Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives. In this session, we’ll take you with us on our journey from tactical learning solution providers to strategic business partners focused on driving company performance. We’ll discuss how Hewlett Packard Enterprise has embraced the consumerization of learning and how we’re changing both our infrastructure and culture to exceed employee expectations for learning and drive company performance. Key takeaways will include: An understanding of how one multinational is approaching significant disruptions and the consumerization of learning. Practical suggestions for what’s worked and what hasn’t yet. A roadmap for navigating the necessary transition from formal training provider to integrated talent and performance partner.

1. #CLOwebinar
The presentation will begin at the top of the hour.
A dial in number will not be provided.
Listen to today’s webinar using your computer’s
speakers or headphones.
Welcome to the webinar!

2. #CLOwebinar
1. May I receive a copy of the slides?
YES! Click on the resource list located on the top right
portion of your screen.
2. May I review the webinar recording at a later date?
YES! You will receive recording information in a follow up
email.
3. Is this webinar HRCI or SHRM certified?
YES! The HRCI and SHRM certification codes will be sent in
a follow up email.
Frequently
Asked
Ques0ons

3. Embracing Disruption
How one multinational is changing its approach to learning

4. Agenda
• Game Changers
• The shift
• Your choice (Platform Selection or Pilot Process)
• Lessons learned

5. Game Changers

6. What are some of the biggest disruptors
for the learning function?
Social media / online knowledge sharing
MOOCs
Software as a service with embedded
learning
Knowledge attainment apps
Changing learner expectations
Changing business requirements

7. Consumerization

8. The Challenge
8
There’s a way to do it better—find it.
Thomas A. Edison

9. The Shift
From …
One size fits all
Formal classes
Desktop/laptop access to online
learning
Text-based as primary source
L&D developed and curated content
Available when scheduled
Multiple learning systems
To …
Personalized access to learning
Formal and informal micro-lessons, modules, and
courses
Mobile first access to online learning
Video-based as primary source
L&D and learner curated content
Available when needed
Integrated learning systems

10. Placeholder for Poll #2
• Platform selection process
• Pilot setup and structure
Which topic is of the most interest to you?

11. Platform Selection

12. The Vision
Strategy Requirements Selection

13. Strategy
13
Environment
Access to real impact, real time,
relevant knowledge
Exposure & Experience
Dialogue, coaching, mentoring,
stretch goals, rotations, shadowing
Education
Face-to-face, virtual classes, self-
paced digital learning
Module
30-60
mins
Course
1 hour +
Micro-
Lesson
3-5 min

14. Requirements
132 Criteria
18 Categories

15. Platform Selection
5 Finalists
Vendor vetting
2 Presentations
1 Choice

16. A Learning Experience Platform
• Curated content
• Personalized micro-learning
• Integrated libraries
• Powerful search
• Mobile ready

17. Pilot Process

18. Pilot Overview
1 Audience selection
2 Communication plan
3 Success metrics and surveys
4 Support infrastructure
5 First user experience

19. Pilot Audiences
Leadership 550
Young Employee Network 250
The Learning Lab 65
Data Security 50

20. Communication Plan
1 Welcome message
2 Getting started
3 Reminder (if needed)
4 Initial Assignment Welcome!

21. Success Metrics and Surveys
2 Weeks before launch
Participant
Preference Survey
6 Weeks after launch
(Midpoint)
Pulse Survey
At pilot end
Post-Pilot
Survey

22. Support Infrastructure
• Largely self-service
• Resource page
• Yammer/email support

23. First User Experience
• Assignments in queue
• Assigned to relevant channel
• Peers on system
• Prepopulated with content

24. Lessons Learned

25. Lessons Learned
ProcessesPeople Systems

26. People
Know …
Your audience
Your content
Yourself

27. People Impacts
“In my career at HPE, I’ve recognized
how easy it is to get caught up in my
day job and lose focus on the vision I
have for my career’s future. [The
Platform] has helped remind me to
spend more time exploring my
interests and plan for my future”
Pilot Participant
0
10
20
30
40
50
60 Q1 Utilization %
LMS LMS Target Pilot Platform Pilot Target

28. Process
Simple
Scalable
Repeatable

29. Impact on Portfolios
0
20
40
60
80
100
120
140
160
180
Q1 2015 Q1 2017
162
47
Deliverables
Program/Project Mgmt
Curriculum
0
10
20
30
40
50
60
Q1 2015 Q1 2017
54
16
Deliverables
Business & Professional Skills
Curriculum

30. Systems
Integrate
• External content libraries
• Internal learning systems
• Internal productivity systems
Consider
• Public vs. private ecosystem

31. Systems Dependence Impacts
31
Curation:
Social collaboration & knowledge sharing
User-generated content
Public domain expertise
Formal and Informal learning tracking
LMS:
Content Repository & Access
Formal Tracking & Compliance

32. Closing Thought
““The future belongs to the fast.”
Meg Whitman

33. Rebekah.Harvey@hpe.com
Robert.Robertson@hpe.com

34. #CLOwebinar
Register for the next webinar!
Ready for Tomorrow: Harnessing the Power of
Digital for Workforce TransformationWednesday,
April 11, 2017
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Chief Learning Officer Webinars at
events.clomedia.com/webinars