Talent’s at the top of the agenda – using technology to develop talent and build performance
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Laura Overton, Manager of benchmarking practice Towards Maturity , takes an in depth look at the latest research to see how top learning companies are harnessing learning technologies to develop talent and build performance. This presentation is part of the 20 Minute Master Class series run by Successfactors (an SAP Company). Find out more about Towards Maturity Benchmarking at www.towardsmaturity.org.
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Talent’s at the top of the agenda – using technology to develop talent and build performance
- 1. Talent is at the top of the Agenda! The 20 Minute Master Class 6th March 2013 Data taken through out this session is taken from the 2012/13 Towards Maturity Benchmark Study Lauraoverton laura@towardsmaturity.org Download at www.towardsmaturity.org/2012benchmark ©2013 Towards Maturity Lauraoverton
- 2. What have we learned in the 20 minute master class to date? • Dr Karie Willyerd • Preparing for millenials • Technology is changing the rules • Implications • Peter Reilly – Institute of Employment Studies • Definitions of talent and management • Balancing individual and organisational need • Alignment and integration • Catch up : • http://www.successfactors.com/en_us/events/the-talent-timeline--master-class-series.html Lauraoverton www.towardsmaturity.org/2012benchmark
- 3. Today focussing on how organisations are using technology to develop talent and improve learning drawing on this research 6th survey in 2012 • 500 respondents • 450 organisations • 37 nations • 28 different sectors: Lauraoverton www.towardsmaturity.org/2012benchmark 3
- 4. A question for you – answers in the chat box please • What do you think is driving investment in learning technologies in 2013? Lauraoverton www.towardsmaturity.org/2012benchmark
- 5. High expectations for 2013 •Improve talent Increased •Share good practice •Respond faster a lot! • Increase productivity • Improve quality Increased • Improve learning management • greater value for money Increased • Reduce training costs a little! • Implement new stuff faster Lauraoverton • Comply with new regulations www.towardsmaturity.org/2012benchmark
- 6. Improving links to talent and performance management 91% Missed opportunities 20% Want this How do we close the gap? Achieve benefit this benefit Lauraoverton www.towardsmaturity.org/2012benchmark
- 7. Agenda today • The bottom line benefits of investing well • What can we learn from the top performers? – Alignment – Integrating learning and talent – Supporting performance • Bridging the gap Lauraoverton www.towardsmaturity.org/2012benchmark
- 8. What can we achieve with technology enabled learning? THE BOTTOM LINE Lauraoverton www.towardsmaturity.org/2012benchmark
- 9. Learning technologies are adding value to the bottom line e.g. 22% improvement in productivity, 9% improvement in staff retention whilst improving efficiency – cutting time to competency and training costs by 22% Lauraoverton www.towardsmaturity.org/2012benchmark
- 10. Benchmarking effective practices TM Index In past studies we have analysed the implementation characteristics of top learning companies and grouped their behaviours into 6 work-streams of the Towards Maturity Model. These work-streams are at the heart of the Towards Maturity Index. Our definition of top learning Lauraoverton are those in the top quartile of the Towards Maturity Index. companies http://tinyurl.com/TMModel www.towardsmaturity.org/2012benchmark
- 11. Bottom Quartile 3rd 2nd Top Quartile TMI 1 100 In 2012, those in the top quartile of the towards maturity index are: 7x more likely to report improved: Talent/performance management Employee engagement Ability to tailor to need Learning application Productivity 3x more likely to report improved: Ability to prove compliance Induction Efficiency Lauraoverton www.towardsmaturity.org/2012benchmark
- 12. At least 9 out of 10 organisations want to achieve these 4 things that will help us bridge the gap between learning and work But only 1in 5 believe they are making progress Top learning companies are twice as likely to report that they are achieving these benefits So what can we learn from them? Lauraoverton www.towardsmaturity.org/2012benchmark
- 13. What are top learning companies doing differently? CHARACTERISTICS OF TOP LEARNING COMPANIES Lauraoverton www.towardsmaturity.org/2012benchmark
- 14. They invest more and use more technologies (but tools are just part of the kit bag for achieving their business goals) Lauraovertoncompanies are Top learning 2.5 x more likely to use skills diagnostic and www.towardsmaturity.org/2012benchmark competency management tools compared to bottom quartile
- 15. Alignment Compared to organisations in the bottom quartile of the TM index top learning companies are 3x more likely to • analyse the business problem 7x more likely to have a strategy that responds to changing conditions before recommending a solution • to agree that their learning solutions support what the business needs • to agree their staff understand how their work supports organisations performance 6x more likely to measure specific business metrics when evaluating success Lauraoverton www.towardsmaturity.org/2012benchmark
- 16. They are more likely e-enable business critical skills (not just compliance!) Compared to those in the bottom quartile, top learning companies twice as likely to e- enable induction, roll out of new systems and processes and sales and marketing 5x more likely to support leaders and managers with learning technologies Lauraoverton www.towardsmaturity.org/2012benchmark
- 17. Improving Talent Compared to organisations in the bottom quartile of the TM index top learning companies are 13x more likely to agree that learning technologies are integrated into the way that they performance manage and appraise their people 23x more likely to support 91% career aspirations (or personal job goals) with technology enabled 20% learning 21x more likely to agree that learning technologies support onboarding and recruitment See page 36 of main report for further Lauraoverton information on how top learning www.towardsmaturity.org/2012benchmark companies address this challenge
