Read this Presentation to know: -What questions to ask to Uncover KEY Business Priorities -What to ask to create the HR Agenda ? -How can e-learning add values to HR Priorities -Debunking Myths associated with Online Learning Visit www.24x7learning.com/resources.html To download the presentation Or Write to vinita.tyagi@24x7learning.com if you want a copy of this presentation Connect to Us: Facebook: facebook.com/24x7LearningIndia Twitter: twitter.com/24x7learning LinkedIn: lnkd.in/6qD2pY

1. How to link to Business Objectives

2. WHAT WILL WE TALK ABOUT TODAY?

3. Questions to uncover key business
priorities
1. INDUSTRY ENVIRONMENT
• What is the industry environment in which the company is
functioning currently –at the global and at the local level? (E.g.
Market size, Industry growth, Degree of competition, Customer
demographic etc.)
• What are some of the key challenges that you foresee in your
industry? (E.g. New entrants, Government policies and regulations,
Product substitutes, Resource issues including human capital issues
etc.)

4. Questions to uncover key business
priorities
2. KEY SUCCESS FACTORS
What are the “critical success factors”/ “Key Get Rights” (competitive
advantages) that the business needs to focus in order to ensure
sustained growth within the industry? (E.g. Cost optimization, Building
brand, Product customization etc.)
3. STRATEGIC DIRECTION
What are the key areas / strategic priorities on which the Company wants
to focus its efforts in the next 2 (short-term) to 5 (long-term) years in
order to attain its overall business objectives strategy? (For example: this
product should be the market leader in next 5 years)

5. Questions to uncover key business
priorities
Workforce Skills
•What key challenges (if any) your employees face in order to fulfil their
responsibilities?
•Do you anticipate any significant in near future your organization structure
and / or people’s responsibilities?

6. Creating the hr agenda

8. • How do I know if HR adds value to the business?
• How do I measure the effectiveness of the HR
function?
• Is HR doing enough to be a ‘good business partner’?

9. • Developing a comprehensive talent strategy
• Engaging employees
• Improving line manager performance
• Knowing when to differentiate
• Measuring and monitoring results
*adapted from Raising Its Game – by Mercer LLC Research Insight, April 2009

10. Mindset Change
Old Mindset of the India HR Head Emerging Mindset
A vague notion that “People are our Talent Management is an active business
greatest asset..” priority
HR struggles to get “people issues” CEO is the Chief Talent Officer
discussed at the Executive table
“Not getting the right talent” is a short Attracting & recruiting the right talent is
term tactical problem an integral part of our long-term
business strategy
No penalties and no rewards for a good Constant assessment of people
‘people’ manager management skills of line mgrs

11. how is e-learning linked to these
priorities

12. Talent management challenges
Talent Leadership Sales
Career Pathing Attrition
Attraction Development Profitability
Beyond Tier-I Cross Skill Leadership New hire Real-time
schools Training Pipeline Devpt orientation product
knowledge
“Hire & Train” Dual Career Metrics to track Knowledge
Models Tracks applicant retention Speedy on-
learning boarding
Partner with Internal Talent Employability
Academia Mobility Encouraging enhancement Remote access,
Ownership flexi-time

13. Maintaining a Competitive Edge: Employee training is a key competitive
strategy
Characteristics of E-learning Key Benefits
Learning is a continuous, integrated Training is no longer distinct from
part of work work or an additional ‘burden’
Just-in-time access to knowledge/ Information is always up to date
currency
Training can occur anywhere Substantial travel and time cost
savings
Learning can be easily directed to Instruction has more meaning for the
targeted, supplemental resources learner
Learning is ‘holistic’ and blended Enhanced learning experience
Instruction becomes learner-centric Learners have more responsibility for
their personal success
Addresses the needs of all learner Self-paced, personalized, flexi-time
types
Adapted from ASTD white paper ‘E-learning: Maximizing Human Capital’

14. • Learning is continuous
• Just-in-time access/ Quick to deploy
• Minimize disturbance to a work-day
• Maximize your budget (cut-down per head training cost)
• Build self-directed learning as a responsible
choice
• Blend, blend, blend

15. • Training is an investment not an expense
Need of the Hour: Increase operational efficiency of training
delivery
• Maximize the value from Training within limited budgets
Need of the Hour: E-Learning is Cost Effective compared to
Classroom training

16. An Illustration :
Optimize training cost
Convert ILT to Blended Learning
Travel Costs
Facility Costs
Trainer Costs
Availability
Reusability (performance support)
Learning Effectiveness
Ref: Expertus and Training Industry.com
ILT  Instructor Led Training/ Classroom Training

17. Online learning

18. Online Learning Found More Effective in US
Department of Education Analysis
“Students who took all or part of
“Students who took all or part of
their class online performed better,
their class online performed better,
on average, than those taking the
on average, than those taking the
same course through traditional
same course through traditional
face-to-face instruction”
face-to-face instruction”
•Online-only learners scored 9% higher
•Online-only learners scored 9% higher
on tests
on tests
• 99 studies done between 1996-
• 99 studies done between 1996-
2008 were included in the
2008 were included in the
analysis
analysis
• Study groups ranged in size
• Study groups ranged in size
from 16 students to 1,857
from 16 students to 1,857
• 50/50 split between college and
• 50/50 split between college and
post-graduate adults
post-graduate adults

19. Learning in a new way
Learning modalities that will grow
the most among Best-In-Class
Informal Learning
Informal Learning 29%
Online Classroom
Online Classroom 42%
Classroom
Classroom 42%
Mentoring/coaching
Mentoring/coaching 56%
Self-paced e-learning
Self-paced e-learning 59%
20% 40% 60%
www.skillsoft.com

20. Learner centeredness
Access Knowledge
Share Knowledge
Utilize Knowledge
Co-created, Self-Directed, Personalized

21. Training roi
E-learning allows ROI measurement much more easily
Well-documented ROI process can measure:
•If training has impacted and taught the learners (reaction and learning)
•If learners have applied the learning back on the job (behaviour)
•If there is any measurable business impact (performance change)
Kirkpatrick’s Model
Results
Transfer
Learning
Reactions

22. Building learning culture
Strategic Tips
•Integrate eLearning into other HR programs like PMS, Leader
feedback, mentoring
•Train leaders to encourage staff to learn
•Use onboarding to orient new hires
•Rewards, recognition and/or incentives to learners
•Make training relevant, self-paced & flexible
•Set stretch goals to push learning
•Encourage both formal (e-learning, coaching) & informal (on-the-job
special projects) learning

23. Enterprise
Blog E-Portfolio
LMS
Open
Social
Courseware
Media
Collaborative
Wikis
Community
Multimedia
…the knowledge is the Network…

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