Upload
dimitris-kavvadias
View
14
Download
0
Embed Size (px)
Citation preview
Towards integrated talent management
LMS Readiness Stage
Agenda
• Introductions• Drivers• Where we aim to be 5 years from today• Lego land (building blocks –approach)• Roadmap (maturity model)• The players (Atrivision - HRD-MIG-Coms-ICT)• Stage 1: readiness project• Approval & signatures
Drivers
Today
•Ambitious business plan •Mission oriented in need of strong values embedded into personnel•Rapid growth•High recruitment rate•………………….
Tomorrow
•Need for enhancing alignment of learning strategy with business strategies and performance objectives•Learning culture needs to be reinforced•Significant improvement of the existing competency framework and curricula •………………………….
Five years from now…
Our house of learning
organization strategyHRM
strategyLearningconcept
strategic
OrganizationDevelopment
(change)
Subject MatterExpertise & Skills(going concern)
Personal Skills
Jobs, roles, competencies
tactical
planning & logistics
operationallearning management systemadministration & management info
Building Blocks
Integrated perfor
mance
Competency driven
Managed learning
Ad Hoc
Content Management
Program Strategy & Design
LMS
Content Management
Collaboration
Program Strategy & Design
Change Leadership
Testing & Assessment
LMS
Content Management
Collaboration
Program Strategy & Design
Change Leadership
Testing & Assessment
Competency Management
LMS
Content Management
Knowledge Management
Collaboration
Program Strategy & Design
Change Leadership
Testing & Assessment
Competency Management
PerformanceManagement
LMS
Content Management
Knowledge Management
Collaboration
Program Strategy & Design
Change Leadership
Testing & Assessment
Competency Management
PerformanceManagement
LMS
Visibility and Control
Cost Avoidance
Proficiency
Competitiveness
Shareholder valueLevel 5
Level 4
Level 3
Level 2
Level 1
Not happeningFully Engaged Partially EngagedProject Scope
Mobilisation Transition Transformation
PoC
•Validate concept & value•Validate & adjust processes•Define service management framework
Pilot
• 2 blended courses for approx 200 users•Introduce Learning Management•Pilot Learning Services •Gain Experience
Deliverables
•Hosted LMS•Learning Services Framework•Learning Operational Framework•Validated & refined CLS•Learning Programme Plan
01/04/08 01/05/09 01/05/10 01/05/12
Focus
• People and communications
• Knowledge transfer
• Service delivery infrastructure
• Service Management Framework
• Contract and financial management
• Technology and work environmentDel
iverables
• Installed LMS behind firewall
• Interoperability with e-Synergy and Navision
• Learning Services & Content Center
• General Skills Curricula
• Core BU Professional Skills curricula
• Draft Competence framework
Focus
• Project Management
• HR Architecture agreed and documented (process, roles, interactions)
• All HR IT Applications implemented where appropriate
• Technical Architecture and systems environments established
• Change and communications managed within the CAP© framework
• HR Sourcing project and establishment of Suppliers & Vendors services
01/09/08 Hosted LMS Pilot Start
Focus
Operation
• Service Delivery
• Operational Excellence
LMS Readiness Stage
Proposed Project Plan
An LMS is about
• A first step in implementing a long term HR vision
• Access to both central and decentral course offerings
• Management information about the uptake and cost of training
• Sharper purchasing contracts• Running efficient learning processes
Project objective
Piloting the use of an LMS:• Gain experience using the LMS• Understand the impact on the organization• Prepare a smart program plan for enterprise
wide implementation
Success is:
• The LMS supports Econcern’s learning processes efficiently
• Both the back office and the employees understand the functionality of the LMS and are able to work with it
• Need identified to extent the course catalog, the user group and the functionality of the LMS
High Level Schedule
September October November December January February March
Design
Realisa-tion
Test & Implementa
tion
Live – Pilot Courses
Implementation Plan
Go/No godescision
Risks
• Responsibilities not clearly defined• Lack of consensus about preferred configuration of the
LMS and the learning processes• Back office not fully prepared at live date• Employees not supported optimally because of lack of
knowledge and experience in the back office• Changes in the preferred design and scope of the
project, causing delay in project delivery.• Rebranding of Econcern coincides with the LMS project
(risk or opportunity to launch properly?)
Change Management
Key to a successful implementation is the embedding in the organization. This requires:• Start small, plan developing steps carefully• Meaningful evaluation of the readiness stage• Communication to stakeholders and the
business• Powerful learning programs• Back office training