The document discusses a webinar on outsourcing learning and development functions. It provides details on the webinar such as the date, time, and call-in information. It also lists the panelists and their backgrounds. The webinar will discuss whether some or all learning can be outsourced, where business managers and L&D professionals stand on outsourcing, and observations on outsourcing of learning in Australia and Asia Pacific based on past research. Participants are encouraged to engage in the discussion and share their thoughts and comments.
case book of past projects. the focus of this case book is of the research process that led to our insights, which in turn directs the product development.
case book of past projects. the focus of this case book is of the research process that led to our insights, which in turn directs the product development.
Making Learning Accessible – Solving A Complex PuzzleLearningCafe
Our workforce is becoming more diverse with employees facing different kinds of barriers to Learning. These barriers to Learning include not only physical ones such as vision, hearing and motor disabilities but also cognitive disabilities and literacy. The combinations and variations may be too numerous to cater for using the “one size fits all” design approach.
Under the Disability Discrimination Act 1992, Australian Government agencies are required to ensure information and services are provided in a non-discriminatory accessible manner by implementing the Web content accessibility guidelines version 2.0 (WCAG 2.0). Private sector is also choosing to address accessibility requirements as part of social corporate responsibility.
The challenge for Learning professionals is to designing accessible Learning including:
a more technically challenging design and development approach.requiring a bigger budget.
Over the years the systematic ADDIE process has proven successful in design and development of learning. However with the Agile approach growing in popularity, ADDIE is being perceived to be too “organised” and “slow” in today’s world of swift change and quick results. Moreover, evidence suggests that the push for Agile has made a relatively small dent on the popularity of ADDIE. Agile is radically different from ADDIE (waterfall approach) and hence demands a different skill and mind set.
In this online discussion we talk to a panel comprising of Agile specialists and Learning Designers.
Making Learning Accessible – Solving A Complex PuzzleLearningCafe
Our workforce is becoming more diverse with employees facing different kinds of barriers to Learning. These barriers to Learning include not only physical ones such as vision, hearing and motor disabilities but also cognitive disabilities and literacy. The combinations and variations may be too numerous to cater for using the “one size fits all” design approach.
Under the Disability Discrimination Act 1992, Australian Government agencies are required to ensure information and services are provided in a non-discriminatory accessible manner by implementing the Web content accessibility guidelines version 2.0 (WCAG 2.0). Private sector is also choosing to address accessibility requirements as part of social corporate responsibility.
The challenge for Learning professionals is to designing accessible Learning including:
a more technically challenging design and development approach.requiring a bigger budget.
Over the years the systematic ADDIE process has proven successful in design and development of learning. However with the Agile approach growing in popularity, ADDIE is being perceived to be too “organised” and “slow” in today’s world of swift change and quick results. Moreover, evidence suggests that the push for Agile has made a relatively small dent on the popularity of ADDIE. Agile is radically different from ADDIE (waterfall approach) and hence demands a different skill and mind set.
In this online discussion we talk to a panel comprising of Agile specialists and Learning Designers.
LearningCafe Year End Webinar - Looking back at 2016. What is coming in 2017?LearningCafe
We explore what were the significant trends last year and what can we expect for 2017?
We Discuss:
Business drivers for Learning in 2016. How Learning design and delivery has changed?
Current and future capability of L&D teams and bridging the gaps.
Influences of disruptive business model of Learning.
Top 3 predictions for L&D in 2017.
Rethinking Sales Force Capability for the Changing Marketplace - CapabilityCafeLearningCafe
Digital is having a significant impact on the way consumers buy by allowing instant access to product information, reviews and recommendation by friends. This change in the buying landscape demands new capabilities from the sales force right from leveraging lead generation from digital channels to adopting a more consultative selling approach.
We talk to a panel of experienced Sales Capability and Enablement specialists to take stock of how building Sales Capability is progressing.
Capability Frameworks - Too Slow for a Fast Moving WorldLearningCafe
Capability Frameworks have been used in organisations to neatly depict the progression of skill levels. In many organisations the level you attain also links to pay and rewards. While Capability Frameworks worked well in the past when changes were less frequent, they may not be flexible enough to accommodate rapid business and workplace changes now.
