The world of learning and development is changing, Knoitall supports a new model, a learning network. As a result employers can showcase learning opportunities and guide employees in the development process.
Training industry webinar a holistic view of learning
1. A Holistic View of Learning: Aligning
Talent Development, Learning &
Development, and Employee
Education Benefits
John Zappa
Chief Operating Officer, Knoitall
john@knoitall.com
Sean Stowers
Learning Business Partner, Pearson
sean.stowers@pearson.com
April 21, 2016
2. Our Agenda
• The Talent Development Dilemma
• Learning Network for Skills and
Competency Development
• The Paradigm in Action
3. Where do we fit?
KNOITALL SKILLS ENGINE™ MATCHES LEARNING WITH NEEDED SKILLS
4. “In a time of drastic change – it is the
learners who inherit the future. The learned
usually find themselves equipped to live in a
world that no longer exists.”
Eric Hoffer, American social writer
5. 28 % 43% 2.7
employees are
making
full use of their
skills.
will change
employers to
gain experience
for career
advancement
every 2.7 years
an employee will
transition out of
their current
place of work
8. Source: International Foundation of Employee Benefit Plans
Significant Investment
Lacks Effectiveness
of employees don’t have
or don’t make time for learning
of manager don’t
enable or follow-up on learning
9. The current approaches are
not working
• Learning Management Systems
Closed environment; primary success is
compliance training only
• Tuition Assistance Benefits
Utilization under 5%
• eLearning/MOOCs
Focus on content; does not help learner figure out
what’s right for them. Not connected to how
learners “consume” education
10. Why is this happening?
• Skills change quickly; building learning
content is slow
• Too many choices; people need guidance
• Managers are not in the process
• Learning and development is a process
(not a 5 minute video)
• Learning initiatives are not aligned
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11. Polling Question: Is Your Tuition Assistance Aligned
with Learning and Development?
• Not at all; these are separate activities.
• Sometimes we talk to each other.
• Partial integration; our tuition policy supports the skills we need.
• Full integration and alignment with skills development initiatives,
including data and user experience.
12. So what is the solution ?
A more organic, open source model is needed; one that
enables an organization to respond more quickly to the
rapid changes in workforce skills. (e.g. learning network)
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14. Network based on competencies and future direction
Competencies are building blocks of the network
14
Build network based upon people
you know and others want to meet
Build network on competencies you
know and ones you want to develop
15. Benefits of a new approach
• More effective
• Supports better engagement
• Enhanced utilization
• Dynamic –develop new skills in a
rapidly changing world.
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17. Network to connect all elements of career development
•Serve as role
models; Provide
informal support
and validation
•Content and
programs to help
me gain the skills
I need and want.
•Financial
Support, Career
Planning, Internal
training
programs
•Formal support
to evaluate
learning options
and career
development
Coach or
Manager
My
Employer
Peers
Mentors
Learning
Providers
18. Competency network in action
Compliance Auditor
Practitioner Consultant
Career Map courtesy of AHIMA
• Compliance regulations
• CMS Knowledge
• Medicaid coding
• Medical terminology
• Disease process and coding,
• Billing and revenue cycle
19. Organize and Make
Learning Content Accessible
• Leverage publicly available learning content
• Tools to manage the network and curate the
content options
• Learning network is dynamic –as new
learning partners are identified, they can be
added.
• Network is private
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20. Dynamic supplier network
• Supports all types of learning
• Self-directed, on-line and free classes
• Face-to-face programs
• Class, certificates and degrees
• Internal training programs
• External advisors/coaches
• Learning content reviewed for outcomes
21. Employer defines skills; system sources content
KNOITALL SKILLS ENGINE™ MATCHES LEARNING WITH NEEDED SKILLS
22. Manager is a key stakeholder
in network
Network makes it easy for manager and
employee to communicate around learning
• Manager can tag and recommend learning
content
• Employee can share what they have
completed
• Potentially specify pathway for employees
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23. Assess and measure outcomes
The network helps you evaluate the
effectiveness of the learning
• Measure impact to individual employees
• Gain insight into the wisdom of the crowd
• Employee satisfaction
• Program utilization
• Cost
25. Enable learning for franchise operators
Chick-Fil-A
Background:
• Large, distributed franchisee population.
• More than 1950 locations in 42 states and Washington, DC
• Support desire for employees to complete their GED or associate degrees.
• Offering limited educational benefit
Solution:
Public learning center for franchise employees to view, assess and interact
with providers
• Providing access to approved educational partners that support GED and
associate degree-completion options
• Access to free resources to help employees understand adult education
options, credit transfer, and how to balance education with work
26. Equipping Employees for Success
Outcomes to date
• Platform for building a network among a very disparate
group of organizations
• Established learning policy
• Over 30 franchises have adopted the platform
• Integration with back office programs such as tuition
assistance
• Individual learning network for each learner based upon
the skills they are seeking.
• Managed supply chain of learning partners
• College Readiness
• Lumerit Scholars program
• GED prep services
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29. Tag Learning Content and Categorize in Taxonomy
29
14 Types of Learning
including online, face-to-
face, advising and tutoring.
Over 1000 learning
categories in the taxonomy.
30. Partnership to deliver this
solution
If you would like to know more about
how Pearson and Knoitall can help you
deliver this solution inside of your
organization……. Let us know!
31. Summary
• Need for a new paradigm:
Personal Learning Network
• Connect all stakeholders in learning
and development including managers
• Skills are common language between
members of the network
