The document discusses the evolving landscape of learning and development (L&D), highlighting the need for organizations to create a strong learning culture to attract and retain talent. It emphasizes the shift from traditional L&D programs to curated learning experiences focused on user engagement and career aspirations. Additionally, it explores emerging tools such as microlearning, gamification, and data analytics to enhance learning effectiveness and evaluation.

1. © Synapsys 2015
Phil Garing Synapsys NZ Ltd
NZATD Conference 2016
Learning and Development
– ever get the feeling you
are being watched?

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[Mihi]

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Covering
1. L&D from above: What’s driving the momentum for
Learning and Development?
2. What’s the global response?
3. What’s happening closer to home?
4. Charting your trajectory

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What’s driving
Learning & Development?

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The emergence of the CLO

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The emergence of the CLO

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Deloitte Global Human capital
trends 2016

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“The goal is no longer to craft a
learning program but to move
beyond programs to curate the
learning experience.”
“The most fundamental shift to make is
to think of learning from the perspective
of a user’s daily experiences and career
aspirations, rather than series of
processes and programs that the
learning function wants to roll out.
..organizations are vying for top talent in a
highly transparent job market and
becoming laser-focused on their external
employment brand. Executives are….
realizing that, without a strong learning
culture, they will not succeed.

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The new face of
Learning and Development
From: ‘An expense line with
opaque benefit’
To: ‘A strategic tool that
needs sharpening’

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What’s the global
response?

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The shackles of SCORM

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The flipped curriculum
From:
Get the qual
Change how you work
Benefit to the organisation
Attend the
programme

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The flipped curriculum
Develop the programme
Define the change
Define the benefit
Measure the impact
To:

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Healthcare of New Zealand
• 8 Entities
• 6000 staff, 30 locations,
supporting 17000 people
• 11 States
• 20000 staff
• 143 locations

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Unstructured/informal
xAPI
70/20/10
Just in time
microlearning

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Microlearning / JIT / 70/20/10
Hihaho

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Microlearning / JIT / 70/20/10
MBIE
Immigration Officer creates own
video against set framework to
rationalise a particular case
Peers review case analysis and
provide feedback via hihaho
interactives
Immigration Officer reviews
team feedback and makes final
decision

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MedStar Health/xAPIapps
‘Code blue’ group
simulation &
defibrillator simulation

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Making learning real(istic)
Medstar/xAPIApps

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Gamification
Cerebral Space by InGame and University of Auckland Brain Research Centre

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Interaction Analysis Risk; social and academic
Analytics – The learner
X-Ray

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Emergent tools
High end solutions
are coming based
on big data and
analytics
Phillips Learning
Analytics

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Evaluation – Impact on job
Z Energy

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Your collective wisdom
Question Response
How prevalent is
microlearning in your
experience?
Simulation, gamification,
VR/AR?
Learning analytics and the
evaluation of learning
interventions

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Your evidence – Microlearning
Three minute
videos
Searchable product
knowledge database
On job coaching with
paper toolkit for
manager coaching of
sales skills
30 second mini
modules – intranet
popups
3-4 minute learning
event targeted at a
specific topic
Its the way
apprenticeships have
been run for centuries
public sector context, using
complex case studies as
teaching points at weekly
staff meetings

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Your evidence – Gaming/VR/AR
“Some gamification loses sight of the learning.”
Vodafone PBC system
Defence Force
simulations
Basic scenarios for
applied learning
Use of nudge
strategies for ESNs
Puzzles, badges and
rewards
Branching scenarios
Induction via
gamification & social
learning
Boardgame style
scenario to explain PIE
investments
Learning teams for
leadership development

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Your evidence – Analytics and
Evaluation
New World
Kirkpatrick
model
We have done some
work in this space
although we’re on a
journey with it.
Each online learning
has a survey built into it
Store leadership
programme – managers
mark learner’s
leadership performance
before and after
Kirkpatrick Level 3 for all
courses 6 months after
the event
Assessing sales
training against
performance data
The hardest thing is not everything can be directly
attributable to the learning experience

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Charting your trajectory
Competency
Framework

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phil.garing@synapsys.co.nz