This is a presentation and exercise I did as part of a local ASTD / ISPI Social Learning workshop held at Babson on May 20. My other presenters included Dave Wilkins of Mzinga and Bill Cava of Ektron. The event was coordinated by Jean Marrapodi of Applestar Productions.
NACE presentation from the 2012 conference. Discussion for the advantages to building a strategic University Relations Program rather than University Recruiting Program. Global employer branding points as well.
What does it mean to be a diversity leader? Over the past several years, diversity has been a hot topic. However, as times change,
and business challenges increase, the term has become a stale reference to check off a list of politically correct requirements.
As leaders in diversity, we are challenged to educate, energize, and excite our organization around diversity initiatives. These
initiatives build the foundation of creativity, innovation, and transformative results. Diversity and Inclusion leaders are key players
on the executive leadership team with the specific responsibility for ensuring that human resources are honored, embraced,
and ready to contribute great value. Diversity and Inclusion leaders are trusted advisors that fundamentally create strategies that
result in corporate cultural transformations to effectively support the mission and vision of the organization. To continue to be
successful and safeguard the great work and efforts of those before you, you must create a brand and image that reflects high
integrity and strong leadership capacity. This workshop will arm you with the skills you need to change your leadership image
and effectively function as a vital part of the leadership vision.
Learning Objective: Diversity leaders create a brand and image that supports and reflects competence and business value.
Outcomes-At the end of this workshop, participants will be able to:
a. Explore key diversity and inclusion leadership and management skills
b. Understand strategies for building the right brand and image
c. Examine what it means to transform organizational culture
d. Create a personal plan for excellence in diversity and inclusion leadership
e. Explore business challenges that impact diversity and inclusion leaders
Professor Mark Stubbs shares his experience of an ambitious JISC-supported change programme at Manchester Metropolitan University (MMU) to completely redesign undergraduate programmes within 12 months and to design agile systems and processes to support the change.
The presentation explores the dynamic relationships between curriculum design, learning, teaching, assessment and course administration processes. Mark shares lessons learned from the holistic approach used at MMU and contrast it with other change methodologies.
This is a brief 10 minute summary of the technology changes in the Ottawa Catholic School Board over the last 3 years and the initiatives that are now part of our learning technologies transition process. Learning in the 21st Century is the framework to support our Board priorities of Success for Students, Success for Staff, and Stewardship of Resources.
This is my presentation from this year's Social Media Geek here in Glasgow.
Equator were the lead city sponsors and as well as covering innovation in the social media sphere, we wanted to talk about how we plan to use these tools to improve the experience of the next generation of talent in our sector and beyond.
The digital and creative sectors really suffer from a lack of job-ready graduates. It’s time that we employ our skills to fix this problem.
I believe we can transform education to create better graduates with more opportunities and a healthier landscape for business growth.
For graduates, professionals and businesses, building a strong reputation or brand in the digital social sphere is now an important ingredient for success.
This reputation is no longer simply based on the work you do, it’s about the good you do too.
I'm proposing social utilities that help both individuals and businesses build their reputation through digital mentoring.
Pretty soon, the credentials you earn earn by sharing your knowledge with graduates or buddying with key people in the industry will be vital to getting your next job or promotion.
Please contribute to this discussion by connecting with me on twitter @jamesjefferson or by using #socialmediageek
Enjoy!
Ex Assembly - Using Workforce Analytics for Employee Experience EffectivenessLearningCafe
Pundits have identified Employee Experience (EX) as one of the top priorities for HR. A lot of the science and art of EX is based on the Customer Experience (CX) approach, which makes extensive use of data to understand the customer and identify their needs and aspirations.
Workforce/people data has been notoriously siloed (in HRMS, CRM, Intranets, etc.) and are often unreliable and outdated. Is it possible to achieve good Employee Experience when Workforce/people data is not up to scratch?
In this “free-range” online discussion we have a chat with a panel of CX, EX and Analytics experts about the better practices, challenges and opportunities for the use of HR/People Analytics for better EX design and implementation.
Ex Assembly - Employee Wellness Programs – Can they Perform in the Spotlight?LearningCafe
Uncertainty, rapid change and a clouded future has created an employee wellness crises. Employee Wellness programs (EWP) which were trotting along before COVID, have been asked to sprint by adapting to the health crises and the ramifications of changes to ways of working including increased work from home.
