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Creating an evidence-based strategy

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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


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HOW DOES L&D DELIVER BUSINESS VALUE?


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Achieving alignment @RStuartCIPD @LauraOverton …organisations that measure the impact of L&D are more likely to be aligned to business needs…


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Lack of clarity regarding the business strategy Changing / conflicting business priorities Lack of business insight Barriers to alignment L&D undervalued Silo culture Lack of resources @RStuartCIPD @LauraOverton


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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


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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


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55% Increased productivity 40% Greater responsiveness to new 39% +ve employee engagement 37% Increased profitability 36% Lower employee turnover Economics Intelligence Unit Evidence 22% Positive ROI 18% Reduced cost 14% Change in business direction 11% Stronger Employee brand Economic Intelligence Unit Sept 2014


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Today’s L&D professionals also want more.            


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Data-Driven Decision Making Business leaders use data to: Persuade Prioritise Personalise Predict Plan Improve performance Outperformer: An organisation with clear purpose that uses benchmarking to continually stay ahead of its peers! “ ”


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what evidence is there that can a modernised learning strategy can add real business value? Persuade and Prioritise


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Gaining Market Share 17% rise in customer satisfaction 10% improvement in revenue Talent 9% 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:


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Gaining Market Share 17% rise in customer satisfaction 10% improvement in revenue Talent 9% 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


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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


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What is stopping staff from learning online? 63% Lack time 40% Can’t find what they need 41% Irrelevant content 28% Lack of somewhere appropriate to study 26% Uninspiring content 25% Technology issues 22% unclear objectives


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only 1/3 of L&D leaders know how their staff actually learn at work… This type of evidence helps us to Predict and Plan


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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%)


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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


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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


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Barriers IT systems 39% Other business priorities 45% Other L&D / HR priorities 21% @RStuartCIPD @LauraOverton


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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


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To drive change and use evidence effectively we need to invest in ourselves first What skills do you need to build? 21 @RStuartCIPD @LauraOverton


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Data-Driven Decision Making Business leaders use data to: Persuade Prioritise Personalise Predict Plan Improve performance Outperformer: An organisation with clear purpose that uses benchmarking to continually stay ahead of its peers! “ ”


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Note of caution about L&D benchmarks


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About benchmarking The top 10% New for 2014 Exploring effective practices of the top performing learning organisations


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DNA of the Top Deck companies


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New Learning benchmarks


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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


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What will you do differently? 28 @RStuartCIPD @LauraOverton


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Thank you Get in touch at @RStuartCIPD or @LauraOverton 29


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