The Learning Cafe community is coming across requirements for designing Learning Solutions to effectively use and retain organisational knowledge. The conversation goes something like this – Is there a way we can design and develop a learning solution (classroom workshop, online course, blended offering) that captures the knowledge of our experienced employees and makes it available to newer or less experienced employees ?
In recent times the proliferation and easier access to knowledge/information on the internet (think twitter) has made the task of capturing knowledge more challenging. There is so much information available that is a challenge to even know where to start. Further organisational processes and information is changing more frequently. Can the L&D professional help by designing learning solutions that help organisations help retain and use this rapidly changing brew ?
QSM Chap 10 Service Culture in Tourism and Hospitality Industry.pptx
Designing Learning Solutions to Retain and Grow Organisational Knowledge – Learning Cafe Online Forum
1. Designing Learning Solutions to Retain
& Grow Organisational Knowledge
13 June 2014, Friday, 12 – 1 pm AEST
DISCUSSING
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Panel
•Angela Hales -.MYOB
•Max D'Argenio –Optus
•Jeevan Joshi
• Plus others
5. Ways to participate
Q&A Box - comments, gripes & opinion
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6. Introductions & Structure
Background
Research
& Views
Chat with
the panel
Caselet Q&A
Natalie Nunn
Oceania
Learning & Devp
Leader
EY
Pierre De Villiers,
Learning, Talent &
Diversity Leader –
Pacific
Marsh
Jeevan Joshi
Producer
Learning Cafe
Moderator
7. Why This Topic ?
Link between
Knowledge and
learning seems
logical
Universal
business
requirement
Very few
implementations
Technology is
making it easier
Does it require
the right culture
?
9. Troppo Engineering
Troppo Engineering
Services is a 100 year
old engineering
consulting company.
Phenomenal growth in
recent years due to the
mining boom.
The organisation has
many engineers at the
top of their game
employees who are
getting close to
retirement
10. Requirement/ Pain Point/Issue
Troppo has to reduce its
workforce by 15%
including some senior
engineers after 12
months due to end of
mining boom.
GM is worried
knowledge senior
engineers has not been
passed on putting major
projects at risk.
GM want you to design
“something that is quick
and cheap”.
11. Details – Told and Untold
Most senior engineers
want the redundancy
package and leave to
play golf or come back
on a contract.
Many senior engineers
want to pass on
knowledge but the
young engineers
“know it all”.
Utilisation ie
chargeable work is
currently low.
There is talk about
moving Troppo to the
digital age although
the management don’t
know what that means.
12. Tweet, Comment on
• Solutions
• Analysis
• Share your experience if you have
implemented
• Challenges and Opportunities
14. Views
If HP knew what HP knows, we would be 3 times
as profitable Lew Platt CEO HP 1998
“By 2003, 70% of organisations implementing
knowledge management will link it with e-
Learning technically and organisationally”
Gartner
23. Story: EY Knowledge
Automotive Names deleted UK - London
Cleantech US – Washington
Consumer Products UK – London
Government & Public
Sector
UAE - Dubai
Life Sciences US – Boston
Media & Entertainment US – LA
Mining & Metals Australia – Melbourne
Oil & Gas US – Houston
Power & Utilities UK - Birmingham
Private Equity Canada – Toronto
Real Estate US - Cleveland
Technology US - Chicago
Telecommunications India - Gurgaon
FSO
– Banking and Capital
Markets
– Insurance
– Wealth and Asset
Management
UK – London
Australia - Sydney
Global 360
account focus
24.
25. How it works
INPUT
• Market data
• Industry thought-leadership
• Industry knowledge
OUTPUT
• EY thought-leadership
• EY insights
• EY capability
26. How I access it
PULL
• Visit relevant CHS
• Contact relevant
Knowledge Leader
• Request bespoke research
PUSH
• Subscribe to external
sources and internal
industry groups to receive
regular, current feeds
27. Design principles
• Organisational knowledge is a vital market differentiator
and of strategic commercial value
• Identify a focal point to synthesise knowledge capture and
use and drive investment
• Invest in expertise, systems and processes to support ease
of sharing
• Create a dynamic relationship between knowledge input
and output to ensure richness, currency and relevance
• Establish easy to navigate push and pull options for access
• Create a culture of connecting and sharing
28. EY Solution
• Select a commercially-relevant point of focus for effort and
investment in improved knowledge management.
• Invest in specialist OD/L&D/Knowledge expertise to drive the effort
and identify ways to quickly build on existing systems, processes
and organisational culture
• Engage quickly with willing SMEs for a current/desired state
analysis. Engage with reluctant SMEs on the principle of leaving a
legacy. Consider the value of ignoring SMEs who may be
antagonistic.
• If I was advising this organisation, I would apply the EY design
principles outlined previously for capture of existing organisational
intelligence. Beyond this, I would build out a technical and
business-skills curriculum to improve the learning culture
29. LET US TALK TO THE
PANELAND YOU
Natalie Nunn
Oceania Learning &
Devp Leader
EY
Pierre De Villiers, Learning,
Talent & Diversity Leader –
Pacific
Marsh
30. Does your organisation
have a formal
Knowledge
Management process
and function ? Does
L&D interact with KM in
your organisation ?
33. Are you designing Learning
Solutions with the objective of
making organisational
knowledge available to those
who don’t have it ? If yes,
what are the design
considerations ?
35. How do we design
learning solutions
that can refresh as
the knowledge
changes while
keep ongoing
maintenance costs
low ?
36. What are the opportunities
and challenges of working
with Subject Matter
Experts (SMEs) who have
this knowledge ? Is there a
certain style that works
best in engaging with
SMEs ?
Webinar feedback - http://bit.ly/lcrate1
37. Can social learning or
social media be
incorporated into the
design ? Can Personal
Learning Networks be
incorporated ?
Webinar feedback - http://bit.ly/lcrate1
39. THANK YOU
Short feedback questionnaire -
http://bit.ly/lcafewebinarfeedback
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