- 18. Supporting work place performance Compared to organisations in the bottom quartile of the TM index top learning companies are 6x more likely to agree that staff have access to job aids via mobile 46x devices more likely to equip line managers to help their teams get the most from learning 29x resources more likely to encourage learners to share experiences and solve problems using online social media tools Lauraoverton www.towardsmaturity.org/2012benchmark
- 19. This is just the tip of the iceberg – there are plenty of other characteristics that set top Lauraoverton learning companies apart from other. www.towardsmaturity.org/2012benchmark
- 20. In Summary BRIDGING THE GAP – IT’S TIME FOR ACTION Lauraoverton www.towardsmaturity.org/2012benchmark
- 21. The art of benchmarking Lauraoverton www.towardsmaturity.org/2012benchmark
- 22. Bridging the gap Innovative thinking Not technology Sharing Not isolation Integration Not silos and separation Lauraoverton Action www.towardsmaturity.org/2012benchmark Not talk
- 23. Any Questions Over to you! Bridging the Gap, the 2012-13 research report is free to download thanks to our Ambassadors who share our passion for ensuring independent research is freely available to all www.towardsmaturity.org/2012benchmark Lauraoverton www.towardsmaturity.org/2012benchmark
- 24. ABOUT Towards Maturity is an international benchmarking research company that provides independent expert advice and support to help organisations use learning technologies to accelerate business performance. It leverages the data of its in-depth Benchmark Study, the largest learning technology benchmark in Europe. Since 2003 over 2200 organisations have contributed to Towards Maturity’s leading benchmarks. To download our case studies and benchmarks to support your business case for change go to www.towardsmaturity.org Organisations can find out their own Towards Maturity Index and benchmark themselves directly with top learning companies for free at http://mybenchmark.towardsmaturity.org/ Find out about our Strategic Review and Group Benchmark at www.towardsmaturity.org/strategicreview Challenge your assumptions about what learners want - find out about our Learner Audit at www.towardsmaturity.org/learner Lauraoverton www.towardsmaturity.org/2012benchmark
Notes de l'éditeur
- Talent's at the top of the agenda."During 2012 organisational focus on talent management increased. What did these organisations do and were you one of them?Aligning the talent of your employees to your business strategy is no mean feat. We’ve seen that in 2012 many organisations increased their focus on talent management, but what did they do, and if you’re not doing this, where should you start? Laura Overton from Towards Maturity will use real data and European benchmarking statistics from over 2200 organisations to explain where time and investment needs to be made to build a high performing team and to help you benchmark your approach against your competition. Using feedback from top learning companies and her own expert knowledge, Laura will investigate techniques and skills to engage and develop existing talent and on-board and up-skill your new recruits.How do we develop existing talent and onboard existing talentAligning talent and learning businessBreaking down the wallsLessons learned from top learning companies
- Historically we have asked what are successful organisations doing with learning technologies & how can we learn from them?To identify emerging trends and changing practices in workplace skills delivery over time.To encourage effective practice by:Providing independent evidence to support business planning, effective learning technology strategy and implementationProviding all participants with a free personalised benchmark report with activity recommendations to support their journey with learning technologies 1,800 organisations have now taken part in the Towards Maturity’s industry leading benchmark and as a result we now know more about how to drive the transformation of learning than ever before. 500 people took part between June and August 2012
- People are expecting a lot more from their learning technologies in 2012Learning access and flexibility remains the key driver for investing in learning technologies in 2012.Nearly all drivers showed an increase in absolute percentage terms.The main shift from last year is on ‘Value for money’ rather than on reducing the cost of training or reducing the time away from the job which were so important last year.The top 10 drivers were noted by over 90% of all respondents:Increase learning access and flexibility98%Increase the ongoing sharing of good practice95%Improve the quality of learning delivered94%Speed up and improve the application of learning back in workplace94% (first time included in list in 2012)Achieve greater consistency of learning experience93%Deliver greater value for money93%Improve management and administration of learning at work93%Reduce time to competence92%Provide a faster response to changing business conditions92%Improve talent/performance management91%
- The TM Index allows us to compare the results and behaviour of those in the top quartile of best practice with the averages across the sample to understand how implementation behaviour influences results. The TMI was first defined in 2010 now over 1000 organisations have a TMIIn 2012, we found that those in the top quartile of implementation best practice (as identified by the TMI) were at least three times as likely to report the following benefits as those in the bottom quartile. Comply with new regulationsImprove induction processReduce time away from the jobReduce training costs7 times more likely to Improve staff motivationImprove talent/performance managementImprove employee engagementIncrease ability to tailor programme to needSpeed up application of learning
- Laura