learning management systems and opportunities (bfs industry)€¦ · bank teller store manager ......

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Learning Management Systems

and Opportunities (BFS Industry)

Conceptualized and Developed: September-2020

The objective of this report is to provide a comprehensive analysis of

Learning Management Systems (E-Learning platforms), detailed

workflow for implementation & integration of LMS, and showcase

how Draup, alongside LMS can optimize the Learning & Development

process for organizations

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2Job Roles/Intensity of digital disruption

Digital Disruption across Industries: Digital technologies and automation use-cases have heavily disrupted the

traditional job roles and skillsets across industries

BFSI Industry Retail Manufacturing Semiconductor SoftwareMedia &

Entertainment

Bank Teller Store Manager Welding Engineer Network Support Engineer IT Procurement Specialist Game Content Creator

Underwriter Marketing Associate Assembly Technician Field Application Engineer .NET Developer Content Planner

Treasury Administrator In store Sales Associate Packaging Engineer Network Engineer Mainframe Developer Content Editor

Tax Analyst Warehouse Associate Manufacturing SpecialistSoftware Quality Assurance

Engineer ERP Systems Analyst News Editor

Appraisal Analyst Merchandise Planner Casting Engineer Hardware Engineer Site Reliability Engineer Screen Writer

Mortgage Specialist Customer Representative Fabrication Engineer Software Test Engineer Server Engineer Web Designer

Collections Analyst Supply Chain Assistant Material Planner IT Administrator Algorithm EngineerSoftware Quality Assurance

Engineer

Tax Consultant Logistic Associate Lean Manufacturing Engineer Quality Analyst Kernel Engineer Web Developer

Loan Analyst Inventory Planner Methods Engineer Back End Developer QA Test Automation Engineer .NET Developer

Financial Advisor Systems Analyst (IT) Forklift Operator .NET Developer (IT) Programmer Analyst IT Support Engineer

Claims Specialist IT Administrator (IT) Process Analyst Power Electronics Engineer GIS AnalystMarketing Campaign

Specialist

HighLow

Draup has identified 150+ job roles across various industries that are at high risk of disruption

Source: Above roles have been identified from Draup Talent Intelligence platform

Methodology: Draup has identified Digitally Replaceable Quotient on the basis of job demand and automation in the industry using which the intensity of disruption is mapped

Note: List of industries and job roles is not exhaustive

Industry

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Need for Learning Management System (LMS): To sustain disruption, Companies are aggressively trying to train their

disrupted workforce and provide viable career path

Need for

Reskilling/

Upskilling

Source: The analysis is based on Draup’s talent module, internal research, customer engagement reports, and industry blogs and whitepapers

1. HR: Human Resources

2. LMS: Learning Management System

Learning

Management

System

Learning Management System or LMS is a

software which provides a suite of

applications including course creation,

content management, documentation,

assessment, reporting and tracking

Due to disruption in various industries, numerous job roles

have become redundant. To avoid layoffs and hiring of

high-cost skilled workforce, HRs1 need to upskill/reskill

current workforce

Redundant Job Roles

Developing soft skills and technical knowledge of the

current employees of an organization will result in

increased productivity and efficiency

Skill Development

In the current remote working scenario where face-to-

face training is not possible, new recruits must go through

online mandatory/required training

Training for New Hires

Features/

Offerings

Micro-Learning

Multi Platform

Accessibility

Content

Management

Assessment and

Evaluation

Integration

Technical Support

Service

Full Suite LMS2 Providers with Major Offerings

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Benefits of LMS adoption: LMS is being observed as a highly efficient, flexible, KPI driven, and cost-effective approach

for enterprises to train disrupted workforce at scale

SAVINGS FLEXIBILITY

• Implementation of LMS

leads to reduction in

training costs

• Less in-class training time

as compared to face-to-

face instructor-led

training reduces the

productivity loss

According to research by IBM,

for every dollar invested in e-

learning, the return is $30 on

productivity

• Learning management

systems provide HR with

automatically generated

employee training reports

• HR can track who has

completed which training

through progress reports

• Performance can be mapped

with training reports to

generate insights on skill

development

A study by Journal of Applied

Psychology states that

microlearning makes learning

17% more effective

• LMS ensures consistent and

customized training for

different groups in the

organization

• Automated registration,

deployment & tracking

ensures more accuracy &

efficiency

• E-learning platforms enable

employees to take training

sessions anywhere and

anytime

• Mobile training applications

provide notifications to the

employees so that they do

not miss any required/

mandatory training sessions

EFFICIENCYINSIGHTS

Source: Above analysis is based on Draup’s internal research, customer engagement reports, Primary interviews with Draup’s customers, and industry blogs and whitepapers

