Performance-Based Development and Learning: Closing the Loop


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  • {risks associated with silos}
  • eLearning! 2009 Award of Excellence for Best Enterprise LMSKMWorld Award – 100 Companies that Matter in Knowledge Management in 2009Software MagazineWorld’s Largest Software and Service Providers – 2009 (ranked #193)
  • Broadest & Deepest Solution Provides Global Visibility & Business InsightFlexible & Highly Configurable Technology Adapts To Your BusinessSingle Vendor Solution Eliminates Business Silos & Mitigates Risk------------------- We provide a single integrated solution to achieve the “holy-grail” of HR… “One version of the truth” – when it comes to centralizing all employee information and strategic HR functions We are offering customers everything in terms of integrated Talent Management from a single trusted vendor With seamless user experience and a talent-based system of record We will continue to advance the market and seek new ways to provide customer value
  • Performance-Based Development and Learning: Closing the Loop

    1. 1. Performance-Based Development and Learning: <br />Closing the Loop<br />The audio will automatically stream through your computer speakers.<br />To join the teleconference (optional), please dial:<br />Toll Free: 1.866.469.3239<br />Access Code: 664 758 312 #<br />You will be listening to music until the webinar begins.<br />#CLOwebinar<br />
    2. 2. Performance-Based Development and Learning: <br />Closing the Loop<br />Speaker:Stephan Millard<br />Director Product Marketing,<br />SumTotal Systems, Inc.<br />                       <br />Moderator: Daniel Margolis,<br /> Managing Editor, <br /> Chief Learning Officer Magazine <br />#CLOwebinar<br />
    3. 3. Tools You Can Use<br /><ul><li>Q&A
    4. 4. Click on the Q&A panel (?) in the bottom right corner
    5. 5. Type in your question in the space provided
    6. 6. Click on “Send.”</li></ul>#CLOwebinar<br />
    7. 7. Tools You Can Use<br /><ul><li>Polling
    8. 8. The poll will appear on the right side of your screen
    9. 9. Select the best option for each question
    10. 10. Click on “Submit”</li></ul>#CLOwebinar<br />
    11. 11. Performance-Based Development and Learning: <br />Closing the Loop<br />Daniel Margolis<br />Managing Editor<br />Chief Learning Officer magazine<br />#CLOwebinar<br />
    12. 12. Performance-Based Development and Learning: Closing the Loop<br />Stephan Millard<br />Product Marketing Director<br />SumTotal Systems, Inc<br />
    17. 17. WHAT TO DO NOW?
    18. 18. ABOUT SUMTOTAL</li></li></ul><li>Evolution of Development, Performance, and Learning <br />Delivering Greater Value<br />Performance, Development and Learning are integrated <br />Complete Talent Infrastructure<br />May Pass One or Two Pieces of Information Across<br />Loosely Connected, Little Value <br />Learning, Development and Performance are sillo’d<br />Siloed HR Processes<br />Better Performance<br />Better Alignment<br />Improved Compliance<br />Measureable Results<br />Value & Business Impact<br />Time & Maturity of HR Practice<br />
    19. 19. Ideal Process for Aligning Learning & Performance<br /><ul><li> Goals cascaded
    20. 20. Performance goals linked to organizational goals
    21. 21. Competencies used for job profiles
    22. 22. 360 feedback to highlight gaps
    23. 23. Skill gaps identified
    24. 24. Learning priorities based on performance goals & from identified skill and competency gaps
    25. 25. Learning includes blended solutions
    26. 26. Systems enable SME’s to easily contribute content
    27. 27. Personalized learning paths provide tailored development</li></li></ul><li>7%<br />Level 4: Strategic Talent Management<br />Fully integrated processes and systems used to make<br />business decisions; talent mgmt. is business-driven<br />20%<br />Level 3: Integrated Talent Management<br />Heavy focus on connecting systems and processes; single person / team<br />responsible for talent initiatives<br />45%<br />Level 2: Standardized Talent Processes<br />Talent processes are consistent and tailorable, with some integration;<br />several systems connected through manual processes<br />Bersin: Talent Management Maturity Model<br />28%<br />Level1: Siloed HR Processes<br />Individual HR processes or “silos”;<br />may have systems in place but not connected<br />Bersin & Associates, 2010<br />As companies move up the maturity ladder, they have lower turnover, greater employee engagement and greater success in nearly every talent area.<br />
