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Improve Employee Engagement by Maximizing Your Learning Investment

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Improve Employee Engagement by Maximizing Your Learning Investment

  1. 1. Improve Employee Engagement by Maximizing Your Learning Investment<br />You can listen to today’s webinar using your computer’s speakers or you may dial into the teleconference.<br />If you would like to join the teleconference, <br />please dial 1.866.469.3239 and enter access code 668019 038.<br />You will be on music hold until the seminar begins.<br />#CLOwebinars<br />
  2. 2. Improve Employee Engagement by Maximizing Your Learning Investment<br />Speaker:Stephan Millard<br />Director Product Marketing<br />SumTotal Systems, Inc.<br />                       <br />Moderator: Kellye Whitney<br /> Managing Editor<br />Chief Learning Officer magazine<br />#CLOwebinars<br />
  3. 3. Tools You Can Use<br /><ul><li>Q&A
  4. 4. Click on the Q&A panel (?) in the bottom right corner
  5. 5. Type in your question in the space provided
  6. 6. Click on “Send.”</li></ul>#CLOwebinars<br />
  7. 7. Tools You Can Use<br /><ul><li>Polling
  8. 8. The poll will appear on the right side of your screen
  9. 9. Select the best option for each question
  10. 10. Click on “Submit”</li></ul>#CLOwebinars<br />
  11. 11. Improve Employee Engagement by Maximizing Your Learning Investment<br />Kellye Whitney<br />Managing Editor<br />Chief Learning Officer magazine<br />#CLOwebinars<br />
  12. 12. Improving Employee Engagement by Maximizing Your Learning Investment<br />March 10th, 2011<br />Stephan Millard<br />Product Marketing Director<br />SumTotal Systems <br />
  13. 13. Agenda<br />Employee engagement has executive visibility and effects business outcomes<br />Tips to measuring & improving employee engagement<br />How does learning effect the programs which can improve employee engagement?<br />From learning systems to improving employee engagement<br />Getting under the hood – understanding the mechanics<br />
  14. 14. Number One Priority for HR Leaders<br />2010 State of Global People Management<br />
  15. 15. Employee Engagement Has Executive Visibility<br />
  16. 16. Employee Engagement Has Executive Visibility <br />
  17. 17. 7%<br />Level 4: Strategic Talent Management<br />Fully integrated processes and systems used to make<br />business decisions; talent mgmt. is business-driven<br />20%<br />Level 3: Integrated Talent Management<br />Heavy focus on connecting systems and processes; single person / team<br />responsible for talent initiatives<br />45%<br />Level 2: Standardized Talent Processes<br />Talent processes are consistent and tailorable, with some integration;<br />several systems connected through manual processes<br />Bersin: Talent Management Maturity Model<br />28%<br />Level1: Siloed HR Processes<br />Individual HR processes or “silos”;<br />may have systems in place but not connected<br />Bersin & Associates, 2010<br />As companies move up the maturity ladder, they have lower turnover, greater employee engagement and greater success in nearly every talent area.<br />
  18. 18. Greater Maturity = Higher Return Rate<br />
  19. 19. Employee Effectiveness: Changing Business Outcomes<br />
  20. 20. Overall Process To Improve Engagement <br />
  21. 21. Programs That Effect Employee Engagement<br />
  22. 22. Implementing On-Boarding Effectiveness<br />
  23. 23. Implementing Learning Program Effectiveness<br />
  24. 24. Implementing Talent Mobility<br />
  25. 25. Integrating Learning & Hiring for Improved On-Boarding Effectiveness <br />Talent Portal<br />Employee Tasks<br />Create specific new-hire activities to improve the process of acculturation<br />Target content & activities to new hires<br />Tie learning activities to job competencies & job descriptions for better targeting<br />Tasks portlets can show learning activities to complete<br />Hiring / On-Boarding<br />Learning Management<br />Targeting Learners<br />Activities<br />Resources<br />Competency Library<br />Job Descriptions<br />Job Specific Competencies<br />Job Descriptions<br />Core Competencies<br />Leadership Competencies<br />
  26. 26. Learning + OnBoarding: On-Boarding Effectiveness<br /><ul><li>Reminders on unified Talent Management home page under Learning section
