Today s Sponsor: Today s Session: Integrated Learning Analytics: Strategies & Best Practices for Success. Nov. 7, 2012

Transcription

1 Today s Session: Today s Sponsor: Integrated Learning Analytics: Strategies & Best Practices for Success Nov. 7, 2012

2 Tips for the Webinar: Tweeting? Please use this tag: #IntegratedAnalytics (800) or (805)

3 Kim Lennon Senior Product Manager, SumTotal Systems Leads reporting & analytics across the SumTotal Human Capital Management suite. 15 years experience building and analyzing customer business data warehouses Interfaces with analysts, customers, prospects and partners Spearheads product design and product roadmaps relating to reporting & analytics

4 Integrated Learning Analytics Strategies & Best Practices for Success Presented by: Kim Lennon

5 Agenda Value Data Success Q & A Page 5 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

6 Page 6 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL VALUE

7 The Strategic Challenge: What to Measure? Source: Bersin & Associates, 2011 Page 7 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

8 Best Practice is to Align Measures Efficiency Time savings Operational improvements Immediate drill-down troubleshooting Effectiveness Data based decision making Pushes decision making up and down the organization Drives immediate action Compliance Risk assessment Gap analysis Business associate monitoring breach stats Page 8 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

9 Measuring Training Effectiveness Strategically Level 1 data - course level and LMS-level surveys Standardize questions so you can compare across programs Level 2 data - scores Establish a standardized scoring taxonomy and a "passing score" Regardless of the program, apply a "pass/fail" methodology Establish benchmarks: If you start measuring any of the areas consistently, you can start benchmarking programs against each other and comparing: Program Performance Performance of Business Units, Managers, Geographies for a given program Performance of Vendors, Instructors Performance of different delivery types Revenue, cost averages, and comparisons Page 9 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

10 Competency Scenario Problem Sales VP in reviewing sales proficiency dashboard, has identified a large proficiency gap for Region X in 3 of it s 9 competencies using self and manager assessments Solution Implement sales training based on financial competencies identified in the proficiency gap Alignment Region X business priority in 2013.increase our profitable growth by 10% Question Can metrics demonstrate if competency based training was effective? Page 10 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

11 Recommendations and Key Questions Focus on business priorities Solve for business problems, not HR problems Partner with the business Use what metrics you have Draw in data where it exists Centralize Share data break the silos Look beyond traditional methods Build analytical skills Leverage experimental design Make it stick to the business Never stop communicating Report on phases, not just end points Page 11 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

12 Business Impact of On-boarding Programs Surveys of new hires (talent acquisition asks them about satisfaction with the hiring process, including on boarding; this information is used to fine-tune the hiring and selection process, testing, and on boarding) Measures of attrition by function, level, region and globally Measures of retention by demographic group (e.g., baby boomers, Generation-X, Generation-Y, et al) Measures of diversity statistics on a monthly basis Measures of performance (during the performance management process, HR will check new-hire appraisals to look for metrics, such as percent of goal accomplishment) Page 12 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

13 Other View Points to Consider Calculate the cost of classroom training vs. e- Learning across your LMS and come up with a cost savings per student. Track percent % (people) who have completed their required training (with drilldowns into specific training items, example: sexual harrassment policy). Speed of response from the learning organization, speed of time to competence, speed of getting product information out to the worldwide sales and marketing organizations... Page 13 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

14 Poll #1: What is the most important learning measure for organization? Consumption who is taking what? Efficiency how much are we spending/saving? Satisfaction are learners getting what they want? Impact are we driving business results? Page 14 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

15 Page 15 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL DATA

16 Best Practice For Developing Metrics Problem Solving Analytics Metrics Data Elements Page 16 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

17 Best Practice For Developing Metrics Example Problem: Retention of Key Talent Analytics: Understand the extent of the problem, how it has changed over time, where it is the most prevalent and possible causes Metrics: Attrition Rate, Involuntary & Voluntary Termination Rate, Employee Engagement and Satisfaction Rate Data Elements: Terminations, Headcount, Termination Reason, Engagement scores by month segmented by employee groups and departments Page 17 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

18 Best Practice is to Align Information Measures Computed Measures Dimensions (hierarchical) Enrollments Enrollment Rate (population) Completions Completion Rate Manager Curriculum, Course, Object Scores Average Score Organization, Business Unit Student-hours Student Hours per Qtr/Year Geography - Country, City Revenue Revenue per course/hour Facility, Room Cost Cost per student-hour Skill Group, Skill Instructor Delivery Type (e-learning, ILT,etc) Delivery Object (book, job aid, etc) Page 18 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

