integrating learning and talent slides

Deep insights, pragmatic advice


© Copyright Elearnity Limited All Rights Reserved

Unlocking the Benefits of Integrated Talent and Learning

David Wilson, Managing [email protected]




Agenda

• The realities and challenges of silo-based talent processes• The immediate benefits of integrating learning and talent• The impact on systems and creating a seamless user

experience• Key lessons in integration from corporate research• A 7-point action plan to success




The Talent Landscape

• Historically silo’ed & fragmented– Organisationally– Processes – Systems investment– Partners/Supplier choices

• Separation between Transactional HR and Transformational Talent




Human Capital Landscape

HR Management

Recr

uitm

ent

Lear

ning

Perf

orm

ance

Com

pens

atio

n

Tran

sact

iona

lH

RTr

ansf

orm

atio

’nal

Tale

nt S

ilo’s




Historic Strategy/Assumption

HR Management

Recr

uitm

ent

Lear

ning

Perf

orm

ance

Com

pens

atio

n

ERP/HRMS




Talent Silos

HR Management

Recr

uitm

ent

Lear

ning

Perf

orm

ance

Com

pens

atio

n

ERP/HRMS

BestOf

Breed

BestOf

Breed

BestOf

Breed

BestOf

Breed




From Silo to Hybrid

HR Management

Recr

uitm

ent

Lear

ning

Perf

orm

ance

Com

pens

atio

n

ERP/HRMS

BestOf

Breed

BestOf

Breed

BestOf

Breed

BestOf

Breed




Integrating Talentand Learning




Benefits of Integration

• Clearer links and better continuity between the individual talent elements • Increased automation of talent processes as a whole, and improved

efficiency of operations • Improved user experience, lower learning curve and higher adoption

throughout the talent lifecycle • Reduced duplication, more accurate talent data and ease of sharing

talent data (currently seen as poor in most organisations) • Better management information and analytics • Richer discussions about the capabilities of the business • Improved operational performance and ROI from the HR function




The Role of Learning

The glue that links many of the parts of this talent cycle together is learning …

• Learning via induction is critical to onboarding new recruits • Learning helps ensure your people are capable and competent • Learning is core to developing existing staff and building future skills • Learning is central to individual career advancement and for building

organisational capability • Learning is a key tool for raising performance

Learning is not just another process or system to integrate with; it’s actually a core enabler for delivering many of the other talent processes too.



© Copyright Elearnity Limited All Rights Reserved11

Global Mobility

CPD/CPE

Calendar

Global People Survey

ESSENTIAL

POTENTIAL

EmailLotus Notes Apps

DocumentumKnowledge

Dbs

Social Networking

HR

Enterprise Search

Portal

HR

uMantis/ Chris21

CRM

Performance

Skills & Competency

Mgmt

Recruitment

AluminiSystems

On-Boarding / Global

Orientation

Workforce Analytics

E-learning Content & Delivery Service

Generic e-learning Content

Authoring Tools

Evaluation

LCMS

LDAP

SAP Finance

Succession Planning

Analytics

Lotus Sametime

Talent Reporting

E-Assessment

Virtual Classroom

Compliance Reporting

Dash Boards

DataWarehourse

LMS

Workforce Tools

Portals &IT Security

Strategic TalentManagement

Learning Applications

Transactional

Reporting &Analytics

Compensation Mgmt

360 Feedback



© Copyright Elearnity Limited All Rights Reserved12

Global Mobility

CPD/CPE

Calendar

Global People Survey

ESSENTIAL

POTENTIAL

EmailLotus Notes Apps

DocumentumKnowledge

Dbs

Social Networking

HR

Enterprise Search

Portal

HR

uMantis/ Chris21

CRM

Performance

Skills & Competency

Mgmt

Recruitment

AluminiSystems

On-Boarding / Global

Orientation

Workforce Analytics

E-learning Content & Delivery Service

Generic e-learning Content

Authoring Tools

Evaluation

LCMS

LDAP

SAP Finance

Succession Planning

Analytics

Lotus Sametime

Talent Reporting

E-Assessment

Virtual Classroom

Compliance Reporting

Dash Boards

DataWarehourse

LMS

Workforce Tools

Portals &IT Security

Strategic TalentManagement

Learning Applications

Transactional

Reporting &Analytics

Compensation Mgmt

360 Feedback

Talent Integration Drivers

Work Integration Drivers

Learning Integration Drivers




Key Lessons in Integration




Key Lessons

• Review HR Culture and Organisation• Connect Your Processes• Consider Learning as the Glue• Integrate the User Experience• Integrate Talent Data and Analytics• Balance Strategic Development with Tactical Performance




7 Action Points for Success

1. Understand the key challenges in your business to enhance internal commitment.To support the business case for integration you must understand the challenges faced as a result of disparate systems.

2. List your overall talent lifecycle and key processes.Look for current process disconnects, data disconnects, and user experience disconnects.

3. Identify opportunities to integrate learning with each of your main talent processes.Which ones already integrate with learning currently? If they don’t, should they? What issues exist in that integration?




7 Action Points for Success

4. Prioritise your process/system integration between learning and talent. Not all parts of the lifecycle are equal – either in terms of the pain they cause, or the benefits that integration might bring. Identify the obvious priorities for integrating learning and talent, for users, for managers, and for the HR/Talent/Learning community

5. Determine scope and sophistication.What level of sophistication do you want to achieve in those processes? Sophistication can bring enhanced value and fit, but it also brings complexity.

6. Identify unique needs within the learning and talent processes.An organisation can spend a lot of time mapping out everything and fail to spot the real points of difference.




7 Actions Points for Success

7. Prove, Scale, Evolve and Innovate.The best evidence will always be your own. Look for good opportunities to prove value quickly and do it. Starting small will help you accelerate your experience curve rather than getting locked into a huge strategic review or project.

It is very difficult to define the perfect answer up-front, especially when you are bringing together historically disconnected perspectives from different parts of the HR community. Starting small, proving value and then scaling adoption is nearly always better. Remain agile. Agility and innovation will be critical to adapting to the changing needs of the business as well as truly unlocking your talent potential.




Thank YouAny Questions?

[email protected]

@dwil23

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