practical applications of talent development reporting principles dave vance peggy parskey june 2,...
TRANSCRIPT
Practical Applications of Talent Development Reporting Principles
Dave Vance
Peggy Parskey
June 2, 2011
Session Objectives
By the conclusion of the webinar you will be able to: Articulate the goals of Talent
Development Reporting Describe the benefits of Talent
Development Reporting to the L&D Industry
Identify the key statements and reports and the purpose of each
Describe how you can contribute
June 2, 2011 Page: 2
Our Presenters Today
Dave VancePresidentManage Learning LLC
Peggy ParskeyStrategic Measurement ConsultantKnowledgeAdvisors
June 2, 2011 Page: 3
Poll #1
Goals of Talent Development Reporting
Practical, relevant guidance for reporting in the talent development field Standard measures and definitions Standard reports
Adopted by many organizations and becomes the standard for the industry Greater clarity and efficiency
for each organization Ability to compare across
the industry
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Contributors
Thought leaders Laurie Bassi Josh Bersin Rob Brinkerhoff Jack Phillips Frank Anderson Jac Fitz-enz
Executive Council Tamar Elkeles, Qualcomm, Chair Terry Bickham, Deloitte Cedric Coco, Lowe’s Marilyn Figlar, Lockheed Martin Karen Kochler, CIGNA Sundar Nagarathnam, Net App Sandy Shaw, Sodexo Don Shoultz, BP Tom Simon, CNA Insurance Carrie Beckstrom, ADP
June 2, 2011 Page: 5
Executive Reporting Overview
Poll #1Poll #1
The Need
Clear guidance for L&D Reporting Data measures and definitions
Similar to what GAAP provides for accounting Generally Accepted Accounting Principles Reports: Income Statement, Balance
Sheet and Cash Flow Statement Measures and definitions: Income,
expenses How to calculate and report Examples: Depreciation, value of an asset
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BenefitsTalent Development Reporting Principles (TDRP)
Clear, practical reporting guidance for CLOs to use within their own organization Manage the L&D function to
produce desired outcomes effectively and efficiently
Provide appropriate, meaningful reports to the CEO Standard measures and definitions to
benchmark and learn from other organizations
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Overview
Two primary audiences for reporting CLO, including managers and staff CEO, including governing boards and senior
leaders
Four recommendations Adopt a set of guiding principles Adopt standard measures
and definitions Adopt three standard
statements Adopt three standard reports
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Executive Reporting: Standard Measures
Data
Standard Measures
Data Sources and Systems
System Wide Analytics
Program/ Initiative Analytics
Systems and processes for organizing data,
calculating measuresSpecific methodology
(e.g. Phillips, Brinkerhoff)
Standard Measures: • Efficiency measures: How much?• Effectiveness measures: How well?• Outcome measures: What is the
impact on the business?
June 2, 2011 Page: 10Poll #2
Executive Reporting: Three Statements
Data
Statements
Standard Measures
Data Sources and Systems
System Wide Analytics
Program/ Initiative Analytics
Systems and processes for organizing data,
calculating measuresSpecific methodology
(e.g. Phillips, Brinkerhoff)
Three Statements:• Business Outcome Statement• Effectiveness Statement• Efficiency Statement
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Executive Reporting: Three Reports
Data
Statements
Reports
Standard Measures
Data Sources and Systems
System Wide Analytics
Program/ Initiative Analytics
Systems and processes for organizing data,
calculating measuresSpecific methodology
(e.g. Phillips, Brinkerhoff)
Three Reports:• L&D Summary Report• L&D Program Report• L&D Operations Report
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Focus of the Executive Reporting Process
Data
Statements
Reports
Standard Measures
Summary Conclusions, Actionable Recommendations, Issues for Further Analysis
Data Sources and Systems
System Wide Analytics
Program/ Initiative Analytics
Systems and processes for organizing data,
calculating measuresSpecific methodology
(e.g. Phillips, Brinkerhoff)
Scope of White Paper
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TDR Statements
The Statements
Three standard statements Business Outcome Effectiveness Efficiency
Each statement shows Last year’s actual Plan (or goal) for this year Year-to-date results
Standard measures are used but choice of measures depends on organization
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The Business Outcome Statement
The Question The Answer
What is it? Depicts the key goals / desired outcomes (results) of the organization along with the impact L&D is expected to have on achieving those outcomes
Who is the audience? Senior L&D Leaders
Why do it? The Business Outcome Statement depicts the value of the learning organization to the business
What reports does it feed?
