driving productivity context aware learning

Driving Productivity With Context-Aware Learning 11/14/13

Steve Parker, SPHR

Steve Parker, SPHR Steve is a former HR executive and a vice president at SumTotal Systems, where he uses his background and deep understanding of successful HR strategies, processes, and technologies to deliver remarkable results to customers. He has directly helped organizations of all sizes, including numerous small businesses and nearly half of the Fortune 100, achieve better results through their people, and has global experience in every industry. He has redesigned HR processes and technology for some of the world's best places to work, and has led efforts to drive HR solution education and awareness globally. Steve has developed his unique, cross-functional HR perspective from leading several strategic HR functions and initiatives for various organizations throughout his career, including Talent Acquisition, Performance Management & Leadership Development, Talent Management & Succession, and HR Operations. He is a former member of the United States Army Special Operations Command, a Senior Professional in Human Resources (SPHR), a certified Human Capital Strategist (HCS), and sometimes travels the world in search of adventure like Caine from Kung Fu.

About The Presenter

① Why learning is important again

② How to put people, not process, at the center of your talent programs

③ How to deliver content in context

④ How data drives context, and how to get the right data fast without getting rid of what you already have

Agenda

Learning’s Resurgence

Of CEOs say the lack of the right skills is their biggest talent challenge 66%

Source: Corporate Leadership Council, 2012

Report a high negative impact on their ability to meet client needs 1/5

Source: Manpower, 2013

On-Boarding

Goal Setting

Performance Management

Development Planning

Succession Planning

Internal Mobility

Who else in the organization should I be working with?

What should I do to improve my performance in this specific area now?

What learning will help me fill in the gaps in my new role?

What new skills, training , or certifications are

required?

What specific activities have

helped others be successful?

What learning activities will most effectively

increase my readiness?

Learning

Learning Drives The Success Of All Talent Processes

Organizations with integrated learning and talent systems are twice as likely to have strong business results

Source: Bersin By Deloitte, 2012

Annual spend on HCM Software $8B

Source: Penn Schoen Berland, 2012

Don’t think HCM software helps them do their jobs better 67%

What’s the highest level of value you are getting from your talent systems infrastructure today? ① Little Or Unclear ② Automates Important Functions & Processes ③ Provides Cross-Functional Insight ④ Helps People Be Better At Their Jobs & Drives Productivity

Poll Question

Talent Management Isn’t Good Enough

It’s Time For Talent ExpansionTM

Increased productivity Improved adoption & engagement Nearly triple the ROI

1980 2000 2012

Talent Expansion

Talent Management

Traditional HCM

Core Tracking + Reporting + Improved UI + Context &

Pervasiveness

UX USABILITY

Be easy to use =

SumTotal

UX USABILITY

Be easy to use + = + CONTEXT

Deliver immediate value to the end

PERVASIVENESS

Be available where & how users already

Context Similar to Amazon and other consumer technology, the system understands the users profile and what they are trying do and can offer relevant advice and actions to help the user be more effective

One size fits all doesn’t work. We thought off-the-shelf was easier, but now companies are realizing that off-the-shelf talent management practices are more difficult to see real results from...

Source: Towers Watson

Context Similar to Amazon and other consumer technology, the system understands the users profile and what they are trying do and can offer relevant advice and actions to help the user be more effective

2. Pervasiveness Instead of making users come to the system, the system can use “widgets” and mobile capabilities to deliver functionality to the user wherever they are working, even in other, non-SumTotal systems

Context-Aware Learning

“I could not do my

job without

it.”

