hcm-11 · hcm-11 leveraging learning to power project success vincent fabello, deltek judy fort,...
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HCM-11Leveraging Learning to Power Project Success
Vincent Fabello, DeltekJudy Fort, Deltek
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How Are Your Employees?» Less than 40% of employees feel that they are provided
with opportunities to learn and grow!
» Disengaged employees are estimated to cost the U.S.
between $450 billion to $550 billion, according to a Gallup
poll.
» Many studies show that the total cost of losing an
employee can range from tens of thousands of dollars to
1.5-2X annual salary.
» The replacement cost of an employee can be 150% of his
or her annual salary or more.
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Agenda and Goals
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Learning Plans
Accelerate employee development and increase
firm prosperity with relevant learning plans
Certifications and Licenses
Streamline certification and professional license
tracking
Support Succession Plans
Leverage learning and development to support
succession planning.
Development and Learning Plans
Tie learning opportunities to performance and to
development plans.
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Learning PlansAccelerate employee development and
increase firm prosperity with relevant
learning plans
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» Desire to learn, no plan to learn
» No formalized growth or development plans for roles
» Plans vary by department or manger
» No central search ability or visibility
Learning Plans: Customer Problems
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Curriculum: A Plan for Learning» Compliance courses
» Ex: 2019 yearly compliance
» Growth areas for employees and the organization
» Ex: Project management “our way”
» Address gaps in skills
» Ex: How log a timesheet
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» Organize training
» Set of courses to reach a specific
goal
» Grant internal certifications upon
completion
Curriculum
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» Is this a new hire or other
curriculum?
» Options
» Manager approval
» Retaken
» Auto-enroll
Setting Up Curriculum:Options
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» Associate by
» Organizational unit
» Job family
» Job role
» Job title
» Location
» Description
Setting Up Curriculum:Associations & Description
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» Can include a mix of content types
» Read and sign
» E-Learning
» Instructor-led training
» Lunch and learns
» Subject matter expert
sessions
» Pointing to outside resources
Manage Curriculum:Courses
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» Search for active courses
» Add to curriculum
Manage Curriculum:Add Courses
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» Setting deadlines, reminders, and recurrence for your plans
» Can be associated to curriculum or individual courses
» Easy to track completion
» Visible to the employee
Learning Requirements
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» View current requirements
» Add new requirements
Manage Learning Requirements
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» Effective date
» Expiration date
» Recurrence frequency
» Due date
» Objective type
Create Learning Requirement
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» Assign to the new learning
requirement
Assign Users
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» Select users
Assign Users
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» Create tasks and notifications for
those assigned
Processing Learning Requirement
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» Check on the overall progress of
users
View Learning Requirement
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» View progress of each individual
View Learning Requirement
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Certifications and LicensesStreamline certification and professional
license tracking
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» At best, employees or managers track certifications and licenses on their own
» No central search ability or visibility for manager, HR, or Business Development
» No visibility to the credits, CEUs the employee has taken for manager, HR, or Business
Development
Certification and License Tracking: Customer Problems
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» Visibility for the organization
» Reminders and reports close to expiration
» Employee or manager can add certifications/licenses
» HR can bulk upload
Certification & License Information
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» Manager or employee can add
» Details
» Acronym and name
» Certification number
» Description
» Issued by
Add Certification: Details
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» Details (cont.)
