This presentation offers a disruptive view about how to fund Talent Management & Learning Systems and why such disruption may make sense for your firm.

1. 7 Reasons Why Talent Management
& Learning Programs Should Be
Partially Funded By Employees
Presentation by: Keith Siegel

2. Overview
Employees across the nation help insure themselves by paying
deductibles and other copays in the event they get sick. They have a
vested interested in ensuring their health and well-being.
So then why is it, employees don’t contribute to their own
development as a contributing member of a business? I’ll use myself
as an example. I paid over $2,500 per year for my medicine and doctor
visits for my family. I contributed $0 to my development as employee.
I believe we’ve reached a point where employees can and should make
a contribution to their development as an employee. $150 per year
seems reasonable ($12.50 a month) to help offset the investment a
company makes in talent management and learning
systems/programs.

3. #1 Employees Already Do This For Health
 Employees already contribute for their
healthcare and the benefit to the company is
reduced absenteeism and tardiness. Sure we
want healthy employees but the benefit to the
company is muted.
 Employees who contribute to their career
development are far more intrinsically
motivated take it seriously much like they do
with their healthcare.

4. #2 It Encourages Development
 By having employees contribute to the talent
and learning programs annually, it gives them a
financial stake in their own personal
development. The learning and talent programs
you institute can include personal and
professional development that include topics
unrelated to their specific work product. It
could include topics of general interest to them.

5. #3 It Reduces Waste
 When employees contribute financially to
the talent management and learning
systems and programs, they are much
more likely to utilize and leverage the
tools and programs you put in place.

6. #4 It helps eliminate the Funding
Question
 Many HR teams have challenges working with
operational leadership to get funding for
talent/leadership/employee development
programs.
 By having the employee contribute to their own
development, HR is much more likely to get
capital for these projects. Employee
contributions may offset a dramatic portion of
the system investment.

7. #5 It is Equitable
 Let’s look at the programs HR invests in:
 EAP
 Healthcare
 On-call Nurses
 Educational Assistance
 Free lunches/discounted lunches
 Given all companies do with making their employees
happy and feel valued, isn’t it high time employees
invest in themselves with the support your company?

8. #6 It gets HR focused on Strategy
 Some HR organizations have talent management and
learning programs. Other’s don’t. Some are ancient
technologies. Getting funding and deploying
talent/development systems should be a thing of the
past (Like manually creating invoices, doing
payables, and walking the warehouse looking for Bin
03453278).
 Get past the funding question and get focused on
consistent development programs, leadership
programs, succession planning and best practices for
engaging the workforce.

9. #7 It Builds an Empowered Employee
 Empowered employees are those that are fully
engaged and committed towards their
work, team, and organization. By contributing
to their own development, much like they
funded college, employees are far more likely to
take their development and learning
seriously, be more open to feedback and new
ideas, and far more innovative about how they
approach customers, partners, vendors and
other constituents.

10. $150 A Year Is All It Takes
 Let’s look at what $150 a year looks like on a monthly basis:
 1 less bottle of wine purchased
 2 packed lunches
 3 less trips per month to Starbucks
 4 less trips to Dairy Queen

11. About Keith Siegel
Keith Siegel is an Enterprise Sales Representative with
Cornerstone OnDemand. Keith’s passion is all things talent and
learning & development.
He earned his Masters of Business Administration and Bachelors
of Business Administration from Temple University, his Masters
of Education from Arcadia University, his, and his HR Certificate
from Villanova University.
He can be reached at:
ksiegel@csod.com
215.643.6707