standards
Consistency
Expectations
Replication
© 2010 Wilson Learning Worldwide Inc. 9
Many Types of Buyers and Providers
Very large number of Learning Services Provider...
© 2010 Wilson Learning Worldwide Inc. 10
Many Types of Buyers and Providers
Many types of buyers of Learning Services
– Go...
© 2010 Wilson Learning Worldwide Inc. 11
Learning Services Standards in the USA
Ethical Standards (AHRD)
Internal Service ...
© 2010 Wilson Learning Worldwide Inc. 12
Standards on Ethics and Integrity (AHRD)
General Principles
Competence
Integrity
...
© 2010 Wilson Learning Worldwide Inc. 13
Internal Service Standards (ISO 10015)
Internal Corporate Universities to Support...
© 2010 Wilson Learning Worldwide Inc. 14
Continuing Education Credit
Standards (IACET)
For organizations offering CEUs
Bus...
© 2010 Wilson Learning Worldwide Inc. 15
International Board of Standards for
Training, Performance, and Learning
Instruct...
© 2010 Wilson Learning Worldwide Inc. 16
ISO 29990: Non-Formal Learning Services
Learning Programs and Processes
– Determi...
Creativity
Innovation
© 2010 Wilson Learning Worldwide Inc. 18
Four Critical Issues Facing Organizations
Learning Transfer to Work Performance
I...
Learning Transfer to Work Performance
© 2010 Wilson Learning Worldwide Inc. 20
Learning Transfer To work performance
As currently conducted, training does not c...
© 2010 Wilson Learning Worldwide Inc. 21
Use of learning on the job
30
40
50
60
70
80
90
100
Event Immediate 6 Mos 12 Mos
...
© 2010 Wilson Learning Worldwide Inc. 22
Supporting Learning Transfer
Assess
– Knowledge and skill gaps
– Organizational n...
© 2010 Wilson Learning Worldwide Inc. 23
Learning Transfer Model
OrganizationalObjectives
Learner Readiness
Motivation to
...
© 2010 Wilson Learning Worldwide Inc. 24
System OverviewManager
Manager
Alignment
LearnerFacilitator
Preparing
your People...
© 2010 Wilson Learning Worldwide Inc. 25
System OverviewManagerLearnerFacilitator
Core
Learning
How To
Coach
Pre Learning ...
© 2010 Wilson Learning Worldwide Inc. 26
Four Critical Issues Facing Organizations
Learning Transfer to Work Performance
I...
Integrating Formal and Informal Learning
© 2010 Wilson Learning Worldwide Inc. 28
Integrating Formal and Informal Learning
More time is spent in informal
learning ...
© 2010 Wilson Learning Worldwide Inc. 29
Integrating Formal & Informal Learning
Time for learning
Technology for learning
...
© 2010 Wilson Learning Worldwide Inc. 30
Four Critical Issues Facing Organizations
Learning Transfer to Work Performance
I...
Assessing Impact of Learning
© 2010 Wilson Learning Worldwide Inc. 32
Proving Impact of Learning Services
18%
10%
7%
0 0.2 0.4 0.6 0.8 1
Reaction
Learn...
© 2010 Wilson Learning Worldwide Inc. 33
Proving Impact of Learning Services
L1: Reaction
L2: Learning
L3: Behavior
L4: Re...
© 2010 Wilson Learning Worldwide Inc. 34
Four Critical Issues Facing Organizations
Learning Transfer to Work Performance
I...
Leadership Bubble
© 2010 Wilson Learning Worldwide Inc. 36
Labor Force Growth Rate
1950-60
1960-70
1970-80
1980-90
1990-2000
2000-10
2010-15...
© 2010 Wilson Learning Worldwide Inc. 37
Labor Force Participation Rate
1950-60
1960-70
1970-80
1980-90
1990-2000
2000-10
...
© 2010 Wilson Learning Worldwide Inc. 38
Shrinking Talent Pool
© 2010 Wilson Learning Worldwide Inc. 39
Leadership Competency Gaps
-32.0
-33.0
-36.0
-40 -35 -30 -25 -20 -15 -10
Communic...
© 2010 Wilson Learning Worldwide Inc. 40
Summary and Conclusions
Effective Learning Services is important to the
global ec...
Questions?
Thank You
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Learning services in the usa standards and issues michael leimbach, global hr forum 2010.pdf, seoul, korea

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Balancing consistency and reliability with the need to continuously innovate is a critical challenge of Human Resource Development. This presentation will address the important of these issues in the USA. First, the importance of the Learning Services industry to the US economy will be established and the audience will understand that the Learning Services industry has a valuable role to play in the economic recovery.

