The Workforce is Learning Differently. What Does it Mean for the Digital CLO?

The Workforce is Learning
Differently. What Does it
Mean for the Digital CLO?
Sponsored by:
David Wentworth
Principal Learning Analyst,
Brandon Hall Group
@DavidMWentworth
Kelly Palmer,
CLO,
Degreed

Thank You To Our Sponsor!
© Brandon Hall Group 2017 2

HCM Research and Advisory Firm
FOUNDED IN 1993
Community of 300,000+
10,000 Global Clients
Leading Independent HCM
Research & Analyst Firm
Publishing 2+ Pieces of
Research Each Day
Sample of Our Clients

How We Help You
MEMBERSHIP
STRATEGIC
CONSULTING
EXCELLENCE
AWARDS
PROFESSIONAL
DEVELOPMENT
Learning
& Development
Talent
Management
Leadership
Development
Talent
Acquisition
Workforce
Management

Open Surveys
Visit www.brandonhall.com click Open Surveys
If you would like to join a panel of survey takers,
please contact us at success@brandonhall.com
• Recruitment Marketing Practices 2017
• Extended Enterprise Learning 2017
• State of Talent Acquisition 2017
• HCM Technology 2017

How To Ask Questions
• Submit your questions
or comments about the
discussion to our
presenters using the
Questions tab on your
control panel.
• Presentation slides and
giveaways can be found
in the Handouts tab on
your control panel.
Recording & Slides will also be sent out after the webinar.

© Brandon Hall Group 2017
Trends in the Workforce
The Case for Employee Engagement
How We Really Learn
We need experts: What managers and leaders can do to help employees learn
The changing role of the CLO and Learning Organization
How To Ask Questions

Trends
Impacting the
Workforce

The World of Work is Changing
OLD
Hierarchy
Data/process-centric
Top-down control
Homogenous
Managed change
Integrated silos
Permission
Incremental improvement
New
Wirearchy
People-centric
Bottom-up collaboration
Diverse
Organic innovation
Borderless unification
Enablement
Agile transformation

Learning is Changing, Too…
• Classes
• Courses
• ADDIE
• Compliance
• Completions
• Grades
• Experience
• Social/Collaborative
• Video
• Mobile
• Agile
• Connections
• Context
• Personalization

Remember…
The Millennials are coming!

A Shifting Workplace
34.6%
42.4%
34.1%
31.6%
28.9%
20.4%
2.4% 2.6%
2015 2017
Millennials Generation X Baby Boomers Traditionalists

Top Learning Initiatives for
Achieving Business Goals
38.4%
52.1%
50.7%
50.3%
45.9%
43.8%
41.1%
46.2%
26.0%
15.1%
14.0%
11.0%
11.6%
14.0%
Aligning the learning strategy with the business
Increasing the amount of experiential (on-the-job) learning
Increasing the amount of informal learning
Improving learning analytics
Revising existing content for new modalities
Creating smaller content objects
Redesigning the classroom experience
Important Critical

We’re Not Ready
17.5%
18.5%
18.2%
13.7%
15.4%
7.2%
7.9%
14.0%
7.9%
8.2%
7.5%
12.3%
17.5%
19.5%
20.5%
22.3%
24.3%
32.5%
37.3%
38.4%
39.7%
50.3%
Increasing experiential learning
Redesigning the classroom experience
Revising existing content for new modalities
Increasing the amount of informal learning
Creating smaller content objects
Improving learning analytics
Incorporating social tools
Leveraging simulations
Incorporating mobile delivery
Increasing learner-contributed content
Exploring games/gamification
Not at all
prepared
Ready to take
action

Modern learning delivery cannot occur within the same
hierarchies and infrastructure we have relied on for
decades.
New skills, philosophies, platforms and technologies
will be required to keep organizations moving forward.

POLL 1: What workforce trends are
most impacting your organization?
1. Millennials specifically
2. All generations in same workforce
3. Organization stuck in old ways of thinking
4. Technology and digital transformation
5. Accelerated Rate of Change

THE CASE FOR
EMPLOYEE
ENGAGEMENT

7 out of every 10 employees are disengaged at work
EMPLOYEES ARE NOT ENGAGED
32%
Engaged
50.8%
Disengaged
17.2%
Actively
Disengaged
Source: Gallup 2015

Manager Judgment
Dreaded
Once a year
About the employer
Rating
Employee Inspiration
Motivating
Ongoing
About the employee
Feedback
CAREER
DEVELOPMENT
PERFORMANCE
MANAGEMENT
VS.

