Creating and retaining a skilled workforce is an issue faced by many organisations in the Middle East. Companies in the region need to have a comprehensive talent management strategy, from recruitment and retention to leadership development. Putting learning at the core of talent development enables organisations to create tomorrow’s workforce. This session will provide delegates with an opportunity to understand how contextual learning delivers knowledge and know-how to employees when and where they need it. Illustrated by examples from companies in the region, the session leaders will show you how the concept can be put to work to develop tomorrow’s workforce. Jon Drakes, Director – International Solutions Architects, SumTotal

1. Jon Drakes
Leveraging Contextual Learning In
Your Talent Development-Strategy

2. Topics for Today
• Unique Business Challenges for the GCC
• Defining Talent
• The Talent Development Lifecycle
• Why Contextual Learning is Mission Critical
• Summary & Close

3. UNIQUE BUSINESS CHALLENGES

4. 3 Key Challenges
• Rapidly Rising Headcounts
• Nationalisation Targets
• Skill Gaps

5. Rapidly Rising Headcounts

6. Nationalisation Targets
• 13m expats make up 70% GCC workforce
• Private Sector = 80% expats - Some > 95%
• Labour force to increase by 5m by 2020
(World Bank)
• 7m new jobs created in GCC in 10 years
• UAE expats up to 84.5% in 2030, (80% now)
• UAE national population not large enough to
sustain economic growth

7. The Skill Gap Challenge
• Local Skill Gaps are Limiting Growth Prospects
• Pre-Work Education is lacking across the GCC
• Difficult to Analyse Current Skills within
Organisations
• Current Employee Engagement is below
Global Average

8. The Skill Gap Challenge
CEO Confidence Levels by Region
Perceived Business Threats 3 Year Priority
Short to Medium Growth Prospects

9. The Skill Gap Challenge
Enabling Job Creation in
the Arab World
GCC has highest %ages of disengaged employees globally

10. Resulting Talent Challenges
• Attracting and Retaining Skilled Employees
• Educating & Up-Skilling the Workforce
• Identifying and Nurturing Emerging Talent
• Increasing Employee Mobility
• Improving Employee Engagement

11. DEFINING TALENT

12. Defining “Talent”
• Top 10% of Employees?
• High Potentials?
• Fast Track Intake?
• Every Employee? “Talent consists of those
individuals who can make a
difference to organisational
performance either through
their immediate contribution or,
in the longer-term, by
demonstrating the highest
levels of potential.”
“Companies need to define expectations
of what “talent” is for them both
internally and externally. When they do
that, a whole new world will unfold.
People won’t work for jobs, they’ll work
for a cause and a mission that is a daily
factor of what they do.”
“There is considerable debate
within companies about what
constitutes “talent” and how it
should be managed.”

13. How Do You Define “Talent”?
E. Gallardo-Gallardo et al. (2013)

14. How Do You Define “Talent”?
“You must find a definition which makes
practical sense for your company. If you
do not have a strong clear definition you
cannot link it to your HR strategy, develop
good talent management KPI’s or
evaluate it.” MORTEN KAMP, 2013

15. TALENT MANAGEMENT LIFECYCLE

16. HIRE
ALIGN
MANAGE
MONITORDEVELOP
PLAN
REWARD Goals &
Objectives
Competencies
& Skills
Performance
Feedback
Development Plan
Career Plan
Succession
Key Roles
Talent Pools
Pay Review
Bonus
Promotion
Profiling
Role Based Induction
Training
ANALYTICS PERVASIVE
CONTEXTUALINTEGRATED

17. WHY CONTEXTUAL LEARNING IS
MISSION CRITICAL

18. What is “Contextual Learning”?
Context
Similar to consumer technology, the system
understands the users profile and what they
are trying do and can offer relevant advice and
actions to help the user be more effective
Pervasiveness
Users don’t come to the system, the system
uses embedded “widgets” and mobile
capabilities to deliver functionality to them
wherever they are working
1.
2.

19. 3 Parts of Contextual Learning
Action
More Than Just Viewing and
Recording, Taking Action in
Real Time
Access
From Anywhere, On Any
Device, Where I Do My
Work
Inform
Complete View of
Relevant People and
Business Data Provides
Context

20. Contextual Learning in Sales
9:00
am
Assigned a new product opportunity
for a top 10 customer
9:15
am
Opens SFDC opportunity record and
sees learning specific to the product
related to the opportunity
9:30
am
Completes product training to get
rapidly up to speed
2:30
pm
Closes new product sale with a very
happy customer

21. Contextual Learning in Sales

22. Contextual Learning in Industry
8:00
am
Clocks in and finds equipment has
been updated overnight
8:01
am
Receives immediate training on
mobile, takes and passes
certification test. Manager
automatically notified of
certification
8:30
am
Starts equipment for the day’s
work

23. Contextual Learning in Tech
10:30
am
Finishes project and is assigned a
goal that requires Ruby, which he
has not used for 2 years
10:45
am
In addition to alignmet with
company goals, 2 specific learning
activities are suggested to update
his skills.
4:30
pm
Starts new project with confidence
and is immediately productive.

24. Learning & Development

25. On-Boarding
Compliance
Employee
Enablement
Extended
Enterprise
Performance
& Career
Development
Faster Time to
Productivity
Mitigate Risk
Develop Talent &
Grow Leaders
Improve Retention
& Internal Mobility
Broaden Reach &
Boost Revenue
Improve
Efficiency
Increase
Readiness
Learning Drives Business

26. CASE STUDIES

27. • Fast track career development programme, Al
Masar, for UAE nationals.
• 12 month programme will support customised
career guidance and development
opportunities tailored to each participant's
individual strengths.
• Includes intensive learning programmes,
departmental rotations, professional
certifications as well as coaching sessions.

28. • Exhaustive Certification process pre-opening
• 175 new Doctors - Cultural Education &
Continuous Medical Education
• 2000 technical, nursing need specific training
• 100 requiring onboarding per week
• Curriculum designed for user involvement
• Developed metrics around engagement
• Training delivery via Tablets at point of need

29. • Specific Training for Saudi Nationals
• Banking Training Program (BTP):
–Diploma/Bachelor Degree level
–6-8 months of extensive classroom and OJT
–Upgrade skills of tellers & customer services
• Samba Professional Program (SPP):
–Graduate/undergraduate
–10 months of classroom and OJT

30. SUMMARY

31. Employees Want More
Just-in-time
contextual
learning
More
productive
Real-time
collaboration
with experts
More
capable
Targeted,
practical career
development
More
opportunities
Productivity
200%
40%
Engagement
75%
Promotions

32. Context drives all HR activities
Leadership & Succession
Provide targeted, practical
development to drive readiness
for your critical roles
Workforce Management
Schedule your best resources
based on skills and certifications
Performance
Management
Provide real-time training that
improves competencies and
skill gaps
Talent Acquisition
Create talent pools
dynamically and assign
development activities for
critical positions

33. Learning Centric Talent
Management

34. VISIT US AT STAND E21