We will then discuss the different standards that are used in the US to create consistency in the industry and to assure that the learning services that organizations purchase meet or exceed expectations. We will present standards addressing learning service providers, professionals, and what defines ethical practice in human resource development

But standards only have value if they do not prevent or inhibit innovations in the field. Therefore, the rest of the presentation will be used to address four critical innovation issues facing human resource development today: (1) improving the transfer of learning to work performance, (2) leveraging the value of integrating formal and informal approaches to learning, (3) how best to assess the impact of learning, and (4) the leadership development crisis facing companies and US government agencies.

The hope is that the presentation will provide valuable information to help shape the future of human resource development and the providing of non-formal learning services to organizations.

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Transcript of "Learning services in the usa standards and issues michael leimbach, global hr forum 2010.pdf, seoul, korea"

  1. 1. Learning Services in the USA Standards and Issues Michael Leimbach, Ph.D October 2010
  2. 2. © 2010 Wilson Learning Worldwide Inc. 2 Consistency Expectations Replication Creativity Innovation Standards Innovations
  3. 3. © 2010 Wilson Learning Worldwide Inc. 3 Structure of Presentation Purpose Dialogue about the state of the learning services industry in the US Process What Learning Services means to the US How Standards help the Learning Services industry The core innovations in Learning Services Benefit Advancing the Learning Services industry globally
  4. 4. © 2010 Wilson Learning Worldwide Inc. 4 Our Mission Helping people and organizations achieve performance with fulfillment Our Vision To provide world-class Human Performance Improvement solutions that align with our customer’s business strategy and work processes to achieve measurable results Wilson Learning Worldwide Our Capabilities - Leadership Effectiveness - Sales Force Effectiveness - Individual Effectiveness
  5. 5. © 2010 Wilson Learning Worldwide Inc. 5 NORTH AMERICA Minneapolis Orlando Atlanta Boston Chicago Dallas Los Angeles New York San Francisco Toronto LATIN AMERICA Bogotá Buenos Aires Lima Mexico City San Juan Sao Paulo EMEA Athens Brussels Copenhagen Dublin Helsinki Istanbul Johannesburg London Lublin, Poland Lund, Sweden Madrid Milan Moscow Paris Stuttgart APAC Bangkok Kuala Lumpur Seoul Singapore Sydney Philippines Undia JAPAN Tokyo Fukuoka Nagoya Osaka Worldwide Operations CHINA Beijing Hong Kong Shanghai
  6. 6. © 2010 Wilson Learning Worldwide Inc. 6 What is the US Learning Services Industry? Size of the Market US companies spend $130 Billion on Learning Services $950 to $1500 per employee 0 5 10 15 20 25 30 35 40 Billions of Dollars (US) External Services Internal Staff Internal Operations Tuition Reimbursement Technology
  7. 7. © 2010 Wilson Learning Worldwide Inc. 7 Also a Large US Export USA is worlds largest exporter of Learning Services USA’s fifth largest Service Export
  8. 8. © 2010 Wilson Learning Worldwide Inc. 8 Learning Service Standards Consistency Expectations Replication
  9. 9. © 2010 Wilson Learning Worldwide Inc. 9 Many Types of Buyers and Providers Very large number of Learning Services Providers – For Profit • Private Learning Service Providers • Colleges • Individual Trainers/consultants – Not-for-Profit • Governments (Federal and local) • Charities • Internal Learning Service Providers • Universities
  10. 10. © 2010 Wilson Learning Worldwide Inc. 10 Many Types of Buyers and Providers Many types of buyers of Learning Services – Governments (Federal and local) – Companies/Employers – Individuals – Charities/Foundations – Professional Associations – Unions
  11. 11. © 2010 Wilson Learning Worldwide Inc. 11 Learning Services Standards in the USA Ethical Standards (AHRD) Internal Service Standards (ISO 10015) Certified Professional in Learning and Performance (ASTD) Continuing Education Credit Standards (IACET) International Board of Standards for Training , Performance, and Instruction (IBSTPI) ISO Standard for non-formal learning (ISO 29990)
