Human Resources Today / HR Innovators Virtual Conference - September 2016
HR has an incredible opportunity to use badges to help attract, engage, recognize and develop talent.
There have been significant developments around digital credentials and particularly the fast rise of badges and micro-credentials. HR Managers need to be aware of what’s happening and innovators should be taking a leading role.
In this session, David will go through the well-known IBM Open Badge Program to help explain badge programs. You will learn how to design a nano-credential program that quickly generates significant results. David will examine how IBM merges credentials and recognition, as well as how it integrates with social media, such as LinkedIn, Facebook, and Twitter. You will learn how digital credentials can be directly tied to career opportunities and workforce demand through labor market insights. You will come away with an understanding of how badges can easily be issued, shared and verified and how digital, standardized recognition connects individuals to learning and professional advancement.
Sign-up at http://www.humanresourcestoday.com
3. About David Leaser
David Leaser
David Leaser developed IBM’s first cloud-based learning
solution and is the program developer for IBM’s new Open
Badge program, a leading edge program to attract, engage and
progress talent. Mr. Leaser is the author of a number of thought
leadership white papers on talent development, including
“Migrating Minds” and “The Social Imperative in Workforce
Development.” Leaser has trained more than 4,000 clients and
developed more than 30 training manuals and video tutorials.
6. @david_leaser
CRITICAL
FOUR OUT OFFIVE BUSINESSES
SAY THERE IS A
SHORTAGE OF TALENT
Aberdeen Group, 2015: Zach Lahey, “Pre-hire Assessments: An Asset for HR in the Age of the Candidate
14. @david_leaser
A
C D E
B
How things were
F
A
D
G
E
C
B
How things are How things really work
People rewarded
for their skills and
abilities, not
position
THE RISE OF GLOBAL TEAMS
From Josh Bersin, Bersin by Deloitte
23. Open Badges: Credentials for the
modern workforce
1. Digital emblem which symbolizes skills and
achievements at the nano level
2. Contains metadata with skills tags and
accomplishments
3. Easy to share in social media: LinkedIn,
Twitter, FB, blogs
4. Tethered to the issuer to validate and
verify achievement
5. Standards-based on Mozilla’s Open Badges
standard
24. @david_leaser
Digital emblem
which symbolizes
skills and
achievements
SHAR
E
Contains metadata
with skills tags and
accomplishments
Easy to share in social
media: LinkedIn,
Twitter, FB, blogs
Tethered to IBM to
validate and verify
achievement
Provides a progression
path to advance
commitment
Analytics provide
insight into how a
program is performing
Open Badges: Verified with metadata
27. @david_leaser
The ROI for Open Badges is significant
1 Dr. Haiyan Zhang, 2015, How do I recognize thee, let me count the ways; IBM Smarter Workforce Institute Whitepaper
2 IBM Customer Support data analysis
3 IBM Badging Pilot survey results.
28. @david_leaser
How does badging convert to real value?
• Broadcast achievements
• Motivate participation
• Develop personal Brand
• Connect with jobs
• Generate qualified leads
• Enhance our brand
• Differentiate IBM
track and nurture talent
• Candidate selection
• Improved company
performance
• Skills maps
• Team building
31. @david_leaser
Open Badges build a heat map to
match talent and skills with jobs
You can now see and map “nano” skills around
the globe – create teams and match business
33. @david_leaser
Use cases for the entire organization
Reduce customer service
Motivate customers to develop skills
to reduce support calls and critsits
Solidify the client base
Build advocacy and strengthen
client relationship and commitment
to IBM
Track skills at the nano
level
Create a heat map of critical skills
for achievements earned across the
globe both internally and externally
Build a loyal skill base
Build a vibrant and large pool of
skilled developers and consultants
to use and support our solutions.
Enhance expertise
analytics
Access the issuing criteria
associated with each IBMer’s
badges to infer expertise
Promote Technical
Eminence
Provide easily shared digital
credential for key IBM Technical
achievements
Crowd-source critical skills
Organizations create badges that
reflect the skills that are most in
demand in the markets in which
they complete
Recognize IBMers
Recognize IBMers publicly for their
skills and achievements – a
“modern” alternative to posting
plaques and certificates on the
office wall
Acquire talent
Pre-screen external candidates
who have badges related to the
roles and skills for which we are
hiring
Increase license sales
Drive increased engagement with
customers through solution
downloads and trials
Achieve career milestone
Collect evidence of demonstrated
expertise in support of
achievement of the next major
career milestone
Accelerate shifts in
expertise
Provide direction and signal change
to IBMers through the creation and
issuance of badges
34. @david_leaser
IBM’s “Getting Started” Checklist
1. Identify your badgeable
activities (who, what, where,
when, why and how many)
2. Determine how you will
assess completion, track and
maintain attendees
3. Complete a badge program
profile
4. Meet with badge team to
review and implement
5. Establish a landing page for
the activity – badge needs to
point to an external page
6. Incorporate persuasive
messaging into the activity
and notifications
7. Issue badges and notify
badge earners
8. Survey and measure results
35. @david_leaser
IBM’s Lessons Learned
1. Develop a solid
communication plan with
persuasive language.
2. Badge issuer must own the
relationship with the badge
earner.
3. Build consent (privacy, info
sharing) into the activity.
4. Provide strong benefits
statements (marketing) into
the intro letter to badge
5. Follow a template for badge
landing pages.
6. Add certification / skills paths
into the metadata for all
badges.
7. Retro badges are less
successful; limit time period
to 90 days.
8. Names are important:
Nobody wants a “newbie”
badge.
39. Connect with David Leaser
• Website: ibm.biz/badging
• Twitter: @david_leaser
• LinkedIn: linkedin.com/in/david-leaser-6b95505
• IBM: david_leaser@us.ibm.com
Notes de l'éditeur
Aberdeen Group, 2015: Zach Lahey, “Pre-hire Assessments: An Asset for HR in the Age of the Candidate
Many employees are now expected to wear multiple hats. Programmers once wore just the programming hat. But now they have to work with the lines of business, so they need soft skills they may not have. Community manager needs analytics, Big Data, collaboration and project management
Really not hierarchical or in fixed teams. People work in groups with shared values, goals, project and culture. People rewarded for their skills and abilities, not position.
Dr. Haiyan Zhang, 2015, How do I recognize thee, let me count the ways; IBM Smarter Workforce Institute Whitepaper
IBM Customer Support data analysis
IBM Badging Pilot survey results.
Badge metadata and our analytics will provide a “nano view” of a person’s skills and help us determine next steps to progress toward our objectives.