Learning and Development Best Practice Detail. 2 Answerthink Overview | June 30, 2003 2 Objectives and Expectations Examine current process efficiency,
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2Answerthink Overview | June 30, 2003 2
Objectives and Expectations
Examine current process efficiency, effectiveness, and structure Understand current gaps to best practices, and service delivery model
considerations through examination of Hackett Best Practices Begin the development of a best practices scorecard
3Answerthink Overview | June 30, 2003 3
Aligns with strategy Reduces costs Improves productivity Promotes timely execution Enables better decision making Leverages existing and exploits emerging
technologies Ensures acceptable levels of control and
risk management Optimizes skills/capabilities of the
organization Promotes collaboration across the extended
enterprise
Hackett’s Best Practices are certified when there is a correlation with world-Hackett’s Best Practices are certified when there is a correlation with world-class performance metricsclass performance metrics
Best Practices Defined:A Hackett-Certified Practice is a proven technique that delivers measurable value
4Answerthink Overview | June 30, 2003 4
Best Practice Current PracticeUsage
Now | Future
End-State Vision
Applicability | Coverage Comments
A description of each Hackett best practice for this process
A description of current utilization of this best practice
CoverageHigh Widespread impact on the enterprise and/or significant value-addMedium Impacts multiple areas, value-add is significant but less relative to processes
ranked as HighLow Impacts a single area or has limited span of adoption throughout the enterprise
CoverageHigh Widespread impact on the enterprise and/or significant value-addMedium Impacts multiple areas, value-add is significant but less relative to processes
ranked as HighLow Impacts a single area or has limited span of adoption throughout the enterprise
ApplicableYes Adoption of the best practice is in line with current/future business needsNo Best practice does not fit the current business needs
ApplicableYes Adoption of the best practice is in line with current/future business needsNo Best practice does not fit the current business needs
CommentsStatements pertaining to the technology enablement, policy enactment and other challenges and/or prerequisites associated with improving the utilization of the Best Practice
CommentsStatements pertaining to the technology enablement, policy enactment and other challenges and/or prerequisites associated with improving the utilization of the Best Practice
No Usage Strong Usage
Best Practice Scorecard
6Answerthink Overview | June 30, 2003 6
The management of learning and development opportunities to ensure that needed competencies and behaviors exist within the organization to meet current and future business objectives: Develop and communicate a learning and development philosophy Develop competencies to support and align with strategy, goals and key policies of the organization and the line of business Identify, design, develop and deliver processes that identify individual and organizational competency gaps Identify, design, develop and deliver learning solutions through the most effective mechanism Define specific learning and development needs by relevant employee segment and job function Offer employees a landscape of career opportunities and the appropriate learning paths Provide employee access to the right learning at the right time Encourage mentoring and coaching Maintain repository of skill profiles and learning records Measure learning effectiveness against business objectives
Learning and Development Process Definition
7Answerthink Overview | June 30, 2003 7
Learning and Development Best Practices
Employee history is maintained on-line for the active workforce and all inactive records within the data retention guidelines.
Systematic analysis of required skills, competencies and behaviors for business roles is performed on a regular basis.
Employee development and training needs evaluation performed at least annually.
Training curricula are explicitly linked to workforce plans. Employees can easily access and utilize detailed competency models in an
electronic format to perform self-assessments, create individualized development plans and link to learning resources.
Pre-defined job and career criteria are established to guide employee selection of courses.
Job specific competencies and their corresponding training courses are defined.
License and certification requirements are tied to specific jobs.
8Answerthink Overview | June 30, 2003 8
Learning and Development Best Practices
Training catalog is centralized and maintained in a Learning Management System.
Training catalog consists of eLearning and traditional classroom training. Employees have direct access to an online training catalog. Employees attending external courses are required to conduct a training teach-
back for their colleagues. Courses required to maintain a license or certification are recorded in the
learning management system. Employees, management and HR are automatically notified in advance of
pending license and certification expiration by the learning management system.
Employees place requests to attend courses online. Employees are automatically enrolled into courses that do not require
manager's approval. Managers are electronically notified of all employee course requests and
registrations; approvals are managed electronically.
