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Selling Learning Centers
- 1. Selling Learning Centers March 2016
- 2. AGENDA Background Value of Learning Centers Target Audience Use Cases Qualifying Questions Common Concerns, Objections and Resolution Competition Resources and Support
- 3. KNOITALL SKILLS ENGINE™ MATCHES LEARNING WITH NEEDED SKILLS All internal and externally delivered learning is organized around competencies and brought into a single view for the employee.
- 4. Company Learning Center Financial Academy Advising Center Once a provider enters programs into Knoitall marketplace, they become accessible in multiple Learning Centers A NEW PLATFORM FOR MARKETING AND DISTRIBUTING LEARNING
- 5. MULTIPLE PEARSON BRANDS ADDED TO KNOITALL
- 6. KEY BENEFITS OF A LEARNING CENTER Reduced cost for managing learning Develop the needed skills for an organization Provide access to greater network of learning and continuing education suppliers Improve transparency on learning outcomes Support internal initiatives such as performance management
- 7. TARGET AUDIENCE AND BUYER Organizations over 5000 employees Executive Roles (Director or above) Human Resources Executive Talent Management Workforce Development Learning and Development Division Directors (Sales, Operations)
- 8. USE CASE #1: SINGLE LOCATION TO DISCOVER AND COMPARE LEARNING OPTIONS Background: Vencore offers multiple training and education offerings. However, employees do not have a single location to discover and compare learning options (internal training, external learning and accredited education) Solution: Private learning center that provides consolidated view into learning options supported by Vencore Integrate with existing training catalog (Skillport website) Provide channels to the company’s external training providers Provide channel to the external accredited education providers company is using for tuition assistance benefit (degrees, certs) Map learning offerings to the skills required by the company
- 9. LEARNING CENTER PROVIDES SINGLE VIEW
- 10. USE CASE #2: MULTIPLE LEARNING CENTERS TO DEVELOP SPECIFIC SKILLS ACROSS THE ORGANIZATION OVERVIEW: Company needs to develop specific skills sets for different functions. This could include training for managers, leadership development, IT professionals, or the sales team. Solution: Multiple private learning centers that address each workforce need: Educational offerings mapped to the specific skills sought by the company Learning centers populated with the mapped learning content Access to learning providers to post and manage their educational offerings Password-protected gateway for employees
- 11. LEARNING CENTER TO DEVELOP MANAGER SKILLS
- 12. USE CASE #3: MULTI-NATIONAL ENABLES FRANCHISE OPERATORS OVERVIEW: Company has a franchisee population that they wish to support by offering limited educational benefits. The company wants to limit choice but provide viable opportunities for employees to complete their GED or associate degrees. Solution: Public learning center for franchisees Providing access to approved educational partners that support GED and associates degree completion opportunities, both face-to-face and online Providing a “Public-access” learning center for franchisee employee access to view, assess and interact with these providers Access to free resources to help employees understand adult education options, credit transfer, and how to balance education with work Maintain a dynamic learning plan for each learner based upon the skills they are seeking.
- 13. LEARNING CENTER PROVIDES ACCESS TO DEGREE COMPLETION
- 14. USE CASE #4: ACADEMIC ADVISING Background: Intel offers a robust tuition reimbursement benefit to support employee development. Employees need guidance on selecting the appropriate program. Solution: Learning center to connect employees with academic advising Enable learning providers and third-party advising service to load and manage their advisors and offerings Enable manager approval process when employee request advising session. Enable the scheduling of Corporate employees into advising sessions Map academic advisors to the offerings presented (both advisors within the universities as well as third party advisors) Maintain a dynamic learning plan for each learner based upon the skills they are seeking. Provide a single sign on solution to the Company.
- 15. LEARNING CENTER PROVIDES ACCESS TO ADVISING
- 16. USE CASE #5: EDUCATING EXTENDED ENTERPRISE Background: Indyme offers solutions for retail organizations Challenge: Company needs to educate channel partners that sell their solution How do I distribute content to that audience? How do I do it cost-effectively? Can I use the content I’ve already produced? Solution: Public learning center accessible from the company website
- 17. BRANDED LEARNING CENTER: INDYME SMART RESPONSE
- 18. QUALIFYING QUESTIONS Are there any skills gaps within your workforce? Do you have any challenges building skills and competencies within your team? Are there different learning needs within your workforce? How are you managing learning today? Is it centralized or is each department responsible for training? Do you create your own learning content, purchase external content or use both? How are employees finding external education today? Do you want to have greater visibility and control over the learning your employees access? How do you pay for learning? Do you have a tuition assistance program?
- 19. COMMON CONCERNS/OBJECTIONS 1. Why do I need a learning center? 2. I already have an LMS, how does this help? 3. I don’t have any IT resources to do another project? 4. Can I add my own learning content? 5. What types of learning are supported? 6. What if I want other learning content besides Pearson? 7. Does this integrate with my tuition assistance benefit? 8. Does this integrate with my talent management system? 9. What kind of reports are available? 10. Does this solution support single sign-on?
- 20. COMPETITIVE LANDSCAPE PublicPrivate Learning Content Learning Platform +
- 21. PARTNERSHIP PROVIDES UNIQUE VALUE We cover the entire learning supply chain which includes formal and informal learning as well as accredited education. Competency mapping technology to create individual learning center(s) for each employer. Support for all learning formats including online, face- to-face and self-directed. Access to learning resources such as academic advisors and coaches. Employee reviews that help an organization assess the quality of the learning.
- 22. SUPPORT RESOURCES Demonstrations and technical support: First stop is your Pearson Learning Business Partner Additional support from Knoitall team John Zappa - john@knoitall.com Jeff Creighton - jeff@knoitall.com Reference resource Sales Kit: Selling Learning Centers