• Quarterly L&D Summary Report• Monthly L&D Program Report
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Business Outcome Statement
Sample MetricsPage: 17June 2, 2011
Poll #3
The Effectiveness Statement
The Question The Answer
What is it? Focuses on how effectively or how well the business outcomes are achieved.
Who is the audience? Senior L&D Leaders
Why do it? The effectiveness statement provides insight into areas for continuous performance improvement of learning programs
What reports does it feed
• Quarterly L&D Summary Report• Monthly L&D Program Report
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Effectiveness Statement
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The Efficiency Statement
The Question The Answer
What is it? Brings together all the activity and cost elements necessary to judge how efficiently the outcomes were achieved
Who is the audience? Senior L&D Leaders
Why do it? The efficiency statement helps ensure the learning function is well managed and reaching the desired audience
What reports does it feed
• Quarterly L&D Summary Report• Monthly L&D Operational Report
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Efficiency Statement
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TDR Reports
The Reports
Highly customized, pulling measures from the statements
Three levels of reports L&D Summary Report L&D Program Report L&D Operations Report
Each report shows Last year’s actual Plan (or goal) for this year Year-to-date results Forecast for this year
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The L&D Summary Report
The Question The Answer
What is it? This L&D Summary Report contains the most significant measures from the business outcome,effectiveness and efficiency statements aggregated at the highest level. This report would be generated quarterly.
Who is the audience? Senior Business Leaders & Senior L&D Leaders
Why do it? The L&D Summary Report provides a holistic view of the overall impact, effectiveness and efficiency of the learning organization
What statements feed it? • Business Outcome Statement• Learning Effectiveness Statement• Learning Efficiency Statement
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L&D Summary Report
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Poll #4
The L&D Program Report
The Question The Answer
What is it? This L&D Program Report highlights theconnections between learning programs/ initiatives, the organizational goal and the impact of learning on those goals.
Who is the audience? Senior L&D Leaders and their staff
Why do it? The L&D Program Report enables Learning Leaders to manage programs and initiative
What statements feed it? • Business Outcome Statement• Learning Effectiveness Statement• Learning Efficiency Statement
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L&D Program Report
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The L&D Operations Report
The Question The Answer
What is it? This L&D Operations Report include efficiency details on the costs and activities of the learning function. This report shows actuals and performance relative to plan.
Who is the audience? Senior L&D Leaders and their staff
Why do it? The L&D Operations Report enables Learning Leaders to manage the efficiency of the L&D operation
What statements feed it? Learning Efficiency Statement
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L&D Operations Report
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Summary:Talent Development Reporting Principles
TDRP provides Guiding principles for reporting Standard measures and definitions Standard statements Executive reports
Benefits Provide industry guidance on reporting Support better management of the function Support benchmarking and cross company
comparisons
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Next Steps
The Roadmap and Next Steps
WebinarsExpand to
Federal Sector
June Release of
MTM®
Workshops, Performance
Support Solutions
Fall Release of
MTM
Expand to Human Capital
Executive Reporting
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• We will continue to share and socialize TDRP through webinars and workshops
• We recommend that you get started• Help us as we refine and expand the effort for L&D (Phase II)
Poll #5
Final Thoughts and Request
• This is an open, collaborative effort; no copyrights Please share your thoughts with us
Other suggested measures Best practices and Implementation approaches Difficulty in applying standard measures Need for better definitions Write to Dave Vance: [email protected]
Contact KnowledgeAdvisors: Peggy Parskey: [email protected] At www.KnowledgeAdvisors.com
This PowerPoint deck White Paper (70-page) Overview Paper (25-page)
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Polling Questions: Poll #1
What is your Role? Response options
Senior Leader in L&D or HR Manager in L&D or HR Evaluation practitioner Learning practitioner (Design, development,
delivery) Other
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Polling Questions: Poll #2
My L&D organization has a standard set of key performance indicators that we measure and monitor regularly
Response options Absolutely yes Possibly, not sure Doubt it Absolutely not
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Polling Questions: Poll #3
My L&D organization identifies key outcome measures and reports results quarterly to senior learning and business leaders
Response options Strongly agree Agree Neither agree nor disagree Disagree Strongly Disagree
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Polling Questions: Poll #4
Senior L&D leaders in my organization identify our key learning programs and report results for those programs quarterly
Response options Strongly agree Agree Neither agree nor disagree Disagree Strongly Disagree
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Polling Questions: Poll #5
Senior L&D leaders in my organization would be likely to adopt TDR within the next 12-18 months
Response options Strongly agree Agree Neither agree nor disagree Disagree Strongly Disagree
Page: 38June 2, 2011