Team s minerva d5

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Team s minerva d5

  1. Mobile workforce training platform Context-aware training solutionDavid Lerman Matt Weiler Mathieu Prado Michael Bogobowicz Elena Gusakova 74 Customer Conversations 18 August 31, 2012
  2. • American companies are trending towards contingent workforces – Represents over 10% of overall workforce of large companies• 1.3B mobile workers projected in 2012 – 37% growth from 2010 – 75% of North American workforce expected to be mobile by 2020 In Office, 46 Where Workers Feel Most Productive Tablet Boom % In Office At Home Airplane Hotel At Café Home, 38 Public Transport % No Preference• Huge opportunity to leverage mobile technology for training Sources: IDC, iPass, ITPro, Cisco, Unisys, Comscore
  3. Myth StatusEnterprises are using more mobile and contingentworkersEnterprises want to enable training on mobiledevicesWorkers are increasingly using technology to beproductive outside of the officeEnterprises are open to creating training content onthird party platformsSelling effort requires multiple sign-offs, from HR upthe chain to CIO/CTO
  4. • Growing market • Competitive market • Large players: • The six largest LMS providers constitute 50% of the market (SuccessFactors Learning and Market Sumtotal Systems are the two largest) • Fragmentation:structure • The remaining 50% are: smaller LMS product vendors, training outsourcing firms, enterprise resource planning vendors, and consulting firms • Active market: • Players are entering with newer options
  5. $ PowerPoints $$ and docs $$$ Self pacedAccessibility learning $$$ Webinars Help desk $$ $$ Trial and $$$ error Coworkers $$$ word of $$ Classroom mouth training Customization to audience
  6. Knowledge/Mobile Task/Contingent
  7. Mobile Just-in-time
  8. HR ERP Location LMS 1 LMS 2Enterprise Context Training Content Contextual TrainingWorker Context User Activity 7
  9. Employer Employee• Large enterprise, where scalable • Permanent task worker worker training is compounding pain • Engages in discrete work point (ex: Fortune 5000) activities • Often employed in large• Established training strategy with numbers library of assets • Succession training• Employs task / contingent workers activities • Highlighted industries include financial • Contingent worker services, pharma, consumer • Short-term hires products, business services • Limited contracts • Shifting responsibilities • Off-schedule training needs • No formal training classes • Limited development motivation
  10. Immediate Short Term Medium Term• Solicit additional • Build 5-company • “Trojan Horse” hypotheses consortium to Strategy to LMS – feedback collaborate on proprietary build specs, share Minerva LMS to• Identify early development own the vertical evangelists costs learning • Retain re-sale management• Build-out more rights value chain detailed demo (wireframes, dem • Continue to o video, test JIT develop customer algorithms) pipeline
  11. David Lerman Mathieu Prado 31 8 2012 Minerva: Context-Aware Training Matthew Weiler Elena Gusakova Michael Bogobowicz 6 Fortune 5000 Platform must enable (w/ existing LMS) content creation / access Module-based, JIT content Ongoing Sales HR/Vendor Force PipelineManagement Systems for context-aware training Employers Sales force handholds sales process Employer- (“Trainers”) Edu strategy + quant Generated Content 3rd Party Content tracking ensures content Providers retention Human DivisionStudios Equipped For Easily develop/distribute Resources Managers High Quality Video training content to Recording workforce Protection of proprietary client data/best practices Direct Marketing / Reusable training content CIO / IT Department SI/VARs Trials Client-side human capital ↓ costs, ↑ ROI (to design modules) Human Sales / Support Task or Contingent Screen / Event Training can be done Recording Vendors Internet access & mobile Workers devices Client LMS anywhere, anytime SI/VARs (“Trainees”) content Subscription Educational Back-End ($/user/month) Research / Best Hosting Practices Add’l Set-Up / Free to Customization Fee Employee Commission/ Coding / Customer 3rd Party Content – Referral Fees Development Acquisition Revenue Share (SI/VAR)
  12. What We Thought What We Found What’s NextEnterprises are using more Confirmed How are mobile andmobile and contingent contingent workers treatedworkers differently? What are the unique pain points?Enterprises want to enable Somewhat – Where budgetstraining on mobile devices and security allowWorkers are increasingly using Confirmed, but security is atechnology to be productive major concernoutside of the officeEnterprises are open to Yes, but various learning Ask Customers:creating their own training curves, and lots of platform (1) Is there an unaddressedcontent options to do so market gap? (2) Big enough market for many players? (3) Isolate disruptive optionsSelling effort requires multiple Confirmed – Lots of Can there be smaller,sign-offs, from HR up the chain stakeholders from HR up divisional customers within anto CIO/CTO through the board of directors org?
