Putting hr in the driver’s seat of collaborative social learning and leadership development

Putting HR in the Driver’s Seat│1 © 2013 Peoplefluent November 12, 2013

Putting HR in the Driver's Seat of Collaborative Learning and Leadership Development

Meghan M. Biro CEO and Founder, TalentCulture Consulting Group Kevin W. Grossman Director of Product Marketing, Peoplefluent

© 2013 Peoplefluent


Putting HR in the Driver’s Seat │2

Agenda

• Are You in the Driver’s Seat? • Performance and One Size Fits One • Challenges • It’s All About Engagement • What Can Technology Do to Drive Learning,

Leadership Development & Engagement? • Recap • Q&A




Are You in the Driver’s Seat?




Poll Question #1

What are your primary people development initiatives for 2014? (select all that apply) • SCORM-compliant training • Cross-functional training • Job shadowing • Career pathing • Just-in-time learning via on-demand videos • Peer-to-peer learning communities • Leadership development • Mentor programs • Internship programs • All of the above




Performance Is The Goal

#WISDOM2013




One Size Fits One




One Little Hashtag




Taking Development Seriously




Taking Development Seriously




Doesn’t Everyone?

#WISDOM2013




The Challenges We Face As Employees

Who I work with is just as important as the

company I work for! Where do I find the content that really helps me learn

what I need to know?

Can someone explain to me the process for this?

I can’t believe there’s no documentation about this!

I’m so frustrated that nobody’s on the same page! Does anybody know the

answer to this question?

Who should I work with on this project? I have no idea

where to start.

Who’s that guy and what does he do?

#WISDOM2013




The Challenges We Face As Managers

If she quits, we’re in trouble. She’ll take so much

knowledge with her! I just had a great 1:1 with my employee; I wish you

all had been there.

How can I create more continuous training

content?

I know there’s a performance issue here, but I don’t know

why it’s happening!

My employee is so passionate; I wish the

rest of my team was like that.

I wish my team could learn from my experience.

We’ve done so many edits, I don’t know which

version we’re on anymore.

We just spent two hours in a meeting and

everyone took something different out of it.




Poll Question #2

Employee engagement at my company is: • Great • Good • Fair • Not so good • Oh my • No comment




Engagement

The state of emotional and intellectual involvement that motivates employees to do their best work and perform at their full potential.

#WISDOM2013




Energy, Drive & Focus

“Why do we call it engagement? When employees meet each other in the hallway, do they ask each other ‘Are you engaged today? No, they don’t. What we’re really talking about is improving individual and organizational energy, drive and focus.” Marcia Conner Collaborative learning thought leader, author and Principal of the SensifyGroup




Lots of Folks Aren’t. So what?

#WISDOM2013




Yikes

• $300 billion productivity problem • 70% of employees aren’t fully engaged

#WISDOM2013




Problem: Workforce Engagement

#WISDOM2013




18%

30%

52%

70% of American workers are

“not engaged” or “actively disengaged”

“State of American Workplace”, Gallup, June 2013

Not Engaged

Actively Disengaged

Engaged

61%

38

%

1%

45%

33%

22

%

57%

3%

40%

97% ENGAGE by: • Learning • Development • Collaboration • Communication • Goal Setting • Assessment • Measurement • Incentive • Reward • Career Planning • Succession • Recognition • Analytics • Visibility • Transparency

Problem: Workforce Engagement




The Effects on Business

Amount companies lose per disengaged employee per year

$ 2,246.00

Typical cost of turnover as a percentage of salary

48% - 61%

#WISDOM2013




And That’s the Organizational Challenge

#WISDOM2013




The Effects on Business

When compared to their competitors

organizations with world-class engagement are

18% More Productive

Organizations with high engagement levels post total

shareholder returns

22% Higher than Average

#WISDOM2013




Higher Engagement = Growth

• Higher growth and stock prices for public companies • Outperformed the S&P average 8 of 10 years • Increasing employee engagement number one

strategic priority

#WISDOM2013




Employee Engagement Elements

• Social o Is this an organization where I feel involved, part of a good team? o Is my organization serving the community?

• Intellectual o Am I able to grow? o Is my job stretching and interesting? o Do I know what’s happening? o Do my opinions count?

• Emotional o Do I care about the organization and feel I belong? o Am I valued?