THE RECIPE
FOR ENGAGED
EMPLOYEES Enable learning so people can
build skills and expertise
Track learning & skills and
provide opportunities to be
successful
Focus on Career Development

TOP 6 DRIVERS OF ENGAGEMENT
Clear Career Path Involved in decisions that
affect my work
Necessary Development
Career Development
Teamwork Manager understands
what motivates me

THE BUSINESS
CASE FOR
ENGAGEMENT
3x
Innovation
25%
Lower turnover
22%
Higher productivity
Positively impacts productivity,
performance, profitability.

POLL 2: What are the top drivers for
your organization for Employee
Engagement?
1. Clear Career Path
2. Career Development
3. Necessary skill development for current job
4. Manager understand what motivates me
5. Teamwork

TELL ME
ABOUT YOUR
EDUCATION?

LEARNINGTRAINING VS.
Business Centric
Transactional
LMS/Compliance
Conformity
Control
Learner Centric
Experiential
Curated Content
Individuality
Freedom

TRAINING IS
TRANSACTIONAL

AND,
TRADITIONAL
TRAINING
$160B
Spent by US businesses annually on
employee learning and training
80%
Is said to be forgotten
within 30 days
<15%
Successfully apply
what they learn
Source: Grovo, 2015
DOESN’T WORK

LEARNING IS
TRANSFORMATIONAL

LEARNING AT
THE TIME OF
NEED

SELF-DIRECTED LEARNING
Source: Degreed, Bring Your Own Learning, 2/2015; Degreed, The Importance of Informal
Learning, 7/2015; Degreed, How the Workforce Learns in 2016, 1/2016
5X 61% $339.00
Workers spend up to 5x
more time learning on
their own each week
than from employers.
61% would put in even
more time on their own
if they got professional
credit for it.
75% invested their own
money (average of $339
each) on career related
learning last year.

HOW DO YOU LEARN?
Most people search first and ask people second
Source: Degreed, How the Workforce Learns in 2016, 1/2016;
Question: Where do you go for guidance and/or recommendations when you need to learn something new?
21%
23%
28%
43%
47%
55%
69%
L&D or HR department
External network
Employer's LMS
Browse specific resources
Search the Internet
Peers at work
Boss or mentor

EVERYONE CAN NOW LEARN ANYTHING
THEY WANT ANYWHERE

CAREER-LONG LEARNING
Get credit for
everything I learn
“Netflix for Learning”
learn from every source
See pathways for any skill
& every job
Learn with and from others
Get to take my learning profile
with me through my career
Certify my skills however
I obtain them

POLL 3: How do people learn in
your organization?
1. Mostly from informal sources (Google, Youtube,
free content they can find on-demand)
2. Your organization’s L&D classes
3. Curated Content from a variety of sources
4. Learning Libraries (Skillsoft, Lynda, Safari, etc.)
5. A combination of 2 or more of the above

1
MAKE
LEARNING A
VALUE AND A
PRIORITY

2
SHIFT THE
FOCUS TO
EMPLOYEES
NEEDS

3
ADOPT A
PERSONALIZED,
LEARNING-ON-
DEMAND
MENTALITY

4
LET
EMPLOYEES
TEACH OTHER
EMPLOYEES

5
ADOPT THE
RIGHT
TECHNOLOGY

6
ANALYZE YOUR
EMPLOYEES’
EXPERTISE

7
MAKE
EXPERTISE
COUNT
Get credit for skills
you develop
Build your Lifelong
Learning Profile
Map learning to skills
to jobs

POLL 4: Which of these areas is your
organization focusing most on?
1. Company Culture / Creating a learning culture
2. Personalized Learning
3. New Technology
4. Peer-t—Peer learning
5. Learning Analytics

THE NEW
LEARNING
LEADER

INSPIRE
VS.
CONTROL

OPPORTUNITIES
TO BE
SUCCESSFUL
Invest
Engage
Challenge

THE NEW
LEARNING
LEADER
Focus on the whole experience:
learning + culture +
employee engagement
Inspire rather than control
Learning in the context of
building skills for jobs and careers
Take risks, change the
conversation, challenge the status
quo, create a movement
1
2
3
4

THE NEW
LEARNING
ORGANIZATION
Get more people involved in
learning – experts - it’s
everybody’s role
Content curators & community
managers
Learning experience designers &
design thinking
Data Analysts & Technologists
1
2
3
4

EBAY
CAREER &
LEARNING
STRATEGY

POLL 5: Does your organizations
have any of the following roles in
learning?
1. Content Curators
2. Web/UX designer
3. Community Managers (social learning)
4. Data analyst
5. Learning Experience desginers

Key Takeaways
• The workforce is changing and so we need to think
about learning differently too
• We can engage employees by focusing on their career
development and helping them build skills for now and
the future
• It’s important to understand how people really learn
(and like to learn)
• It’s crucial to help ALL employees build skills and
expertise and to find the right technology to enable this
• We should embrace the evolving role of the CLO and the
new learning organization

Thank you for
joining us today!
If you have any additional questions, please email us at
success@brandonhall.com.