19 Key Points when Considering Metrics & KPI Ensure that your Metrics & KPIs are directly tied to your vision and mission statements Ensure that you have set target goals Ensure that the identified KPIs and measures are specific, measurable, achievable, realistic and time-bound Ensure that you have clearly defined each KPI and the benefits each can bring in managing institutional or campus performance Ensure that the outlined KPIs, measures and dimensions are correctly mapped to business requirements Page 19 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

20 Poll #2: Based on your experience, what has been the biggest challenge for using evaluation metrics to demonstrate business impact? Leadership isn t interested in HR solutions Not sure what or how best to measure HR solution impact Don t have the time, $, or resources to track, analyze and report Fragmented data Not 100% sure there is an impact Page 20 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

21 Page 21 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL SUCCESS

22 Strategic Use of Data Across Organization Improve executive decision making about the workforce. Track and focus HR initiatives. Reduce workforce costs. Reduce IT and human resources reporting workloads. Page 22 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

23 Best Practice on Measuring Success Improve / automate manual processes Gaps within business visibility (compensation budget) Improve data accuracy and consistency Compliance for training Provide visibility to feeder populations for executives through senior management around the org Provide good reporting (standard and ad hoc) for management to see into these feeder groups Provide flexible reporting structures since they have a globally diverse, non-flat organization Page 23 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

24 Page 24 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL SumTotal Strategic Workforce Analytics

25 Strategic Workforce Analytics Talent/ Custom Portal Pre Built Key Performance Indicators (KPIs) Learning Hiring 3rd Party systems - SAP, Oracle, PeopleSoft Role Based Dashboards Performance Compensation Legacy & Custom Data Warehouse Interactive & Ad-hoc Reporting External Business Data Alerts & Actions Integrated Strategic HCM - Talent Data Warehouse Succession Career Development Flat Files (CSV, XLSX) Most comprehensive Strategic HCM-Talent Data warehouse 200+ HCM interlinked business objects across learning, performance, succession, compensation hiring and career development Rationalized data and security across these dimensions and processes Pre-built & Ad-hoc key performance indicators for most industry needs Pre-built role based dashboards and 50+ KPIs most critical to companies Flexible and quick ad-hoc KPIs and reports to enable dynamic analysis Strategic workforce analysis integrated with external business data Measure the impact of strategic HCM processes based on impact to any business drivers and data like financial, sales, customer satisfaction Easy to add any external data source and create integrated reports Actionable Intelligence for execution excellence Drill down into the detail transactional information from any analysis Drive closed loop execution and continuous improvement with integration transactional actions from reports Page 25 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

26 SumTotal Strategic Workforce Analytics Rich set of Out of Box Reports, Dashboards, Metrics, KPIs Flexible Ad-hoc Reporting Actionable Analytics Workforce Planning Office Integration Increased Sales from 4.5 M to 9.5 M Direct impact increase of headcount Page 26 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

27 Golden Rule Page 27 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

28 It s your turn! Ask our expert Kim Lennon klennon@sumtotalsystems.com Free Analytics & Learning Resources Visit us at On-Demand Webinars HR Analytics for 2013: Strategies & Tactics for Success Measuring Learning Effectiveness with Analytics Whitepapers Using Analytics to Achieve the Greatest Value from Workforce Initiatives HR Field Guide: 5 Tips to Effective Learning Management 5 Ways to Improve Learning with Performance Management HR Field Guide: 5 Tips to Effective Mobile Learning Page 28 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

29 Page 29 - November 7, 2012 PROPRIETARY AND CONFIDENTIAL

30 Upcoming Webinars: Nov. 13: Ken Blanchard on Growing Great Leaders Nov. 14: Supporting Talent, Unleashing Potential Nov. 27: Helping Your Sales Team Choose the Best Tools Nov. 28: Negotiation Skills: Making Concessions Count For More Info / To Register / To Access Archive: Type Webinars into Search Box at TrainingIndustry.com Type On Demand into Search Box at TrainingIndustry.com

31 View On Demand! Dec. 7, 2012

32 On behalf of Training Industry, Inc., thanks to: Today s Speaker: Kim Lennon Today s Sponsor: SumTotal All of you for attending Questions or Comments? Please contact Tim Sosbe: tsosbe@trainingindustry.com