The document discusses how to decrease total training time and time to proficiency for employees. It recommends beginning the onboarding process before the employee's first day by providing pre-boarding materials. It also suggests focusing training on job-relevant skills and establishing peer networks for collaborative learning. Tracking an employee's performance over time, different phases can be identified such as anxiety, information overload, knowledge formation, and optimal performance. Tailoring training and resources to each phase can help reduce learning curves and attrition. A case study on customer support training showed blending formal and informal learning through a simulated program cut onboarding time in half and decreased productivity losses.
4. Copyright 2015 InfoPro Learning
But, what’s that one common factor that causes all of the
needles to move?
Business Need Customer
Satisfaction
Employee
Satisfaction
Productivity
Needs
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So, how do we enable them to move these needles in the right
direction?
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What if we
train them and
they leave?“Train them;
Enable them”
What if we don’t…
And they stay?
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So, What do we train them on?
And, how do we do it?
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And, how do we do it?
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Games
Collaborative
Assessments
Job-Aids
Video
Flipped Classrooms Workshops
Social
OnlineMobile
WBT/ CBT Classroom
Lab Exercises
Virtual Classroom Hands-On
Simulations
MOOCInformal
Processes
Seminars
Webinars
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And, that is exactly what we will cover today!
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The key is to know the
What and How of Training.
And then, there is one thing that
nobody is looking at…
10. Copyright 2015 InfoPro LearningCopyright 2015 InfoPro Learning
The key is to know the
What and How of Training.
The missing
link is
WHE
N!
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Optimum
Performance (OP)
High Retention
Anxiety (A)
High retention
Knowledge
Formation (KF)
High Retention
Information
Overload (IO)
Low retention
Growth
High Self Motivation;
Innovation
Stagnancy
Low Self Motivation;
Complacency
Fall
Low Self Motivation;
Disillusionment; Attrition
Time
Performance
The Great Learning Curve
DECREASE TOTAL TRAINING TIME
DECREASE TIME TO PROFICIENCY
15. Copyright 2015 InfoPro Learning
A
Performance
Curve of Anxiety
• Increase Anxiety by:
• Reach-out
• Pre-joining Communication
• Marketing
• Pre-assessments
a
• Decrease Learning Curve by:
• Minimizing Generic Training
• Providing base information upon
which knowledge will be built
later on
• Increasing Relevant/Focused
training
• Certification
b
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Curve of Anxiety
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ONBOARDING BEGINS BEFORE DAY 1:
SAY HELLO TO ENGAGED EMPLOYEES
All too often, organization wait till their new hires' first
days in the office to start getting them ramped up and
ready to contribute. They think that new babies needs to
be in the office to start. That's pure poppycock. Quit
wasting time and start the pre-boarding process after
they’ve signed their offer letters. It's a game changer.
Compared to all others,
The best-in-class are:
Companies that pre-
Board new hires are:
As compared to those
Who don’t pre-board.
35
%
More likely to begin the on boarding process
before day 1
11
%
More likely retain first-year employees
14
%
More likely to have employees who exceed their
performance expectations in their internal reviews
17
%
More likely to have a higher rate of hiring
manager satisfactions with new hires
1.6
X
More likely to havea lower cost per
hire
Read full report: Welcome to the 21st Centaury.
Onboarding!November2014.Aberdeen Group
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Time
Performance
CO
A CO
• Decrease Learning Curve by:
• Increasing Relevant-to-role
training
• Providing reference sites, links,
people (buddy program) for easy
reference
Curve of Information Overload
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TimeA CO
• Decrease Learning Curve by:
• Peer-to-Peer Networks
• Collaborative Platforms and
Communities of Practice
• Adaptive Simulations and
Assessments
• Games and Gamifications
• Using EPSS
KF
Performance
Curve of Knowledge Formation
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TimeA CO
• Decrease Learning Curve by:
• Multi-user games
• Change and Talent Management
Strategies
• Providing Leadership and
Innovation Opportunities
• Coaching and Mentoring
Frameworks
KF OP
Performance
Curve of Optimum Performance
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TimeA CO KF OP
• Treat “Growth” as the “Curve of
Anxiety” for next level
!! CAPTURE THE MOMENT !!
