How to link e learning to business objectives

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Read this Presentation to know:
-What questions to ask to Uncover KEY Business Priorities
-What to ask to create the HR Agenda ?
-How can e-learning add values to HR Priorities
-Debunking Myths associated with Online Learning

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  • First Phase: How is the role of HR changing? Top Concerns of HR heads at a Global and at India Level? What is the CEO asking of HR?
  • HR makes its strongest organization contribution: as strategic partners by optimizing talent management programs by achieving flawless execution in transactions by enhancing HR data, reporting/analytics, and metrics
  • Its tough to attract graduates from Tier-1 technical schools, in core engineering, R&D roles etc. It makes sense to attract graduates from Tier-2 schools with manageable compensation expectations and provide hands-on technical training, experience of live projects and deploy them on real work. Loyalty is usually a plus and stickiness is higher. Increasingly programs to bridge the employability skill gaps are encouraging academic institutions to get into tie-ups with the industry to raise student standards, build industry relevant syllabi and encourage more application oriented studies current economy demands faster transfer of skills and a closer fit with the corporate ’ s needs, this demand is leading to a rapid rise in technology based training, with greater flexibility and self-paced learning content
  • Access Utilize Share – peers, colleagues, mentors, community
  • How is training effectiveness measured? Each successive evaluation level is built on information provided by the lower level
  • To reduce the sense of isolation (e.g. CISCO) Self organized learning through multiple channels – blog, chat, linked in & face book communities, multi media shared files. The content is re-used, remixed by the student. It’s a facility for the individual to access, aggregate, and configure digital artifacts for personal learning EXAMPLES: MIT Open Courseware/ Community Multimedia like FlickR, Slide share, Podcasts/ E-Portfolio is a learner managed construct. BLOG – using RSS Feeds to monitor trends in own areas of interest from self-selected experts. Using freeware such as PLEX (runs only on intel based mcintosh computers) to create your own PLE interfaces Copyrights/ IP infringements will come in to play with the PLE
  • How to link e learning to business objectives