#WISDOM2013




Employee Engagement Types

Emotional Commitment Rational Commitment

Employees stay with their organizations when they

believe it is in their self-interest

Employees exert discretionary effort when they believe in the value of their job, their team,

and their organization

#WISDOM2013




Poll Question #3

What learning and collaboration systems do you currently have deployed at your company? (select all that apply) • Learning Management System (integrated with Talent

Management System) • Learning Management System (stand-alone) • Social Collaboration Platform (outside vendor) • Social Collaboration Platform (developed internally) • Company Intranet (outside vendor) • Company Intranet (developed internally) • None of the above




Social Collaboration Tech Helps

#WISDOM2013




Business Collaboration & Learning

• Collaboration has become more important to business - strategic

• Organizations are still adapting to collaboration in business

• Deployment of collaborative initiatives starts at top

• Collaboration improves communication, learning and leadership development

#WISDOM2013




States of Social Collaboration

• It’s ranked as one of the top priorities (16%)

• Most organizations do not restrict

collaboration (47%)

• It has improved results of activities and processes significantly

• Better communication, learning knowledge sharing is top benefit (72%)

#WISDOM2013




States of Social & Informal Learning

• More than 80% of corporate learning occurs through informal approaches

• Over 60% of organizations are leveraging social learning in some fashion today

#WISDOM2013




States of Video Technology

• 188.5 million Americans watched 46.7 billion online content videos in August 2013

• 75% of executives watch business related videos every week. • MOOC’s are everywhere




Massive Open Online Courses

70 percent of respondents said they saw opportunities to integrate MOOCs into their own company’s learning programs




Social Collaboration Boosts

Related Research: > Management (54%)

majorly believes that internal social media software or services help companies in sharing knowledge.

> Almost two-thirds of Very Large (64%) businesses believe internal social media software or services help in sharing knowledge.

49%

37%

34%

24%

23%

What areas does social collaboration help your company achieve its goals?

Knowledge sharing

Collaborating

Learning

Meeting

Onboarding




The People Life Cycle Model

Collaboration and Analytics

Compensation Management

Performance Management

Workforce Compliance & Diversity

Learning & Development

Succession Planning Succession Planning

Contingent Workforce Management Contingent Workforce Management

Recruiting Recruiting

Workforce Planning & Analytics



Plan Acquire Train Compensate Retain Develop Transition

Data Integrity




For Example

• Rich video content for learning, knowledge transfer, collaboration and communication

• Coaching, guidance and learning for leaders • Communicating more effectively • Aligning company and business goals • Enhancing productivity of learning through video • Connecting informal learning with quizzes • Integrating with LMS




Embrace the Continuous Informal

• Capture those critical water cooler conversations

• Share the knowledge that comes from an individual’s experience

• Create a centralized knowledge repository for your team or your entire organization, where every member contributes and all ‘tribal knowledge’ is documented (videos)

#WISDOM2013




You Can Do This

• Create an easy-to-use onboarding checklist that guides employees through their training and provides a single source for all the information they need

• Customize the pace of learning to suit an employee’s individual needs and ensure better knowledge retention

• Connect your new employees with their colleagues and culture on their first day

#WISDOM2013




How to Get Started

• Know what you’re trying to achieve

• Technology should not be disruptive – the key to adoption is implementing systems that enhance your business process, not disrupt it

• Mirror Your Users; remember one size fits one • Match Goals with Strategy: Ask the right

questions, get the right data

#WISDOM2013




Recap

• Engagement matters – a lot • Use social collaboration tools to increase engagement

• Employee satisfaction and engagement along with

retention rates are the most important workforce metrics

• Social learning increases employee engagement in organizational processes

• Social Collaboration can be leveraged across the entire Employee Lifecycle

#WISDOM2013




Just Drive




Peoplefluent Overview

Helps management make better people decisions based

on analytics and detailed HR information.

Helps employees

find their career path, communicate, collaborate and learn.

Helps HR & learning

pros measure the effectiveness Of learning programs and

demonstrate the results to the business.




Creating a more engaging workspace

#WISDOM2013

Fast links to all your

solutions in one place

Configurable dashboard

View active content,

communities that is relevant

to you

Drive manager preparedness and promote

seasonal priorities

View learning

actions to build your

career

Pervasive Video

Groups & Workspaces

Single Sign-on

View facts that highlight areas that should be

noted




Thank you! Questions?

#WISDOM2013

Kevin W. Grossman Director of Product Marketing [email protected] @KevinWGrossman 831-419-6810

Meghan M. Biro CEO and Founder, TalentCulture Consulting Group [email protected] @MeghanMBiro 617-921-2071

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