  27. 27. Elements of current LMS home page (including News) available as widgets on unified home page</li></ul>Single portal where employees can see all their new-hire tasks<br />
  28. 28. Integrating Learning – Creating Talent Mobility<br />Talent Portal<br />Employee Tasks<br /><ul><li>Create specific development activities aligned to talent mobility objectives
  29. 29. Create targeting rules to assign activities correctly
  30. 30. Tie learning activities to job competencies & job descriptions for better targeted
  31. 31. Talent portlet will show learning activities to complete</li></ul>Performance / Succession / Development<br />Learning Management<br />Targeting Learners<br />Activities<br />Resources<br />Competency Library<br />Job Descriptions<br />Job Specific Competencies<br />Job Descriptions<br />Core Competencies<br />Leadership Competencies<br />
  32. 32. Talent Mobility: Development +Learning<br /><ul><li>Competency gap analysis can be performed against current or future positions
  33. 33. Integrated list of suggested learning activities) to close gaps </li></li></ul><li>Integrated Analytics<br />Additional Advantages Leveraging Learning<br />Learning <br />Management<br />Single Record for all Learners<br />Drive Compensation Incentives for Learning<br />Succession Based Learning<br />Speed On-Boarding <br />Integrated HRMS provides one unified record with all info, for better reporting<br />Automatically push on-boarding & learning plans to new employees<br />Use learning compliance / completed courses as data points that can drive compensation<br />Link Learning to Development<br />Improve Social / Informal Learning<br />Link learning plans to development goals for employees<br />Improve Talent<br />Mobility<br />Link learning activities to positions to succession plans for high-value employees<br />Tie learning plans to career paths employees wish to pursue<br />Facilitate dialogue with Forums for courses; use Wikis to push out pre-work; Blogs to share info<br />
  34. 34. Customer Achievement Profile<br />Key Challenges:<br /><ul><li>Global consistency in managing employees
  35. 35. Employee commitment & loyalty
  36. 36. Talent mobility across multiple divisions
  37. 37. High performer retention & employee satisfaction</li></ul>Approach:<br /><ul><li>Obtained stakeholder input and support upfront
  38. 38. Communicated and promoted the application
  39. 39. Multi-phase rollout (core records, TM, Analytics)</li></ul>Why SumTotal Was Selected:<br /><ul><li>Only end-to-end offering in single platform
  40. 40. Deep understanding of effective global deployments </li></ul>Results:<br /><ul><li>Employee driven development process
  41. 41. Greater global talent mobility
  42. 42. HR elevated to strategic function to impact business outcomes </li></ul>Background<br /><ul><li>Highly diversified, global company located in Mexico and consisting of four businesses: petrochemicals, aluminum auto parts, refrigerated food, and telecommunications
  43. 43. Deployed in 16 Countries</li></ul>Industries<br /><ul><li>Global Conglomerate (Chemicals, Consumer Goods, Manufacturing, Telecom)</li></ul>Users<br /><ul><li>50,000+</li></ul>DeployedProducts<br /><ul><li>HR Management (HRMS)
  44. 44. Learning Management
  45. 45. Performance Management
  46. 46. Recruiting & Hiring
  47. 47. Succession Planning</li></ul>“Only vendor that had everything we needed”<br />
  48. 48. Customer Achievement Profile<br />Key Challenges:<br /><ul><li>Highly distributed workforce (multiple offices, home workers)
  49. 49. Multiple legacy systems and paper-based processes created serious inefficiencies</li></ul>Approach:<br /><ul><li>Established strong project team and engaged IT as a partner
  50. 50. Emphasis on communication, training, and change management
  51. 51. ROI-based discussions with Finance to secure funding</li></ul>Why SumTotal Was Selected:<br /><ul><li>Mature suite of products that are fully integrated
  52. 52. Comprehensive solution at a reasonable price
  53. 53. A system that is simple and easy to use</li></ul>Results:<br /><ul><li>Reduced HR administrative costs by $123,000 per year
  54. 54. Improved employee engagement and reduced training costs via integrated learning and e-learning delivery