    28. 28. Greater Maturity = Higher Return Rate<br />
    29. 29. New Disciplines of High-Impact Learning & Development<br />Comparing the Top 10% of High-Performing L&D Organizations (n>1,000)<br />Modern High<br />PerformanceLearning Organizations<br />are particularly<br />strong in:<br /><ul><li> Knowledge Management
    30. 30. InformationArchitecture
    31. 31. BusinessAnalytics
    32. 32. Rich MediaNew Media
    33. 33. PerformanceConsulting</li></ul>#3<br />#1<br />#2<br />#5<br />#4<br />All<br />Organizations<br />Top 10%<br />in Impact<br />High Impact Learning Practices© Bersin, 2009, 1000+ respondents<br /><br />
    34. 34. How are Businesses Linking Learning to Talent Management<br />Many organizations are integrating talent management & learning applications<br />
    35. 35. How Linking Applications Gives Strategic Value<br />Integrated Workforce Analytics<br />Learning <br />Management<br />Single Record for all Learners<br />Drive Compensation Incentives for Learning<br />Succession Based Learning<br />Integrated HRMS provides one unified record with all info, for better reporting<br />Speed On-Boarding <br />Automatically push on-boarding & learning plans to new employees<br />Use learning compliance / completed courses as data points that can drive compensation<br />Link learning plans to development goals for employees<br />Link Learning to Development<br />Improve Social / Informal Learning<br />Improve Talent<br />Mobility<br />Link learning activities to positions to succession plans for high-value employees<br />Tie learning plans to career paths employees wish to pursue<br />Facilitate dialogue with Forums for courses; use Wikis to push out pre-work;Blogs to share info<br />
    36. 36. POLLING SLIDE: Are you integrating learning with the other parts of HR?<br />Learning Integrated with Recruiting<br />Learning Integrated with Performance<br />Learning Integrated with Development<br />Learning Integrated with Succession<br />Learning Standalone only<br />*Select all that apply<br />
    37. 37. Technology Requirements for Talent Based Learning<br />Complete set of TM/LM/HR Applications<br />HRMS, Recruiting, Development, LMS, Performance, Goals, Compensation, Succession<br />Imbedded Analytics & Reporting Service<br />Feature rich tool, Business-user friendly, Flexible delivery <br />Shared Core Services<br />Single user experience ,Security, User management, Workflow <br />Single Data Source<br />HR record, Talent data, Learning data, Competencies, Job profiles <br />
    38. 38. Centralized Data <br />Goals / Revenue <br />Performance <br />LMS / Dev. <br />TM Analytics<br />Talent-based Learning Application Rollout<br /><ul><li>HR data
    39. 39. Key org. competencies
    40. 40. Job profiles
    41. 41. Talent profiles
    42. 42. Establish rev. related goals
    43. 43. Establish key org. goals to track
    44. 44. Establish Performance
    45. 45. Align individual goals
    46. 46. Align individual competencies
    47. 47. Align learning to development
    48. 48. Create / import content
    49. 49. Establish benchmarks
    50. 50. Create analytics</li></ul>CONFIDENTIAL<br />16<br />
    51. 51. Keys to a Successful Technology Rollout<br />Executive sponsorship & Governance<br />Business-driven (but with IT’s help)<br />Well defined goals, scope, and plan<br />Focus on configuration (vs. customization)<br />Open communication<br />Training & end user adoption<br />Organizational change management<br />Vendor partnership<br />
    52. 52. Integrated Infrastructure<br />Business Results<br />Business Impact<br />Completeness<br />Employee Results<br />Integrated<br />Learning<br />Training : Performance<br />Training : Sales<br />Course Results<br />LMS Reports<br />Kirkpatrick Score<br />Competency Prof.<br />Single point solutions<br />Course<br />SurveysHighly subjective<br />No direct correlations<br />AttendanceLittle / no <br />Business Value<br /> Integrated Learning Analytics<br />LMS Reports<br />Course Reports<br />Effectiveness of Metrics to Measure Business Impact<br />
    53. 53. Measuring Results: What are the Metrics / Analytics?<br />