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LMS Ecosystem: Enterprises are deploying LMS for either specific Learning & Development processes or to manage

the end to end learning journey for their employees

Ap

pli

cati

on

s

Full Suite LMS Providers

Skill Management/Assessment Learning Path Identification Content Management Content Libraries

Quality Assurance Training Delivery & Management Micro-learning Assessment & Evaluation

Performance & Feedback Analytics Integration Platform as a Service

Source: The analysis is based on Draup’s internal research, customer engagement reports, and industry blogs and whitepapersDraup has tracked multiple companies in the learning management system ecosystem

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LMS Deployment Workflow: Companies are struggling to identify the highly disrupted job roles and map them with

the relevant new-age skills to design the end-to-end learning journeys

REQUIREMENT ANALYSIS

BEST PRACTICES (Vendor Search,

Implementation and Integration)Problem Statement

• Who are getting disrupted due to enterprise digitalization ?

• How to train job-roles under disruption to address new-age skill gap ?

• How to map the roles under disruption with the in-demand skillsets ?

• What are the relevant learning modules to integrate in LMS ?

• How to build custom career paths in LMS?

Teams Involved

• Learning and Development Executives

• Workforce Planning Executives

Steps Involved

• Job-role identification

• Peer Benchmarking

• Role mapping

• Skill Gap analysis and Course identification

Problem Statement• Who is the ideal LMS Development and Integration Partner ?

• How to implement LMS in my Enterprise ?

• How to empower/train workhouse to leverage the LMS platform for career

development

Teams Involved

• Procurement Leaders

• IT/Technology Leaders

• LMS Development & System Integration

partner

• Training Specialists

Vendor Search

• Industry Network

• Market Research

• Further Due Diligence

Implementation

• Design & Data Management

• Training

• Testing and Launching

• Support

Integration

• Bulk Import

• Single Sign-On

• API Integration

Steps Involved

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LMS Requirement Analysis: Identifying the job roles for training and identifying their skills gaps is one of the key

components for mapping out the organization’s requirements and successfully implementing LMS

Steps Involved in Requirement Analysis Teams Involved

• Taxonomy of

disrupted job

roles

• Taxonomy of

new-age roles in

demand

• Career path

models

• List of learning

modules mapped

to new-age

skillsets

Output


Skills Gap Analysis and Course Identification• Breakdown the skillset requirements of target role and

mapping the existing skillset of the disrupted role to

understand the skill gaps

• Identifying various micro and macro learning module and map

with the skill gaps to build the ideal learning path

Learning and Development

department with HR Data Analysts

can identify the relevant course and

certifications required for training

current workforce

Role MappingUnderstanding the various possible career paths of an existing

role in disruption using skills analysis and building the learning

path for highly feasible target role/s


department can analyze skills

required for new-age jobs with HR

Data Analyst to identify the gaps in

their organization

Job role identificationIdentifying the level of digital disruption across value chain

processes to understand and shortlist the job roles that are

disrupted


department or HR Data Analyst

needs to collaborate to identify

digitally native and new-age job

roles

Peer BenchmarkingComparing the organization’s existing talent with those of industry leaders to identify new-age digital roles and skillset in

demand


department can analyze skills

required for new-age jobs with HR

Data Analyst to identify the gaps in

their organization

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Requirement Analysis Framework Analysis

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9Disruption

Low High

LENDING/FINANCING SALES TREASURY/PAYMENT SERVICES

Credit Risk Analysts

Loan Administrators/

Processors

Sales Managers/Specialists

Loan Underwriter Loan Officers

Commercial Lending

Specialists/Managers

Regional Sales

Representatives

Sales Analysts

Loan Servicing

Managers/Analysts

Unsecured Lending Analyst

FX Product Manager

Treasury Modeller/Analysts

Payments Analyst

FX Operations Associate

Cash Management Managers

Treasury & Trade Solutions

Product Manager

Treasury & Trade Solutions

Analyst

Treasury Risk analyst

Loan Verification Specialist

Lending Strategy Analyst

Job role identification: Draup mapped the use-cases with relevant BFS value chain workloads to identify the several job roles across BFS value chain that are getting disrupted

Value Chain

Disrupted Job

roles

BFS Digital Use-cases and respective Job Role Taxonomy that are undergoing disruption

