Learning the missing link in your talent management solution
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Webinar recording of the value and business impact of learning in the larger talent management suite.
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Learning the missing link in your talent management solution
- 1. LearningThe Missing Link in Your Talent Management Solution David Wilkins Vice President of Taleo Research
- 2. Safe Harbor Statement This presentation contains forward-looking statements that involve substantial risks and uncertainties. Typically, these statements contain words such as “anticipate," “believe,” “could,” “estimate,” “expect,” “intend,” “plan,” forecast,” “project,” “predict,” “potential,” “continue,” “may,” “should,” “will” and “would” or similar words. You should consider these forward-looking statements carefully because they may include statements regarding our future expectations or projections about future events. The forward-looking statements in this presentation include and are not limited to growth rates for various markets estimated by a third party source, future product and technology development, widespread market acceptance of the hosted delivery model, future revenue growth and profitability. Actual results may differ materially from the results expressed or implied by the forward-looking statements. You are cautioned that forward-looking statements are not guarantees of future performance. The forward-looking statements included in this presentation are made only as of the date of this presentation and we undertake no obligation to update the forward-looking statements to reflect subsequent events or circumstances. Please see the risk factors included in our Registration Statement filed with the SEC. This presentation and the information contained herein is the property of Taleo Corporation.
- 3. Learning delivers unmistakable business value 1.
- 4. What % of your employee base will not look to improve their skills unless they are required to as part of their job requirements? 90%
- 5. What will the average voluntary turnover of a $90,000 / year employee cost you this year? $370,000 US Department of Labor
- 6. True or False? A chance to learn and grow on the job increases employee engagement and is one of the key drivers of retention? TRUE Cornell University Study
- 7. What if Training Investment… …could predict the future?
- 8. Surprise! ‘‘ training investments this year = stock gains next year ’’ A firm’s investment in employee training is the single-most powerful predictor of stock price. Dr. Laurie Bassi VP for Research at the American Society for Training and DevelopmentTenured professor of Economics and Public Policy at Georgetown University, 1982–1995
- 9. And Drive Revenue / Employee? + $72,000per employee
- 10. SHOUT OUTTIME! What are the ROI measures that are linked to L&D?
- 11. Taleo Learn Business Impact 42% Reduction in Turnover Reduction in Worker’s Comp Incidents and Costs Cut New Hire Training in Half Increased Revenue by 32% per Employee Employee enablement scores for T&D:21% higher than High Performing Companies Cut Agent Training from 30 Days to 7 Increased Process Adherence by 25%
- 13. 98% renewal rate
- 14. 90% decrease in negative responses about training
- 15. 4-6x increase in training-related revenueReduced training expense by 25% While increasing quality and quantity Train resellers and partners Multiple portals Full ROI in six months
- 17. Goal Planning?
- 21. Skills
- 22. Experience
- 23. Cultural Fit
- 24. Finding enough of the right people
- 28. Talent mobility
- 29. Career growth
- 31. Stretch goals
- 34. Learning & Performance Learn Solutions Challenges Specific skill gaps in a new employee’s talent profile? Create tailored learning plan How do I develop top performers? Tailored learning plans and stretch plans to new career paths Need to gain a skill for a project? Need new skills broadly across org? “Pull” learning: learner finds & enrolls“Push” learning: assign to learner New skills in support of an individual or organizational goal? Goals can include development plans and training, show progress Poor performance review? Career Development plans to help employee achieve career goals
- 36. Bench strength
- 37. Structuring OTJ training - mentoring and real-world experiences
- 39. Stickiness
- 40. Scale
- 44. All user data, job roles, manager relationships, competencies are fed into Learn solution from Taleo.
- 46. Learner data going back to Taleo – training history, transcripts, certifications.
Notes de l'éditeur
- Don’t build this slide until you have folks contribute from the audience. When you do build, it should mostly be a validation of their input plus a few new ones…
- Be sure to reflect back on the ROI for a small decrease in ROI (5%) when mentioning CKE and ExtraSpace.Cutting new hire training in half or from 30 days to 7 also means faster time to productivity, less FUD as a new employee, less costs, etc…
- Be sure to reflect back on the ROI for a small decrease in ROI (5%) when mentioning CKE and ExtraSpace.Cutting new hire training in half or from 30 days to 7 also means faster time to productivity, less FUD as a new employee, less costs, etc…
- The basic gist of this slide? If we can link learning to these other measures, then we can link learning ROI to some of these other modules as well. Another key point on this slide is that while learning is it’s own thing, it’s also an enabling set of functionality to further the goals of these other modules…