The new learning analytics - Vortrag auf der Zukunft Personal 2015 von Tim Ringo

1. Tim Ringo
Vice President, Learning Solutions
Europe, Middle East and Africa
The New Learning Analytics…
is transforming the world of Learning (and your organisation)

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• Drive: what motivated people in the 19th and 20th Century will not work in the 21st Century - intrinsic motivation (why
work) balanced with extrinsic motivation (money)
• Emerging Workforce: Six generations in work at once with rising ethnicity and significant feminisation of the workforce
• Generation Y (and Z and ZZ): what do they want? New ways of working and learning; a purpose-led organisation and
social responsibility
• Employer Brand Loyalty: the “war for talent” is not what we think it is: a scarcity of the right skills and an abundance of
different types of expertise and life experience
• Machines take over: more intelligent software and computing will allow people to focus on more “value add” activities;
machines cannot do (human) customer service!
• Social: networking and collaboration: …. How to JAM
• “Social employment”: governments incent/force private companies to hire young people and older people; relieve
youth unemployment and the emerging pensions crises.
• People insights: are as important as customer/marketing or financial information

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is not a learning value measurement strategy

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Not when …
How we learn is evolving
Where we go to learn is moving
When we learn is no longer ‘9 to 5’
Who our employees & customers learn from changes
What our businesses want:
• better results &
• more accountability

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Revenue
Minus:
Cost of Goods Sold
Gross Profit
(or Margin)
Minus:
Operating Expenses
Operating
Income
Minus:
Interest,
Extraordinary
Items and Taxes
(EBIT)
Net Profit
SG&A
R & D
What business wants to know is
How learning management affects all element of their income statement

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4%
90%The problem is not only a “lack of
skills” in organizations it’s a historic
problem of lack of investment, poor
data quality and an underfunded
HR analytics team
– Bersin*
Learning Management is not alone
WORKFORCE BUDGETS,
FINANCIAL
RESULTS &
EXPENSES
*High-impact Talent Analytics: Building a World-class HR Measurement and Analytics Function. Bersin by Deloitte. 2013

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Why HR Analytics?
Because organizations that embrace workforce analytics outperform those that don’t
30%
greater shareholder returns
compared with the S & P 500
over the past 3 years*
Twice
as likely to improve leadership
pipelines*
100%
greater talent mobility*
15X
better improvement in customer
satisfaction measures (NPS)
Human Capital Management Trends, 2012. Aberdeen
Group.
79%
higher return on equity
Sierra-Cedar 2014 HR Systems Survey.
* SOURCE High-impact Talent Analytics: Building a World-class HR Measurement and Analytics Function. Bersin by Deloitte, 2013.
In overall business performance and HR effectiveness
>2x
Return on LMS investment
Knowledge Advisors presentation, London, 2015.

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Changing the economics of learning
United Kingdom having to do more with less money
5% Expenditure on training
7% proportion of workforce trained
2% total number of training days
14% average length of training course
22% average spend per employee per year
Source: UK Commission for Employment and Skills survey, n = 91,000 private- and public-sector employers, 2013.

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Data Analysis has already proven:
In new sales personnel training course assessments
• No correlation between course assessment scores and post training sales
performance
Revenue the same
whether course was rated excellent or poor
Ramp Time identical
whether course was rated excellent or poor
% improvement equal
over personnel who did not attended the course
whether they rated the course excellent or poor
• But Positive correlation with Catering Cost and Venue Temperature
SOURCE Jenny Dearborn, Chief Learning Officer, SAP, 2015.

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Quantifying the impact of salesforce training on sales revenue
58
110 148
202 223 250
179
263
318
403
482
601
142
197
249
307
407
530
121
153
170
201
259
351
0
100
200
300
400
500
600
700
<3 Months 3 - 6 Months 6 - 12 Months 12 - 24 Months 24 - 36 months 36+ Months
Annual difference between All and No courses All Courses Some Courses No Courses
AverageAnnualSales(Thousands)
Employee Tenure
Customer
EXAMPLE

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Compliance and Business Risk
worries business too
• Are Compliance issues putting us at
risk?
• Do our workers have the right
certifications to do their job?
• Are they up to date with your industry
and company compliance standards?
• Are we facing fines or work down-time
for non-compliance
>1,000 Regulatory Changes
per annum since 2011
Not counting Industry regulations Updates
Source: SAP Localization

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Vision and direction
Simplify the path to LMS analytics and insights adoption and prove results
Relevant
Deliver practical, clear recommendations about what
should be done, not just data that has to be interpreted
Predictive
Provide more predictive information so your business
information and communication, are forward looking
Persuasive
Making it easier for YOU to influence business decisions
Real-time
Powered by SAP HANA, faster access to deeper insight
for greater agility and responsiveness

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Once we have insight – prediction and persuasion becomes possible
Key areas where predictive/persuasive analytics impact Learning
• Learner Knowledge, Behaviour, Experience & Profile modelling
• How different assessment methods affect learning e.g. peer assessment
• Early Warning signs providing remedial action for students not performing well
Combined with other data:
• Sales Performance
• Goals and Development
• Customer Advocacy
• Future performance against other criteria
e.g. Wastage reduction, Injury

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Headlines - Simplifies Complexity
Personal, business focused executive communication
Combining natural language with analytics and metrics for improved decision making, action
and business impact – both broad and deep
“The holy grail of analytics is to put analytics and metrics in the hands of business users”
Holger Mueller, Constellation Research Group

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SuccessFactors Workforce Analytics
Communicating information when and where it is needed
Tiles and Dashboards
• Opportunity to
profoundly influence
every Learning
Stakeholder and
• Become more effective
Educators
Search for
Reports
Embedded in
Application
Headlines

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Learning Analytics
Standard Metrics, Reports &
broader Analytics content
Industry Benchmarks &
Business Network
Learning Reporting and Analytics
Data sources by product
ERP
Financials
HRIS
3rd Party
Providers
Data
Warehouses
SuccessFactors
LMS
CRM Survey Operations Performance
…
Embedded Analytics Workforce Analytics
LMS Metrics relating to
volume, type and
effectiveness of training. Pre-built Integration

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Top 10 Business case list
for workforce with learning analytics
1. Alerts Metrics will alert and prevent business breakdown
2. Predictive measures Metrics should forecast Value/ROI
3. Social Learning Metrics to validate informal learning value
4. Qualitative analysis Harness feedback quickly and respond
5. Business outcomes measure alignment to business results
6. Cycle time Automate information communication to stakeholders
7. Cost savings Reduce Administration costs and increase data use
8. LMS ROI Increase return on Investment in LMS systems
9. Waste reduction Identify wastage and eliminate it
10. Business insights Data driven decisions

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Organic Evolution: Global Investment Bank
Technology Driven: Large Petrochemicals Company
Business Model Driven: Global Mgmt Consultancy
Hybrid Approach: Global Beverage Company
Compliance Driven: Insurance Company
Latest Case Studies in Effective HR Analytics
Five Successful Approaches Reviewed