Performance
Curve of New Growth
21. Copyright 2015 InfoPro Learning
0 5 10 15 Days 3 5 7 9 Months
Onboarding Workforce
Performance
Formal
Onboarding
1stLive
Customer
ProficiencyMastery
20% Attrition
10% Decrease in
productivity
A IO KF OP
Use Case: Customer Support (Insurance)
23. Copyright 2015 InfoPro Learning
0 5 10 15 Days 3 5 7 9 Months
Onboarding Workforce
Performance
Formal
Onboarding
1stLive
Customer
ProficiencyMastery
20% Attrition
10% Decrease in
productivity
A IO KF OP
Use Case: Customer Support (Insurance)
• Sent generic company pre-board packet with offer letter
• Series of short videos describing what to expect on the first day (Self Study)
• Small pre-assessment to understand the employees (Online)
• Base Certification
• Decreased training to only job-related material (Classroom)
• Created Base Certification for the job
• Developed a simulated learning program
• Established a peer learning network
(Collaborative Learning Platform)
• Job-Aids
• Mentoring
• Adaptive
assessments
• Implemented
a change
management
strategy for
new learning
programs
BlendedLearningProgram
25. Copyright 2015 InfoPro Learning
Cut onboarding time in half
Decreased time to proficiency
Minimize attrition+
$1.7 Million
5% Attrition
3% Decrease in
productivity
What was the ROI?
BlendedLearningProgram
Formal
Onboarding
1stLive
Customer
ProficiencyMastery
0 5 10 15 Days 3 5 7 9 Months
Onboarding Workforce
Performance
20% Attrition
10% Decrease in
productivity
26. Copyright 2015 InfoPro Learning
To Summarize
Copyright 2015 InfoPro Learning
The key is to know the
What, How and When
DECREASE TOTAL TRAINING TIME
DECREASE TIME TO PROFICIENCY
27. Copyright 2015 InfoPro Learning
InfoPro Learning
www.InfoProLearning.com
Copyright 2015 InfoPro Learning
THANKS FOR
YOUR
PARTICPATION
Arun Prakash
Arun.Prakash@InfoProLearning.com
Notes de l'éditeur
Hi I am Arun Prakash
The name of our session in Shrinking The Learning Curve. It is a bit diff from what you have there… I thought Shrinking was more appropriate.
We are all in the biz of training, learning, etc. And, as you would all agree that these words mean nothing in the corporate world, unless they are associated with biz needs of the organization. In fact, L&D organizations in companies that cannot connect the link between training and biz needs, are typically the first team to face the brunt when it comes to cutting costs. Sounds familiar?
So, there are some needles that MUST be moved to create a winning org. Some of the critical needles are:
Some of the biz needs may include …
Well success is based on how satisfied the customers are, and would include…
Employee Satisfaction… “Unsatisfied Employees Result in an Empty Office” and then “Good luck with all your needles ”
Productivity Needs… Direct connect to profitability.
From our perspectives, from an L&D perspective, these can be simplified to Decrease in Total Training and Decrease in Time to Profieciency.
This is standard learning curve… well, we know that depending on the business, the audience, the needs and the way they are trained currently, this graph may change a little, and soon, I will show you and example.
Let’s take the example of onboarding for the sake of our case.
Remember the time you joined your company!
You were excited right? That is time you were most anxious to learn… and you retained the most from those days. It is a different issue, they never trained my on anything useful during those days
And, then came the info overload. You were bombarded with information. They all remained like small blurbs in your head never really evolved to make a neural connection
And, then voila… light! Things are making sense now… Neural Networks are working now. Knowledge forms!
And, “Now it all makes sense”… Wisdom. You are now going through the routines! You are innovating! You are finding faster and more efficient ways to do things.
