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Learning the missing link in your talent management solution


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Webinar recording of the value and business impact of learning in the larger talent management suite.

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Learning the missing link in your talent management solution

  1. 1. LearningThe Missing Link in Your Talent Management Solution<br />David Wilkins<br />Vice President of Taleo Research <br />
  2. 2. Safe Harbor Statement<br />This presentation contains forward-looking statements that involve substantial risks and uncertainties. Typically, these statements contain words such as “anticipate," “believe,” “could,” “estimate,” “expect,” “intend,” “plan,” forecast,” “project,” “predict,” “potential,” “continue,” “may,” “should,” “will” and “would” or similar words. You should consider these forward-looking statements carefully because they may include statements regarding our future expectations or projections about future events. The forward-looking statements in this presentation include and are not limited to growth rates for various markets estimated by a third party source, future product and technology development, widespread market acceptance of the hosted delivery model, future revenue growth and profitability. Actual results may differ materially from the results expressed or implied by the forward-looking statements. You are cautioned that forward-looking statements are not guarantees of future performance. The forward-looking statements included in this presentation are made only as of the date of this presentation and we undertake no obligation to update the forward-looking statements to reflect subsequent events or circumstances. Please see the risk factors included in our Registration Statement filed with the SEC.<br />This presentation and the information contained herein is the property of Taleo Corporation.<br />
  3. 3. Learning delivers unmistakable business value<br />1.<br />
  4. 4. What % of your employee base will not look to improve their skills unless they are required to as part of their job requirements?<br />90%<br />
  5. 5. What will the average voluntary turnover of a $90,000 / year employee cost you this year? <br />$370,000<br />US Department of Labor<br />
  6. 6. True or False? A chance to learn and grow on the job increases employee engagement and is one of the key drivers of retention?<br />TRUE<br />Cornell University Study<br />
  7. 7. What if Training Investment…<br />…could predict the future?<br />
  8. 8. Surprise!<br />‘‘<br />training investments this year = stock gains next year<br />’’<br />A firm’s investment in employee training is the single-most powerful predictor of stock price.<br />Dr. Laurie Bassi<br />VP for Research at the American Society for Training and DevelopmentTenured professor of Economics and Public Policy at Georgetown University, 1982–1995<br />
  9. 9. And Drive Revenue / Employee? <br />+ $72,000per employee<br />
  10. 10. SHOUT OUTTIME!<br />What are the ROI measures<br />that are linked to L&D?<br />
  11. 11. Taleo Learn Business Impact<br />42% Reduction in Turnover<br />Reduction in Worker’s Comp Incidents and Costs<br />Cut New Hire Training in Half<br />Increased Revenue by 32% per Employee<br />Employee enablement scores for T&D:21% higher than High Performing Companies<br />Cut Agent Training from 30 Days to 7<br />Increased Process Adherence by 25%<br />
  12. 12. Taleo Learn Business Impact<br />Among those who took training:<br /><ul><li> 25% decrease in support calls
  13. 13. 98% renewal rate
  14. 14. 90% decrease in negative responses about training
  15. 15. 4-6x increase in training-related revenue</li></ul>Reduced training expense by 25%<br />While increasing quality and quantity<br />Train resellers and partners<br />Multiple portals<br />Full ROI in six months<br />
  16. 16. SHOUT OUTTIME!<br />What are the connection<br />points? Learning and…<br /><ul><li>Recruiting and onboarding?
  17. 17. Goal Planning?
  18. 18. Performance Management?
  19. 19. Succession Planning?</li></li></ul><li>the<br />missing<br />Learning<br />piece<br />puzzle<br />2.<br />
  20. 20. Recruiting Business Challenges<br /><ul><li>Finding the right people
  21. 21. Skills
  22. 22. Experience
  23. 23. Cultural Fit
  24. 24. Finding enough of the right people
  25. 25. Marketing and selling the organization to the candidate</li></li></ul><li>Learning & Recruiting<br />Learn Solutions<br />Challenges<br />Not enough candidates?<br />Bring candidates to you<br />Lack of cultural fit?<br />Good training = employee NPS<br />Lack of skills?<br />Train your candidates with an external training portal<br />Inability to close on candidates?<br />Become a desired place to work by investing in people<br />Quick quits or long time to competency?<br />Link on-boarding with training automation and discussion forums<br />
  26. 26. Performance Business Challenges<br /><ul><li>Developing new skills in response to changing business conditions
  27. 27. Overcoming skill gaps
  28. 28. Talent mobility
  29. 29. Career growth
  30. 30. New job responsibilities
  31. 31. Stretch goals
  32. 32. Adherence to process
  33. 33. Efficiency</li></li></ul><li>What’s on your CEO’s Mind<br />CHRO Study IBM – Working Beyond Borders.pdf<br />
  34. 34. Learning & Performance<br />Learn Solutions<br />Challenges<br />Specific skill gaps in a new employee’s talent profile?<br />Create tailored learning plan<br />How do I develop top performers?<br />Tailored learning plans and stretch plans to new career paths<br />Need to gain a skill for a project? Need new skills broadly across org?<br />“Pull” learning: learner finds & enrolls“Push” learning: assign to learner<br />New skills in support of an individual or organizational goal?<br />Goals can include development plans and training, show progress<br />Poor performance review?<br />Career Development plans to help employee achieve career goals<br />
  35. 35. Succession Business Challenges<br /><ul><li>Identifying future stars and high potentials
  36. 36. Bench strength
  37. 37. Structuring OTJ training - mentoring and real-world experiences
  38. 38. Leadership development programs
  39. 39. Stickiness
  40. 40. Scale
  41. 41. Throughput</li></li></ul><li>Learning & Succession<br />After<br />Challenges<br />Lack of bench strength?<br />Map role to competencies; map competencies to learning; self-reg<br />Leadership development challenges?<br />Create blended leadership dev to drive concepts into org<br />Real world experience & mentoring?<br />Create shared spaces and individual or team assignments<br />Identification of lifelong learners?<br />See who is self-enrolling for training<br />Identify future stars / high potentials?<br />Connect the dots between existing stars and training history<br />
  42. 42. Integrations<br />Roadmap<br />3.<br />
  43. 43. Integration Today<br />Non-techy speak:<br /><ul><li>Seamless login to the Learn platform from Taleo
  44. 44. All user data, job roles, manager relationships, competencies are fed into Learn solution from Taleo.
  45. 45. All Learn content is exposed and searchable with the Development Planning module wherever that appears.</li></li></ul><li>Integration Tomorrow<br />Non-techy speak:<br /><ul><li>Ability to launch Learn content via direct link from any Taleo field supporting a URL.
  46. 46. Learner data going back to Taleo – training history, transcripts, certifications.
  47. 47. Deeper UI / UX integration for more seamless workflow, for example enabling registration for ILT classes from within the Goal Planning.</li></li></ul><li>REMEMBER:<br />Learning and the Taleo Learn platform deliver unmistakable value on their own merits.<br />The Learn solution specifically address many key gaps and challenges in related Talent Management pillars.<br />Learn is already deeply integrated within the Taleo suite. Future integrations will be non-disruptive and add even more power to the suite.<br />