You're invited to attend this event which is designed to direct you through the planning, deployment, marketing, and ongoing management of your employee development program. We'll cover: Getting Started From the Ground Up - what you need to know about: Creating a Learning Culture Change Management Setting Success Criteria AND once you've created your program how to evaluate and integrate for growth.

1. Creating a Training
Program and
Learning Culture in
Your Organization

2. 4,000+ Courses. 25 Topic Areas. Unlimited Access.

3. POLL QUESTION
What best
describes your
current employee
development
program:
A.
Our program is aligned to
the strategic goals of the
organization.
B.
We have a program, but
it is not aligned to the
strategic goals of the
organization.
C.
We cover the basics, but
employee development
isn’t on-going.
D.
Program? I wouldn’t
exactly call it a program.

4. POLL QUESTION
What is your
biggest roadblock
with employee
development?
A.
No manager support
B.
No budget or perceived
value
C.
Lack of leadership
support
D.
Unengaged and
unmotivated employees
E.
Something else

5. Common Roadblocks
1.No manager support
2.No budget or perceived value
3.Lack of leadership support
4.Unengaged employees

6. Getting started from the
ground up.
What you’ll
learn:
Creating a learning culture.
Change management.
Setting goals and success
criteria.

7. Keys to Program Success
Business Fit
Learning solutions that are tightly aligned to
business initiatives.
Adoption
Effective communication to
target audiences.
Provide easy access to
resources, technology
and tools.
Business Value
Measurement strategy that delivers return on
expectations and return on investment.

8. 4 Steps to Implementation
Program Management and Growth
Marketing and Communication
Deployment
Strategy and Implementation

9. Strategy and Implementation
•
Cultural awareness
•
Change
management
•
Program goals and
success criteria
•
Managing your
implementation

10. Cultural Awareness
Executive and management
support
Corporate mission and value
Business and work environment
Communication styles and flow
Relationships of influence
Existing learning culture

11. Elements of a Learning Culture
1.
Holistic thinking
2.
Integrated learning
3.
Capacity for change
and improvement
4.
Focus on collaboration
5.
Personal commitment

12. Change Management
COMMUNICATE
Business and
individual benefits
of the program.
Reduce fear of the
unknown.
CAREFUL PLANNING
LINK TRAINING TO JOB
ROLES/PERFORMANCE

14. Goals and Success Criteria
Determine the audience
Determine content and
link to program
objectives
Define criteria for
measurement

15. S.M.A.R.T. Goals
SPECIFIC
MEASUREABLE
ATTAINABLE
RELEVANT
TIMELY

16. Quantifying Questions
BUSINESS NEED
QUANTIFYING QUESTIONS
Increased revenue
Buy how much? In which
areas?
Improved quality
Improved how?
Reduction in turnover
What percentage reduction?
Improved morale
Improved how?
More satisfied customers
In what way?

17. Program Focus
Percentage of employees take at least one
course within the first year of program.
Replace percentage of Instructor-Led-Training
(ILT) with online resources.
Employees use eLearning or video programs to
meet an average percentage of their annual
training requirement.

18. Learner Focus
Positive feedback on content with a specific
approval rating.
Extent the learner has manager
encouragement to use of the knowledge
and/or skills presented.
Positive feedback on how participants will
apply what they learned to their job.

19. Program Goal
Goal: Replace 50% of instructorled-training with eLearning within
12 months.
Success Criteria: Usage measured
by completion.
Measurement: 25% of potential
audience of 500 completes one
course (125 learners) on an
annualized basis.

20. Program Goal
Goal: Provide eLearning as a
viable means for employees
professional development within 12
months.
Success Criteria: Learner
satisfaction with content.
Measurement: Positive feedback
on content with a >70% approval
rating.

