E-Learning 101:

Validation in a Tough Environment

Dave Egan
Co-Founder &
Vice President, Content Strategies

THINQ Learning Solutions

What do These Industry Leaders
Have in Common?
“Can the Healthcare Industry Catch Up?”

Yes, but …
“E-Learning is Important.”
Says who?

“By“As we e-learning
2005, transition from thethe
will be
“Organizations
industrial
most-used to the around
knowledge
corporate the
“eLearning…will
world
society, areeffective
application become
recognizing
on the use
Web.thean
of
benefitsthe
knowledge
indispensable
Further, ofisWeb
eLearning—cost
becoming
partwill one of
of become
business
the infrastructure.”
thesavings,
important
lifelong flexibility and
distinguishing
learning platform
increased
factors
for much ofproductivity.”
between leading
the world.”
-- Eduventures
companies and also-rans.”
----Gartner
Brandon-HallGroup
-- IDC
THINQ Agenda

 E-Learning is a Good Thing

 E-Learning not “Online Training”

 Value = Manage the Learning Processes

What About Learning?

Ostriches Eagles

Nice-to-Have Mission Critical

Cost Center Strategic Investment

Hard to Value Measurable Benefits

Remedial Future-focused

Employees The Business

Learning is not Optional!

 Every company has a core of "best and

brightest" skilled, experienced employees

 How big do you want your organization’s core

asset (smart employees) to be?

 Companies move at the speed of many, or on the

backs of the few -- which sounds better?

 Skilled, focused employees (intellectual capital)

are a organization’s only truly sustainable
differentiation - Drucker, Welch, et al.
 Employee Certification and
Compliance a legal requirement

Required for Regulatory Compliance

Legal
Diversity,
Federal
Harassment, etc. Finance FDA, EPA, etc.
Health CFP, CFA
Safety NASD
HRCL, HCCA OSHA, ISO Series 6, 63 & 7
HIPAA

Why important?

Certification Compliance
Reporting Audits
E-learning as a cost-cutting measure

 Online Efficiency
 25 – 60% less time to convey the same amount of learning
 Instant scalability – more employees trained in a shorter time,
anywhere
 Course development more expensive … but delivery is substantially
cheaper
 Faster Time to Market
 Rapid deployment – get learning to employees, channels
 Effective Hiring and Training of New Employees
 Shorten the learning timeline
 Pre-hire tool
 Smarter Employees Adapt Better & Faster
 Avoid lost opportunity costs
What is “E-learning?”

… using the web to access

and manage learning that
supports company objectives

Elliott Masie:
“The use of technology to design,
deliver, select, administer, support
and extend learning"
E-learning saves time, travel costs
& on-the-job productivity

Five-Day Classroom ILT Course

Online CD-ROM Mentor -

Day 1
Assessment Day 2
Practice Day 3
Learning Day 4
Event Day 5
Measure

Classroom Issues: Online Design:

- Poor sign-up - Mentoring
- Instructor problems - Skills Reinforcement
- $$’s - Evaluation
- Chat Sessions

Enhanced, Effective Learning Experience

ROI: LMS + E-Learning
900%

300%
Return On Investment

3
Average Payback =
15 Months
2
50%

1
Years
Aggregate Results from THINQ Installed Clients
 ROI: Adding “E” to Learning

Customer Example:

 2001: Moved 50% of training online – up from 25%

in 2000

 BEFORE: Instructor-led training = $65 per learner

 AFTER:
 Online training = $10 per learner
 On-demand learning requires less than ½ time
of classroom
Long-term ROI:
9 critical parameters

 Revenue  Competitive
Enhancement advantage

 Customer service  Field sales production

 Customer retention  Employee

productivity
 Call center
responsiveness  Business partner
education/
productivity
 Training
development
efficiency
Change the Dialog:
the Learning Investment Model

 $300k and 6 people – former fund for enterprise workforce

development
 $300MM – former training spend throughout decentralized
SBUs
 $200MM – Funding now, under new model
 $100MM - effective annual ROI
 $0 - what acquired company used to fund (pay-as-you-go)
 $200MM - what acquired company really spent annually
 $300MM - what the merged enterprise will invest annually in
workforce development & effectiveness
 $100MM - learning & development "contribution" to merged
savings

(THINQ Client -- larges global technology client, recently engaged in a major merger)
E-Learning Kung Fu:
Aligning Operations & Training

Shared: Business Process

• Strategic Plans
• Operational goals
KPI KPI KPI KPI
• Process Plans
• Staffing plans

$$ Inputs Outputs

$$
Operating Mgr Specific Targeted Performance Goals

Training Mgr Specific Targeted Skill Goals

$$ Performance
Consulting
ID Targeted
Programs
Ability to
People who are: Produce
• New Ongoing Baseline Programs
• Transferred
• Reassigned
• Certified Skilled Worker Production
• Recertified… Process P
E-Learning Kung Fu:
Aligning People & Training