  55. 55. Improved compliance (98% performance review completion)</li></ul>Background <br /><ul><li>A trusted insurer for 75 years, and owned by its policyholders, that serves more than 1.6 million healthcare customers in Ohio</li></ul>Industry<br /><ul><li>Healthcare</li></ul>Users<br /><ul><li>2,700+</li></ul>Deployed Products<br /><ul><li>Compensation Management
  56. 56. Learning Management
  57. 57. Performance Management
  58. 58. Succession Planning
  59. 59. Workforce Analytics</li></ul>“Mature suite of products that are fully integrated”<br />
  60. 60. SumTotal – What We Offer<br />Complete End-to-end Talent Solution<br /><ul><li>Deployed in 156 countries & 39 languages
  61. 61. 98% Customer Retention
  62. 62. 20+ years of Domain Experience
  63. 63. Rapidly Scalable Global Infrastructure
  64. 64. Profitable with Consistent Growth
  65. 65. Significant Financial Backing
  66. 66. Long-standing Global Customer Community
  67. 67. Offices in US, Europe, India, China, Japan, & Australia
  68. 68. One Partner for All of Your Talent Needs</li></li></ul><li>Most Complete – Comprehensive & End-to-end<br />Complete End-to-end Solution<br />Broadest & Deepest Capabilities <br />Holistic Talent Management Workflows<br />Pervasive Embedded Analytics<br />Seamless User Experience<br />Proven, Scalable Architecture<br />Highly Configurable & Easy to Use<br />Talent-based system of record<br />
  69. 69. 4+ Years in the Leader’s Quadrant (Gartner)Gartner Magic Quadrant for Corporate Learning Systems<br />Rated “Visionary”(Gartner EPM MQ)“…well-suited for global organizations seeking best-in-class…functionality”<br />Highest Rated Overall (Bersin TM Systems) “…best-suited to support the needs of large, multinational organizations that are seeking a well-integrated and global solution”<br />Highest Rated Overall(Ventana Total Compensation)“The top supplier, based on the weighted factoring of the seven product and customer assurance categories…”<br />Highest Rated in Product Offering (Forrester TM)“...among the leaders for integrated performance & compensation solutions”<br />Highest Score Among All Vendors (Forrester)Forrester Wave for Enterprise Learning Suites”<br />Highest Rated Overall (AMR Strategic HCM)“...the broadest and most mature application suite in the strategic HCM specialist space”<br />Most Innovative - Recognized as Leader by Analysts<br />
  70. 70. Summary<br />Employee engagement has executive visibility and effects business outcomes<br />Understand what and how you want to measure / execute an employee engagement program<br />learning & talent management impact all the factors that can improve employee engagement<br />Your learning investment can provide an effective solution to improve employee engagement<br />The mechanics are about an integrated solution<br />
  71. 71. Questions & Answers<br />Visit us at www.sumtotalsystems.com and through these social channels: <br />@SumtotalSystems<br />http://www.linkedin.com/groups?home=&gid=45382<br />http://www.facebook.com/SumTotal.Systems<br />
  72. 72. Join Our Next CLO Webinar<br />Virtual Learning Environments: Trends & Insights<br />Thursday, March 17, 2011<br />CLO Webinars start at 2 p.m. Eastern / 11 a.m. Pacific<br />Register at www.clomedia.com/events<br />Join the CLO Network: http://network.clomedia.com/<br />#CLOwebinars<br />

Hinweis der Redaktion

  • eLearning! 2009 Award of Excellence for Best Enterprise LMSKMWorld Award – 100 Companies that Matter in Knowledge Management in 2009Software MagazineWorld’s Largest Software and Service Providers – 2009 (ranked #193)
  • Broadest &amp; Deepest Solution Provides Global Visibility &amp; Business InsightFlexible &amp; Highly Configurable Technology Adapts To Your BusinessSingle Vendor Solution Eliminates Business Silos &amp; Mitigates Risk------------------- We provide a single integrated solution to achieve the “holy-grail” of HR… “One version of the truth” – when it comes to centralizing all employee information and strategic HR functions We are offering customers everything in terms of integrated Talent Management from a single trusted vendor With seamless user experience and a talent-based system of record We will continue to advance the market and seek new ways to provide customer value