And, this is the time, where your knowledge, your wisdom becomes nothing more than a bunch of routine activities. You are getting bored now.
You know, people fall into three categories.
There are some people who find their way. They don’t wait for managers or L&D team to train them to the next level. They just do it. You don’t have problems with them.
You have the problem with the other categories – the one who stay stagnant and become a burden in the company, and the ones who call it quits.
So, what do we do with this curve.
We need to crunch it. For total training time, time to proficiency, for higher proficiency, to ensure growth phase.
People, Human Capital
The Old, The Young, The Retiring Baby Boomers, The Gen X, Y and the Impatient Millennials.
Phew! that’s an challenging mix of audience you have there.
Familiar???
As L&D leaders, either you are approached by businesses to solve their problem, or you identify where a training might be required.
And similarly, there are some many ways you can train them… and problem is nothing is a better or a worse option… nothing black and white. They are relative to a given situation.
And, the situation or the biz need is compounded by other factors like time to market and budget constraints, constant pressure to reduce constant and reduce training time.
Nobody talks about WHEN
I have talked to so many Learning Leaders and Biz Leaders around the world, and while everyone talks about the What and How, they miss the When! They know that a product is coming out and the Sales Team and the Customers need to be trained on them… so, they definitely… in almost 100% of the cases they know what to train on!
In some cases, they also do the needs analysis and figure out how to train them. But, believe me, mostly, it is like let’s conduct a classroom training (if it is a very important initiative in the company and they have larger budgets allocated to it), or “let us create an self-paced learning program”.. And wht they are really saying is that I don’t have the budget! No budget to get all my people into one room and get a trainer! Or, they really meant, “this is boring topic (but must be done for compliance)”!
And the remaining time, I am going to dive deeper in the science of this and how it WHEN needs to be determined. And that is where “Crunching the Curve Comes In”
This is standard learning curve… well, we know that depending on the business, the audience, the needs and the way they are trained currently, this graph may change a little, and soon, I will show you and example.
Let’s take the example of onboarding for the sake of our case.
Remember the time you joined your company!
You were excited right? That is time you were most anxious to learn… and you retained the most from those days. It is a different issue, they never trained my on anything useful during those days
And, then came the info overload. You were bombarded with information. They all remained like small blurbs in your head never really evolved to make a neural connection
And, then voila… light! Things are making sense now… Neural Networks are working now. Knowledge forms!
And, “Now it all makes sense”… Wisdom. You are now going through the routines! You are innovating! You are finding faster and more efficient ways to do things.
And, this is the time, where your knowledge, your wisdom becomes nothing more than a bunch of routine activities. You are getting bored now.
You know, people fall into three categories.
There are some people who find their way. They don’t wait for managers or L&D team to train them to the next level. They just do it. You don’t have problems with them.
You have the problem with the other categories – the one who stay stagnant and become a burden in the company, and the ones who call it quits.
So, what do we do with this curve.
We need to crunch it. For total training time, time to proficiency, for higher proficiency, to ensure growth phase.
This is standard learning curve… well, we know that depending on the business, the audience, the needs and the way they are trained currently, this graph may change a little, and soon, I will show you and example.
Let’s take the example of onboarding for the sake of our case.
Remember the time you joined your company!
You were excited right? That is time you were most anxious to learn… and you retained the most from those days. It is a different issue, they never trained my on anything useful during those days
And, then came the info overload. You were bombarded with information. They all remained like small blurbs in your head never really evolved to make a neural connection
And, then voila… light! Things are making sense now… Neural Networks are working now. Knowledge forms!
And, “Now it all makes sense”… Wisdom. You are now going through the routines! You are innovating! You are finding faster and more efficient ways to do things.
And, this is the time, where your knowledge, your wisdom becomes nothing more than a bunch of routine activities. You are getting bored now.
You know, people fall into three categories.
There are some people who find their way. They don’t wait for managers or L&D team to train them to the next level. They just do it. You don’t have problems with them.
