Sifikile ZondiLive as if you were to die tomorrow, learn as if you were to live forever

Please note that this presentation, content and the views that will be expressed in this presentation are those of Sifikile Zondi.

About Sifikile Zondi…• Currently the Head of Learning and Development at

Ster-Kinekor Theatres

• Passionate People Practitioner and has more than 14 Years’ Experience working in various Johannesburg Stock Exchange listed Companies.

• Has held several leadership positions in various organisations

• Has worked for Fusion Outsourcing now known as WNS Group, Metropolitan Health Group and Woolworths to mention a few companies

• Has won several awards for the various companies he has worked for

• Armed with 14 years research on People and Leadership, helps companies discover the potential of the People and how they can deliver more for their businesses

• Top Global Minds in Learning and Development 2019

• One of SA's Most Talented Learning and Development Leaders 2019

Engagement

The South African Reality

Pirates…

Passengers…

Paddlers…

In summary

Employee Journey…

Talent Acquisition

Disruptive technology has transformed the way people look for Jobs

Employers must find new ways to recruiting

Social, Mobile, Video techniques are required

in recruiting

Companies must find tools that find, attract and communicates with new

hires

Fight for Talent has become the biggest

aspect in organisations today

Top CEO’s regard talent as one their biggest

concerns

93% of CEO’s feel that there needs to be a

change in strategy for attracting and retaining

talent (PwC Survey)

Talent acquisition is Marketing

An employment brand is an organisations reputation as an Employer

Understanding how employees perceive a company

Company culture, career growth opportunities, perks and benefits can all be marketed to portray an employee brand as a great place to work

Brands must be well articulated

Company Culture critical in attracting the right talent

Social and Mobile recruiting have gone from nice to have to need to have

60% of job seekers search for jobs using their mobile devices

14% use the mobile device to apply

Those of you who are addicted to Netflix, have already been exposed to ‘predictive analysis’ without having realised it

Technique that is used by Netflix to suggest what you should watch, based on what you have been watching over a period

Simply put, predictive analytics makes predictions based on past user behaviour data

Predictive analytics uses data, statistical algorithms and machine learning methods to state the likelihood of future outcomes on the basis of past data

Build your brand up and be the company that everyone knows about and wants to work for.

Use video to engage with passive candidates.

Involve employees in sharing posts on social media.

Join LinkedIn groups.

But it is not only about LinkedIn: one size does not fit all, and what might work for Twitter won’t necessarily translate to LinkedIn or Facebook.

Share quality content.

SOCIAL MEDIA ADVERTISING

USE INSIGHTS TO PERFECT YOUR CAMPAIGN

KEEP POTENTIAL CANDIDATES ENGAGED – BUILD A

COMMUNITY

HARNESS THE HASHTAG.

As we all know, Artificial Intelligence (AI) is going to take the HR industry by storm – impacting job descriptions and redefining how HR and talent management professionals work

AI speed up the sorting and filtering process for HR professionals by helping them scan resumes

AI technology is humanizing the process by giving recruiters more time to talk to strong candidates.

AI is dramatically changing the way those in HR and talent management do work. Advanced algorithms allow AI technologies to search for only the most relevant experience, education and skills while providing HR professionals with only the best candidates – reducing hours of manual and administrative work for recruiters.

AI is dramatically changing the way those in HR and

talent management do work.

Advanced algorithms allow AI technologies to search for only the most relevant experience, education and skills

while providing HR professionals with only the best candidates – reducing hours

of manual and administrative work for recruiters.

This, in turn, frees up those in the recruiting space because they spend less time sorting

through prospective candidates, and more time having real conversations with candidates to ensure they’re the right fit for the

organization.

To Keep Millennials and Generation Z, Treat Them Holistically.

Millennials and Generation Z want connection, recognition and a healthy work-life balance.

Instead of only discussing job responsibilities and goals, managers should get to know their millennial and Generation Z employees as people.

Learning and Development

Long Term mind-set and alignment with business goals

Evidence-based, business metrics and predictive analytics

Learning architecture and design

Learning structures and roles

Broad set of skills for L&D professionals

Extended learning, knowledge management and change to “skills building” L&D approach

Utilization of social and e-learning (70-20-10 model)

High Impact Learning Organization (HILO) culture

Top management support and line manager engagement, contribution and involvement

L&D Governance and administration

Develop a competent and competitive workforce, through targeted and sustainable skills development programmes;

Craft a Strategic Learning Value Proposition (LVP), based on the provision of just-in-time, business-valued learning solutions

Future-proof the organization, by developing a L&D measurement culture and generating real-time, predictive business analytics and –intelligence

Design a digital, Knowledge Management System (KMS) and promote a knowledge sharing and skills transfer learning ecosystem

DEVELOP AN AGILE AND INNOVATIVE HIGH IMPACT

LEARNING ORGANIZATION (HILO) CULTURE AND

MAINSTREAM L&D INTO CORE BUSINESS PROCESSES AND

SYSTEMS, BY TRANSFORMING TO A STRATEGIC LEARNING PARTNER

(SLP).

Level 4: Strategic

L&D

(80%+)

Level 3: Transformational

L&D

(65-79%)

Level 2: Transactional

L&D

(41-64%)

Level 1: Traditional

L&D

(0-40%)

CURATE - from providing training programmes to

providing business valued learning solutions;

CREATE – an enabling high impact learning organization (HILO) culture and improved

learner experience (Lx);

NAVIGATE - from being people pleasers and comfort-seekers to making employees competitive and competent;

MIGRATE - from traditional, manual methods to

technology-enabled learning;

EDUCATE - transform from training departments to

learning factories (repositories of knowledge)

and

GRADUATE - from being transactional (administrative)

to being transformational (strategic) i.e. from training

administrators to being strategic learning partners.

Step 1 Conduct a gap analysis (by means of the Weighted Strategic L&D scorecard);

Step 2 Formulate and implement change management and improvement interventions;

Step 3 Ensure the horizontal integration (bundling) across the L&D value chain;

Step 4Formulate 3-year L&D strategy and facilitate vertical alignment of this L&D strategy with the

organizational business strategy

Step 5 Foundational work – invest heavily in the input factors

Step 10 Feed this business intelligence back into the system, make the necessary revisions and re-initiate new 3-year L&D cycle/process.

Step 9 Generate business and performance management intelligence and

Step 8 Conduct an annual audit to evaluate the strategic impact of L&D,

Step 7 Periodically monitor, track, measure and report on strategic L&D metrics

Step 6 Initiation work – roll out the transformation process

Transition from e-learning to mobile (m)-learning

More video-based, on-demand micro-learning

Learners taking more ownership and responsibility for their learning

More use of Virtual Reality in the traditional learning space

Technology-enabled anddigital learning devices

Transition

Transition from training facilitators

to Learning Navigators

Focus on

Less focus on learning content

and more focus on the learner experience

Focus on

Less focus on learner assessment and

qualifications and more focus on holistic

application and transfer of learning

Focus on

Less formal training and more focus on

social and experiential

learning (refer to the 70-20-10 model

of learning)

Transition

Transition from books to MOOC’s