The 'SAGE' Framework for Maximizing Talent Potential through Blended Learning

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  • 1. The ‘SAGE’ Framework for Maximizing Talent Potential through Blended Learning Created, Developed & Presented by Murad Salman Mirza Senior Vice President (Client Advocacy & Organizational Effectiveness) APAC & EMEA Regions
  • 2. Table of Contents • • • • • Objective Introduction Pictorial Depiction of the ‘SAGE’ Framework Constituent Elements of the ‘SAGE’ Framework Conclusion
  • 3. Objective • This presentation focuses on providing an overview of the ‘SAGE’ framework for ensuring that desired talent within an organization is adequately motivated, suitably developed, objectively synchronized and passionately focused on achieving organizational goals
  • 4. Introduction • Every professional is talented in one way or another. However, one of the keys for business success is to find the right mix of talent that can prosper within an organization’s unique set of internal and external environmental factors. Such an initiative requires the enabling of progressive practices that can infuse the required core competencies within the human fabric that covers the various organizational functions. Consequently, Blended Learning has been synthesized by complementing online technology to the traditional concept of formal training. The following ‘SAGE’ framework has been devised to engage such an endeavor in an efficient, timely, productive and effective manner
  • 5. Pictorial Depiction of the ‘SAGE’ Framework Study Empower Talent Galvanize Apply
  • 6. Constituent Elements of the ‘SAGE’ Framework • Study Phase – Devising an organizational learning and development strategy in line with business sustainability & growth imperatives – Establishing an efficient and effective process for learning & growth on an organizational, functional, group and individual level – Developing an organizational map of available & desirable competencies within various functional hierarchies according to business sustainability & growth imperatives – Conducting training need analysis (TNA) for rationalizing learning & development imperatives – Sourcing & selection of suitable formal training options • Apply Phase – Planning & scheduling of formal training calendar – Communication of formal training information to trainers, participants and their functional supervisors – Coordinating with functional supervisors of participants to ensure their availability for formal training with appropriate logistical arrangements
  • 7. Constituent Element of the ‘SAGE’ Framework (Cont…) • Galvanize Phase – Monitoring & evaluating formal training for ensuring & gauging desired learning & development gains from formal training – Developing a list of recommended e-learning options from the internal knowledge bank/shared service offerings – Incentivizing trainees for utilization of recommended e-learning options from the internal knowledge bank/shared service offerings for reinforcement of formal training • Empower Phase – Periodic review of the internal knowledge bank/shared service offerings – Authorizing & encouraging proactive acquisitions to timely update options pertaining to e-learning within the internal knowledge bank/shared service offerings – Motivating employees in taking proactive steps to enhance their professional credentials in accordance with organizational priorities
  • 8. Conclusion • This framework has been presented as a ‘baseline’, upon which, future strategies can be optimally devised, developed, deployed, monitored, reinforced, reviewed and improved to strengthen the progressive Talent Management initiatives