Putting Learners First in Enterprise Training
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1. Traditional learning and development methods are struggling to keep up with today's learners and business needs. Most training is still formal and classroom-based, but learners prefer informal learning. 2. To better serve learners, organizations need to shift from controlling learning to empowering learners. They should offer a variety of learning options based on individual needs rather than a one-size-fits-all approach. This will make learning more strategic and motivate learners. 3. Rewiring learning and development infrastructure is needed to reinvent learning for today's learners. Tools are needed to simplify content creation and sharing, speed up finding relevant learning, enable access to learning anywhere, and value both formal and informal learning
Putting Learners First in Enterprise Training
- 1. Putting Learners First Todd Tauber | VP Product Marketing degreed.com/ttauber @toddtauber @degreed 12 May 2015
- 2. Agenda 30 mins: Putting Learners First 1 Stop struggling to connect L&D to learners 2 Start putting learners first 3 Rewire L&D for learner-centric learning 15 mins: Q&A
- 3. Stop struggling to connect L&D to learners 1
- 4. Employers are struggling to connect L&D with learners 85%of employees do not feel like the training they get at work is preparing them for their next position. Source: Saba Software / WorkplaceTrends.com, Global Workforce Leadership Survey, 3/2015 1
- 5. Conventional L&D is too slow to keep up with learning needs Source: McKinsey & Company, Education to Employment, 12/2012; TLNT / Bersin by Deloitte, Developing 21st Century Leaders, 11/2011 1 of employers think college graduates are not adequately prepared for the workforce 58% of companies report persistent shortages of talented mid-level managers 74% of businesses report that they still don’t have enough talented senior executives 51%
- 6. Traditional L&D is out of sync with how people learn now Source: Bersin by Deloitte, 2014 Corporate Learning Factbook, 2/2014; Degreed, The Importance of Informal Learning, 7/2014 76% of learning delivered by employers is still formal classroom, virtual or online learning courses …but 23% of workers say they’ve taken an entire course – of any kind – in the last 24 months …meanwhile 71% of them have learned something for work from an article, video or book this week 1
- 7. Learners and managers can now take control of their own learning Source: Bersin by Deloitte, 2014 Corporate Learning Factbook, 2/2014; Society for Information Management, IT Trends Study, 11/2013; Computerworld, IT Pros Get Training on their own dime, 12/2013 1 In the last five years… As CLOs cut IT training from 9% of L&D spending to 5%… CTOs increased training spend from 3% of their budgets to 5%... and 62% of IT workers paid for training out of their own pockets.
- 8. TAKEAWAY 1 Conventional L&D methods don’t move fast enough to keep up with today’s learners. It’s time for some new approaches.
- 9. Traditional learning methodologies just won't work anymore with the speed of business, the global nature of our workforce and the new generation of employees. David Strainick Global Head of Learning, NCR Source: Chief Learning Officer magazine discussion group, LinkedIn, 10/2014
- 10. Start putting learners first2
- 11. Let’s start putting learners first. Source: Bersin by Deloitte, 2014 Corporate Learning Factbook, 2/2014; Center for Creative Leadership, 1996 10% 76% 20% 8% 70% 16% What L&D does now How workers really learn Formal classes and courses From other people Informal learning as part of day-to-day work 2
- 12. Stop trying to command and control…and start empowering. L&D’s role Who drives learning When / where What / why How Managing learning L&D + HR Scheduled Workplace Operational Compliance Classrooms LMSs Courses Empowering learners Employees + managers Continuous Anywhere Strategic Performance Work Web + apps Resources Source: Degreed, 2015 2
- 13. Stop making learning one-size- fits-all, and start offering choices. People | Content | Technology Compliance learning Operational learning Strategic learning Things employers need people to know …e.g. rules and proprietary processes Things employers want people to know …e.g. how to do their current jobs better Things the workers want to know …e.g. what they need to advance their careers Solution A Solution B Solution C Source: Degreed, 2015 2
- 14. Stop making learners have to, and start making them want to Source: Bersin by Deloitte, 2014 Corporate Learning Factbook, 3/2014 53% 28% 15% 68% 22% 7% Strategic learning Operational learning Compliance learning Higher-performing organizations Lower-performing organizations % of L&D budget spent on… 2
- 15. TAKEAWAY 2 Keeping up demands big shifts in how we think about learning and development. It starts with putting learners first.
- 16. We play the role of facilitators and motivators more than anything else. Janice Burns Chief Learning Office, MasterCard Source: Chief Learning Officer, Teaching Collaboration at MasterCard: Priceless, 10/2014
- 17. Reimagining L&D for learners3
- 18. Rewire L&D infrastructure to reinvent learning for learners. Source: Degreed, 2015 Content + Programs People + Processes Tools + Technologies + + 3
- 19. Make it simpler to create and curate learning. Source: Centre for Learning & Performance Technologies, Learning in the Workplace Survey, 6/2014; Bersin by Deloitte, 2013 Corporate Learning Factbook, 2/2014 3 87% only 34% but of workers say sharing knowledge with their teams is vital for learning what they need for their jobs… of L&D organizations are investing in social learning tools.
- 20. Make it faster to find learning. Source: Centre for Learning & Performance Technologies, Learning in the Workplace Survey, 6/2014; Bersin by Deloitte, Three Marketing Lessons for L&D, 6/2014 3 81%of workers say online / web search is critical for learning what they need to do their jobs… 58%of L&D professionals say learners don’t engage with training because they can’t find what they want quickly. but
- 21. Make it easier to access learning. Source: Toward Maturity, The Learner Voice: Part 1, 4/2014; Bersin by Deloitte, 2014 Corporate Learning Factbook, 2/2014 3 54%of workers say they want to be able to access learning on-the- go, on mobile devices… only 12%of the learning assets provided by L&D organizations right now are “mobile ready”. but
- 22. Make it possible to value ALL kinds of learning. 61%of workers say they would spend more time on informal learning if it was tracked and if they were given professional credit… Fewer than 30%of of big companies track, measure, report or share data on much, if any, of their employees’ informal learning activities. but Source: Degreed, The Importance of Informal Learning, 7/2014; Chief Learning Officer, The Black Hole of Measurement, 2/2015 3
- 23. TAKEAWAY 3 Putting learners first takes more than a shift in our mindsets. It also demands better tools to create, find, access and track ALL kinds of learning.
- 24. We’d love to have better tools for learning so that we can get information to our employees on the floor quicker. We don’t have them. LMS Manager Automotive Manufacturer Source: The Starr Conspiracy Intelligence Unit, The Enterprise Learning Buyer 7/2014
- 25. About Degreed Degreed is a new kind of enterprise learning platform. We make it easy for organizations and their people to discover, curate and track ALL their learning.
- 26. Go to degreed.com and start tracking ALL your learning. Get credit for this webinar.
- 27. ATD International May 17-20 Orlando, FL SHRM Jun 28 – Jul 1 Las Vegas, NV Catch us at an event.
- 28. Questions? Visit get.degreed.com Email [email protected] Call (415) 935-3543 Follow @degreed
Editor's Notes
- #6: Skills have a half life of 2.5 to 5.0 years (Deloitte) Creating 1 hour of ILT = 43 hours Creating 1 hour of elearning = 79 to 490 hours (Chapman Alliance) List of jobs at risk of automation…
- #8: 43% of professionals look for learning opportunities outside their company at least half the time (SkilledUp, Who Chooses Professional Training: The Real Story, 3/2015)
- #14: MasterCard examples
- #15: Strategic = leadership, sales, customer service and soft skills Operational = IT and profession / process / industry specific Compliance = compliance