Think big. Think different. Think outside the traditional view of learning. Think of your HRIS as more than the traditional employee self service and manager self service you've seen. It's not about a transaction; it's all about your employees. Find a vendor with an employee focus, and rest falls into place. Some vendors and organizations are teaming together to create a new and insightful approach to learning. Learning isn't an activity; it's a way of life. Embrace it differently and your employees will too. Online learning is not restricted to an Learning Management System (LMS). Great HR Technology has socially imbedded learning throughout the HRIS. Preboarding, Onboarding, New Hire training, Training for new Managers... all of this and more can be just in time, ready for employees as they need it, directly in your HRIS. Learn to use socially imbedded tools to create learning without an LMS. Make it a part of the every day experience for employees. Make it a culture.

1. Technology Enabled Learning in an
HRIS—HR.com
Deb Maher
Sr. Dir, HRIS & Shared Services, DeVry Inc
Sept 2012

2. TECHNOLOGY CAN ENABLE ONLINE
LEARNING EVERY DAY…
 What is Technology Enabled Learning? If your first thought is an
LMS, you may be thinking too small.
 Think of the Employee Lifecycle and points of impact:
 Preboarding
 Onboarding
 New Hire Training
 At the moment of a Promotion or a Transfer
 At the moment you take on a role in specific function…
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3. THE ANSWER…
 Leverage technology to create just in time learning, targeted
and personalized for the employee, but in a different way
 Focus on:
 Creating a virtual environment where the same interactive
experiences could exist for all employees
 Think bigger about experiences to create Virtual HR
 Imbed social technology in our HRIS to connect employees
real-time with rich collaboration tools
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4. WHAT ARE SOME LEARNING MOMENTS….
 Preboarding
 Onboarding
 New Hire Training
 At the moment of a Promotion or a Transfer
 At the moment you take on a role in specific function…
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5. Pre-boarding
•Pre-boarding in The DeVry Commons includes
multiple features to reinforce the new employee’s
decision and create excitement: info
•Available from day they accept
•until first day
•Auto-launched welcome
video from the CEO
•Pre-boarding portal with
welcome letters and
introductions to parts of
DeVry by our employees
Note: The video is a “webout;” it
moves and interacts with you. He
speaks directly to you. Add the
personalization of information based
on your branch, your role, etc and it’s
made “just for you.” 5

6. Pre-boarding
• What do you need to learn before you start?
• Is it strategic? The org’s values? History? Culture? Goal setting?
• Is it tactical? Where to park? What to bring your first day?
info
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7. Pre-boarding
• Introductions to information about DeVry by our employees? Why? It’s like you get to
meet them, even if you never actually do.
• Each can be a video, or have imbedded docs or social connections
info
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8. Pre-boarding
info
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9. Pre-boarding
Getting you ready for your first day…
info
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10. On-boarding
• On-boarding includes multiple learning opportunities:
– Auto-launched welcome video from CEO and SVP of HR
– New Hire Hub, with information on their senior leader, HR contact & resources
– Targeted emails to new employee and their manager throughout the
new employee’s first year
 So, you could…Push out:
 Ethics, Compliance
 Day One Gamified Learning
 Learnings that are integrated
in the LMS to the Talent Profile
and more
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11. On-boarding
On-boarding Resources change with
you as you move through your first
year into three phases:
•See The Big Picture
•Make Connections
•Continue Your Journey
Imagine you are at Day 90 and it’s time
to set your goals. The HRIS can tell
you that, tell your manager, provide
resources and guides, and tie your
goals into your evaluations, your
career planning, and your social
network.
You can find experts and mentors, join
groups with them tie those learnings
into your goals. 11
Confidential

12. On-boarding
Institution specific introductions are made by the leader and to multiple, rotating
employees who are in the same institution… a great way to get connected
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13. On-boarding
Targeted emails are
sent at various points during the
employee’s first year to both the
employee and manager-
Create an experience OUTSIDE
the system
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14. New Hire Training
New Hires have 8 weeks of New Hire Training, with communities, scoring,
assessments, etc
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15. New Hire Training
We can make it simple for New Hires to see what needs to be done by
linking it directly in our HRIS
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16. Promos/Transfers/Function Changes
When new hires are managers, or when folks are promoted into a managerial role and
were not previously in one, our system guides them. It reaches out to them with
information they need in those first few months, it provides access to training, it
provides resources just in time as processes are addressed for the first time.
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17. Promos/Transfers/Function Changes
Tasks imbedded into the normal everyday HR portal make imbedded learning a fun
and easy to find way to get info you need for your new role. Certainly, robust LMS
materials also exist, but the HRIS can tell what training you need real time as you
move about the system and provide those experiences for you.
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18. Promos/Transfers/Function Changes
Imbedded Just in Time training as you navigate the HRIS helps new managers and new
employees get what they need, when they need it.
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19. WHY IS VIRTUAL HR THE ANSWER…
 Engagement more important than ever
 New economy requires a lean approach
 Employee expectations are different than they were even 5
years ago
 Shouldn’t your employee experience trump any customer
experience you’ve ever had?
 Leveraging technology in a great HRIS can make “real” that
which is virtual
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