» Effective date
» Expiration date
» Upload PDF/image
» Required for job
» Expiration notification setup
» When to notify
» Frequency
» Who to notify: employee,
manager, admin
Add Certification: Details and Expiration
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» Admins can bulk upload
Certifications
» Excel template for upload
» Employee
» Certification details
» Expiration notification details
Administer Certifications
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» Grant internal certificates for
Curriculum or courses
» Editor for
» Background and border images
» Merge codes for details
» Center images
Internal Certification Templates
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Visibility of Certification / License» Certifications are part of the Learning Profile
» Mangers can view a listing of employee certifications
» Reminders are sent to employee, manager, and admin
» Administrators can search and report on certifications
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» Learning Profile shows internal &
external certifications
» Certification history
» View the certificate
» Renew external certifications
Certification Listing
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» Can be set on certifications
» Notification options:
» How far in advance
» How often to remind
» Who to send to: employee,
manager, and/or admin
Reminder Notifications
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» Which certifications are expiring
Certifications Expiring Report
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» Search employees by
competencies, skills, and
certifications
Employee Search Report
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» Which employees match those
competencies, skills, and
certifications
» Can grant access to Business
Development users
Employee Search Report
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Development and Learning PlansTie learning opportunities to performance
and to development plans
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» Traditional performance appraisals only “look back” and
identify deficiencies
» Deficiencies or gaps are not identified as growth
opportunities
» Employees and managers don’t know what resources are
available to address growth
» Tracking “goals” and “action plans” is trapped on paper
that is looked at 2x a year
Employee Development for Growth Opportunities: Customer Problems
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Performance: It’s Not Just for EOY» Performance is ongoing / a conversation
» Continuous feedback for employee or manager to bring up
desires for growth and goals
» Track growth opportunities as appraisal comments
throughout the year
» Act on growth opportunities as a learning opportunity
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» Ongoing discussions about
development and goals
» Uncover growth and training
opportunities
» Use to create development plan
items from discussion
Continuous Feedback
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» Yearly appraisals or project
appraisals
Appraisal:Performance Journal
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» Creating a development plan from
appraisal
Appraisal: Add to Development Plan
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» Add courses, suggestions,
resources or mentors applicable to
core competency or job
competency
» Managers and employees are
empowered to go immediately from
observation to action
Appraisal: Add to Development Plan
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» Provides action plan for gaps identified or growth
opportunities
» Can be used at any time or tied to performance review,
career paths, or succession plans
» Can tie to learning courses, development plans
suggestions, library resources, or mentors
» Ties based on mapping of resources to competencies and
skills by organization
Development Plans
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» Section on the TTP
» Address to “get from A to B”
» Growth
» Close a competencies or skills
gap
Total Talent Profile: Development Plans
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» Can drill-down to view plan details
» Development plan items visible
» Employee or manager can update
status of items
Development Plan Items
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» How to address a competency or
skill gap
» Time frame
» Associate to performance reviews,
career paths, or succession plans
» Identify target skills and
competencies
New Plan Items
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» Courses and library resources from
Deltek Talent Learning
» Development plan suggestions tied
to competency library
» Mentors from Deltek Talent
Development
» Free-text other activities
Recommendations
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» Trackable on multiple screens
» Main dashboard widget
» Total Talent Profile
» My Employees
Development Progress Tracked
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» Search for training that address competencies and skills
gap
Employee Driven Training
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» Employees can search for courses
to facilitate growth
» Search by
» Skills and competencies gained
» Keywords
Employee Search for Courses
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» Courses can be of several types
» Read and sign
» E-Learning
» Instructor-led
Course Search Results
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» Details about the course
» What competencies and skills are
gained
» Employees can self enroll
Course Profile
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» Gives employees place to request additional training
opportunities
» Further empowerment to employees to drive their own
training and development
Training Wish List
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» Request training course
» Provide business justification
Training Wish List
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Support Succession PlansLeverage learning and development to
support succession planning
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Where Are They Going?Who Can Step Up?» People are the most valuable resource
» Critical leadership, technical, and knowledge expertise
positions
» How do we get people from where they are to where we
need them to be
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» Identify key positions and knowledge
» Benchmark position
» Create learning plans & training (project manager)
Supporting Succession Planning
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» Should be created for key positions
» Leadership
» Technical
» Core to the business
» Used to nurture internal pipeline
Succession Plans
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» Identify potential replacements
» Set their readiness and potential
Succession Plan
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» Compare individuals to the
benchmark competencies and skills
for a position
» How strong of a match are they
» What areas need additional
development and training
Succession Plan: Gap Analysis
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» Create a development plan to
address competencies and skills
gap against
» Leverage your training and
development suggestions
» Pull in mentors
» Grow the employee to the new
position
Succession Plan: Development Plan
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Summary
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Learning Plans
Accelerate employee development and increase
firm prosperity with relevant learning plans
Certifications and Licenses
Streamline certification and professional license
tracking
Support Succession Plans
Leverage learning and development to support
succession planning.
Development and Learning Plans
Tie learning opportunities to performance and to
development plans.
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