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Use Big Data to Reimagine Your Talent Support Strategy


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We're in a difficult spot as HR professionals. Do we support the needs of a few individual employees or provide generic options to the entire company? Unfortunately, with our limited resources, scale usually wins. However, one-size-fits-all training doesn't engage employees or drive results.

We discuss how you can overcome this challenge through the application of big data. We demonstrate how to capture, analyze and apply data to provide personalized experiences for every employee.

Published in: Business
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Use Big Data to Reimagine Your Talent Support Strategy

  1. 1. Use Big Data to Reimagine Your Talent Support Strategy
  2. 2. JD Dillon Chief Learning Architect Principle + Founder
  3. 3. There’s no such thing as BIG DATA in HR. Harvard Business Review - June 2, 2017
  4. 4. 69% of organizations with 10,000 employees or more now have an entire team devoted to [people analytics]. Fast Company – May 31, 2019
  5. 5. Organizations with a high level of people analytics process maturity financially outperform their peers. Visier – The Age of People Analytics Research Report (2019)
  6. 6. Pexels Talent Acquisition Retention Engagement Performance Management Compliance Learning + Development
  7. 7. Business moves at a dizzying pace.
  8. 8. The half-life of a professional skill is 5 years.
  9. 9. 42 6.6million US job openings Hire Vue (2019) US Department of Labor (March 2019) days
  10. 10. Automation is fundamentally changing the nature of work. McKinsey – Susan Lund (2019) 50% of the tasks people do today can be automated. Only 5% of jobs can be entirely automated. Pixabay
  11. 11. By 2030, demand for human skills will grow across all industries by 26% in the US and by 22% in Europe. ManpowerGroup: Humans Wanted (2019)
  12. 12. It’s impossible to future-proof your business. Pexels
  13. 13. Pixabay The most successful organizations will be those that can learn the fastest.
  14. 14. Reskilling has become a growth imperative for organizations, many of which have seen positions go unfilled for months or years for lack of the right talent to fill them. 2019 Deloitte Human Capital Trends Report
  15. 15. 2019 Deloitte Human Capital Trends Report Reskilling Aligns with employee development as primary expectation and differentiator Addresses a key challenge for 49% of organizations that lack processes for identifying and moving talent internally 1/6 the cost of hiring an external candidate
  16. 16. HR must become more agile in their practices to foster reskilling and enable people at the speed of business.
  17. 17. Pexels
  18. 18. Events Online Content Experience Messaging Traditional training approach
  19. 19. TIME CAPABILITY How people THINK learning happens
  20. 20. TIME CAPABILITY What ACTUALLY happens as people develop
  21. 21. ServiceSafetyProductsBrand 20% 75% 55% 60% ServiceSafetyProductsBrand 65% 75% 5% 20%
  22. 22. ServiceSafetyProductsBrand ServiceSafetyProductsBrand SUSTAINED CAPABILITY
  23. 23. Enabling capability in today's workplace requires a fundamental mindset shift.
  24. 24. • is a critical part of the workflow • takes advantage of the full ecosystem • applies data to guide and accelerate decision-making • provides a personal experience at scale • drives clear business impact • fosters ongoing organizational agility A modern learning approach
  25. 25. Content Experience
  26. 26. The #1 barrier to employee development is time.
  27. 27. Shared Knowledge Performance Support Reinforcement Coaching Pull Training Push Training AVAILABILITY PRIORITY NEED NICE
  28. 28. Reinforcement Analytics Motivation Practice Shared Experience Community of Knowledge Events Online Content Experience Messaging Knowledge Growth Business Results Continuous learning experience Coaching
  29. 29. Individual Need Scale
  30. 30. Data Pexels
  31. 31. We just aren’t very good with data when it comes to learning.
  32. 32. Learning Measurement Today The Kirkpatrick Model
  33. 33. Multi-dimensional DATA profile Who is this person? Demographic What has this person reviewed? Consumption What is this person doing on the job? Behavior What impact is this person having on the business? Results What else is happening around this person? Context What does this person say they want/need? Feedback How does this person engage with the org? Connections What does this person know right now? Knowledge
  34. 34. Pexels Pixabay
  35. 35. Going beyond Kirkpatrick … Employees engage + enjoy Employee knowledge and skills grow Employees change behavior Business impact tied to learning REACTION LEARNINGOUTCOMES BEHAVIORS Adjustments made based on identified performance gaps ADAPTATION
  36. 36. ADOPTION VALUE End User Administrator Personalization Chatbots Search Content Recommend Smart Assistants Smart Coaching Skill Recommend Content Tagging System Administration Content Authoring Impact Analysis Gap ID Expertise Matching Translation
  37. 37. Pexels
  38. 38. Determine Priority Log in to Platform Deliver Experience Update Manager Reporting UPDATE DATA FOR NEXT SESSION
  39. 39. YES Meet Threshold? Observe Performance Behavior Deliver Experience NO Deliver Refresher Notify Manager
  40. 40. Improved data practices can: • Enable AI opportunities • Personalize and adapt learning and support experiences - at scale • Proactively identify individual and organizational challenges • Objectively spotlight top performers Pexels
  41. 41. iStock Trust Value Transparency Accountability Agility
  42. 42. Pexels How do we get people to start thinking differently about talent development?
  43. 43. Make the shift FAMILIAR Craft a continuous EXPERIENCE Find the DATA Make it ok to PERSONALIZE Identify right-fit TECHNOLOGY Start with small EXPERIMENTS Focus on empowering the PERSON Shifting the Organizational Mindset
  44. 44. Corporate Culture & Values Customer Service Loss Prevention Standards of Practice Safety Systems Onboarding Coaching & Leadership Sales Quality Assurance $ Continuous learning will ensure employees develop the skills needed to keep pace with the ever-changing business world.
  45. 45. Development is not a set path. Learning cannot be scheduled months in advance. Reskilling does not end.
  46. 46. The future of talent development is an agile, data-enabled experience that balances the needs of the individual with the priorities of the business.
  47. 47. @david_green_uk
  48. 48. TAKE5your monthly burst of microlearning Keep pace with the evolving L&D profession with a curated selection of resources, articles, events + a featured video – all in less than 5 minutes per month.
  49. 49. @JD_Dillon JD Dillon
  50. 50. Use Big Data to Reimagine Your Talent Support Strategy