top 5 ways mobile learning can improve business results

Top 5 Ways Mobile Learning Can Improve Business Results

Mark Brandau

Senior Director, Product Marketing

1 SuccessFactors Proprietary and Confidential © 2013 SuccessFactors, An SAP Company. All rights reserved.

• About SuccessFactors Learning

• Separating Mobile Learning Hype from Reality

• The Top 5

• Wrap-Up

Agenda

SuccessFactors Learning


Our Learning Heritage

Plateau

Systems

Founded,

1996, LMS

in market

since1994

Plateau

releases

LMS v4,

2001

First

Web-

based

Version

LMS receives

Leadership

position in

Forrester Wave,

2007 (Leadership

position continues

in each update)

SAP acquires

SuccessFactors,

February 2012.

SuccessFactors

Learning is the

“go-forward”

solution.

Plateau

acquires

Sensory

Systems,1999

PQE and

eLearning

Released

LMS Receives

Leadership

position in

Gartner MQ, 2003

(position continues

in each update)

SuccessFactors

acquires

Plateau, April

2011 – Plateau

LMS is the “go-

forward” solution

SuccessFactors

announced LMS

now unified part of

SuccessFactors BizX

Suite, October 2011

SuccessFactors

Announces Record

Year, largely due to

Learning, Dec 2011

LMS as unified part of

BizX now adds unique

social/informal, mobile,

and analytics

capabilities, creating

comprehensive “SF

Learning” solution,

October 2011

SuccessFactors

introduces

unique SaaS-

based Validated

LMS, Mid-2012


Strong Learning Cultures Drive Business Results

Organizations with a strong learning culture significantly outperform their peers…

Innovation

46% more likely to

be first to

market

Productivity

37% greater

employee

productivity

Time to

Market

34% better

response to

customer

needs

Quality

26% greater ability

to deliver

“quality

products”

Skills for

the Future

58% more

prepared to

meet future

demand

Profitability

17% more likely to

be market

share leader

Source: Bersin & Associates


SuccessFactors ‘Best of Breed’ HCM Suite

Complete

Beautiful

Start Anywhere.

Content Integration Extensibility

Workforce

Analytics

Workforce

Planning

Recruiting

Core HR

Onboarding

Learning

Succession &

Development Performance

& Goals Compensation

Payroll


Content Integration Extensibilit

y

HR

Analytics

Social

Collaboration

Recruiting

Core HR

Onboarding

Learning

Succession &

Development Performance

& Goals Compensation

SuccessFactors Talent Solutions Integrated Talent Processes Covering the Employee Lifecycle

Recruiting – find the right talent

Onboarding – drive faster time to productivity

Learning – ensure compliance, develop talent

Performance & Goals – ensure organizational

alignment and performance

Compensation – maximize budgets and retain top

performers

Succession & Development – identify successors

and development plans


The Most Comprehensive, Innovative Learning Solution Available

• Instructor Led Training (ILT)

• eLearning

• Task-oriented OJT

• Exams/assessments

• Reporting and dashboards

SuccessFactors Learning

• Mentoring/development

• Concept-oriented OJT

• Near real-time knowledge

objects from SMEs

• Collaborative groups

and communities

Social Learning via

SuccessFactors Jam

Learning Management System

(LMS)

Learning Metrics & Analytics

• Self-managed storage

• Fully-managed service

• Distribution via Akamai

Content Distribution Network

iContent

Content-as-a-Service

Extended Enterprise with eCommerce

Mobile Learning via SuccessFactors Mobile Platform


SuccessFactors Positioned as a Learning Leader In the Top 10 Industry Analyst Reports for the Last Year

• 2013 Gartner MQ for Talent Suites

• Bersin by Deloitte, 2012 Learning Market Map

• The Forrester Wave™: Talent Management, Q1 2013

• All five IDC Integrated Talent Management MarketScope Reports for 2013 (Including Learning)


• Recorded 100,000 course

completions.

• Achieved nearly 100%

participation in learning

programs.

• Saved 40,000 man-hours in a

single e-learning initiative.

• Cost-justified the company’s

investment in the software for

two years—in a two-week span.

• Drove improvements in comp-

store sales growth, customer

experience, and operational

excellence.