We discuss the current state of affairs of Employee Wellness and the journey ahead in the continuing crises. The panel also shares best practices and lessons learnt.
This EX Assembly “free-range” discussion focuses on the enterprise implications and its impact on Employee Experience.
Ex Assembly - Unpacking Employee Experience (EX) LearningCafe
Employee Experience (EX) is a term that gained tremendous visibility. However, EX means different things to different people. Josh Bersin recently highlighted the need to clarify what EX means and involves.
At one end, it could be bolting on new EX practices to current HR approaches and method. On the other end, it could involve the use of a human-centred design approach to identify employee needs and realities as the real starting point for designing and implementing HR solutions and processes.
We talk to a panel of experts and practitioners about EX and what it involves.
Better Candidate Experience is Hard Work but Benefits EveryoneLearningCafe
Businesses need people, and people need work. Anecdotal evidence and research indicate the recruiting process is painful for everyone involved, including candidates, recruiters and hiring managers.
Technology has promised better outcomes but could automating the existing fault lines make the outcomes worse?
We talk to a panel of experts about the challenges faced by candidates and recruiters and the possible solutions to improve the process and the candidate experience.
Building Responsive & Scalable Organisational Learning - EX Assembly WebinarLearningCafe
The COVID crisis has thrown light on the need for organisational learning to be adaptable and scalable to meet business requirements. Employees have been asked to take on new roles and the only mechanism available to train employees has been through digital platforms.
This unanticipated situation has broken some of the long held resistance to adopting new ways of learning. The webinar features a panel of experienced organisational capability and learning professionals who discuss the opportunities and challenges in building an adaptable and scalable organizational learning machine.
The 1.5-hour year-end omnibus webinar features three panels of experienced Learning practice leaders from leading organisations from Australia, US and Singapore.
EX Assembly: COVID19 and its Impact on Employee Peformance & RewardsLearningCafe
COVID19 has thrown business plans into disarray. While the impact of COVID on the workforce is manifold, measuring and rewarding employees will be a particularly challenging one.
We discuss
Do we need to adapt or “inactivate” Employee Performance Processes specially for employees whose work has been directly impacted ?
How do we recognise and reward employees who go above and beyond their job description during these challenging times ?
Does COVID19 provide us an opportunity to transform the Perf Mgt system which is perceived as ineffective ?
Case Study - COVID19 and its Impact on Employee Peformance & RewardsLearningCafe
COVID19 has thrown business plans into disarray. While the impact of COVID on the workforce is manifold, measuring and rewarding employees will be a particularly challenging one.
LearningCafe Year End Omnibus Webinar 2018LearningCafe
LearningCafe has been quiet for the past few months as we try and pivot to find a new value proposition. But we are back with our popular year-end omnibus webinar discussion featuring three practice leader panels, who discuss the state of organisational learning and how they are dealing with the challenges they face.
The 1.5-hour year-end omnibus webinar features three panels of experienced Learning practice leaders from leading organisations from Australia, US and Singapore.
We discuss the role and impact of L&D in the organisation and whether it is responding to business and employee requirements. We ponder if L&D is able to collaborate across the HR silos to provide an effective employee value proposition.
Anish Lalchandani LearningCafeMaree HowardDarin Fox - Learning Cafe UnConference
Maree Howard – Head of Learning at Lendlease
Anish Lalchandani – Global Head Talent, Learning & Culture Optimisation at Standard Chartered Bank
Darin Fox – Project Lead, Long Term Workforce Strategy at Sydney Water
The panel discusses whether learning design and development is adapting by innovating and improving its products and services. We examine if we have made any real progress in improving the measurement of learning impact.
Vanessa Blewitt LearningCafeBen Carr
Vanessa Blewitt – Global Transformation Lead: Learning Intelligence & Effectiveness at Nestle
Ben Carr – Director at EY
Our third panel discusses the need for Learning to move to a user-centric approach and changes required in L&D mindset, skills and methods. We assess if Agile should be the new operating system for L&D.
