1CONFIDENTIAL

Learning @Sony EricssonMartin Wall, Learning & Development Specialist

Learning & Development, Sweden

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Agenda

• Introduction

• Competence – what is it?

• Challenges

• Some learning trends @Sony Ericsson

• Blended learning

• Future

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About me

• Learning & Development Specialist since 2,5 years

• Background (not traditional HR)

• Electrical Engineering

• Business Administration

• Sales, Product Management, System development 5 years

• IT Manager Nordic software company 5 years

• Internal resource for learning and competence development

• Focus areas

• Competence management

• SEMC Learning Management System

• Software Academy, IS/IT

• E-learning and/or technology-based learning

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“One thing worse than training

your employees and loosing them;

…is not training them and

keeping them.”

Dr. Ed Metcalf- Professional Speaker

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Competence Management Terms & definitions(SS 42 60 70)

Competence

ability and willingness to carry out a task by applying knowledge and skills

Ability

experience, comprehension and judgment to use knowledge and skills in practice;

Willingness

attitude, commitment, courage and responsibility;

Knowledge

facts and methods – to know;

Skills

carry out in practice – to do.

E-learning

Learning (traditional or untraditional) supported by technology

Learning Management System

Administrative tool to support learning and delivery of various forms of e-learning as well

as analyzing learning needs and results

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The competence challenge

Framtiden

Today

The Future

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Demand for:

• Use engaging technologies

• Use collaborative learning

• Share information

• Use digital storytelling

• Be flexible and engaged

• New technology

• New laws

• Deregulation

• Environmental concern

• New products

• New processes

• Restructuring

• New people

• Global workforces

• Virtual teams

Everything is changing… are we?

The world around us

Our learners

Our organization

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How can we adapt?

Crucial for success:

• Find the right people

• Align employee skills with business needs

• Shift focus from workplace skills to strategic skills

• Engage the learner

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Creating a learning Culture – Catch 22 challenge

”Management has made it clear that competence

development is crucial”

”I have enough time and budget allocated for

competence development”

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Business Learning in the past

• We all have a reference point – school

• 100% Instructor-led training

• Loose connection between business agenda and learning

• Learning as a reward – nice to have, not need to have

• Learning is seen as an expense, not an investment

• No exams, evaluation or follow-up

• No ROI thinking

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Our development philosophy

Our development philosophy is fundamentally built upon the 70/20/10 formula:

…of learning &

development

takes place in

real-life and

through on-the-

job experiences,

tasks, and

problem solving

Comes from

feedback and

from observing

and working with

role models

…of learning

comes from

formal training

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Examples:

Shadowing

Feedback sessions

Stretched assignments

Knowledge management

Coaching, mentoring

Hands-on practice

Informal teaching

Online training

Collaboration

Reading

Creating a true learning organization!

Everyday Learning

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Learning is initiated in various ways

Face change

Ask colleague

Find document

Contact expert

… Directive Online course

ILT

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Learning at the heart of Change Management

Strategy

•Organization

•System

•Information

•…

Goal

Knowledge

Willingness

Ability

Present state

Skills

Change

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Learning supporting Change Management

Information Marketing

LearningStrategy

•Organization

•System

•Information

•…

Present state

Change

Goal

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E – Learning goes 2.0

Virtual Classrooms

Wikis

User-created content (Text, audio, video etc)

Real time collaboration

Social media (YouTube, Facebook etc)

Search & Find

Knowledge Management

Mobile device integration

Simulations (3D, SW etc)

Gaming

Online assessments

Flash based courses combining pictures,

animations, interactivity (?), voice & text

and limited interaction

+

Self managed rapid development/

conversion of PPT into web-based

learning

Common perception E-learning evolved (digital learning)

It’s all about learning

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Learning 2.0

Bridging the Informal and Formal Learning

Learning

Management System (iLearn)

Collaboration

Platform (SeConnect)

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Learning Trends today @Sony EricssonSome new, some old. Do more with less!

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SEMC Competence analysis & planning

SEMC Business Agenda

5 x Why – find root learning need

Competence Gap Analysis

Performance Management

Talent Management

360 and OPQ32 analysis

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What are your learning objectives?

Facts

Procedures

Functions

Principles

Remember

Comprehend

Apply

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Measuring learning effectiveness

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Blended learningImproving the Learning Process

Quality

Efficiency

ILT

Blended

Learning

Value

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Performance

evaluationCoaching Learning

Lab

Team

assignment

Blended Example:Ericsson Leadership Core Curriculum

49 learning steps

Virtual

Classroom

Online

test

Online

course

module

3 days

10 months / training flow

Webcast

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Benefits of a blended approach

Cost

• Lower Cost per student (~ 30% vs ILT)

• Possibility to scale with few instructors

Quality

• Can be delivered and repeated over a longer period of time – helps learning become

knowledge and skills

• Increased diversity

• Learning better fits the personal agenda – on demand

• Repetitive learning

• Immediate online updates

• Improved modularity

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Considerations when creating blended learning

• Size of target group

• Geographical spread

• Technical infrastructure

• Need for flexibility

• Time available for course development

• Resources

• Languages

• Culture-Countries

• Culture-Business

• Domestic/International

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Learning in 2014

• Training suppliers are offering a high degree of blended and learning 2.0

solutions

• Learning Management System more integrated in all HR processes

• We are better at leveraging our own competencies

• Learning 2.0 approach – learning infrastructure

• Learning culture/Learning organization

• All learning design is done with a global mindset

• Knowledge at our fingertips will become even more critical

• Training programs are purposefully blended and tailored around needs

• Greater modularity, re-use of content and cost effectiveness

• Employees, partners, students and society as a whole are all knowledge

contributors

• Tap into the wider audience and leverage on their collective thinking

• Learning is evaluated and measured as any other business KPI

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Thank you!