21. Learner Goal
Goal: Improve performance in
handling of customer complaints
within 90 days.
Success Criteria: Transfer of
knowledge and/or skill back to
job.
Measurement: Positive feedback
on applicability of learning to job
responsibilities with a >70%
approval rating

22. Program Evaluation
• Start with usage
reports.
• Results from
evaluation forms.
• Pre and post tests.
• Job performance
metrics or KPI’s.

23. Sample Metrics
METHOD: Track initial email to employees.
MEASURED RESULTS:
949 sent/508 opened (53.5%)
77 users hit the link to the LMS within the
email (35%)
62 signed up for courses
28 started courses
8 completed courses

24. Sample Metrics
METHOD: Leadership Development Program
Participation.
MEASURED RESULTS:
80% of participants completed the program
30% of participants were promoted within
three months of program completion
100% retention of all program participants
100% of participants rated the program as
worthwhile and valuable

25. Managing Your Implementation
Deployment and
launch.
Marketing and
communications.
Measurement and
review.

26. Deployment and Launch
•
Timeline
•
Implementation
project team
•
Rollout plan
•
Additional resources

27. Sample 4 Week Timeline
Week 1
Week 2
Week 3
Week 4
| Set Strategy (1 week) |
| Establish Program Goals (1 week) |
| Site Design & Customization (1-2 weeks) |
| Identify Success Criteria (1 week) |
| Marketing & Communications Strategy (1 week) |
| Define Audience (2-3 days) |
| Determine Program Measurement (1 week)
| Course Selection (1 week) |
| Pre-Launch Communications Begin (2-3 weeks) |

28. VIDEO-BASED LEADERSHIP APPLICATIONS
Goal
Action
Result
Shape mindsets and
change behavior across
organization to align
with your strategy
Feature a compelling video on your
company intranet and rotate every
two weeks
Conversations created
among employees at all levels
Turn leaders into
teachers to address
leadership gap
Leaders leverage short duration/high
impact videos for one-on-one
coaching and meeting starters
Align and develop team
around central themes
Just-in-time
advice/learning
Provide employees at all levels with
video-based learning solution to
provide what they need – when they
need it
Overcome challenge for
employees to grow and
develop via multigenerational
learning approach
BIZLIBRARY.COM

29. Marketing and Communication
BUILD: strategy, culture
and methods.
ACT: tell your story and
communicate the who,
what, when, where
and why.
REVIEWS: evaluate,
share information.

30. Marketing Plan
THE MESSAGE: keep them simple and few.
THE PURPOSE: it’s got to matter to me.
METHOD: delivery and information flow.
METRICS: what does success look like? How
do I know?
TARGET AUDIENCE: all employees,
segmented populations.

31. Sample Plan
Message
Purpose
Method
Timing
Metric
Own
er
Target
Audience
Article in
company
daily e-news
Prelaunch
Awareness
survey
results great
than 10% of
sales team
Kim
Sr. Leaders,
Mid-level
Leaders, Sales
Leaders, Sales
People
Persuade Testimonials
from Sales
Leaders and
Pilot
Participants
Launch
Enrollment
at 85%
Kim
Remind
Monthly
Launch of Inform
Strategic
Sales
School
Participant
testimonials
Kim
Sales People,
Sales Leaders

33. Communicate to keep it top of mind!

34. Elements of a Learning Culture
1.
Holistic thinking
2.
Integrated learning
3.
Capacity for change
and improvement
4.
Focus on collaboration
5.
Personal commitment

35. In a world of learning and development where
complexity is the enemy, BizLibrary has developed a
to delivering high
quality learning, anywhere, anytime.
MICHAEL ROCHELLE
Chief Strategy Officer
Brandon-Hall Group
BIZLIBRARY.COM

36. Some recommended resources…
Videos:
Employee Awareness Series: Open to Change
Cutting Edge Communication: Accepting Change
Check Your Six – Practical Measures of Workplace
Success
BIZLIBRARY.COM

37. Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
Jessica Batz
Marketing Specialist
jbatz@bizlibrary.com
@jessbatz
@BizLibrary
BIZLIBRARY.COM