Mike-Pino-LearningCafe-blackwhiteJeevan-Joshi-300x300
Mike Pino – Senior Director, Cognizant Digital Academy (US)
Jeevan Joshi – LearningCafe
Learning Analytics – From Reactive to PredictiveLearningCafe
Overview
While the term Learning Analytics has been around for some time, it has been mostly restricted to data collecting from the Learning Management Systems such as completions data. Learning analytics has to evolve beyond simply reporting to making predictions. We discuss current trends in Learning Analytics and how xAPI, Artificial Intelligence will impact Learning Analytics.
Panelists
sarajit-poddar-learningcafe-150x150 Learning Analytics - From Reactive to Predictive Featured LearningCafe Webinars Vanessa-Blewitt-LearningCafe-100 Learning Analytics - From Reactive to Predictive Featured LearningCafe Webinars Jeevan-Joshi Learning Analytics - From Reactive to Predictive Featured LearningCafe Webinars
Sarajit Poddar – Workforce Planning & Analytics SME at Ericsson
Vanessa Blewitt – Global Transformation Lead – Learning Intelligence and Effectiveness at Nestle
Jeevan Joshi – Founder – LearningCafe & CapabilityCafe
We discuss
Why Learning data needs from a reactive mode of collecting completion information to using predictive data to make Learning more effective.
How xAPI and other emerging standards provide a platform for better analytics but have implementation challenges.
The opportunities to link learning analytics with business outcomes.
How Artificial Intelligence/ Machine Learning will demand better Learning Analytics.
Using Agile Methods for HR & Learning ProjectsLearningCafe
The Agile Manifesto released in 2001, outlined a more flexible approach to software development based iterative development, where solutions evolve through collaboration between self-organizing cross-functional teams.Since then, Agile methods (an umbrella term covering SCRUM, KanBan, Extreme Programming etc) have been extensively used in IT are increasingly being used in other domains such as marketing and HR/L&D.
While Agile methods are malleable to work in other domains, its basics principles and philosophy may not mesh well in “top-down” hierarchical organisations. In this webinar, an experienced panel explores the opportunities for using Agile methods in HR/L&D and the challenges faced.
LearningCafe Year End Omnibus Webinar 2017LearningCafe
LearningCafe ran a year-end omnibus webinar covering all aspects of Learning. During this 2 hour webinar, we spoke to a panel of experienced learning practitioners who reviewed the year that was and the next one in the world of corporate learning.
If we can’t accurately predict the future, how can we define the capabilities required for the future? Many organisations rely on generic capabilities such as innovation, leadership etc as future capabilities, but do these really provide the cutting edge in a competitive market place.
Our expert panel, share their views and experiences on Future Capabilities and how to make this exercise more robust and effective.
Content Curation for Learning – Beyond the BasicsLearningCafe
Content Curation is rapidly becoming a key L&D skillset. But curation is almost as old as human civilisation itself and has been central to the media industry (newspapers). L&D is at the beginning of the content curation journey and may not be tapping into its existing body of knowledge and skills. We discuss with an experienced panel about current trends and better practices and in particular talk about using technology platforms to assist with curation
Impact of Artificial Intelligence/Machine Learning on Workforce CapabilityLearningCafe
The application of AI/ML is reshaping the job market and will eventually create new jobs & roles that we can’t even imagine today. Reskilling the workforce and reforming learning and career models will play a critical role in facilitating this change. The question remains if that will be provided by the traditional internal HR/L&D team or some other model.
Designing Learning Portals for Consumption & Value AddLearningCafe
In the age of information glut, Learning Portals can provide Learners a way through the chaos to Learning and Knowledge that is useful and easier to access. However, success stories are few and far between due to technology and design challenges. In many organisations, the LMS is viewed as a Learning portal but not the one that provides the flexibility and user experience required.
In part 1 of our webinar Learning Portals – User Centric Gateway to Learning & Knowledge, we made the case for a Learning Portal to be responsive to business and learner needs.
In the upcoming part 2 of our webinar, we explore the different approaches to implementing portals depending on the needs and style of organisations, as “one size fits all” rarely works. We go into the details of optimising design and user interface, along with architecting information that is personalised for the user.
L&D Needs to Build Ecosystems for the Future of WorkLearningCafe
Work is becoming more interconnected as the pace of business increases. The Future of work promises to be one that is very different from today. LearningCafe considers that the simple view of organisational learning needs to evolve from a stand alone and linear view to one that recognises this interconnectedness and complexity involved in designing and implementing Learning/HR solutions.