Skills/Competencies Courses
Courses Deliver Skills
Job Required Skills

Course Delivery
Enrollments &
Transcripts/
Primary Job
Secondary Jobs
Job Roles Learners
 Department level Align Learning with the BUSINESS
Line of business
Business Goals
1. Increase revenue of direct sales Learning Objectives
2. Decrease production waste Competencies 1. When and where recycled
… components can be utilized
-Right…Workers 2. Precise calculations of material
-Smarter Workers quantities
Metric & Period
-Efficiency/ …
Competition Current x
-Growth Own,
Target 2x Build,
-Innovation
-Achieve Goals Actual 1.5x Buy
-Profit
-Value Correlations

Curricula / Courses
INSERT 1. Product ABC Composition

Jobs
LEARNING SYSTEM 2. Precision Measuring using Digital
Weight Indicators

VALUE PROPOSITION …

HERE Resources
Behavior Modification
(Skill, Competence, Performance)

Extra-Enterprise

Enterprise

Department

Group
LMS

Interactivity

Learner Delivery (Hosting)

Integration
Learning Activities
Platform (ex: Centra) (Content)
Commerce
Measurement

ABOUT Learner FROM Learner

Feedback
What is “Content”?

ONLINE - Asynchronous
ONLINE - Synchronous

PEER – TO - PEER
CLASSROOM
Books, Documents

= Tools (ex: Authorware)

Custom
“Bag ‘o Content”
Variety of Learning
Actions, Objects Off-The-Shelf

Shared Content? Re-Usable Objects?

Disconnected Learning?
E-Learning Kung Fu:
Think BIG

 If you are using e-learning just to solve old training

administration challenges … you are missing the
grand opportunity!

 Create “Heroic” Learning

 Make it Strategic
 Rescue your Organization!
Human Capital Management

• People-centric
• Strategic
• 21st-century
• Scales knowledge
• Fragmented
• Value-chain focus (&
outcome)
 Agree on what’s important

• Learning programs aligned with your

Mission outcomes?

• A consolidated, streamlined procurement process?

• Efficient delivery of targeted learning to all employees?

• Successful implementation of your technology and

content investments?

• Support to promote an effective learning culture?

What’s important?

“We want to be sure our workforce has the most up-

to-date skills and knowledge they need to
invent and integrate highly technical systems for a
very diverse customer base”
Dr. Candice Phelan
Director of Lockheed Martin Learning Services
Transforming your organization

Learning & Performance Initiatives

Well-defined
Enterprise
V
Strategic
IV Results-based
III
II
I
Informal
Departmental
Reactive
Unpredictable
Technologies and related
pieces

Competency
Program Management Change
Strategy & Leadership
Design

LMS
Content Collaboration
Management

Knowledge Testing &

Mgmt. Assessment Performance
Management
Bringing the pieces together:
Learning Management Maturity Model ™

Content Knowledge
Collaboration
Management Mgmt.
Staff

Extra-Enterprise
Corporate Customer
Strategy & Program Distributors/
Key Strategy & LMS
Change suppliers
Leadership
Business Design
Partners
Objectives
Citizens /
constituents

Testing & Performance Competency

Assessment Management Management

Integrations w/ ERP, HRIS, Portals, other Legacy Data Stores

LM3™: Stages of Technology Maturity

Key
Not Happening
Partially Engaged
Fully Engaged Optimized Workforce (V)

Integrated Performance (IV)

Competency-driven (III)

Managed Learning (II)

Ad hoc (I)
A View of E-Learning Consolidation: Today

Content Mgmt Knowledge Collaboration

Mgmt

Program
Strategy & LMS Change
Design Leadership
(Services) (Services)

Testing & Performance Competency

Assessment Mgmt Mgmt
A View of E-Learning Consolidation:
Tomorrow

Knowledge Asset Management

Program Learning
Strategy Management
& as
Design Human Capital
(Services) Development

Performance Optimization
Progress Report:
Key customers by stage

I II III IV V
HP
Boeing

CVS

PwC Tax & Audit

US Navy

Grant Thornton

Grad School, USDA

Qwest
Winn-Dixie

USPS

Lockheed Martin
 Thought leaders on LM3

"LM3 describes where the Navy wants to go … the

evolutionary path, defining the technology, processes,
proficiencies, and relevancies at each stage."

William Dyas
President, Dyas Consulting
Former Branch Head, U.S. Department of Navy
Chief of Naval Education and Training
Thought leaders on LM3

“.. LM3 is a practical tool that can be used to level set

expectations of companies … and to benchmark the
efforts of those striving to become true learning
enterprises.”
Michael Brennan
Senior Analyst, IDC Learning Services
Info Nuggets?

 Sell E-Learning value today

 Pain Reduction vs. Altruism
 After the Re-Org  “More with Less”

 Align Learning Agenda to Business Issues

 Build LOB Allies
 “Heroic” Learning – Save the Day!

 Learning ROI – Define, Measure, Sell

 LM3: Learning Evolution is a Process

Thank You
Questions …
[email protected]
(800) 869-9461