  12. 12. © 2010 Wilson Learning Worldwide Inc. 12 Standards on Ethics and Integrity (AHRD) General Principles Competence Integrity Professional Responsibility Respect for People’s Rights and Dignity Concern for Others’ Welfare Social Responsibility
  13. 13. © 2010 Wilson Learning Worldwide Inc. 13 Internal Service Standards (ISO 10015) Internal Corporate Universities to Support ISO 9001 certification Defining Training Needs Designing and Planning Training Providing for the Training Evaluating Training Outcomes Monitoring and Improving Training Process
  14. 14. © 2010 Wilson Learning Worldwide Inc. 14 Continuing Education Credit Standards (IACET) For organizations offering CEUs Business responsibility and control Learning services and systems management Determination of learning needs Instructional design and learning methods Planning and implementation of learning Learning personnel requirements and certification Assessment of learning outcomes Program impact evaluation Learning transfer/user support
  15. 15. © 2010 Wilson Learning Worldwide Inc. 15 International Board of Standards for Training, Performance, and Learning Instructor Competencies Instructional Designer Competencies Training Manager Competencies Evaluator Competencies Code of Ethics
  16. 16. © 2010 Wilson Learning Worldwide Inc. 16 ISO 29990: Non-Formal Learning Services Learning Programs and Processes – Determining Learning Needs – Designing Learning Services – Provision of Learning Services – Monitoring delivery of learning services – Evaluating Learning Services Management of Learning Service – General requirements – Strategy and business management – Management review – Preventive and Corrective Actions – Financial and Risk Management – Human resource Management – Communication Management – Internal Audits – Stakeholder feedback
  17. 17. Creativity Innovation
  18. 18. © 2010 Wilson Learning Worldwide Inc. 18 Four Critical Issues Facing Organizations Learning Transfer to Work Performance Integrating Formal and Informal Learning Assessing Impact The Leadership Bubble
  19. 19. Learning Transfer to Work Performance
  20. 20. © 2010 Wilson Learning Worldwide Inc. 20 Learning Transfer To work performance As currently conducted, training does not create performance change at an acceptable rate. “Less than 15% provides valuable organizational outcomes” (Brinkerhoff, 2006) Traditional Learning Services Approach Pre-work 5% Learning Event 90% Reinforcement 5%
  21. 21. © 2010 Wilson Learning Worldwide Inc. 21 Use of learning on the job 30 40 50 60 70 80 90 100 Event Immediate 6 Mos 12 Mos PercentUsed Saks and Belcourt, Human Resource Management, 2006 Traditional Learning Services Approach Pre-work 5% Learning Event 90% Reinforcement 5%
  22. 22. © 2010 Wilson Learning Worldwide Inc. 22 Supporting Learning Transfer Assess – Knowledge and skill gaps – Organizational needs Prepare – Learner readiness and goal setting – Manager preparation – Pre-work preparation Emerging Learning Services Approach Assess 10% Learn 25% Sustain 50% Prepare 15% Learn – Multiple methods – Experiential and interactive – Application oriented Sustain – Review and Reinforcement – Manager coaching – Application tools and support
  23. 23. © 2010 Wilson Learning Worldwide Inc. 23 Learning Transfer Model OrganizationalObjectives Learner Readiness Motivation to Learn Motivation to use Learning Strategy Self Efficacy - Behavioral Gaps Assess Prepare Learn Sustain -Goal Setting - Expectations - Experiential - Modeling - Usage Review - Applications Organizational Characteristics Organizational Alignment Manager Support Work Environment Job Relevance Impact -JobPerformance -OrganizationalResults by addressing these 11 elements you can increase the transfer of learning by as much as 180%
  24. 24. © 2010 Wilson Learning Worldwide Inc. 24 System OverviewManager Manager Alignment LearnerFacilitator Preparing your People Core Learning How To Coach Tailored Experience Pre-work - Preview - Application Goal Setting Pre-Learning Learning Post Extended Learning Platform Skill Gap Assessment
