LMS Reality Check: How Much Talent Management Functionality ...
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LMS Reality Check: How Much Talent Management Functionality Do You Really Need in an LMS? Bryan Chapman Chief Learning Strategist Chapman Alliance [email protected]
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Transcript of LMS Reality Check: How Much Talent Management Functionality ...
LMS Reality Check: How Much Talent Management Functionality Do You Really Need in an LMS?
Bryan ChapmanChief Learning Strategist
Chapman [email protected]
Polling Question #1
Who are you?
Human Resources (HR) Training Line of Business Operations Senior Management Other
HR
LINE OF BIZ
Training
Polling Question #2
Who does “training” report to in your organization?
Operations Human Resources (HR) Line of Business Manager Other
Who owns performance Management in your
organization?
Convergence of Learning and Talent Management
LMS
TalentManagement
Compensation Management
Talent Acquisition
Time and Attendance
Performance Appraisals
CompetencyManagement
Career and Succession
PlanningWorkforce Planning
Classroom Management
Onboarding
e-Learning
PerformanceManagement
Certification &Assessment
Learning ContentManagement
Learning ReportingAnd Tracking
Convergence of Learning and Talent Management
LMS
TalentManagement
Compensation Management
Talent Acquisition
Time and Attendance
Performance Appraisals
CompetencyManagement
Career and Succession
PlanningWorkforce Planning
Classroom Management
Onboarding
e-Learning
PerformanceManagement
Certification &Assessment
Learning ContentManagement
Learning ReportingAnd Tracking
Performance Management
Performance Management
Goals of Performance Management
• Align employee behaviors with organizational goals and guiding principles
• Ensure employee motivation and accomplishment of objectives
• Improve interactions between managers and employees about performance
• Document employee performance objectively for use in development and rewards
Convergence of Learning and Talent Management
LMS
TalentManagement
Compensation Management
Talent Acquisition
Time and Attendance
Performance Appraisals
CompetencyManagement
Career and Succession
PlanningWorkforce Planning
Classroom Management
Onboarding
e-Learning
PerformanceManagement
Certification &Assessment
Learning ContentManagement
Learning ReportingAnd Tracking
Solutions originating from HR Automation Sector
• Taleo• BrassRing• Vurv• Authoria• Ceridian• Halogen• SuccessFactors• Cezanne• Softscape• SAP• Oracle
Convergence of Learning and Talent Management
LMS
TalentManagement
Compensation Management
Talent Acquisition
Time and Attendance
Performance Appraisals
CompetencyManagement
Career and Succession
PlanningWorkforce Planning
Classroom Management
Onboarding
e-Learning
PerformanceManagement
Certification &Assessment
Learning ContentManagement
Learning ReportingAnd Tracking
Solutions originating from the Learning Space
• Saba• Cornerstone • GeoLearning• Learn.com• KnowledgePlanet• Plateau• TEDS• SumTotal
Cost vs. Functionality of learning platform
Skill-Gap Analysis
Launch e-learning
Advanced Classroom Management
Content Development Tools
Reusable Learning Content
Happy Sheet
Talent Management
Analytics
Language support
3rd party content
Deep Backoffice Integration
Certification
Testing
Advanced Question Types
Reporting
Collaborative Learning
E-commerce
Informal Learning Repository
Regulatory & Compliance Tracking
Multiple Portals
Who are the buyers/owners? (LMS)
Training HR IT LINE OF BIZ
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10
15
20
25
30
35
40
45
Training HR IT Line of Biz
Levels of Performance Management Treatment
Level 1. Paper-based, filing system (pharma non-example)Level 2. Spreadsheet or other standard application, tracking compliance and qualificationsLevel 3. Using isolated tools for performance management (i.e. forms for performance appraisals, stand-alone 360 degree assessment.Level 4. Learning Management System (LMS) with robust tracking, competency management, blended learningLevel 5. Convergence of LMS and Talent Management
Polling Question #3
Which level of performance management best describes what you are doing?
Paper-based Spreadsheet and/or other standard tools Specific tools for specific tasks LMS Integrated LMS/Talent Management Suite
Typical Evolution of Performance Management
New CompanyHuman Resources Training
Deploy system to track employees, benefits, compensation
Oversee annual performance reviews Provide learning content in the areas of
management, regulatory/compliance, and software application
Work with “competencies”
Skills, knowledge and attitude training Manage classroom and online learning Provide a catalog of learning content to
teach people how to “do their jobs” Creates reports showing “learning gains” Measures through “competencies”
Does the word “competency” mean the same thing to both groups?