  13. David Lerman 26 8 2012 Minerva: Enterprise Training Platform Matthew Weiler Michael Bogobowicz 2 High Level• Limited primary partners/suppliers • Key activity: Customer uptake • Employers (“Trainers”) • User-generated content means • Trainers need to create relevant • Lead w/self-service – sign-up via web • The purchaser of platform platform is all that’s required content and share w/workers • Value prop: Platform to easily • Full company roll-out will require • The developer of content• Possible content partner: Creators of • Workers need to use modules develop/distribute training content more • Employees (“Trainees”) 3rd party training content who want to • Company needs to accept platform to workforce seats, integration/customization • The consumer of content use our platform • Channels (SaaS): Internet • Especially useful for remote workers • Platform should automate customer • Reduces “graveyard” issue – early browser, mobile app [employee-level who can’t sit in classroom/lecture content creation Detail users are greeting with pre- logins] hall • Smartphone/tablet-dependent job existing content • Monthly/annual payment • Module-based allows for infinite functions• Possible development partner: combinations of relevant content to • Large enterprises who need to scale Screencast recording vendor various worker types training programs• Possible development partner: Local • Can act as individual tutor • Enterprises with contingent studios/Kinko’s with high-quality addressing worker’s individual workforces, who constantly hire as- recording rooms for video content needs / weaknesses (adaptive needed, off-schedule• Possible development partner: Event learning, like GMAT) • Divisions who self-train employees recording vendors (to capture formal • Human capital (to design modules) • Reusable content saves money • Any company/division who must lectures/webinars) • Buy-in from company, divisions to • Digestible modules keeps workers train remote/mobile sales force(s)• Possible distribution partners: use this as a training tool engaged • Sales teams Enterprise software vendors; Vendor • Protection of proprietary client • Customization / quantitative • Awareness – Trade shows, online • Industries with formalized on- Management Systems (for contingent data/best practices performance feedback ensures ads, direct sales, case boarding training workers) • Require educational basis for lift vs. content retention • Industries with continuing education status-quo (“better teaching tool”) • Mobile access makes “on-the-go” studies, WOM/viral • Trial (30/60/90 days) use to # seats • Human Resources • Require results basis for better training easy, can be done in small efficiency, savings, organization, etc downtime moments • Self-service online subscriptions w/add’l customization • Zendesk support (online channel) • Back-end hosting Revenue • Coding/development • Subscription model ($/seat/month) - $5-10? • Education research / best practices • Add’l modules/templates for extra $ • Customer acquisition • Customization / consulting • Sales team • Currently paying for employees to run training, 3rd party • Advertising outsourcing, 3rd party materials • Industry events Current costs • Overhead (office, salaries, etc) • Lost revenues/working hours from ee’s running training • Highly scalable once platform designed • 3rd party outsourcing • Biggest variables: content storage, on-boarding • Aim for low customer concentration
  14. David Lerman Mathieu Prado 28 8 2012 Minerva: Workforce Training Platform Matthew Weiler Elena Gusakova Michael Bogobowicz 3 Easily develop/distribute Fortune 50003rd Party Content mobile training content to Self-Service Providers Platform must enable workforce Registration content creation / access Employers Module-based content for Employer- Screen / Event (“Trainers”) custom syllabus Generated Recording combinations Content Vendors Reusable training content Human DivisionStudios Equipped Resources Managers For High Quality ↓ costs, ↑ ROIVideo Recording Mobile content for “on-the- HR/Vendor Protection of proprietary go” training can be done CIO / IT Management client data/best practices anywhere, anytime Department Systems Internet Access & Mobile Online Self-Service Devices Quantitative performance Mobile (Sales/Sign-Up) feedback ensures content Employees Human Capital (To retention Human Sales / (“Trainees”) Design Modules) Support Educational Subscription Back-End Research / Best ($/user/month) Hosting Practices Add’l Set-Up / Customization Fee Coding / Customer Development Acquisition 3rd Party Content – Revenue Share
