© Copyright 2012 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice.

Big Data and Big Learning

A Talk by Surya P Mohapatra at the HRTech World Congress in Paris on 27th October 2015

Every minute of every day, 48 hours of video content is uploaded to

YouTube, over 2 million queries are sent to Google, over 100,000 tweets

are sent and nearly 600 new websites are created.

All these data are being tracked and stored.

But... What are we going to do with this infinite amount of data?

How are we going to make sense of them?

Meet Jason – He is at crucial stage of College Major Selection

Value Proposition Opportunity - Wasted

DadSon Y don’t you consider taking

Business?

Most of kids these days take that & it will give

you good insights to run any business in future

Mathematics or Business?

Also Business studies gives an overview of finance, Basic statistics, analytics, Communication that you

can build over experience

Awww Dad….. you are just saying

that as it costs lesser that Maths in the University I am

considering

Meet Jason – He is at crucial stage of College Major Selection

Do you know that Business is most rising learning requirement?

In early 2005 out of 1.2 million GRE takers Business was amongst lowest

test takers with 517 against Engineering @ 594 (Last 2nd place)However recent 2014 SAT report shows Business is gaining rapid momentum @ 507 against at 9th

place of 15

Also Business studies gives an overview of finance, Basic statistics, analytics, Communication that you

can build over experience

Son Why don’t you consider

Business Studies?

Meet Jason – He is at crucial stage of College Major Selection

You could have the edge by taking an optional course of

Digital Business. As per statistics - By 2018, digital business will require 50% fewer business process

workers and 500% more keydigital business jobs, compared

with traditional models

Last But not least – I do know your ambition and importance of Earning and this will help you with that along with time flexibility to complete your

assignments etc.. now that you have joined the drama

club as well

Meet Jason – He is at crucial stage of College Major Selection

Wow thanks Dad.You not only gave me insights to future and value of course

but also considered my personal Interest and my

Time factor as wellYOU JUST HELPED ME

MAKE THE BIG DECISION!

Future of Data - WHAT HAPPENS WHEN YOU ADD BIG DATA TO L&D?

1

Are we Ready? Limitations and Preparation to be made

2

Agenda

Imagine being able to correlate business performance results with Human Resource information system (HRIS) data and productivity measures, along with your education and learning interventions.

What could be learned beyond new knowledge and skills? Can learning and training really have an impact on metrics such as sales and employee engagement…Big Data might just be the answer

We are familiar with Big Data’s role in Corporate world, however lesser explored is its importance to tomorrow’s Learning & Development

Welcome to Future of DataWHAT HAPPENS WHEN YOU ADD BIG DATA TO L&D?

© Copyright 2012 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice.

Parking Your Car: Then and Now

Then Your Wife Helped You ! !

11

Little bit more to Left….No Stop

The Car near us is too close for comfort…Uhh there is also a Big piece of Stone

nearby

I think you need to do it all over again……

Which way do I turn now?

Data with Visual on Distance, Obstacle warning, Indication, Suggestion and alarm providing Complete Control to driver with additional security Options

Now Cameras with Sensors Do the Trick….

L&D data generally fall into three categories

People data

Demographics, skills, reward,

engagement, and so on

Program data

Attendance, adoption,

participation in programs ranging from training and

development / leadership

programs to talent management and

key Projects

Performance data

Performance ratings and data

captured from the use of instruments such as 360, goal attainment, talent,

succession programs and

talent and assessment.

How Big Data is Shaping the Future of L&DEmployeePerformance

Employers can use big data to track how well the employees have understood the courses and which information is being retained and applied, which then allows employers to see what parts of the training need to be improved, As result companies will see a huge improvement in their employees’ performances.

Employee Retention

In the Big Data era, the ability to link disparate data sets provides even more insight. For example, a learning group might track the amount of learning its employees consume each year and investigate whether it has any etc. on employee retention.

Return on Investment

Using this technique, the learning group might find that individuals who attend 25 hours or more of training each year stay with the organization 1 – 2 years longer. When productivity is balanced against the cost of training, the ROI is high, and training is seen as a worthwhile investment.

In order to be a business partner, rather than “overhead”, learning and talent groups proactively mine their data and bring business intelligence to the table.

How Big Data is Shaping the Future of L&D

Clustering and Relationship

MiningCurriculum Tailored to Individual Learners

Prediction of

Future

Questions Big Data would help us Answer

What learner actions are associated with more learning?