New CompanyHuman Resources Training
Radiology Technician: Operates X-ray equipment Good people/patient skills Practice patient safety Teamwork/Collaboration
Radiology Technician: Follows correct procedure to calibrate X-
ray equipment Practices seven steps to mixing chemicals
without endangering patients When encountering a difficult patient,
practices proper engagement strategy
Blending learning and OJT
Automated Notification
Annual Performance Reviews
Bloom’s Taxonomy
• Knowledge Action verbs: list, define, tell, describe, identify, show, label, collect, examine, tabulate,
quote, name, who, when, where, etc.
• Comprehension Action verbs: summarize, describe, interpret, contrast, predict, associate, distinguish,
estimate, differentiate, discuss, extend, etc.
• Application Action verbs: apply, demonstrate, calculate, complete, illustrate, show, solve, examine,
modify, relate, change, classify, experiment, discover, etc.
• Analysis Action verbs: analyze, separate, order, explain, connect, classify, arrange, divide,
compare, select, explain, infer, etc.
• Synthesis Action verbs: combine, integrate, modify, rearrange, substitute, plan, create, design,
invent, what if?, compose, formulate, prepare, generalize, rewrite, etc.
• Evaluation Action verbs: assess, decide, rank, grade, test, measure, recommend, convince, select,
judge, explain, discriminate, support, conclude, compare, summarize, etc.
Kirkpatrick – 4 Levels of Evaluation
• Level 1 – Reaction (did they like it?)
• Level 2 – Learning (did they learn something?)
• Level 3 – Behavior (do they now perform better?)
• Level 4 – Results (are we meeting organizational goals?)
Donald KirkpatrickAuthor
Is “Performance Management” a product or a practice/process?
Consider the practice of “Knowledge Management”
Name the top 3, Knowledge Management solutions.
Define the term “knowledge management”
Knowledge management in an organization is controlled by which group?
Major Healthcare Company
Training department getting ready for major initiative to map competencies to learning
Discovery: HR has a new job/role, competency mapping project underway
Use organization’s ERP system (Oracle) for tracking competencies and competency management
Further Discovery: Competencies are not for all jobs. Mid-level managers and higher
What is the major difference between what these two groups are trying to accomplish?
How can this serve as a point of synergy, instead of crippling the project?
Oil Company
Training department learns about self-service, succession planning - a tool available in their LMS
Succession planning based on skill gap analysis across roles
HR/Organizational development has been working on automated record keeping for their succession planning process
Based on existing model of “career ladder” and “nominations” for successor
What is the difference between each group’s point of view?
What is the opportunity for synergy?
High Tech, Computer Hardware Manufacturer
Excellent example of synthesizing HR and Training goals and achieving great success.
Work together to create pre-employment exam, focusing on technical aptitude
Spent apx. $1 Million on production and deployment of exam.
Saved the company an estimated $23 Million by optimizing recruiting and hiring practice
Inv
olv
em
en
t
Time on job
HR
Training
RecruitRecruit OnboardOnboard
Line of Biz
LearnLearnAppraiseAppraise
CareerCareer
CompensateCompensate
PromotePromote
Cathay Pacific Airline (Hong Kong)
Learners: 14,000 staff worldwide; very geographically disperse
Best Practice:Connecting annual performance review with actual, observed behavior as opposed to arbitrary pay increase. Using an LMS
Previous approach: annual reviews almost always lead to annual pay raises, based on simple, scored form
The process was sending the wrong message about what constitutes good performance
Goal: Build an environment that encourages the practice of desired “behavior”
LMS serves up a combination of learning and performance events, then creates a profile to reward performance.
Tips for optimizing performance management using an LMS
• Open communication between HR and Training; find a way to work together on competencies
• If you already have some form of competency management in place, link it; rather than replace
• Blended learning is more about on-the-job training, than it is about mixing classroom and online. Don’t be afraid to have your learners “perform.” It is the key to performance management.
• Take advantage of the testing capabilities of your LMS to measure knowledge. Pass this information along during performance reviews
Tips for optimizing performance management using an LMS (cont)
• Use Analytics to measure Kirkpatrick levels 3 and 4. It will take some thought, but you can do it.
• Try taking on “onboarding” as a task for you LMS. You can mix forms and learning into a single environment. Great proof-of-concept for what is possible.
• The most important thing you can do is to create a unified, learning delivery system to bridge the content from HR, training and other content providers into a unified, individualized learning plan.
Unified SystemUnified
InterfaceIndividualized Learning Plans
Common messaging
Comprehensive Transcript