Learn More About Us
Products and services that we offer

How We Help You
MEMBERSHIP
STRATEGIC
CONSULTING
EXCELLENCE
AWARDS
PROFESSIONAL
DEVELOPMENT
Learning
& Development
Talent
Management
Leadership
Development
Talent
Acquisition
Workforce
Management

We Do This Through…
Research and Analysis that Define New HCM
Standards
Success Stories from Global Organizations that Show
those Standards in Action
Professional Development that Assesses Current
State and Enables Innovation
Flexible Services to Design and Implement
Transformative Solutions
Recognition that Validates the Transformation

Membership Offers Tailored
Support
RESEARCH ACCESS & EVENTS
• Reports
• Case Studies, Frameworks & Tools
• DataNow® & TotalTech®
• Webinars and Research Spotlights
• Annual HCM Conference
ADVISORY SUPPORT
• Ask the Expert
• 1 on 1 Consultations
• Research Briefings
• Benchmarking
CLIENT SUCCESS PLAN
• Your Priorities
• Executive Sponsor
• Client Associate
• Monthly Meetings
To learn more about becoming a member or to sign up for a free trial, please email us at
success@brandonhall.com

Strategic Consulting Offers
Expert Solution Development
BENCHMARKING
• Competitive/Comparative
• Maturity Model
• Custom Research
STRATEGY
• Business Case
• Planning
• Organization & Governance
TECHNOLOGY SELECTION
• Vendor Selection
• Architecture Design
• Systems Evaluation
DEVELOPMENT & INTEGRATION
• Program Design
• Assessment
• Survey
• Process Integration
To learn more about consulting, please email us at success@brandonhall.com

Why Brandon Hall Group
1
2
3
4
5
We offer flexible, high-value memberships that offer
everything you need at a cost you can afford.
Our research is better – more targeted, easily digestible,
focused on business results, predictive, prescriptive.
Our solutions gets better results – research-driven, focused
on the business, simple, targeted, flexible approach.
Our case studies are unique for their diversity
and focus on business results.
Our professional development is practical, tailored
to your needs, and equips you to take action.

Research Calendar
60
LEARNING AND DEVELOPMENT
TALENT MANAGEMENT

Research Calendar
61
TALENT ACQUISITION
WORKFORCE MANAGEMENT/HR

What Our Clients Have to Say
Brandon Hall Group’s Excellence Awards allows you
to take a deeper dive and evaluate the programs that
you’ve created at a level that you might not have the
opportunity to do… They have always been a
cornerstone for me.
- Katrina Williams, Director, Sales Capability
CDW
https://youtu.be/OgdA_tpM55U

What Our Clients Have to Say
I describe the attention and that customer service
that I’ve experienced as being excellent. They are
very attentive and wherever I need to be connected
to whomever, they are there to help me.
- Joanne Veech, Global Talent Leader
PwC
https://youtu.be/YkY-v8gfW5k

HCMx Radio
THE ONLY PODCAST IN THE HCM ARENA THAT WEAVES CURRENT MARKET
RESEARCH, HR TECHNOLOGY AND INDUSTRY LEADERS INTO EACH EPISODE
To catch up on the latest episodes, visit www.brandonhall.com/hcmxradio or subscribe on iTunes

The Workforce is Learning Differently. What Does it Mean for the Digital CLO?

Empfohlen

Empfohlen

Weitere ähnliche Inhalte

Was ist angesagt?

Was ist angesagt? (20)

Andere mochten auch

Andere mochten auch (10)

Ähnlich wie The Workforce is Learning Differently. What Does it Mean for the Digital CLO?

Ähnlich wie The Workforce is Learning Differently. What Does it Mean for the Digital CLO? (20)

Mehr von David Blake

Mehr von David Blake (10)

Kürzlich hochgeladen

Kürzlich hochgeladen (20)

The Workforce is Learning Differently. What Does it Mean for the Digital CLO?

Hinweis der Redaktion