  15. David Lerman Mathieu Prado 29 8 2012 Minerva: Workforce Training Platform Matthew Weiler Elena Gusakova Michael Bogobowicz 4 Platform must enable Fortune 5000 Edu strategy + quant Ongoing3rd Party Content content creation / access Self-Service tracking ensures content Sales Force Providers Registration retention Pipeline Sales force handholds Employers Employer- Screen / Event sales process (“Trainers”) Easily develop/distribute Generated Recording mobile training content to Content Vendors workforce Human DivisionStudios Equipped Resources Managers For High Quality Reusable training contentVideo Recording ↓ costs, ↑ ROI Protection of proprietary Module-based, JIT content CIO / IT HR/Vendor client data/best practices for custom syllabus Management Department combinations Systems Internet access & mobile Online Self-Service devices Mobile Mobile content for “on-the- (Sales/Sign-Up) Client-side human go” Training can be done Workers capital anywhere, anytime Human Sales / (“Trainees”) (to design modules) Support Educational Subscription Back-End Research / Best ($/user/month) Hosting Practices Add’l Set-Up / Free to Customization Fee Employee Coding / Customer Development Acquisition 3rd Party Content – Revenue Share
  16. David Lerman Mathieu Prado 30 8 2012 Minerva: Workforce Training Platform Matthew Weiler Elena Gusakova Michael Bogobowicz 5 Platform must enable Module-based, JIT content Fortune 50003rd Party Content content creation / access for custom syllabus Ongoing Sales Providers combinations context- Force Pipeline aware training Employers Sales force handholds Employer- Screen / Event (“Trainers”) sales process Edu strategy + quant Generated Recording Content Vendors tracking ensures content retention Human DivisionStudios Equipped Easily develop/distribute Resources ManagersFor High QualityVideo Recording training content to Protection of proprietary workforce HR/Vendor client data/best practices Direct Marketing / CIO / IT Management Reusable training content Trials Department Systems ↓ costs, ↑ ROI Internet access & mobile devices Human Sales / Support SI/VARs Training can be done Workers Client-side human anywhere, anytime SI/VARs (“Trainees”) capital (to design modules) Subscription Educational Back-End ($/user/month) Research / Best Hosting Practices Add’l Set-Up / Free to Customization Fee Employee Commission/ Coding / Customer 3rd Party Content – Referral Fees Development Acquisition Revenue Share (SI/VAR)
  17. David Lerman Mathieu Prado 31 8 2012 Minerva: Workforce Training Platform Matthew Weiler Elena Gusakova Michael Bogobowicz 6 Platform must enable Fortune 50003rd Party Content content creation / access Module-based, JIT content Ongoing Sales Providers for context-aware training Force Pipeline Employers Sales force handholds Employer- Screen / Event (“Trainers”) sales process Edu strategy + quant Generated Recording Content Vendors tracking ensures content retention Human DivisionStudios Equipped Easily develop/distribute Resources ManagersFor High QualityVideo Recording training content to Protection of proprietary workforce HR/Vendor client data/best practices Direct Marketing / CIO / IT Management Reusable training content Trials Department Systems ↓ costs, ↑ ROI Internet access & mobile devices Human Sales / Support Desk-based SI/VARs Client-side human Training can be done taskworkers capital anywhere, anytime SI/VARs (“Trainees”) (to design modules) Subscription Educational Back-End ($/user/month) Research / Best Hosting Practices Add’l Set-Up / Free to Customization Fee Employee Commission/ Coding / Customer 3rd Party Content – Referral Fees Development Acquisition Revenue Share (SI/VAR)
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  20. • 1.3B mobile workers projected in 2012 – 37% growth from 2010 – 75% of North American workforce expected to be mobile by 2020 • 54% of mobile workers feel they can be productive outside of the office • Between 60-70% of mobile workers aged 22-54 use a tablet In Office, 46 Where Workers Feel Most Productive Tablet Boom % In Office At Home Airplane Hotel At Café Home, 38 Public Transport % No Preference • Huge opportunity to leverage mobile technology for trainingSources: IDC, iPass, ITPro, Cisco, Unisys, Comscore
  21. My Dashboard Statistics Users Catalogue HelpReports User Activity User Activity User Satisfaction 4000 User Location 3500 Course Scores Course Feedback 3000 Time-to-Complete Heatmaps 2500 Open Top Users 2000 Failed Courses Passed 1500 Failed 1000 500 0 May Jun Jul Aug Sep Oct Nov Dec
  22. “Anytime” training is desired; classroom time seen as meddlesomeEven large companies in 2012 still put key employees on planes to teachacross the country, or across the world; human presence still valuedOutsourced jobs to key locations like India and Manila are a fertile ground toleverage remote servicesSome large companies still lack formalized training beyond “on the job”, “1-on-1” mentorship, or handing out PPTsPotential added value by integrating principles of Instructional Learning Theoryfor proven retention – VERY complicated to build legitimate programA lot of corporate training is focused around compliance and not advancementOn-boarding still often involves binders and papers that arent read or checkedfor understanding
  23. Technology enhances the perceived value of training, whereas paperdiminishes it (at least in younger generations)iPad adoption is being discussed by many firms, but adoption timelineunclearCompanies are moving to support mobile devices, but often putrestrictions such as only corporate issue can access internalresourcesiPad adoption as a part of their current training software solution hasbeen discussed as a medium for expanding language offerings

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