9Answerthink Overview | June 30, 2003 9
Learning and Development Best Practices
Notification to line managers generated automatically for potential training courses for staff.
Employee training transcripts are maintained electronically in the LMS. Transcripts are automatically updated for requested classes, enrolled classes and completed courses.
Training history includes internal and external, classroom and eLearning courses.
Training data integrated with compensation administration and/or payroll systems for tuition reimbursement.
Training data integrated with compensation administration and/or payroll systems for salary adjustments.
Learning goals incorporated into employee bonus goals. Employees have direct access to requirements for specific career paths and
positions. Personalized development plans clearly and strategically aligned with
corporate mission, goals and objectives.
10Answerthink Overview | June 30, 2003 10
Learning and Development Best Practices
Third party training resources are shared across business units and/or regions to limit leverage negotiated and save costs.
Training program offerings are benchmarked against those of competitors and best practice companies.
Training effectiveness measured using a formal methodology or program such as Kirkpatrick's model.
The performance of external training providers is reviewed on a regular basis. Key performance metrics are used to support the ROI of classroom, on-line
training and mentoring programs.
11Answerthink Overview | June 30, 2003 11
Learning and Development
Best Practice Current PracticeUsage
Now | Future
End-State Vision
Applicability | Coverage Comments
Employee history is maintained on-line for the active workforce and all inactive records within the data retention guidelines.
The central LMS is not linked to the HRMS. Some departments keep separate records that may or may not also be in LMS. External training, licenses and certifications are not captured 100%.
Yes High
CHRIS should get us where we need to be.
Systematic analysis of required skills, competencies and behaviors for business roles is performed on a regular basis.
This is not done.
Yes High
CHRIS will provide the data but time will need to be allocated for the initial analysis and periodic reviews.
Employee Development and Training needs evaluation performed at least annually.
Evaluation is performed every other year (bi-annually). Yes High
Increase frequency to annual and automate using CHRIS.
Training curricula are explicitly linked to workforce plans.
There is some structure in place and some departments do this. Yes Medium
Begin analysis and linkage using CHRIS. May not be able to complete for 100% of jobs.
12Answerthink Overview | June 30, 2003 12
Learning and Development
Best Practice Current PracticeUsage
Now | Future
End-State Vision
Applicability | Coverage Comments
Employees can easily access and utilize detailed competency models in an electronic format to perform self-assessments, create individualized development plans and link to learning resources.
This is not available. Initiative begins on April 1, 2008.
Yes Medium
Utilize CHRIS to best of its ability to achieve this. Significant work may be required to develop the linkages in the data (competency to job code and training course to job code).
Pre-defined job and career criteria are established to guide employee selection of courses.
Initiative will begin on April 1, 2008 to strongly encourage synchronization of employee development plans with curriculum. REACH philosophy being utilized.
Yes High
Job specific competencies and their corresponding training courses are defined.
No.Yes High
License and certification requirements are tied to specific jobs.
Yes.
Yes High
Would like to use CHRIS to notify employees and supervisors of upcoming expirations.
13Answerthink Overview | June 30, 2003 13
Learning and Development
Best Practice Current PracticeUsage
Now | Future
End-State Vision
Applicability | Coverage Comments
Training catalog is centralized and maintained in a Learning Management System.
Training catalog is provided via intranet but it is not integral to the LMS. Yes Low
Utilize CHRIS to be system of record for course catalog and serve information to portal.
Training catalog consists of eLearning and traditional classroom training.
There are no e-Learning courses at this time, but when there are they will be included.
Yes Low
Employees have direct access to an online training catalog.
Yes, through the intranet.Yes Low
Employees attending external courses are required to conduct a training teach-back for their colleagues.
This is strongly encouraged but not mandatory.
Yes Low
Change policy to make it mandatory and provide training in conducting a teach-back session.
14Answerthink Overview | June 30, 2003 14
Learning and Development
Best Practice Current PracticeUsage
Now | Future
End-State Vision
Applicability | Coverage Comments
Courses required to maintain a license or certification are recorded in the learning management system.