• High-turnover workforce

needed efficient, targeted

training to become effective

brand ambassadors.

• Compliance with corporate

training programs was

difficult to track.

• Executives couldn’t measure

how learning contributed to

company goals or measure

the ROI of specific

programs.

• Implemented SuccessFactors

Learning to manage and

deliver e-learning content for

20,000 associates across the

U.S.

• Made it easy for employees of

all ages and backgrounds to

access learning programs.

• Automatically delivered

personalized learning content.

• Tracked the impact of learning

programs on high-level

corporate goals.

“ ”

Express Employees: 20,000 | Retail

EXECUTION GAP SOLUTION RESULTS

With SuccessFactors, every single associate gets the message about

our brand in a consistent format. We know our training is producing

business results because, for the first time, we can actually measure

that.

Adam Zeller, Director of Sales Education and Field Learning

Separating Mobile Learning Hype from Reality


Growth through

Talent Intelligence

Consumerization

of Technology

Changing

Workforce

Demographics

48% of baby boomers

expect to work past age

of 651

80% of company

valuations are intangibles

related to talent such as

IP, know-how, expertise,

etc.7

90% of executives

whose companies use

social media technologies

report measureable

business benefits4 60% share of India,

other South Asian

Nations and Africa in

global labor force growth2

+1.3B workers will use

mobile technologies in

20155

70% of US economic

growth has been driven

by knowledge workers

over the past three

decades6

1) Deloitte 2011, 2) McKinsey Global Institute 2012 3) US Department of Education 2013, 4) McKinsey Quarterly March 2013, 5) IDC’s Digital Universe Study, Sponsored by

EMC December 2012, 6) McKinsey “Economic conditions Snapshot” 2010, 7) Deloitte “Extracting Maximum value from intangible assets”, 2010

59% of all 2013

master’s degrees will be

earned by women3

Global Macro Trends Are Impacting the Workforce and Learning…


Compliance Risk

• Risk: In 2011, there were more than

1,000 regulatory changes affecting

employee data worldwide– not

counting industry regulations and

legal updates.

• Risk: Do workers have the right

certifications to do a job? And are they

up to date with your industry, and

company compliance standards?

Cost

• Multiple Learning systems

• Move from on-premise

• Path to unified talent solution

…And Compliance and Cost Are Continuous Issues


Need to Overhaul the Economics of Learning

Learning spend per employee

Learning budget as a % of Payroll

Average cost per learning hour created

Learning delivery via ILT (live and online)

Source: ASTD, 2011 Study


Bottom Line - The Game Is Changing

How we learn is evolving…

Where we go to learn is moving…

When we learn is no longer

‘9 to 5’…

Who our employees and

customers learn from constantly

changes…

What our businesses want is

better results and more

accountability…


Training and Compliance

• Regulate

• Certify

• Qualify

Performance and Development

• Motivate

• Cultivate

• Innovate

Partners, Customers, and External Learners

• Enable

• Retain

• Profit

Yet, Learning Professionals Still Need to Manage…


Compliance-related Training

• “Automate and Assure”

• Minimize risk

• Reduce administrative headaches

• Compliance-related learning

requirements

• Complex training, process and

deployment requirements

• Ensure Quality (QxP) Processes

• ISO/manufacturing/sustainability

• Government reporting

requirements



• Regulate

• Certify

• Qualify


• Motivate

• Cultivate

• Innovate


• Enable

• Retain

• Profit



Partners, Customers and Other External Learners

• “Extended Enterprise”

• Specific groups outside the

organization

• Uniquely branded learning sites

for partners and customers

• Revenue-generating

opportunities for learning orgs

• Retain customers, enable

partners, and provide strong ROI

for learning




• Regulate

• Certify

• Qualify


• Motivate

• Cultivate

• Innovate


• Enable

• Retain

• Profit


Employee Performance: Top 5 Things Gen Y Wants

1. Develop my skills for the future

2. Demonstrate strong values

3. Offer customizable options in my benefits and reward package

4. Allow me to blend work with the rest of my life

5. Offer a clear career path

Millennials (Gen Y) will be majority of workforce by 2020.

What do they expect from organizations?


