Training Technology Trends in Digital environment

Transcription

1 Training Technology Trends in Digital environment How will Digital Transformation transform all of us Galit Fein & Einat Shimoni EVP & Senior Analysts STKI 1

2 Digital enterprise Digital transformation From enterprise application to apps Hyper connected employee Different types of workers Centennials LMS trends Online training Digital training 2

3 The Digital Revolution of Digital Business Branch/ field Workforce Mobile Workforce Real time analytics Expenses 3

4 What is Digital Technology? Efficiency and doing away with the human touch? NO Is making the work experience more tailored to individual strengths, flexible portable, collaborative meaningful to employees throughout the organization 4

5 Enterprise Digital Transformation access to org info from mobile devices Start with change the core biz NOT just about smartphones BUT how people work in motion 5

6 The Way We Build Software Is Changing Consumer experiences Employees are looking for consumer mobile experiences. They are pressing IT to give them, in the workplace, the kinds of apps they use every day on their own devices Apps Organizations have to move from enterprise applications to apps Agility Enterprises push for greater IT agility, there is a sharp shift toward simpler, more modular, and more custom apps Mobility Organizations must embrace mobile not just as a device, but as a way of working. 6

7 faster & easier job performance business process innovation 7

8 The hyper-connected employee 8

9 The future of work 9

10 Different types of workers require different types of tools 10

11 Millennials versus Centennials Source: 11

12 Think Millennials were challenging? Source: 12

13 Employees expectations today from training The training I receive today is not relevant to my processes or career path Training apps should know me better I want interesting and engaging content I need live support while doing something Not interactive enough I want to go over it at my own pace How can I interact with other learners? 13 13

14 Employee-driven training program Next generation training technologies will be customizable, flexible, engagement oriented, mobile, social and will enable continuous analysis 14

15 Online training statistics People still need formal classroom education, but this is now less than half the total hours people consume in training around the world. And among the highly advanced companies, as much as 18% of all training is now delivered through mobile devices. Forbes 15

16 MOOCs as a disruptor for corporate training MOOCs (Massive online open courses): Free online courses Testing Grading Peer to peer learning Certificates How will it affect corporations? Coursera, EdX, lynda.com, Pearson, Skillsoft, Udacity, Udemy 16

17 Recommended read: 17

18 Bank of America + Khan Academy 18

19 LMS statistics 19

20 The rise of digital training 20

21 Frontal versus online shift 1. Frontal Training 2. Online training 3. Blended Learning 21

22 What s the difference between information and knowledge? It s like the difference between knowing Julia Roberts phone number and Knowing Julia Roberts - Woody Allen 22

23 Basic HR-BI reporting: a non-issue in HCM suits Embedded reports can answer the what questions: Time to Hire Cost per Hire Attrition Rates Headcount Changes Training days per employee But it is not enough! How does this impact workforce strategy and decision making? 23

24 You will need to understand what and why in order to get to the how What happened? Understand why? What will happen next? It s necessary to understand why and ask questions In order to apply this knowledge in strategic decision making How to adapt our strategy? 24

25 Datafication of HR 25

26 Evidence-based HR Evidence-based HR uses data, analysis and research To understand the connection between people management practices and business outcomes such as profitability, customer satisfaction and quality Source: KPMG 26

27 How does it work? 1 Identify a business challenge A Bank wants to improve branch performance 4 Analyze data Think about the best visualization and storytelling tool to convey message to leaders 2 3 Develop Hypothesis There may be a link between the type of employees in a branch and its overall performance. Which data is needed? HR & workforce data Financial performance data Customer data 5 6 Validate data & findings Work with senior HR leaders, customer engagement and branch. If it s good move on, if not back to stage 2 Leverage insight into business decisions Consider first running a pilot on one branch Source: KPMG 27

28 Market the results By using Storytelling & Infographics This is good. This is not. 28

29 And it pays off Source: Bersin, Deloitte 29

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31 Recommendations Identify the top most relevant areas for business leaders What are the data elements needed? HR expert analyst Eventually, HR should hire its own people with advanced analytics skills or develop skills internally, but at the early stages, HR can learn a lot from finance staff who are good with data manipulation and analysis. (Source: Bersin, Deloitte) People data is also found outside of HR Start with HR data, Talent acquisition, Performance data Next add: sales data, financial data, operational Don t forget to market the results! 31

32 That s it. Thank you! 32