You have the problem with the other categories – the one who stay stagnant and become a burden in the company, and the ones who call it quits.
So, what do we do with this curve.
We need to crunch it. For total training time, time to proficiency, for higher proficiency, to ensure growth phase.
This is standard learning curve… well, we know that depending on the business, the audience, the needs and the way they are trained currently, this graph may change a little, and soon, I will show you and example.
Let’s take the example of onboarding for the sake of our case.
Remember the time you joined your company!
You were excited right? That is time you were most anxious to learn… and you retained the most from those days. It is a different issue, they never trained my on anything useful during those days
And, then came the info overload. You were bombarded with information. They all remained like small blurbs in your head never really evolved to make a neural connection
And, then voila… light! Things are making sense now… Neural Networks are working now. Knowledge forms!
And, “Now it all makes sense”… Wisdom. You are now going through the routines! You are innovating! You are finding faster and more efficient ways to do things.
And, this is the time, where your knowledge, your wisdom becomes nothing more than a bunch of routine activities. You are getting bored now.
You know, people fall into three categories.
There are some people who find their way. They don’t wait for managers or L&D team to train them to the next level. They just do it. You don’t have problems with them.
You have the problem with the other categories – the one who stay stagnant and become a burden in the company, and the ones who call it quits.
So, what do we do with this curve.
We need to crunch it. For total training time, time to proficiency, for higher proficiency, to ensure growth phase.
This is standard learning curve… well, we know that depending on the business, the audience, the needs and the way they are trained currently, this graph may change a little, and soon, I will show you and example.
Let’s take the example of onboarding for the sake of our case.
Remember the time you joined your company!
You were excited right? That is time you were most anxious to learn… and you retained the most from those days. It is a different issue, they never trained my on anything useful during those days
And, then came the info overload. You were bombarded with information. They all remained like small blurbs in your head never really evolved to make a neural connection
And, then voila… light! Things are making sense now… Neural Networks are working now. Knowledge forms!
And, “Now it all makes sense”… Wisdom. You are now going through the routines! You are innovating! You are finding faster and more efficient ways to do things.
And, this is the time, where your knowledge, your wisdom becomes nothing more than a bunch of routine activities. You are getting bored now.
You know, people fall into three categories.
There are some people who find their way. They don’t wait for managers or L&D team to train them to the next level. They just do it. You don’t have problems with them.
You have the problem with the other categories – the one who stay stagnant and become a burden in the company, and the ones who call it quits.
So, what do we do with this curve.
We need to crunch it. For total training time, time to proficiency, for higher proficiency, to ensure growth phase.
In fact, there is a study by Aberdeen that proves this.
http://v1.aberdeen.com/launch/report/SmartBite/10331-SB-twentyfirst-century-onboarding.asp
This is standard learning curve… well, we know that depending on the business, the audience, the needs and the way they are trained currently, this graph may change a little, and soon, I will show you and example.
Let’s take the example of onboarding for the sake of our case.
Remember the time you joined your company!
You were excited right? That is time you were most anxious to learn… and you retained the most from those days. It is a different issue, they never trained my on anything useful during those days
And, then came the info overload. You were bombarded with information. They all remained like small blurbs in your head never really evolved to make a neural connection
And, then voila… light! Things are making sense now… Neural Networks are working now. Knowledge forms!
And, “Now it all makes sense”… Wisdom. You are now going through the routines! You are innovating! You are finding faster and more efficient ways to do things.
And, this is the time, where your knowledge, your wisdom becomes nothing more than a bunch of routine activities. You are getting bored now.
You know, people fall into three categories.
There are some people who find their way. They don’t wait for managers or L&D team to train them to the next level. They just do it. You don’t have problems with them.
You have the problem with the other categories – the one who stay stagnant and become a burden in the company, and the ones who call it quits.
So, what do we do with this curve.
We need to crunch it. For total training time, time to proficiency, for higher proficiency, to ensure growth phase.