Role Analysed in Case-study

• Automated Credit Rating

• Digital underwriting

• Economic Forecasting

• Defaults Prediction

• Asset valuation

• Loan Administration

Use-cases• Customer Segmentation

• Personalize Product

• Client Targeting/Retention

• Liquidity Forecasting

• Real-time Payment Processing

• Trade Finance Automations

• Global Cash Management

• Cloud-based Integrated

Receivables

CAPITAL MARKETS MERGERS & ACQUISITION RISK

Equity Risk Manager

CRM & Analytics Manager

Quantitative Analytics

Manager

Associate - Debt Capital

MarketsInvestment Banking Associate

Analytics Manager-Debt

Capital Markets

Technology Project Manager,

M&A

M&A Specialists

Strategic Planning Manager

Equity Risk Associate

Digital Fraud & Security

Manager

Market Risk

Quant Research Associate

Open Banking/ PDS2 Channel

Security Manager

Due Diligence Investigator

Loan Document Specialist

Transaction Monitoring

Quality Analyst

Relationship Managers

CRM Capabilities Expert

Value Chain

Disrupted Job

roles

• News Sentiment Analysis

• Equity Instrument Pricing

• Deal Due Diligence

Use-cases• Analytics-based Deal Pricing

• Divestiture Financials

Processing

• Transaction Breach Analysis

• Fraud Analysis

• Market & Credit Risk

CLIENT MANAGEMENT

• Self-Service Portals

• Automated Product

Recommendations

LEGAL & COMPLIANCE

• Loan Agreements Review

• Sanctions Compliance

Management

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Peer Benchmarking Workflow

Peer Benchmarking: Identifying the roles in-demand across digital job-families by comparing organization’s talent with that of industry leaders’

IT CLOUDSOFTWARE

DEVELOPMENT

AI/MACHINE

LEARNINGBIG DATA/ANALYTICS CYBERSECURITY

IT Incident Handler Cloud Solutions ArchitectSoftware Development

Engineer

Computer Vision & ML

Engineer

Compliance Officer - Data

Analytics and Reporting Cyber Blockchain Specialist

API Enabler- Open Banking Cloud ConsultantSoftware Development

ManagerConversational AI Engineer

Advanced Financial

Analytics ConsultantIncident Response Analyst

System Engineer Product Manager-Hybrid Cloud Software Design Engineer AI System Analyst Risk Data Scientist Cyber Security Engineer

Global Transaction Banking API

analystCloud Database Engineer Java Developer NLP Developer Big Data Analyst/Scientist Penetration Tester

Systems Administrator Cloud Devops Engineer Software Test Engineer Deep Learning EngineerClient Intelligence Analytics

DeveloperCyber Security Architect

Digital Job

Roles

Digital

Technologies


Note: List of job roles is not exhaustive

1

Identifying Peers

(Identify the peer companies on the basis of

industry that they cater to, their solution

offerings and company size)

2

Analysing Job Roles In-demand

(Analysing the job posing and JDs of the peer

companies in order to identify in-demand job

roles and their frequency of hiring)

3

Identifying New-age Skills

(Mapping the skillsets of in-demand job

roles and identifying the technical as well as

soft skills held by various job clusters)

Draup has identified various digital job roles across new-age technologies in BFS industries

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Role Mapping: Draup has identified various high-demand job roles in which BFS industry can reskill/upskill their Credit Research Analyst role using Reskilling Propensity Index

Starting Job Role RPI2

Sample Parameters1 to analyse different skill gaps and career transition trends

High-demand Job Roles in

which starting role can

transition toTechnical

Proficiency

Functional

Proficiency

Specific Soft Skills

Overlap

Observed Career

Transitions

Compensation

gap

Credit Risk Analyst

7.5 Financial Analyst

6.2 Risk Data Scientist

6 Business Analyst

5.3 Treasury Analyst

Score in Individual Parameter High Medium Low>6.5 - Upskilling >5 - ReskillingRPI Range

Note: Several other Reskilling parameters are considered in detailed analysis

Note: RPI or Reskilling Propensity Index is the Draup’s Proprietary scoring index methodology for Reskilling which is based on detailed analysis of relevant parameters

Sample Reskilling Propensity Index (RPI) of Credit Risk analyst who can transform into New Age job roles

Reskilling Propensity Index measures the feasibility of career transition from one role to another role. The index is built by analysing some

key attributes that include: Technical skills, Functional Skills, Soft skills, Historic Career transitions and Compensation.

