Employer choice - a threat or opportunity?

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  • Title: Employer choice - a threat or opportunity? Employer’s are demanding more flexible, convenient relevant and accessible learning, they are also being empowered to influence how and where learning funding is directed. Is this increased choice a threat to learning providers or is it an opportunity to engage more powerfully with employers as a trusted partner? To what extent do our existing delivery models help or hinder us? What do we need to do today to become a next generation learning provider? This interactive workshop will look at evidence from the world of work to help learning providers to position themselves s a partner of choice.
  • Employer choice - a threat or opportunity?

    1. 1. Employer choice - a threat or opportunity? Next Generation Learning Conference 5 th March 2009 Laura Overton Director, Towards Maturity [email_address]
    2. 2. Businesses are demanding More from learning for Less
    3. 3. <ul><li>Less </li></ul>I want more !! Flexibility, accessibility, speed, quality, choice, relevance, bite sized ….. But with Less Cost, time, carbon footprint, disruption, inconvenience….. And if I don’t get it from you ……. The squeeze is on for learning providers Both in-house and external
    4. 4. Employer choice Threat or opportunity? <ul><li>Lessons from business – how are ‘internal’ learning providers responding? </li></ul><ul><ul><li>Alignment with Business </li></ul></ul><ul><ul><li>Adapting our delivery approach </li></ul></ul><ul><ul><li>Tangible benefits – adding value </li></ul></ul><ul><li>What does this look like in practice? </li></ul>
    5. 5. Aligning learning and business <ul><li>Event driven </li></ul><ul><li>Formal </li></ul><ul><li>Programmes </li></ul><ul><li>Reactive </li></ul><ul><li>Cost centre </li></ul><ul><li>Focus on skill </li></ul><ul><li>Non core </li></ul>Supporting services ( finance, HR, Training) Supplier Customer Procure Design/ Develop/ Make Move/ distribute Promote Fulfil Support
    6. 6. Traditional cycles of supply and demand The Business Manager : ‘ I want a training course The Training Department: ‘ What course do you want?’ The conspiracy of convenience Charles Jennings,Thomson Reuters What are you trying to do? How can we work together to address this?
    7. 7. Shifting approaches to learning……. <ul><li>80% of learning now informal, 20% formal </li></ul><ul><li>What percentage of the knowledge you need to do your job is stored in your mind ? </li></ul><ul><ul><ul><li>1986: 75% </li></ul></ul></ul><ul><ul><ul><li>1997: 15-20% </li></ul></ul></ul><ul><ul><ul><li>2004: estimated 8 -10 % Robert Kelley,Carnegie-Mellon University </li></ul></ul></ul><ul><li>Unlimited access to information </li></ul><ul><li>Implications for Learning and Development </li></ul><ul><ul><li>Shorten lifecycles, improve efficiency, moving from knowledge to performance </li></ul></ul>
    8. 8. More for less needs new learning approaches <ul><li>E-learning adoption </li></ul><ul><ul><li>57% companies using e-learning </li></ul></ul><ul><ul><li>Of those not using it at present, another 27% plan to do so over the next year as a key part of training delivery* (cipd) </li></ul></ul><ul><li>Surge in new media . </li></ul><ul><ul><li>eg with director training videos, discussion forums, social networking sites all doubled in last year ( **CMI, Oct 08) </li></ul></ul><ul><li>Rise of awareness of informal learning </li></ul><ul><ul><li>Account for up to 60- 80% of total learning for learners *** </li></ul></ul><ul><ul><li>70:20:10 model of learning at work </li></ul></ul>
    9. 9. What is driving e-learning investment at work? 2 - Building the Business Case
    10. 10. Supporting services ( finance, HR, Training) Supplier Customer Procure Design/ Develop/ Make Move/ distribute Promote Fulfil Support compliance New Product launch Software rollout Sales & customer service Training becomes performance driven, core element of business