  25. 25. © 2010 Wilson Learning Worldwide Inc. 25 System OverviewManagerLearnerFacilitator Core Learning How To Coach Pre Learning Post-Learning Action Planning Reinforcement Tools Coaching Guides Best Practices Sessions Reinforcement Tools Coaching Guides Application Reviews Best Practices Sessions Extended Learning Platform Tools Reviews Surveys Tests Games
  26. 26. © 2010 Wilson Learning Worldwide Inc. 26 Four Critical Issues Facing Organizations Learning Transfer to Work Performance Integrating Formal and Informal Learning Assessing Impact The Leadership Bubble
  27. 27. Integrating Formal and Informal Learning
  28. 28. © 2010 Wilson Learning Worldwide Inc. 28 Integrating Formal and Informal Learning More time is spent in informal learning than in formal learning Improved value of learning: • Integration of formal and informal learning. • Development of an organizational environment that encourages informal learning. Informal Learning 70% Formal Learning 30% Formal learning has a better return on investment (ROI), When you account for employee time.
  29. 29. © 2010 Wilson Learning Worldwide Inc. 29 Integrating Formal & Informal Learning Time for learning Technology for learning Access to Learning Resources Willingness to learn Access to expertise Proximity to others Peer Support Organizational Culture learning environment Time to question and reflect Life long learning Manager Support Opportunities to Learn Coaching and mentoring Allowing risk-taking Knowledge sharing Role model Engagement In Informal Learning (J. Maringka, 2010)
  30. 30. © 2010 Wilson Learning Worldwide Inc. 30 Four Critical Issues Facing Organizations Learning Transfer to Work Performance Integrating Formal and Informal Learning Assessing Impact The Leadership Bubble
  31. 31. Assessing Impact of Learning
  32. 32. © 2010 Wilson Learning Worldwide Inc. 32 Proving Impact of Learning Services 18% 10% 7% 0 0.2 0.4 0.6 0.8 1 Reaction Learning Behavior L1: Reaction L2: Learning L3: Behavior L4: Results Traditional Focus 92% 54% 23% 7% Correlation with Organizational Performance
  33. 33. © 2010 Wilson Learning Worldwide Inc. 33 Proving Impact of Learning Services L1: Reaction L2: Learning L3: Behavior L4: Results Traditional Focus Clarify Business NeedClarify Business Need Assessment Design and Data RequirementsAssessment Design and Data Requirements Use Multiple SourcesUse Multiple Sources Analysis and InterpretationAnalysis and Interpretation ActionAction New Focus
  34. 34. © 2010 Wilson Learning Worldwide Inc. 34 Four Critical Issues Facing Organizations Learning Transfer to Work Performance Integrating Formal and Informal Learning Assessing Impact The Leadership Bubble
  35. 35. Leadership Bubble
  36. 36. © 2010 Wilson Learning Worldwide Inc. 36 Labor Force Growth Rate 1950-60 1960-70 1970-80 1980-90 1990-2000 2000-10 2010-15 2015-20 2020-30 2030-40 2040-50 S1 0 0.5 1 1.5 2 2.5 3 Year
  37. 37. © 2010 Wilson Learning Worldwide Inc. 37 Labor Force Participation Rate 1950-60 1960-70 1970-80 1980-90 1990-2000 2000-10 2010-15 2015-20 2020-30 2030-40 2040-50 S1 -0.6 -0.4 -0.2 0 0.2 0.4 0.6
  38. 38. © 2010 Wilson Learning Worldwide Inc. 38 Shrinking Talent Pool
  39. 39. © 2010 Wilson Learning Worldwide Inc. 39 Leadership Competency Gaps -32.0 -33.0 -36.0 -40 -35 -30 -25 -20 -15 -10 Communicating strategy Coaching and developing talent Clarifying organizational objectives Weaknesses: Current-Target Gaps Leadership Strengths: 0 10 20 30 40 50 60 70 80 90 100 Organizational Knowledge Understanding the Competitive Environment Business Fundamentals
  40. 40. © 2010 Wilson Learning Worldwide Inc. 40 Summary and Conclusions Effective Learning Services is important to the global economy. Standards are important to creating quality in our diverse business environment We need to continue to innovate new approaches – Learning Transfer – Integrating Formal and Informal Learning – Assessing business impact of learning – Addressing the Talent Bubble
  41. 41. Questions? Thank You

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