Employee Performance Development

• “Align and Optimize”

• Increases speed and quality of

performance

• Improve agility

• Help employees meet goals

• Improve succession readiness

• Accelerate time to productivity

• “The Ability to Learn is the

Foundation

of Every Other Talent”…

• Continuous learning as a unified part

of talent management…


Continuous

Learning

Continuous Learning Increases Performance and Business Execution

Workforce

Planning

Develop new

leaders in lock step

Role Transition

or Expansion

Faster training for

new responsibilities

Performance

& Goals

Develop thru goals

and feedback

Succession

& Development

Search talent by

competencies from

Employee Central

Recruiting

& On-boarding

Onboard, train

and ensure

compliance

The employee life-cycle approach requires an integrated, seamless, cost-effective

approach that using solutions from multiple point vendors can’t replicate.

” “


Blended “Continuous” Learning Improves Execution and Performance

Informal Learning/

Self-Directed

and Social

Formal

Learning

Blended Learning: The “Sweet Spot”

for Accelerating Performance and Learning ROI

• How to fill

out a time

card

• How to

open a PO

• Code of

Conduct

• Business/

Regulatory

Mandates

Corporate Learning Continuum

• Product or process training/certifications

• Standards of service/support

• Manager/leadership training

• Individual/Group goal alignment

• Corporate/department initiatives

Blended learning is the highest impact way to deliver corporate training on mission-critical business initiatives

… the ROI for some of these programs has been more than 700%. – Bersin & Associates


Sample Blend by Industry

Potential Learning Blend: Transportation

Informal

self-directed

10% Informal Social Learning

10%

20% Formal

Potential Learning Blend: Retail

80% Formal

Informal

self-directed

10% Informal Social Learning

70%

The Top 5 Ways Mobile Can Help


Top 5 Ways to Add Mobile Learning for Improved Results

1) Accelerate and Assure

Compliance

2) Conduct OJT Sessions

without the Baggage

3) Manage Training

Requests (Before they

become a logjam)

4) Stay Informed and

Connected

5) Continuous Project

Collaboration

Manage Learning Plan –

view assigned courses and

related information.


Accelerate and Assure Compliance

• Manage Learning Plan –

view assigned courses and

related information.

• Launch Online Content –

Launch your mobile enabled

online content and stay in

compliance on the go

(including support for SCORM

1.2 and AICC courses)


Conduct OJT Without The Baggage

• Task Checklist View– easily view

identified tasks necessary to complete

training

• Task Checklist Management – easily

record completions of steps, and submit

checklist


Manage Training Requests (Before they become a Logjam)

• Register for

Scheduled Offerings

– pick the right

offerings for you

wherever you are.

• Approve Training

Requests - no more

stuck approvals.

Request and Approve

/ Deny approvals on

the go!


Stay Informed and Connected

• Never miss an important

conversation – setup push

notifications for immediate

notification when someone

sends you a direct message

• Active conversation keeps

people engaged

– Unread feeds help keep up

with dialog as it happens and

identifies items you haven’t

seen yet.

• Mobile Participation – make

comments on the fly; add tips

& tricks to formal training.


Stay On Top of Projects – Continuous Collaboration

• Just in Time – Videos and

documents when you need

them.

• Keep it current – Add to the

body of knowledge; Upload

images and video of white

boards, prototypes, product

displays and complex

procedures.

• All your project on mobile –

Access to all your groups and

projects and the tools to move

them forward available on your

mobile


Easily ensure compliance and

regulatory requirements are met

with a comprehensive solution

Leading the Learning Revolution

Key to integrated talent

management – increase

workforce competitiveness

and effectiveness

Visibility and

capability to tune/

adjust the “Learning

Numbers” – i.e., cost

per learner or cost

per instructor hour

by changing the

media

Mode/media mix

can be tailored

to the learner

and location for

optimum results.

Any device, any

user, any content.

72% of companies

believe that learning

technologies will help

them respond faster to

changing business

conditions …

”

“

Source:

www.towardsmaturity.org/article/2011/09/14/towards-

maturity-benchmark-technologies/

Thank You!

Mark Brandau Senior Director, Product Marketing

[email protected]

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