This presentation covers Ensuring Maximization Of Learning In The Workplace by Michael Hanley at the E-Learning Curve Blog. --

1. Ensuring Maximization of Learning in a Developmental Setting By Michael Hanley BA Hdip.Ed MSc (Hons) MIITD

2. Agenda This presentation will cover: Context & Challenges Traditional Approaches to Resource / Learning Development Building a High-Performing Company Measuring Learning & Development Presentation Summary Q + A

3. Context Context: training challenges facing organizations

4. Anticipated Company Growth

5. Global Distribution NA New York EMEADublin APAC Bombay SA Monte Video ANZ Sydney Melbourne

6. Challenges Provide up-to-date training and professional development for staff Distributable to knowledge workers across multiple geographies Implement scalable training solutions Ensure plan is developed and deployed within a matter of months, rather than quarters or years $$$ Within budget $$$

7. Once Upon a Time...

8. Organisational Context L&D departments - units that were quite separate from the day-to-day business of their organisations Decided what kind of training employees needed in areas like Onboarding / new hire orientation Technology skills Compliance Other skills including soft skills Training related to workers’ roles as employees and to the business in the narrowest sense

9. Outputs Classroom training the main learning approach Classes were often multiple-day sessions New instructor-led courses were developed mostly in-house Some training sourced from external vendors E-learning - mostly off-the-shelf courses secured from content vendors The executive branch sees “…training as a necessary cost drain on the organization" (Gartner)

10. Building a High-Performing Company

11. Learning Requirements in Organisations

12. Our World is Fundamentally Changing...

13. Aligning Work with Learning

14. Supporting a high-performance organisation Supporting the worker from the classroom to the workplace Building the right culture and environment for high performance The Smart Enterprise

15. Measuring Training

16. Measuring Training Effectiveness Kirkpatrick’s Four-level Model Level 1 – Learner Satisfaction (“Happy Sheets”) Level 2 – Mastery / Summative Assessment (i.e. Certification / Qualification) Level 3 – Impact on employees’ work performance Level 4 – Business Impact “Fifth Level” – Phillips’ ROI on Training

17. The Fifth Level Jack Phillips model measures financial benefits of training: (total benefit - total costs) = $____ X 100 = ROI total costs Other Types of Value Reduced Travel / Reach Across Time and Space Accuracy of deliverables Timeliness Volume Increased Productivity Reduced Labour Costs Better Management Material Usage Also, consider the cost / impact of NOT training

18. Creating a Training Environment Where... Learning becomes work Work becomes learning Training Environment Work Learning

19. Role of Resource Manager

20. Summary People want to perform well (usually!) Why don't they do what they're supposed to do? They don't know what they're supposed to do They don't know how to do it They don't know why they should do it Training can make your talent more talented A holistic, Smart Enterprise approach to resource development helps workers perform and supports organisational development Embeds learning not just into workplace but into work itself

21. Questions?

22. Thank You!