Learning & Development at KPMGElaine McGleenanHead of Learning and Organisational Development

KPMG

• Audit• Tax• Advisory

2,000 employees

Dublin, Cork, GalwayBelfast

IRELAND

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Having an efficient business model

Being number 1 in our markets

Our people are the key enablers to our

success

Our people are the key enablers to our

success

Equipping our people to deal with more complexity and greater client demands

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Learning at KPMG

14Professionals

Designers CoordinatorsTrainers

Subject Matter Experts

Consultants

Technical

Audit / Tax / Advisory

Mandatory Technical Training

Trainee / Senior / PDM

Professional Exam Support Programme

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Business

Business Awareness

Industry Knowledge

Client Relationships

Influencing / Negotiating / Selling

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Leadership

Personal Leadership

Leading Others

Thought Leadership

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Organisational Development

Development/ Assessment Centres

360 Feedback

People Survey

Talent Management

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70:20:10 Model

70:20:10 - Why?

“Informal learning is generally more effective, less expensive and better received than is formal counterpart” (Jay Cross, Informal Learning)

“Organisations with strong informal learning capabilities….are 300% more likely to excel 

at global talent development than organisations without those competencies” 

(Bersin & Associates, March 2012)

“Increasing the ratio of ‘on the job’ learning vs. ‘away from the job 

learning’ by as little as 10% would benefit the average US firm by 2800 productive days and the average Fortune  500 firm by almost 25000 

productive days a year”(CIPD / Cornerstone OnDemand Learning and Talent Development Survey 

2012)

70:20:10 – Why?

• The 70:20:10 approach, supports our vision to building a High Performance Culture

• It ensures our people receive the development they need it, in the way they want it – “just in time, just enough”:

– So they can develop and perform to their full potential– So they can more effectively manage their careers– So that we can tangibly demonstrate, internally and externally, our commitment to 

providing world class learning– With best in class technology

The Business Benefits are Significant

Empowered Employees■ Increased employee confidence ■ Access to the content they most need■ Increases employees speed to competence■ Improves motivation and engagement, reduces turnover

Quality of Client Service■ Innovation■ Flexibility ■ Collaboration 

Efficiency & Cost Optimization

■ Joined up approach ■ Reduces content duplication■ Ensures optimal delivery

Business Growth

More confident go‐to‐market; more relevant and engaging conversations with clients

Talent attraction/retention: KPMG as the best place to learn

Globally consistent client service: Our clients become our greatest advocates

Greater return on investment: enhanced profitability

Speed and relevance of response to market opportunities: revenue growth

How Significant are the Benefits?

“Organizations with strong learning cultures significantly outperform their peers:

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46%More likely to be

strong innovators in their markets

58%More likely to go to be successful at developing 

skills needed for the future

34%More likely to go to market before their competitors

33%More likely to report higher customer satisfaction

300%More likely to excel at global 

talent development

Bersin and Associates June 2011; March 2012

Examples of the “70”: On the Job Learning

Learn & Develop Through Experience

• Apply new learning in real situations• Use feedback to try a new approach to an old problem• New work within role, problem solving• Increased span of control / Increased decision making• Day to day research, web browsing / Research and application of best practices• Champion or manage changes• Internal / External speaking engagements• Take part in a project• Secondments• Stretch assignments• Community activities

Examples of the “20”: Social Learning

Learn & Develop Through Others

• Informal feedback and work debriefs• Seeking advice, asking opinions, sounding out ideas• Coaching from managers• 360 Feedback• Coaching• Learning through networks / teams• Professional / Industry association involvement or active membership• Facilitated Group Discussions e.g. Action Learning

Examples of the “10”: Formal Learning

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Learn & Develop Through Structured Courses and Programs

• Courses, workshops, seminars• eLearning / Virtual Classroom• Professional qualifications /accreditation • Certification

70:20:10 in KPMG

70:20:10 Diagnostic

Understanding the Value of 70:20:10

Organisation of L&D

Integration with Talent Management

Informal Learning Supports

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Learning takes place everywhere... through job experience, collaboration with the right people, and via education (classroom, virtual classroom)

Learning takes place in the classroom

Knowledge is fluid shared by individuals across the FirmKnowledge is relatively static

Capturing lessons learned from experiences is embedded in project/engagement lifecycles

Capturing lessons learned from experiences is a personal and informal practice

Resources and best practices are actively shared across the global network

Resources and best practices are informally shared in ad hoc ways within one’s local network

From To

Learning Culture

KPMG – How We Learn

70 20 10 TBL Learning Culture

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10% - Structured Learning

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Classroom Based Learning

Business Unit Workshops

Professional Qualifications

Professional Reading

Technology Based Learning

20% - Learning through others

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Coaching 360 feedback Development Centres

the Hub Networking Events

Subject Matter Experts

Management Capability

Performance Management  

process

Graduate Development Programme

Secondment Opportunities

Training Delivery Opportunities

Cross Divisional Engagements / research projects 

70% - On the Job Learning

What does Experience, Collaboration and Education mean in practice?

We are revolutionising the way we learn

Education 

Collaboration 

Experience 

Director Development

Pre Centre coaching

Director Development Centre 

Development Planning

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Consideration of prior experience Personality Profile 360 Feedback 

Simulations, role‐plays Feedback, coaching Builds a support network

Formal – education Learning from others – collaboration  Experience

PowerPoint driven

TBL Case Studies

Workshops

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Accounting Standards Development Programme

Technology Based Learning

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Consistent Learning

Increased Knowledge Retention

Reduced Training Time

Accessible Learning when you need it 

So What?

Reduction in Classroom Based Training

More Technology Based Learning

Focus on Small Workshops

Strong Application on Learning

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