These courses are not recorded in the LMS but may be recorded by the departments in their own systems.
Yes High
Record in CHRIS.
Employees, management and HR are automatically notified in advance of pending license and certification expiration by the learning management system.
This is not done.
Yes Medium
Utilize CHRIS to calculate due dates and send reminders before the due date.
Employees place online requests to attend courses.
This is not done.Yes Medium
Utilize CHRIS to accept enrollments online.
Employees are automatically enrolled into courses that do not require manager's approval.
This is not done.
No Medium
Most individual enrollments will require approval. Skill development series of courses may be approved at the series level not the individual course level.
15Answerthink Overview | June 30, 2003 15
Learning and Development
Best Practice Current PracticeUsage
Now | Future
End-State Vision
Applicability | Coverage Comments
Managers are electronically notified of all employee course requests and registrations; approvals are managed electronically.
Managers are not notified unless the participant can not be notified via e-mail. Yes Low
Utilize CHRIS to send notifications.
Notification to line managers generated automatically for potential training courses for staff.
This is not done.
Yes Low
Utilize CHRIS to send notifications.
Employee training transcripts are maintained electronically in the LMS. Transcripts are automatically updated for requested classes, enrolled classes and completed courses.
Transcripts are maintained in the current LMS and are updated once the completed course information is entered. Yes Medium
Convert transcript data to CHRIS and have CHRIS maintain the data after conversion.
Training history includes internal and external, classroom and eLearning courses.
Training history includes internal courses. Departmental training history is maintained by the LMS only if the department reports it to CTDCE. There is no e-Learning but it will be included when it is available.
Yes Medium
Convert transcript data from LMS and departments to CHRIS and have CHRIS maintain the data after conversion. Develop a process to ensure that departments and employees report departmental and external training.
16Answerthink Overview | June 30, 2003 16
Learning and Development
Best Practice Current PracticeUsage
Now | Future
End-State Vision
Applicability | Coverage Comments
Training data integrated with compensation administration and/or payroll systems for tuition reimbursement.
This is not done.
Yes Low
Utilize CHRIS to integrate the data to the degree the organization needs it.
Learning goals incorporated into employee bonus goals.
There are no bonuses.No
Employees have direct access to requirements for specific career paths and positions.
The Civil Service System provides minimum qualifications (MQs) for classified positions. Yes Low
Provide employees access to this information in CHRIS.
Personalized development plans clearly and strategically aligned with corporate mission, goals and objectives.
Aligning personal development plans with strategic goals is highly encouraged, but may not be practiced by all. Yes Low
Increase the encouragement for employees to align personal development plans with strategic goals Automate the process where possible utilizing CHRIS.
17Answerthink Overview | June 30, 2003 17
Learning and Development
Best Practice Current PracticeUsage
Now | Future
End-State Vision
Applicability | Coverage Comments
Third party training resources are shared across business units and/or regions to leverage negotiated and save costs.
There is no formal process to do this. It may be happening informally.
Yes Medium
Utilize CHRIS to store data about external vendors and allow all departments to access this data. Encourage departments to share external resources experiences.
Training program offerings are benchmarked against those of competitors and best practice companies.
Internet research used to compare CTDCE to over 150 city or municipal entities. Also compared CTDCE to other providers, e.g. The Ohio State University
Yes Low
Utilize CHRIS to automate this wherever possible.
Training effectiveness measured using a formal methodology or program such as Kirkpatrick's model.
Phillip’s (Levels 1 – 5) model is used. Yes Medium
Utilize CHRIS to automate wherever possible.
The performance of external training providers is reviewed on a regular basis.
This is not done.
Yes Low
Develop a process for evaluating external training providers and store data in CHRIS.
18Answerthink Overview | June 30, 2003 18
Learning and Development
Best Practice Current PracticeUsage
Now | Future
End-State Vision
Applicability | Coverage Comments
Key performance metrics are used to support the ROI of classroom, on-line training and mentoring programs.
This is being done.
Yes Low
Utilize CHRIS to store data and automate process wherever possible.
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