    1. 1. How to link to Business Objectives
    2. 2. WHAT WILL WE TALK ABOUT TODAY?
    3. 3. Questions to uncover key business priorities1. INDUSTRY ENVIRONMENT• What is the industry environment in which the company is functioning currently –at the global and at the local level? (E.g. Market size, Industry growth, Degree of competition, Customer demographic etc.)• What are some of the key challenges that you foresee in your industry? (E.g. New entrants, Government policies and regulations, Product substitutes, Resource issues including human capital issues etc.)
    4. 4. Questions to uncover key business priorities2. KEY SUCCESS FACTORSWhat are the “critical success factors”/ “Key Get Rights” (competitiveadvantages) that the business needs to focus in order to ensuresustained growth within the industry? (E.g. Cost optimization, Buildingbrand, Product customization etc.)3. STRATEGIC DIRECTIONWhat are the key areas / strategic priorities on which the Company wantsto focus its efforts in the next 2 (short-term) to 5 (long-term) years inorder to attain its overall business objectives strategy? (For example: thisproduct should be the market leader in next 5 years)
    5. 5. Questions to uncover key business prioritiesWorkforce Skills•What key challenges (if any) your employees face in order to fulfil theirresponsibilities?•Do you anticipate any significant in near future your organization structureand / or people’s responsibilities?
    6. 6. Creating the hr agenda
    7. 7. • How do I know if HR adds value to the business?• How do I measure the effectiveness of the HR function?• Is HR doing enough to be a ‘good business partner’?
    8. 8. • Developing a comprehensive talent strategy• Engaging employees• Improving line manager performance• Knowing when to differentiate• Measuring and monitoring results*adapted from Raising Its Game – by Mercer LLC Research Insight, April 2009
    9. 9. Mindset ChangeOld Mindset of the India HR Head Emerging MindsetA vague notion that “People are our Talent Management is an active businessgreatest asset..” priorityHR struggles to get “people issues” CEO is the Chief Talent Officerdiscussed at the Executive table“Not getting the right talent” is a short Attracting & recruiting the right talent isterm tactical problem an integral part of our long-term business strategyNo penalties and no rewards for a good Constant assessment of people‘people’ manager management skills of line mgrs
    10. 10. how is e-learning linked to thesepriorities
    11. 11. Talent management challenges Talent Leadership Sales Career Pathing Attrition Attraction Development ProfitabilityBeyond Tier-I Cross Skill Leadership New hire Real-timeschools Training Pipeline Devpt orientation product knowledge“Hire & Train” Dual Career Metrics to track KnowledgeModels Tracks applicant retention Speedy on- learning boardingPartner with Internal Talent EmployabilityAcademia Mobility Encouraging enhancement Remote access, Ownership flexi-time
    12. 12. Maintaining a Competitive Edge: Employee training is a key competitive strategyCharacteristics of E-learning Key BenefitsLearning is a continuous, integrated Training is no longer distinct frompart of work work or an additional ‘burden’Just-in-time access to knowledge/ Information is always up to datecurrencyTraining can occur anywhere Substantial travel and time cost savingsLearning can be easily directed to Instruction has more meaning for thetargeted, supplemental resources learnerLearning is ‘holistic’ and blended Enhanced learning experienceInstruction becomes learner-centric Learners have more responsibility for their personal successAddresses the needs of all learner Self-paced, personalized, flexi-timetypes Adapted from ASTD white paper ‘E-learning: Maximizing Human Capital’
    13. 13. • Learning is continuous• Just-in-time access/ Quick to deploy• Minimize disturbance to a work-day• Maximize your budget (cut-down per head training cost)• Build self-directed learning as a responsible choice• Blend, blend, blend
    14. 14. • Training is an investment not an expenseNeed of the Hour: Increase operational efficiency of training delivery• Maximize the value from Training within limited budgets Need of the Hour: E-Learning is Cost Effective compared to Classroom training
    15. 15. An Illustration :Optimize training cost Convert ILT to Blended Learning Travel Costs Facility Costs Trainer Costs Availability Reusability (performance support) Learning Effectiveness Ref: Expertus and Training Industry.com ILT  Instructor Led Training/ Classroom Training
    16. 16. Online learning
    17. 17. Online Learning Found More Effective in USDepartment of Education Analysis “Students who took all or part of “Students who took all or part of their class online performed better, their class online performed better, on average, than those taking the on average, than those taking the same course through traditional same course through traditional face-to-face instruction” face-to-face instruction” •Online-only learners scored 9% higher •Online-only learners scored 9% higher on tests on tests • 99 studies done between 1996- • 99 studies done between 1996- 2008 were included in the 2008 were included in the analysis analysis • Study groups ranged in size • Study groups ranged in size from 16 students to 1,857 from 16 students to 1,857 • 50/50 split between college and • 50/50 split between college and post-graduate adults post-graduate adults
    18. 18. Learning in a new way Learning modalities that will grow the most among Best-In-Class Informal Learning Informal Learning 29% Online Classroom Online Classroom 42% Classroom Classroom 42% Mentoring/coaching Mentoring/coaching 56% Self-paced e-learning Self-paced e-learning 59% 20% 40% 60% www.skillsoft.com
    19. 19. Learner centeredness Access Knowledge Share Knowledge Utilize Knowledge Co-created, Self-Directed, Personalized
    20. 20. Training roiE-learning allows ROI measurement much more easilyWell-documented ROI process can measure:•If training has impacted and taught the learners (reaction and learning)•If learners have applied the learning back on the job (behaviour)•If there is any measurable business impact (performance change) Kirkpatrick’s Model Results Transfer Learning Reactions
    21. 21. Building learning culture Strategic Tips•Integrate eLearning into other HR programs like PMS, Leaderfeedback, mentoring•Train leaders to encourage staff to learn•Use onboarding to orient new hires•Rewards, recognition and/or incentives to learners•Make training relevant, self-paced & flexible•Set stretch goals to push learning•Encourage both formal (e-learning, coaching) & informal (on-the-jobspecial projects) learning
    22. 22. EnterpriseBlog E-Portfolio LMS OpenSocial CoursewareMedia Collaborative WikisCommunityMultimedia …the knowledge is the Network…
    23. 23. 24x7 Learning Pvt. Ltd Ulsoor Lakefront, Bangalore,India Phone: +91-80-4069 9100 contactus@24x7learning.com www.24x7learning.com www.learntrak.net lnkd.in/6qD2pY twitter.com/24x7learning facebook.com/24x7LearningIndia

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