Optimise Learning Impact August 2010

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A great presentation from the Founder of Meteric That Matter Founder Kent Barnett who delivered this presentation at our New Horizons premises in Melbourne

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Optimise Learning Impact August 2010

  1. 1. Optimise Learning Impact<br />Kent Barnett<br />CEO<br />KnowledgeAdvisors, Inc.<br />www.knowledgeadvisors.com<br /> <br />
  2. 2. Talent Development Optimization<br />September 10, 2010<br />2<br />© 2010, KnowledgeAdvisors<br />
  3. 3. Get the Red Out!!!<br />
  4. 4. Talent Investment Paradox<br />September 10, 2010<br />4<br />© 2010, KnowledgeAdvisors<br />Triple-digit Returns vs. Double-Digit Waste<br />
  5. 5. The Promise of Talent Measurement<br />September 10, 2010<br />5<br />© 2010, KnowledgeAdvisors<br />+15%<br />Organizations that measure talent investments* <br />S&P 500<br />*Source: McBassi & Company. Based on companies that use Metrics that Matter®<br />
  6. 6. Talent Development Processes<br />Compensation and Benefits<br />Employee Satisfaction<br />Employee Engagement<br />Work/Life Balance<br />Workforce Diversity<br />On-boarding<br />L&D<br />Coaching<br />Knowledge Mgmt<br />Performance Appraisal<br />Succession Planning<br />Leadership Development<br />Competency Assessment<br />Forecast Workforce Requirements<br />Recruit, Select, and Hire <br />International Assignment<br />Mobile Workforce<br />Employee Turnover<br />PERFORMANCE<br />ENGAGEMENT<br />LEADERSHIP<br />TALENT<br />LEARNING &<br />DEVELOPMENT<br />RECRUITING<br />
  7. 7. Three Levels of Measures<br />September 10, 2010<br />7<br />© 2010, KnowledgeAdvisors<br />Pillar level measures<br />Recruiting<br />L&D<br />Talent<br />Leadership<br />Engagement<br />Performance<br />Efficiency<br />Effectiveness<br />Efficiency<br />Effectiveness<br />Efficiency<br />Effectiveness<br />Efficiency<br />Effectiveness<br />Efficiency<br />Effectiveness<br />Efficiency<br />Effectiveness<br />Process level measures<br />Organizational level measures of outcomes<br />
  8. 8. Predictive Analytics – Identify the Story and Forecast<br />10-Sep-10<br />© 2009, KnowledgeAdvisors<br />8<br />
  9. 9. Align Human Capital Strategy - Break Down Silos<br />September 10, 2010<br />9<br />© 2010, KnowledgeAdvisors<br />
  10. 10. Human Capital Dashboard to Visualize<br /> These dimensions provide measurement touch points for each of the key stages of the employee lifecycle as shown in the graphic at right<br />Organization performance <br />Recruiting<br />Learning & development <br />Leadership & succession <br />Talent management <br />Employee engagement <br />10-Sep-10<br />© 2009, KnowledgeAdvisors<br />10<br />
  11. 11. Data Management<br />September 10, 2010<br />11<br />© 2010, KnowledgeAdvisors<br />CRM/ ERP<br />LMS<br />Corporate BI<br />Human Capital BI<br />Assessment Survey<br />Talent Mgmt HRIS<br />
  12. 12. Three Components of Business Intelligence<br />September 10, 2010<br />12<br />© 2010, KnowledgeAdvisors<br />
  13. 13. Advancing Measurement Maturity<br />September 10, 2010<br />13<br />© 2010, KnowledgeAdvisors<br />Continual improvement of evaluation processes<br />5<br />Integrated into business processes<br />4<br />Effectiveness<br />Comprehensive methods, strategically deployed<br />3<br />Consistent, basic approaches<br />2<br />No consistent methods<br />1<br />Time<br />
  14. 14. Program Evaluation<br />Program & Initiative Measurement<br />System & Methodology<br />Measurement<br />Course &<br />Event <br />Measurement<br />September 10, 2010<br />14<br />© 2010, KnowledgeAdvisors<br />
  15. 15. Case: Defense Dept. Human Capital Dashboard<br />Background: Education wing of Defense Department<br />Business Issue: Visual, concise place for human capital metrics<br />Analytics Solution: Leveraged dashboards to build custom, robust prototype solution<br />Analytics Results: Working model for reporting recruiting, turnover, forecasting, engagement and diversity metrics including causal model. <br />2-Feb-2010<br />15<br />© 2010, KnowledgeAdvisors<br />
  16. 16. Case: Onboarding Effectiveness<br />Background: Large health insurance provider<br />Business issue: 28% turnover during first 90 days on job<br />Analytics solution: Measured onboarding effectiveness, quality of hire, and new hire satisfaction<br />Results: 93% of flight risks were retained through improved onboarding and intervention<br />September 10, 2010<br />16<br />© 2010, KnowledgeAdvisors<br />
  17. 17. Case: Leadership Program Assessment<br />Background: Large health insurance provider<br />Business issue: Develop pipeline of executive leadership<br />Analytics solution: Measured effectiveness of 18 month executive development program including self-report, 360 data, success data<br />Results: Discovered that they had overinvested in the solution. Modifying overall program to better target needs and produced desired outcomes.<br />September 10, 2010<br />17<br />© 2010, KnowledgeAdvisors<br />
  18. 18. Case: Federal Agency Employee Turnover<br />Background: Federal government department with distributed workforce<br />Business Issue: High turnover; needed to know root cause<br />Analytics Solution: Created exit interview portal to access and collect exit interview data<br />Analytics Results: Aggregate and tactical data by demographic on key elements of turnover.<br />September 10, 2010<br />18<br />© 2010, KnowledgeAdvisors<br />
  19. 19. Case: Professional Services Firm<br />Background: Professional services firm<br />Business Issue: Data gathered across most HC processes, analysis across is challenging<br />Analytics Solution: Investigating data warehousing and analytic techniques to provide insights across these data sources<br />Analytics Results: Beginning with Talent assessment/ onboarding processes, staff performance appraisal process and turnover<br />September 10, 2010<br />19<br />© 2010, KnowledgeAdvisors<br />Attended Training<br />
  20. 20. Thank You<br />www.knowledgeadvisors.comwww.nhaustralia.com.au<br /> <br />

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