Taking an ecosystem view removes the siloed thinking and recognises the connections, constraints and trade offs involved in designing effective Learning solutions.
In this webinar we discuss with an experienced panel about the Learning ecosystems and how it practically manifests itself in our day to day work.
Learning Portals – User Centric Gateway to Learning & KnowledgeLearningCafe
In the age of information glut, Learning Portals can provide Learners a way through the chaos to Learning and Knowledge that is useful and easier to access. However success stories are few and far between due to technology and design challenges. In many organisations the LMS is viewed as a Learning portal but not the one that provides the flexibility and user experience required.
With the Learning ecosystem becoming more complex and connected, Learner experience expectations are rising with an increase in the need to reduce costs.
Is it possible to implement a Learning portal that meets these requirements? We discuss with an experienced panel about the state of Learning portals and which way is it heading.
Date & Time : Thu, 29th June 2017, 12 – 1 pm Sydney Time
We Discuss
Should Learning Portals be the gateway for all learning and knowledge in the organisation?
What is user experience expected from a Learning Portal?
What are the benefits and drawbacks of using the LMS as a Learning Portal?
Can a Learning Portal be developed in the face of IT and policy restrictions?
Technology Capabilities – How to Build on Shifting SandsLearningCafe
Technology has become a critical component of most business including traditional industries with processes and transactions being digitised. Information Technology is also one of the fastest changing landscapes, which poses a challenge for Learning and Capability Management professionals who try ensure that the organisations has the required skills.
Should L&D/HR be Architects of Lifelong Learning in the Workforce?LearningCafe
The Economist dedicated a January 2017 issue to Lifelong Learning, bringing to fore the need for everyone to be Lifelong Learners due to rapid changes in jobs and the skills required for them.
Lifelong Learning is here to stay. While individuals need to take responsibility to keep their capabilities up to date, organisations can support them by helping them create a mindset and skills for Lifelong Learning. L&D can be the architects by providing support and tools while being the advocate for Lifelong Learning.
In this webinar, we discuss if L&D currently advocates or has the mandate to support Lifelong Learning and how best they can achieve this.
1. PURE
DISCUSSION
WEBINAR
LEARNING CAFÉ
DISCUSSION
Outsourcing of Learning – Good, Bad,
Challenges & Opportunities
30 Aug 2012, Thursday, 12 – 1 pm
2. Webinar ID: 650198008
Date – Thus 30 Aug, 12 – 1 pm EST
Participants Toolbar Telephone Conf Call
Telephone Conf Call - +61 2 8014 4933
Access Code: 859-720-501
Any questions please
send it via Q&A box or
raise your hand.
Phones or PC
speakers on mute till
you are ready to
speak.
This session is being
recorded for replay.
This is a discussion
amongst peers, we
would love your
thoughts and
comments.
3. Integrate
Making
Learning,
Practitioners Learning Building L&D
Performance
Forum Work in the Capability
&
Real World
Knowledge
performance professions
Community of experienced learning &
Blog
Magazine
Capability
Webinar
Building
Discussions
Workshops
Personalised and
Flexible
When you want it.
How you want it
UnConference
Coffee Catch
Ups Sydney Feb
2013
Twitter
Linkedin
Facebook
4. Announcements - Events
Learning Café UnConference – Sydney Feb 2012
• A professional development event with a difference.
• 95% wanted to come back next year.
Webinar sponsors
• All about Learning & Performance. Aussie Talent
• No exhibitions or sales. Limited seats – Only 100.
Industry System Change
Business Activity
Supporters
Designing and Managing Employee Communities
• 1 day workshop – 15 Nov, Thurs. Sydney SBD
• Living lab experiential learning approach.
• Create an environment for communities to grow.
• Governance, process and risk management.
• Social media, blended and virtual communities.
• Role and capabilities of Community Manager.
