5 Learning Strategy Essentials for 2014

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Speaker: Jody Petruzziello Director of HR Solutions Strategy SumTotal Systems Moderator: Ladan Nikravan Senior Editor Chief Learning Officer magazine

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Frequently Asked Questions

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Ladan Nikravan Senior Editor Chief Learning Officer magazine

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Jody Petruzziello Director of HR Solutions Strategy SumTotal Systems

4/22/2014

Jody Petruzziello

Agenda The Environment

5 Learning Strategy Essentials

Summary

of CEOs say the lack of the right skills is their biggest talent challenge 66%

Source: Corporate Leadership Council, 2012

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Learning leaders will solidify their role as a conduit to business success — not through better

program design but through better learning infrastructure, information access, and adaptable

learning opportunities for wider audiences.

Source: Brandon Hall Group, 2013

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of organizations state learners need to connect with learning resources on a daily basis to effectively perform their job

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The learning functions’ role isn’t to create programs and courses, it’s to create a learning ecosystem, where people can share content

and learn effectively.

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Process & Technology Integration is Essential

organizations with integrated learning and talent systems are twice as likely to have strong business results 2x

Source: Bersin By Deloitte, 2012

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On-Boarding

Goal Setting

Performance Management

Development Planning

Succession Planning

Internal Mobility

Who else in the organization should I be working with?

What should I do to improve my performance in this specific area now?

What learning will help me fill in the gaps in my new role? What new skills,

training , or certifications are

required?

What specific activities have

helped others be successful?

What learning activities will most

effectively increase my

readiness?

Learning

Integrated talent processes have learning at their core

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Just-in-time learning in context

More productive

Real-time collaboration with experts

More capable

Targeted, practical career development

Region Lead

Productivity

40% Engagement

75% Promotions

People need tailored experiences to see real results

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It’s Time for Talent Expansion

Talent Expansion is built on context and pervasiveness to provide real results

2000 2012

Talent Expansion

Learning & Talent Management

Traditional HCM

Core Tracking + Reporting

+ Improved UI + Context & Pervasiveness

Process People

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UX USABILITY

Be easy to use =

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SumTotal

UX USABILITY

Be easy to use + = + CONTEXT

Deliver immediate value to the end

PERVASIVENESS

Be available where & how users already

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Context Similar to Amazon and other consumer technology, the system understands the users profile and what they are trying do and can offer relevant advice and actions to help the user be more effective

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Context Similar to Amazon and other consumer technology, the system understands the users profile and what they are trying do and can offer relevant advice and actions to help the user be more effective

2. Pervasiveness Instead of making users come to the system, the system can use “widgets” and mobile capabilities to deliver functionality to the user wherever they are working, even in other, non-SumTotal systems

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In-Context, Pervasive Access

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Embrace Mobile Learning #2

For the first time ever, a technology is set to outnumber humans

1973 1993 2013

PopulationMobilePCTV

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of workers use their own smart phone for work, and this number is expected to rise

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Dr. Conrad Gottfredson’s 5 Moments of Learning Need

Knowledge Acquisition

1. When learning for the first time

2. When wanting to learn more

Knowledge Application

1. Trying to remember 2. When things change 3. When something goes

m-Learning Perfect Fit

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The 3 Forms of Informal Learning

On-Demand

• E-Learning Courseware

• Search • Books, Articles • Videos • Podcasts • Knowledge Portals • Job-Aids

Enabler

Embedded

• Performance Support • Reference Info • Feedback • After Action Reviews • Quality Circles • Development Planning • Applications • Games

Transformational

Social

• Wikis, Blogs, Forums • Expert Directories • Social Networks • Communities of

Practice • Conferences &

Colloquium • Coaching & Mentoring • Facebook, LinkedIn

Accelerator

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4 Ways You Can Leverage Mobile Learning

Provide job aids and quality operating procedure updates to

employees who don’t have access to a workstation

Offer employees who work in the field access to information on the job and at the moment

of need

Enable workers who travel consistently with learning and

training resources

Keep your sales team up-to-date with the most current

marketing slicks and technical specifications for all your

products

Develop Content for Rapid Deployment #3

of all L&D spending is now spent on “non-classroom” content and programs 60%

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1. Integrating social media and social learning into e-learning courses

3 Emerging Trends in Content Development

2. Adding more scenario-based learning

3. Creating shorter courses

Crowd-sourced interaction and feedback often drives more effective learning than rigid pre-developed content

What We Learned from About Content

Multiple “instructors” and cross-disciplined participants help provide debate and perspective

What We Learned from About Content

Turn Learning Into a Revenue Driver #4

of learning functions are already delivering some learning to external audiences

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Benefits of the Extended Enterprise

1. Increase sales by delivering up-to-the minute information and supporting sales enablement

2. Accelerate the adoption rate of new products and services

3. Improve productivity and information sharing with external partners

Use Learning to Build Talent and Drive Retention

The War for Talent is Back

3.9M jobs are open in US right now (BLS, 2013)

52% of jobs are going unfilled due to lack of “the right talent” to fill them (Manpower, 2012)

The hardest to fill vacancies in Asia Pacific are sales representatives, while EMEA struggles to find skilled trades talent (Manpower, 2013)

1 in 5 executives report a high negative impact on their ability to meet client needs (Manpower, 2013)

71% of the workforce is not engaged (Gallup, 2012)

Employees with lower engagement are four times more likely to leave their jobs than those with high engagement (Corporate Leadership Council)

Autonomy • People want to have

control over their work

Mastery • People want to get

better at what they do

Purpose

• People want to be part of something that is bigger than they are

Learning is a significant contributor to engagement

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influencer of job satisfaction is the opportunity to use skills and abilities #1

Source: SHRM, 2012

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Summary The Environment is Bringing Learning Back to the Forefront

Doing These 5 Things Well Will Give You a Competitive Advantage:

1. Integrate Processes and Technology

2. Embrace Mobile Learning

3. Develop Content for Rapid Deployment

4. Turn Learning Into a Revenue Driver

5. Use Learning to Build Talent and Drive Retention

About SumTotal

LEARNING TALENT WORKFORCE PAYROLL & EXPENSE

3,500 Enterprise and SMB customers | 45 million users | $200M+ in revenue 17 million cloud users | 95% Customer Retention | Nearly 30 Years in HR

SumTotal is the leading independent HR technology provider

#1 in Learning #3 in Integrated Talent

Estimated Global LMS Market Share Bersin, 2012

Integrated Talent Management Management Systems Market Share, Bersin, 2012

As a result, we serve many of the world’s most complex industries

Contact jpetruzziello@sumtotalsystems.com

Twitter: @JodyPetruzz

For free resources visit us at www.sumtotalsystems.com

Context Awareness: Information and Actions

That Matter, Where and When They Matter Learning in 2014: Trends to Accelerate Business Performance HR Field Guide: 5 Tips to Effective Mobile Learning

SumTotal Live Demos (www.sumtotalsystems.com/livedemos)

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5 Learning Strategy Essentials for 2014

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