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Skill Gap Analysis and Course Identification: Comparing the skills held by organization’s current workforce with the digitally advanced roles to identify the skills and relevant courses required for transitioning


Skill Gap and Course Identification Workflow

Certification undertaken:

Professional Certificate in

Python Data Science(by IBM & edX)

Course undertaken:

Financing Investments and

Managing Risk(by Coursera)

Existing Skills

• Credit Analysis

• Advanced Excel, Reporting and

basics of SQL

• Data Exploration

• Data Visualization

• Finance Subject Matter Expertise

Required Skills

• Data Exploration


• Finance Subject Matter Expertise

• Programming Language: Python

• Risk management

• Statistical/Mathematical

modelling

• Database handling: SQL, MongoDB

Risk Data ScientistTraining duration: 6 – 12 months (self-paced learning)

Programming Languages/

db Tools

(R, Python, SAS, Github,

SQL, MongoDB)

Statistical & Mathematical

Modelling

(Statistics, Probability, Regression,

Predictive modelling , Trend

forecasting)

Risk Management

(Risk valuation, stress

testing, Credit risk, Liquidity

risk)

Skills Gap

Courses/Certifications

Desired Role

(New-age digital role present

across the industries)

Skills Gap

Courses/Certifications

Soft Skills

• Behavioural Skills

• Communication Skills

• Presentation Skills

• Online Courses (by Coursera, Udemy, edX etc.)

• Relevant Certifications (by IBM, Microsoft, Salesforce etc)

Technical Skills

• Coding Skills

• Programming

• Project Management

• Technical Knowledge


Training Duration

Sample Case Study: Learning Journey of Credit Risk Analyst becoming a Risk Data Scientist

Existing Role

(Current digitally native job

role present in the

organization)

Credit Risk Analyst

Existing skills Acquired skills

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About Draup

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Strategic Workforce Planning

University Relations

Mergers and Acquisitions

Diversity & Inclusion

Compensation & Benefits

Learning & Development

Recruitment

Peer Intelligence

Draup Capabilities & Data Assets EMPOWERS DECISION MAKING IN

ROLES & SKILLS

TAXONOMY

DIGITAL IMPACT ON

TRADITIONAL ROLES

CAREER PATH

PREDICTOR

PEER

BENCHMARKING

LOCATION

INTELLIGENCE

Explore Diverse Job Roles,

Locations and Ecosystem

Insights

DIVERSITY INTELLIGENCE

TALENT

INTELLIGENCE

UNIVERSITY

INTELLIGENCE

COURSES/

CERTIFICATIONS

and diverse other use cases…

Draup leverages Machine learning models to perform prior analysis and can replicate it on a broader level for any job roles/skills across functions

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Draup for LMS: Draup, with its machine learning capabilities, can optimize your Learning Management System deployment by personalizing the Employee learning experience at individual level

1

Relevant Candidate

Identification & Prioritization

(Draup can analyze the list of roles across

organization that require training to

transition into a new role)

✓ Identification and prioritization of job roles with

high risk of disruption in the organization and

require reskilling

✓ Identification of digital native roles which need

to be upskilled to meet the organization’s new age skills demand and match the skill-sets of

peer companies’ talent

2

Skills Gap Identification

Draup can map the skills requirement for

existing job role and desired job role to

distinctively identify skills gap

✓ Identification of core skill requirement for

domain expertise to progress into next role

✓ Identification of additional soft skills

requirement such as communication and

presentation

✓ Identification of education gap/further degree

requirement

3

Relevant Courses Identification

Based on skills gap analysis, Draup can

provide targeted learning

model/Curriculum to train the

candidates

✓ Identification of relevant courses available in

public domain providing required skillsets

based on skills gap analysis

✓ Identification of successive learning modules

(for next transition) by predicting short term

and long term career trajectory of candidate

Draup can feed LMS with list of candidates who needs to be trained by accurately identifying suitable learning modules and career path based on skills gap analysis

Candidate’s Learning journey

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Draup for LMS (1/2)-Relevant Role Identification: Draup performs an in-depth analysis of employee’s profile to map their workload experience, core skills, and neighborhood skills to identify roles which need to be upskilled/reskilled

INTERNAL CANDIDATE

Candidate DetailsBrief overview of the candidate’s role, business unit,

sub-vertical, etc.

Workload ExperienceThe platform interprets the roles and responsibilities of

the employee in their current role based on data from

public employee’s public profiles, resumes as well as the company’s internal resources

Core SkillsWhile analysing a candidate, the platform provides the

list of technical skillset acquired by the employee that is

relevant to his/her current job role.

Neighbouring SkillsThe platform also categorizes the list of technical

skillset acquired by the employee that are not directly

relevant to his/her current job role but can be

leveraged for transitioning to other high demand job

roles. The skills are also categorized on the basis of level

of difficulty of acquiring them

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Draup for LMS (2/2)- Skill Gap Analysis and course identification: Draup leverages its data intelligence to provide a customizable career path explorer with required skills and relevant courses based on the starting and target job roles

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Draup for Reskilling: Draup analyzes 4 Million+ career paths and track 100K+ courses for associated skills to assist organizations in their Reskilling initiatives

learning management systems and opportunities (bfs industry)€¦ · bank teller store manager ......

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