Learning & Performance Provide right-time relevant learning and social connections Talent Acquisition & Succession Create talent pools dynamically and assign targeted development activities Workforce Management Schedule your best resources based on availability AND capability

Productivity

40% Engagement

75% Promotions

Context-Aware Learning Drives The Success Of All Talent Processes

Source: Bersin by Deloitte

Content In Context

Of organizations state learners need to connect with learning resources on a daily basis to effectively perform their job

Source: Brandon Hall Group, 2013

of all L&D spending is now spent on “non-classroom” content and programs

1. Integrating social media and social learning into e-learning courses

3 Emerging Trends In Content Development

2. Adding more scenario-based learning

3 Emerging Trends in Content Development

3. Creating shorter courses

3 Emerging Trends in Content Development

Crowd-sourced interaction and feedback often drives more effective learning than rigid pre-developed content

What We Learned from About Content

Multiple “instructors” and cross-disciplined participants help provide debate and perspective

What We Learned from About Content

Mobile Is Taking Over

0123456789

1973 1993 2013

PopulationMobilePCTV

of workers use their own smart phone for work, and this number is expected to rise

The learning functions’ role isn’t to create programs and courses, it’s to create a learning ecosystem, where people can share content and learn effectively.

Data Drives Context

of organizations use more than three HR systems 75%

Source: Forrester Research, 2011

LACK OF INTEGRATED VISIBILITY AND

ANALYTICS

HIGH COMPLIANCE AND OWNERSHIP COSTS

LACK OF INTEGRATED HR PROCESSES

LACK OF A “SINGLE SOURCE OF TRUTH” OF

TALENT

RECRUITING

COMPENSATION CAREER DEV

SUCCESSION

PAYROLL

PERFORMANCE

FINANCIALS

SUPPLY CHAIN

Does your organization have a clear view of it’s talent profile? ① We don’t collect information on people’s skills and experiences

after they’re hired.

② We have information on people’s skills and experiences, but it is in multiple systems and difficult to access.

③ We have a regular process by which people update their skills and experiences.

④ Executives and managers have real-time access to the talent information they need to make the best decisions.

Poll Question

Data mapping is 70% of project cost

Average HR technology

consolidation Cost: $6 million Time: 3 years

Technology Vendors: “The only way to get information & value is to buy everything from us.”

Organizations: “We’ll continue to need multiple systems into the foreseeable future.”

Systems Consolidation Isn’t The Answer

OTHER BUSINESS SYSTEMS

ERP/CRM LEGACY TALENT/ 3RD PARTY

CORE HRIS + WORKFORCE

Your Existing Systems & Infrastructure

CLOUD SYSTEMS

elixHR PlatformTM

Extending & Linking HR Data & Processes

• 150+ Connectors • Custom Integrations • Web Services

Reporting and Analytics • Insights with Impact

• Process • Consolidate • Standardize

• Comprehensive Employee Data

Master Data Management Virtual Source of Truth

Talent Learn Work

Integrated Talent Expansion Suite

Context-Aware User Experience

Portal Widgets Mobile Analytics

“We have a disbursed, highly mobile workforce and a 24x7 operation. Our employees need an intuitive system that works on the variety of devices and browsers they use, and SumTotal is demonstrating that they understand this need and are committed to meeting it.” - Jason Maxwell, US Airways

What They’re Saying

“Companies looking to take a more embedded, just-in-time approach to enabling and engaging the workforce today should give thoughtful consideration to the contextual workforce empowerment capabilities that SumTotal is rolling out.” Christa Degnan Manning, Horses for Sources

What They’re Saying

About SumTotal

LEARNING TALENT WORKFORCE PAYROLL & EXPENSE

3,500 Customers | $250M+ Revenue | Nearly 30 Years in HR 45M Users | 17M Cloud Users | 95% Customer Retention

SumTotal Is The Leading Independent HR Technology Provider

#1 in Learning #3 in Integrated Talent

Estimated Global LMS Market Share Bersin, 2012

Integrated Talent Management Management Systems Market Share, Bersin, 2012

Contact sparker@sumtotalsystems.com

Twitter: @stevenjparker

Thank You Questions?

driving productivity context aware learning

brandon hall

offer relevant

aware learning

users profile

multiple systems

sumtotal systems

consumer technology

system understands

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