CLO Magazine launched a series called “Learning in Talent Management” in July, stating that the future of our space would see a blend of two often separate functions - learning and talent management. Organizations that combine their learning and talent practices yield better outcomes for their organizations and a far better user experience for their employees. That’s why maturing the learning and talent strategies into a more cohesive function has become a business imperative. But where do you begin? Skillsoft’s five-stage benchmarking framework can help you pinpoint your current stage of maturity and develop a plan to advance to the next level. In this webinar you’ll learn: The maturity indicators we’ve designed based on observing thousands of organizations globally How to benchmark your organization’s present level of maturity Concrete steps to improve your learning and talent effectiveness

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5. The Inevitable Fusion of Learning & Talent:
Charting Your Path
Kieran King
Global VP, Customer Insight
Skillsoft
Brent Colescott
Director, Business Strategy & Transformation
SumTotal, a Skillsoft company

6. Agenda
• S E T T I N G T H E C O N T E X T
• I N T R O D U C T I O N T O T H E F R A M E W O R K
• T H E E N A B L I N G T O O L S
• C H A R T I N G A P A T H T O G R E A T E R M A T U R I T Y
• S U G G E S T E D N E X T S T E P S
6

7. HR’s Move to Make
• Traditional HR practices are undergoing rapid reinvention due to several
wider forces, all of which are dependent on workforce agility.
• Fast morphing business models
• Competitors have new forms
• Technology disruptions
• Vast skill shortages
• V.U.C.A.

9. 9
These dynamics require HR to adapt faster.
• Anticipate
• Prepare
• Intervene
• Evolve

10. The more the learning and
talent are aligned to the
business strategy and
integrated with one
another, the more effective
HR is at fueling business
performance.
Learning as
a business
process

11. Momentum to Merge Learning & Talent
• Chief Learning Officer Magazine
launched a series in July called,
“Learning in Talent Management”
that speaks to the same trend
occurring within the industry.
• Skillsoft was invited by CLO
Magazine to share our learning
and talent maturity framework
as a featured essay in the series.

12. How Can the Learning and Talent Maturity Framework Help?
• Distinct maturity models for learning and talent don’t reflect the
interdependence of the two functions; Addressing them separately
perpetuates silos that bring about inefficiencies and missed opportunities
• Five stages are better than four; Organizations that traverse from the base of a
maturity model to the top of the model always have a period of transition
characterized by significant change management (stage 3)
• The benchmarking framework is based on Skillsoft’s observations of 6700
organizations and 45M employees; Validated by two leading industry experts
• The new model leverages real-world experience from Skillsoft’s Learning
Growth Model (LGM) while expanding the scope to talent
12

13. The Five Stages of Maturity
1
2
3
4
5
SILOED
§ Learning and talent are disparate processes
§ Culture is hierarchical and not very engaging
§ HR tends to react to business needs and enforce compliance
TARGETED
§ Pathways between learning and talent begin
§ More executive interest in employee engagement emerges
§ HR is pursuing more proactive business alignment
TRANSFORMING
§ Learning and talent start to converge with better tools
§ A more people-centric philosophy starts to get established
§ Employees are more accountable for steering their development & career
CONTINUOUS
§ Engaged employee culture with rapid response to change
§ HR is a workforce architect of advanced strategies and tools
§ Compelling and integrated learning and talent UX drives high participation
OPTIMIZED
§ Self-developing ecosystem; Highly sought after culture
§ Sophisticated strategies fuel business adaptation
§ World-class personalized UX heightens engagement
As an organization evolves through
the framework, the HR strategy
becomes more adaptive and the
workforce becomes more agile,
resulting in stronger business
performance.

14. Nine Essential Indicators
14
Organizational
Culture
HR’s Role &
Strategy
Learning &
Talent Ownership
End-User
Experience
Technology
Infrastructure
Elective
Participation Rate
Governance Funding Measurement

15. The Enabling Tools
15
White Paper
Diagnostic with Recommendations

16. Harvesting of Benchmarks and Best Practices
16
Skillsoft Client Community
cc.skillsoft.com
SumTotal Connect
community.sumtotalsystems.com• As organizations take the
diagnostic, Skillsoft will
publish benchmarks of
maturity by industry,
company size and geography
• Best practices will be
collated from the Skillsoft
and SumTotal communities
to continually evolve the
diagnostic’s
recommendations

17. Industry Thought Leader Endorsed
More mature organizations consistently report better results:
• 3 times more likely to see efficiency and business improvement
• 5 times more likely to see productivity and business agility
• 8 times more likely to see benefits relating to learning culture
“Using the Skillsoft Learning and Talent Maturity Framework organizations
can write a new chapter that makes the learning and talent function a
strategic partner in business success.”
Shreya Sarkar-Barney, Ph.D.
President and Founder, Human Capital Growth
Human Capital Industry Award Winner
Former SHRM Chairperson
University of California Berkeley Lecturer
Laura Overton
Managing Director,
Towards Maturity
#1 elearning industry influencer in the UK, #3 globally
Fellow of CIPD and the Learning & Performance Institute

18. 18
Charting a Path to Greater Maturity
Identify your
current stage by
indicator using
the Skillsoft
diagnostic
The diagnostic’s
results will
pinpoint the next
target stage for
each indicator
The diagnostic
provides
personalized
prescriptions to
help ascend
The success plan
template
documents actions
and tracks
progress

19. Questions to Consider
19
• What stage is your organization operating in today?
• What are your top 2-3 priority indicators?
• What key elements need to occur in order to ascend?
• Who needs to be enlisted in the change process?

20. POLL: What stage are you?
1
2
3
4
5
SILOED
§ Learning and talent are disparate processes
§ Culture is hierarchical and not very engaging
§ HR tends to react to business needs and enforce compliance
TARGETED
§ Pathways between learning and talent begin
§ More executive interest in employee engagement emerges
§ HR is pursuing more proactive business alignment
TRANSFORMING
§ Learning and talent start to converge with better tools
§ A more people-centric philosophy starts to get established
§ Employees are more accountable for steering their development & career
CONTINUOUS
§ Engaged employee culture with rapid response to change
§ HR is a workforce architect of advanced strategies and tools
§ Compelling and integrated learning and talent UX drives high participation
OPTIMIZED
§ Self-developing ecosystem; Highly sought after culture
§ Sophisticated strategies fuel business adaptation
§ World-class personalized UX heightens engagement

21. Suggested Next Steps
• Read the white paper which will be shared with you as a follow-on to this webinar.
• Complete the diagnostic collectively as a team exercise or on an individual basis.
• If you are an existing customer, meet with your Skillsoft and/or SumTotal account
team to review the diagnostic’s results and identify the priority indicators.
• If you are not a customer, we’d be delighted to help you evaluate your current level of
maturity and recommend ways to ascend. Please contact us to get started.

22. Eliminate Silos.
Unify Learning & Talent.

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