training industry webinar a holistic view of learning
TRANSCRIPT
A Holistic View of Learning: Aligning Talent Development, Learning & Development, and Employee Education Benefits
John ZappaChief Operating Officer, Knoitall
Sean StowersLearning Business Partner, Pearson
April 21, 2016
Our Agenda
• The Talent Development Dilemma
• Learning Network for Skills and
Competency Development
• The Paradigm in Action
Where do we fit?
KNOITALL SKILLS ENGINE™ MATCHES LEARNING WITH NEEDED SKILLS
“In a time of drastic change – it is the learners who inherit the future. The learned usually find themselves equipped to live in a
world that no longer exists.”Eric Hoffer, American social writer
28 % 43% 2.7
employees are making full use of their skills.
will change employers to gain experience for career advancement
every 2.7 years an employee will transition out of their current place of work
Polling Question: Millennials Comprise What % of Your Workforce
• Under 10%
• Between 10-30%
• Between 30-50%
• Over 50%
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Source: International Foundation of Employee Benefit Plans
Source: International Foundation of Employee Benefit Plans
Significant Investment $170 billion
Lacks Effectiveness
88% of employees don’t have or don’t make time for learning
64% of manager don’t enable or follow-up on learning
The current approaches are not working
• Learning Management Systems Closed environment; primary success is compliance training only
• Tuition Assistance Benefits Utilization under 5%
• eLearning/MOOCs Focus on content; does not help learner figure out what’s right for them. Not connected to how learners “consume” education
Why is this happening?
• Skills change quickly; building learning
content is slow
• Too many choices; people need guidance
• Managers are not in the process
• Learning and development is a process
(not a 5 minute video)
• Learning initiatives are not aligned
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Polling Question: Is Your Tuition Assistance Aligned with Learning and Development?
• Not at all; these are separate activities.
• Sometimes we talk to each other.
• Partial integration; our tuition policy supports the skills we need.
• Full integration and alignment with skills development initiatives,
including data and user experience.
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So what is the solution ?
A more organic, open source model is needed; one that
enables an organization to respond more quickly to the
rapid changes in workforce skills. (e.g. learning network)
Personal Learning Network
Knowledge Information Data
A personal learning network consists of the people, providers, and learning content an employee interacts with to derive knowledge.
Network based on competencies and future direction
Competencies are building blocks of the network
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Build network based upon people you know and others want to meet
Build network on competencies you know and ones you want to develop
Benefits of a new approach
• More effective
• Supports better engagement
• Enhanced utilization
• Dynamic –develop new skills in a rapidly changing world.
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Elements of this Approach
Network to connect all elements of career development
•Serve as role models; Provide informal support and validation
•Content and programs to help me gain the skills I need and want.
•Financial Support, Career Planning, Internal training programs
•Formal support to evaluate learning options and career development
Coach or Manager
My Employer
PeersMentors
Learning Providers
Competency network in action
Compliance AuditorPractitioner Consultant
Career Map courtesy of AHIMA
• Compliance regulations• CMS Knowledge• Medicaid coding
• Medical terminology• Disease process and coding,• Billing and revenue cycle
Organize and Make Learning Content Accessible
• Leverage publicly available learning content• Tools to manage the network and curate
the content options• Learning network is dynamic –as new
learning partners are identified, they can be added.
• Network is private
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Dynamic supplier network
• Supports all types of learning
• Self-directed, on-line and free classes• Face-to-face programs • Class, certificates and degrees• Internal training programs• External advisors/coaches
• Learning content reviewed for outcomes
Employer defines skills; system sources content
KNOITALL SKILLS ENGINE™ MATCHES LEARNING WITH NEEDED SKILLS
Manager is a key stakeholder in network
Network makes it easy for manager and employee to communicate around learning
• Manager can tag and recommend learning content
• Employee can share what they have completed
• Potentially specify pathway for employees
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Assess and measure outcomes
The network helps you evaluate the effectiveness of the learning
• Measure impact to individual employees
• Gain insight into the wisdom of the crowd• Employee satisfaction• Program utilization• Cost
This New Approach in Action
Enable learning for franchise operators
Chick-Fil-A
Background: • Large, distributed franchisee population. • More than 1950 locations in 42 states and Washington, DC• Support desire for employees to complete their GED or associate degrees.• Offering limited educational benefit
Solution: Public learning center for franchise employees to view, assess and interact with providers• Providing access to approved educational partners that support GED and
associate degree-completion options• Access to free resources to help employees understand adult education
options, credit transfer, and how to balance education with work
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Equipping Employees for Success
Outcomes to date
• Platform for building a network among a very disparate group of organizations
• Established learning policy • Over 30 franchises have adopted the platform• Integration with back office programs such as tuition
assistance• Individual learning network for each learner based upon
the skills they are seeking. • Managed supply chain of learning partners
• College Readiness • Lumerit Scholars program• GED prep services
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Map Skills to Suppliers
Learning center provides access to degree completion
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Tag Learning Content and Categorize in Taxonomy
14 Types of Learning including online, face-to-face, advising and tutoring.
Over 1000 learning categories in the taxonomy.
Partnership to deliver this solution
If you would like to know more about
how Pearson and Knoitall can help you
deliver this solution inside of your
organization……. Let us know!
Summary
• Need for a new paradigm: Personal Learning Network
• Connect all stakeholders in learning and development including managers
• Skills are common language between members of the network
Questions ?