What actions indicate satisfaction, engagement, learning progress, etc.?

What features of an e-learning environment lead to better learning?

What sequence of topics is most effective for a specific learner?

When are learners ready to move to the next topic?

What will predict learner success?

When is intervention required?

(Source: 2012 report on educational data mining and learning analytics by the U.S. Department of Education’s Office of Educational Technology)

Study on Big Data in Organizational LearningASTD partnered with i4cp for a study to understand Big Data and its effects on organizational learning, As part of the study, 400+ L&D and business professionals took a survey during Jan-Feb 2014

22% Survey respondents currently leveraging learning-related big data

39%Survey respondents planning to leverage learning-related big data later

15% of survey respondents characterized their organizations’ big data analytical capabilities as effective.

Case StudySelf

Improve-ment

End Result/

Outcome

An Experiment To test whether we could affect recognition program usage, as well as move the dial on business outcomes, by optimizing recognition practices through education and coaching of managers on effective recognition giving.

At a qualitative level, 45 percent of the coached managers receiving instructional content self-reported improved recognition-giving skills.

Employees in branches where managers were coached on improved recognition-giving skills had an increase per employee, on average, of more than 150 productivity activitiesIn addition, four months after intervention, employees from coached managers reached 14 more sales on average per employee than their control group colleagues

End Result/

Outcome

Ten months post-intervention, the results dipped but still elevated to nine sales over control group number

Are we ready??

Mindset

One of the key L&D measures used at the time was ‘average number of training days per employee’. Several leading Organizations are known to attribute its success to this learning hours - Of course, this logic just doesn’t hold true. There are many reasons why organizations prosper, and providing a set number of training days per employee is certainly not such a great measure of success as we thought it was.

Data set

As L&D professionals, often fail to understand the link between data and success. In the world of Big Data, there’s so much more data, so many more linkages and so many more opportunities to make some massive mistakes!

Skill-set

If we look at the skills needed to use big data and compare that with the skills and competencies most people bring to the learning profession, it couldn’t be more opposite.

Data is considered Boon and Bane and higher data can also equate to higher probability to make massive mistakes

Limitations & Preparation to be made

Data Divulge

Analysts identified three aspects of big data

Volume

Variety

Velocity

1st S

tage

• Develop junior analysts’ capability focused on defining metrics and ensuring that the key data are collated.

• Develop Data dictionary.

2nd Stage

• Advanced reporting where key HR information is linked to business objectives & comparative data with competitors, trends• Visualization through dashboards / presentations.

3rd Stage

•Strategic analytics working on understanding issues such as segmentation & optimization of talent with the help of data modelling and statistical tools. 4t

h St

age

• Modeling scenarios, account for and forecast risks and design predictive programs through use of advanced and predictive analytics skills

Big

Dat

a R

oadm

ap fo

r L&

D

Sample Case on How Big Data has helped a learning institution

The University used SAP HANA as its data modelling tool and developed new mobile app to be accessed by all students

22

Personalized Micro Surveys

Register for classes / Pay Bills

Review Student engagement with the

university as measured by the “K-Score.”

academic alerts that faculty and staff can

enter when they identify a student

struggling

Access University Map & Directory

“K Score” is This metric is a single numeric score that essentially ranks students based on their level of engagement in whatever unit or container of engagement we may have

View Campus Events / Class

Catalog Real Time Data feed on student(s)Room Utilization

Suggestive Learnings

Mass Instruction

Group Learning

Individual Learning

Focused Group Learning

Customized Hybrid Learning

Evolution of Learning : Mode and Measurement

23

No Tracking

Attendance

Avg Learning Hrs

RoI - Metrics

Futuristic Business

Direction / Benchmark

Real time Learning : - Implement Benchmark with little / Nil wait time

Directive Communication Based on Need

of hour

Measurable training based on business performance

Predictive Capability

Development based on Big

Data

© Copyright 2012 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice.

ReferencesSmartdatacollective drives

TrainingmagTalentmgt articles

Trainingjournal.comlearningandperformanceinstitute.com

towardsmaturity.orgGoogle drives & Company websites

Cutter Consortium Article(s)

With big data and the right analytical tools, L&D professionals can start tracking an entire learner population at multiple locations throughout the learning process!!

• Surya P Mohapatra• suryapm69@gmail.com• Twitter: pmsurya

Thank You