5. Webinar Registrations
ASIC
Panel ANZ
APSC
AustubeMills
CPA Australia
DET NSW
IAG
IP Australia
Lawrence & Hanson
James Cook Uni
Macquarie
Mercer
Newcastle Uni
Dion Tim Wilding Jeevan Joshi Oracle
Groeneweg Head of PWC
RACP
Organisational Producer
Red Cross
Director – The Devp & Trg – RBF
Cape Group CommInsure Learning Café SAP
Sapient
Siemens
Skillsoft
Successfactors
Suncorp
Helping out - Robin Petterd & Divya Ramachandran Telstra
TP3
Stan Chart
The Smith Family
Vic Gov
Westpac
Chat with
Background Primer Zurich
the panel
6. Primer - Outsourcing
Approach
1 Undertaken by outside
supplier
Insourced Selective
2 Transfer of activities or
assets to an outside supplier
Significantly Completely
Activities undertaken by
3 suppliers but could have
been done internally
-> Off shoring
-> Near sourcing
7. Outsourcing of Learning
Components of Learning Function
Strategy & Design
Classroom
Online Learning
Learning
Leadership Online Learning
Trainers
Trg Content Mgt System
Business Process
Admin & records Support helpdesk Design
11. Can and should some or all
of learning be outsourced ?
Where do you stand as
business manager
and as a learning
professional ?
12. Is Learning a A or B or C player ?
A
• Strategically
important
B • Enhances revenues
• Supporting - • Compensation –
Supports A Performance
C • Compensation – Job
• Surplus Level
• Not much economic
impact
• Compensation –
Market price Outsource or eliminate
A Players or A Positions ? The Strategic Logic of Workforce
Management, Mark Huselid,, Richard Beatty & Brian Becker ,
HBR
13. Coffee Catch Up Ruminations
• L&D are not particularly good at
creating credibility about the
value they deliver, hence
outsourcing is considered.
• Maybe we also need to create
more value.
• Being part of HR means that
Learning does not get a seat at
the table and is considered an
add on.
15. Cape Group Research 2005
• Examined company trends in the outsourcing of
learning functions
• Interviewed vendors in the Asia Pacific region
• Key findings:
- Most commonly outsourced functions included
content development and technology infrastructure
- Outsourcing of entire learning functions was rare
- Main drivers for outsourcing included cost reduction,
to remain competitive and keeping up to date with
technology
16. Recent Research from US
• Survey of 790 US based organisations and educational institutions
(29% small companies, 40% midsize and 31% large) from various
industries
• The findings showed a significant rise in training outsourcing
spending: $606, 563, up from $257,871 in 2010
• On average, 23% of total budget is spent on outsourcing
• Average training budget spent on outsourcing is expected to stay
relatively stable in 2012 (79% organisations saying they will stay the
same)
• Number one driver is still cost reduction, but there is a longer term
focus on improving performance over years to come
• Other drivers include better management of resources, improved
quality of content development and delivery and achieving greater
geographic reach into foreign market
www.trainingindustry.com
17. Cape Group Research 2012
• Preliminary findings on Australian
organisations:
- Increase in adoption of SaaS to deliver
eLearning
- Similar to US, common outsourced
components are content development and
facilitation
- Unlike US, increase outsourcing of LMS
- Drivers for outsourcing include innovation,
reduced cost and increased demand
- Challenges in outsourcing are the ability of
vendors to meet client service standards,
building trust bet and communication barriers
18. Cape Group Research 2012
• Preliminary findings on Australian
organisations:
- Drivers for outsourcing include innovation,
reduced cost and increased demand
- Challenges organisations facing with
outsourcing include:
- the ability of vendors to meet client service
standards
- building trust with the vendors
- ensuring clear communication of requirements
- developing a strong partnering relationship
19. What has been the
impact of Strategy & Design
outsourcing on Classroom
Online Learning
various Learning
learning activities ? Leadership
Trg
Trainers
Online
Content
Learning
Mgt System
Business Process
i.e. classroom delivery,
e-Learning, leadership
Admin & records Support helpdesk Design
development and
learning logistics ?
20. What will the impact
of outsourcing on career
options and
opportunities availability for
learning professionals.
Do we need to develop
new skills and capabilities
to adapt to outsourcing ?
21. Topic for September
Turning to Asiapac for
A future looking
learning &
capability framework
OR performance
for learning
frameworks & thought
professionals
leadership
Thursday 27 Sept,
Thursday
http://bit.ly/lcafesept12
12 – 1 pm EST
Register
Keep in touch !
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