    54. 54. Analytics: What is Being Tracked Today<br />Talent Metrics Tracked<br />2010 State of Global People Management<br />162%<br />111%<br />97%<br />76%<br />80%<br />84%<br />30%<br />40%<br />34%<br />57%<br />46%<br />22%<br />13%<br />17%<br />6%<br />% Growth<br /><ul><li>Recruiting tracks the largest number of metrics
    55. 55. Today’s metrics are largely tactical
    56. 56. Strong growth in more impactful metrics</li></li></ul><li>POLLING SLIDE: What is Your Organization Measuring?<br />Training Metrics Only (e.g. attendance, completion, course surveys)<br />Kirkpatrick Level Two & Three<br />Basic analytics (e.g. effect of training on performance, goal achievement to test scores)<br />Advanced analytics (e.g. Workforce productivity, return on training investment)<br />
    57. 57. Sales Example: Competencies vs. Sales Bookings<br />
    58. 58. Manufacturing Org Goal Achievement vs. Training Scores<br />5<br />5<br />5<br />1<br />9<br />8<br />8<br />5<br />1<br />8<br />5<br />2<br />1<br />15<br />8<br />2<br />Goal Achievement: 20% reduction in Manufacturing error rate vs. Avg. Test Scores on 4 courses<br />Exceed<br />94 % met or exceeded the goal<br />Met<br />Goal Achievement<br />Close<br />72% did not <br />Achieve goal<br />Miss<br />>60%<br />80%<br />100%<br />90%<br />70%<br />Avg. Test Scores<br />
    59. 59. Performance Based Learning: Calculating Return on Investment<br />*Use correlation to show relationship between training and result<br />
    60. 60. Near Term Tactics<br />Focus: Current year business goals & group to focus on<br />Pick Competencies: What are 2-3 key competencies that can improve success at goal<br />Performance Process: Get engaged in before / after performance scores for your target audience<br />Execute: Execute your learning program(s)<br />Measure: Look at before / after measures against performance / goal attainment to see success<br />Don’t Boil The Ocean<br />
    61. 61. SumTotal – What We Offer<br />Complete End-to-end Talent Solution<br /><ul><li>Deployed in 156 countries & 39 languages
    62. 62. 98% Customer Retention
    63. 63. 20+ years of Domain Experience
    64. 64. Rapidly Scalable Global Infrastructure
    65. 65. Profitable with Consistent Growth
    66. 66. Significant Financial Backing
    67. 67. Long-standing Global Customer Community
    68. 68. Offices in US, Europe, India, China, Japan, & Australia
    69. 69. One Partner for All of Your Talent Needs</li></li></ul><li>Most Complete – Comprehensive & End-to-end<br />Complete End-to-end Solution<br />Broadest & Deepest Capabilities <br />Holistic Talent Management Workflows<br />Pervasive Embedded Analytics<br />Seamless User Experience<br />Proven, Scalable Architecture<br />Highly Configurable & Easy to Use<br />Talent-based system of record<br />
    70. 70. 4+ Years in the Leader’s Quadrant (Gartner)Gartner Magic Quadrant for Corporate Learning Systems<br />Rated “Visionary”(Gartner EPM MQ)“…well-suited for global organizations seeking best-in-class…functionality”<br />Highest Rated Overall (Bersin TM Systems) “…best-suited to support the needs of large, multinational organizations that are seeking a well-integrated and global solution”<br />Highest Rated Overall(Ventana Total Compensation)“The top supplier, based on the weighted factoring of the seven product and customer assurance categories…”<br />Highest Rated in Product Offering (Forrester TM)“...among the leaders for integrated performance & compensation solutions”<br />Highest Score Among All Vendors (Forrester)Forrester Wave for Enterprise Learning Suites”<br />Highest Rated Overall (AMR Strategic HCM)“...the broadest and most mature application suite in the strategic HCM specialist space”<br />Most Innovative - Recognized as Leader by Analysts<br />
    71. 71. Summary<br />Performance based development & learning delivers measurable results<br />It is also better aligned to the overall business results<br />Start by looking at several key process integrations<br />Integrated technology is key to addressing the challenge<br />Pick metrics that show relevance to your business<br />Near term: Don’t try to boil the ocean<br />
    72. 72. Questions & Answers<br />Visit us at and through these social channels: <br />@SumtotalSystems<br /><br /><br />
    73. 73. Join Our Next CLO Webinar!<br />Thursday, February 3, 2011<br />What to Consider When Designing Content for Adaptive Learning<br />CLO Webinars start at 2 p.m. Eastern / 11 a.m. Pacific<br />Register at<br />Join the CLO Network:<br />#CLOwebinars<br />