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Creating an evidence-based strategy
13th May 2015
Laura Overton, Founder – Towards Maturity
@LauraOverton
Ruth Stuart, L&D Research Adviser – CIPD
@RStuartCIPD
HOW DOES L&D DELIVER BUSINESS VALUE?
Achieving alignment
@RStuartCIPD @LauraOverton
Achieving greater business alignment is the number 1 focus for L&D professionals over the next 2 years
…organisations that measure the impact of L&D are more likely to be aligned to business needs…
Lack of clarity
regarding the
business
strategy
Changing /
conflicting
business
priorities
Lack of
business
insight
Barriers to alignment
L&D
undervaluedSilo culture
Lack of
resources
@RStuartCIPD @LauraOverton
Learning evaluation
• Half do not conduct any evaluation on the majority of L&D activities, or limit it to satisfaction
• Just 7% evaluate the wider impact on the business and/or society
@RStuartCIPD @LauraOverton
WHICH OF THE FOLLOWING
BUSINESS OUTCOMES JUSTIFY
A SUBSTANTIAL INVESTMENT IN
WORKFORCE DEVELOPMENT?→ Lower employee turnover
→ Increased employee engagement
→ Positive ROI
→ Change in business direction
→ Reduced cost
→ Increased productivity
→ Greater responsiveness to the new
→ Increased profitability
→ Stronger Employee brand
55% Increased productivity40% Greater responsiveness to new39% +ve employee engagement37% Increased profitability 36% Lower employee turnover
ECONOMICS INTELLIGENCE UNIT EVIDENCE
22% Positive ROI18% Reduced cost14% Change in business direction11% Stronger Employee brand
Economic Intelligence Unit Sept 2014
Today’s L&D professionals
also want more.
Data-Driven Decision Making
Business leaders use data to:
PersuadePrioritisePersonalisePredictPlanImprove performance
Outperformer:An organisation with clear purpose that uses benchmarking to continually stay ahead of its peers!
“
”
WHAT EVIDENCE IS
THERE THAT CAN A
MODERNISED
LEARNING STRATEGY
CAN ADD REAL
BUSINESS VALUE?
Persuade and Prioritise
Gaining Market Share17% rise in customer satisfaction
10% improvement in revenue
Talent9% reduction in attrition
17% improvement in engagement
14% improvement in productivity
12% reduction in time to competency
Deliver New Products & Services
Change new products & services 23% faster
Roll out new IT applications 26% faster
Independent evidence from over 400 L&D leaders:
Gaining Market Share17% rise in customer satisfaction
10% improvement in revenue
Talent9% reduction in attrition
17% improvement in engagement
14% improvement in productivity
12% reduction in time to competency
Deliver New Products & Services
Change new products & services 23% faster
Roll out new IT applications 26% faster
Independent evidence from over 400 L&D leaders:
AND Deliver Efficiency
- 17% Cost reduction+21% Volume- 22% Delivery time - 20% Study time
How Do our Staff Learn Best?
91% learners learn from collaboration with team workers
81% from manager support
73% from web search
64% from formal education courses
50% from live online learning, mobile or self paced e-learning
82% want to learn at their own pace
What is stopping staff from learning online?
63% Lack time
40% Can’t find what they need41% Irrelevant content
28% Lack of somewhere appropriate to study
26% Uninspiring content
25% Technology issues
22% unclear objectives
5,700 staff
ONLY 1/3OF L&D LEADERS KNOW
HOW THEIR STAFF
ACTUALLY LEARN AT
WORK…
This type of evidence helps us to Predict and Plan
Metrics used always or frequently
Learner
reflection
(80%)
Manager
reflection &
feedback
(52%)
HR metrics
(e.g. absence)
(39%)
Standard
internal
measures (e.g.
engagement)
(37%)
Strategic
measures
(e.g. business
behaviours)
(35%)
Stakeholder
reflection and
feedback (35%)
ROI
(22%)
@RStuartCIPD @LauraOverton
Business
metrics
(32%)
Using the findings
Always or frequently:
• 66% update the L&D intervention
• 52% share the results with the business
• 53% review the delivery method
• 49% share the results to specifically inform business strategy
1 in 5 say they produce a report of summary of the findings but rarely act on the data!
@RStuartCIPD @LauraOverton
Those who are doing things differently are more likely to be aligned
They always or frequently:
• Update the L&D intervention (84% vs. 48%)
• Share the results beyond HR (75% vs. 33%)
• Share results to inform business strategy (71% vs. 29%)
@RStuartCIPD @LauraOverton
Barriers
IT systems
39%
Funding
28%
L&D / HR
capability to
conduct
evaluation
25%
Quality of
data
32%
Other business
priorities
45%
Other L&D / HR
priorities
21%
@RStuartCIPD @LauraOverton
Do we have the skills?
• L&D: Evolving roles, enhancing skills research
Analytical capability is a critical gap
• Towards Maturity Benchmark:
96% consider programme evaluation a priority
41% say they have the skills in-house
@RStuartCIPD @LauraOverton
To drive change and use evidence effectively we need to invest in
ourselves first
What skills do you need to build?
21@RStuartCIPD @LauraOverton
Data-Driven Decision Making
Business leaders use data to:
PersuadePrioritisePersonalisePredictPlanImprove performanceOutperformer:
An organisation with clear purpose
that uses benchmarking to
continually stay ahead of its peers!
“
”
Note of caution about L&D benchmarks
About benchmarking
TM Index
THE TOP 10%New for 2014
Exploring effective practices of the topperforming learning organisations
DNA of the Top Deck companies
Improved application of learning in the
workplace
Faster response to changing business
conditions
Increased productivity on the job
TOP DECK Average
New Learning benchmarks
Creating an evidence based learning strategy – where next?
• External evidence• To influence change
• Within the team• Within the business
• To inform decision making• To focus on outcomes
• Benchmarking• External evidence to improve internal
performance
• Internal Evidence• To engage and motivate• To inform
@RStuartCIPD @LauraOverton
Share your email address to receive a CIPD and Towards
Maturity evidence resource pack
What will you do differently?
28@RStuartCIPD @LauraOverton
Thank you
Get in touch at @RStuartCIPD or @LauraOverton
29