    11. 11. E -approach Automate Transform Nature of problem Well defined Complex <ul><li>Improving efficiency of existing </li></ul><ul><li>learning delivery resulting in </li></ul><ul><ul><li>Cost & time saving </li></ul></ul><ul><ul><li>Increased flexibility </li></ul></ul><ul><ul><li>Increased accessibility </li></ul></ul><ul><li>New solutions for traditional skills challenges that result in improved: </li></ul><ul><li>Motivation, </li></ul><ul><li>Speed </li></ul><ul><li>Personal relevance: </li></ul><ul><li>New approaches to talent management, recruitment and retention resulting in: </li></ul><ul><li>Simplified processes for career choice and progression </li></ul><ul><li>Increased engagement </li></ul><ul><li>Professionalisation </li></ul><ul><li>New models of organisational learning that connect content, expertise with individuals resulting in improved: </li></ul><ul><li>Organisational agility </li></ul><ul><li>Innovation </li></ul>Technology enabled opportunity in the workplace
    12. 12. E -approach Automate Transform Nature of problem Well defined Complex <ul><li>Improving efficiency of existing </li></ul><ul><li>learning delivery: </li></ul><ul><li>Eg </li></ul><ul><li>Rollout of LMS </li></ul><ul><li>Compliance training </li></ul><ul><li>Online courses access and blended learning for existing programmes </li></ul><ul><li>New solutions for traditional skills challenges. Examples: </li></ul><ul><li>Informal learning </li></ul><ul><li>On the job support </li></ul><ul><li>Rapid application (Sharing expertise faster) </li></ul><ul><li>Mobile </li></ul><ul><li>Becoming the employer of choice: </li></ul><ul><li>Improving choice and career </li></ul><ul><li>Progression </li></ul><ul><li>Eg </li></ul><ul><li>Competency management </li></ul><ul><li>Transforming assessment and qualification </li></ul><ul><li>CPD </li></ul><ul><li>New models of organisational learning that connect content, expertise examples:: </li></ul><ul><li>Web 2.0 – connection and communication </li></ul><ul><li>Integration of knowledge management and learning </li></ul>Examples of learning transformation
    13. 13. How do businesses go about achieving this?
    14. 14. Content Delivery ( formal and informal) Support and reflection Management and Administration
    15. 15. Tools to support content delivery (n=262 ) 3 – Trends in Technology and services
    16. 16. Learner support and reflection (n=262 ) 3 – Trends in Technology and services
    17. 17. Tools to support administration and management (n=262) 3 – Trends in Technology and services
    18. 18. <ul><li>Strands collectively intertwine </li></ul><ul><li>All contribute to impact </li></ul><ul><li>Involving stakeholders at all stages </li></ul>Defining Need Learner Context Work Context Building Capability Ensuring Engagement Demonstrating Value
    19. 19. Building the blend <ul><li>Use tools that help Interaction </li></ul><ul><ul><ul><li>Eg wikis & blogs, virtual conferencing, social software, moderated & un-moderated chat </li></ul></ul></ul><ul><ul><li>Provide workplace support </li></ul></ul><ul><ul><ul><li>Eg Mentors, manager as coaches, appraisal </li></ul></ul></ul><ul><li>Support Learners on the job </li></ul><ul><ul><ul><li>Job related assignments </li></ul></ul></ul><ul><ul><ul><li>Electronic job aids </li></ul></ul></ul><ul><ul><ul><li>Reference Books </li></ul></ul></ul><ul><ul><ul><li>Printed job aids </li></ul></ul></ul><ul><ul><ul><li>Online reference </li></ul></ul></ul><ul><ul><ul><li>Followed by support in person or via e-mail </li></ul></ul></ul>In the workplace, mature organisations are more likely to Building Capability
    20. 20. What does this look like in practice?
    21. 21. Employer choice – threat or opportunity?
    22. 22. New standards for excellence Combined with … Business alignment – Innovation - Responsiveness
    23. 23. New approaches to learning
    24. 24. New Opportunities for growth
    25. 25. Reflection and Questions
    26. 26. Additional resources <ul><li>www.TowardsMaturity.org </li></ul><ul><li>Additional research: </li></ul><ul><li>*CIPD Annual training survey 08 </li></ul><ul><li>CMI – Learning at work- e-learning evolution or revolution? Oct 08 </li></ul><ul><li>Tangible benefits of e-learning- JISC & ALT report </li></ul><ul><li>The following case studies may also provide insights highlighting the model at work: </li></ul><ul><li>Cable&wireless – outlining the shift from traditional e-learning delivery to a new responsive system aligned to business need </li></ul><ul><li>Hibernia College and Pfizer - A new approach to an online masters </li></ul><ul><li>Care UK – improving retention through innovative qualifications </li></ul><ul><li>Excellence Gateway - W ww.excellence.qia.org.uk </li></ul><ul><li>Employer engagement </li></ul><ul><li>E-Learning Case studies </li></ul><ul><li>Generator </li></ul>www.nextgenerationlearning.org/work Driving Business Benefits Research in the recession

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