June 2, 2011 Practical Applications of Talent Development

June 2, 2011 Practical Applications of Talent Development

June 2, 2011 Practical Applications of Talent Development Reporting Principles Dave Vance Peggy Parskey Session Objectives By the conclusion of the webinar you will be able to: Articulate the goals of Talent Development Reporting Describe the benefits of Talent Development Reporting to the L&D Industry Identify the key statements and reports and the purpose of each Describe how you can contribute June 2, 2011

Page: 2 Our Presenters Today Dave Vance President Manage Learning LLC Peggy Parskey Strategic Measurement Consultant KnowledgeAdvisors June 2, 2011 Page: 3 Poll #1 Goals of Talent Development Reporting Practical, relevant guidance for reporting

in the talent development field Standard measures and definitions Standard reports Adopted by many organizations and becomes the standard for the industry Greater clarity and efficiency for each organization Ability to compare across the industry June 2, 2011 Page: 4 Contributors Executive Council

Tamar Elkeles, Qualcomm, Chair Terry Bickham, Deloitte Cedric Coco, Lowes Marilyn Figlar, Lockheed Martin Karen Kochler, CIGNA Sundar Nagarathnam, Net App Sandy Shaw, Sodexo Don Shoultz, BP Tom Simon, CNA Insurance Carrie Beckstrom, ADP June 2, 2011

Thought leaders Laurie Bassi Josh Bersin Rob Brinkerhoff Jack Phillips Frank Anderson Jac Fitz-enz Page: 5 Executive Reporting Overview

Poll #1 Poll #1 The Need Clear guidance for L&D Reporting Data measures and definitions Similar to what GAAP provides for accounting Generally Accepted Accounting Principles Reports: Income Statement, Balance Sheet and Cash Flow Statement Measures and definitions: Income, expenses How to calculate and report Examples: Depreciation, value of an asset June 2, 2011

Page: 7 Benefits Talent Development Reporting Principles (TDRP) Clear, practical reporting guidance for CLOs to use within their own organization Manage the L&D function to produce desired outcomes effectively and efficiently Provide appropriate, meaningful reports to the CEO Standard measures and definitions to benchmark and learn from other organizations June 2, 2011 Page: 8 Overview

Two primary audiences for reporting CLO, including managers and staff CEO, including governing boards and senior leaders Four recommendations Adopt a set of guiding principles Adopt standard measures and definitions Adopt three standard statements Adopt three standard reports June 2, 2011 Page: 9 Executive Reporting: Standard Measures Standard Measures: Efficiency measures: How much?

Effectiveness measures: How well? Outcome measures: What is the impact on the business? Program/ Initiative Analytics Specific methodology (e.g. Phillips, Brinkerhoff) June 2, 2011 Standard Measures Data Data Sources and Systems System Wide Analytics

Systems and processes for organizing data, calculating measures Poll #2 Page: 10 Executive Reporting: Three Statements Three Statements: Business Outcome Statement Effectiveness Statement Efficiency Statement Statements Program/ Initiative Analytics Specific methodology (e.g. Phillips, Brinkerhoff)

June 2, 2011 Standard Measures Data Data Sources and Systems System Wide Analytics Systems and processes for organizing data, calculating measures Page: 11 Executive Reporting: Three Reports Three Reports: L&D Summary Report

L&D Program Report L&D Operations Report Reports Statements Program/ Initiative Analytics Specific methodology (e.g. Phillips, Brinkerhoff) June 2, 2011 Standard Measures Data Data Sources and Systems

System Wide Analytics Systems and processes for organizing data, calculating measures Page: 12 Focus of the Executive Reporting Process Summary Conclusions, Actionable Recommendations, Issues for Further Analysis Scope of White Paper Reports Statements Program/

Initiative Analytics Specific methodology (e.g. Phillips, Brinkerhoff) June 2, 2011 Standard Measures Data Data Sources and Systems System Wide Analytics Systems and processes for organizing data, calculating measures Page: 13

TDR Statements The Statements Three standard statements Business Outcome Effectiveness Efficiency Each statement shows Last years actual Plan (or goal) for this year Year-to-date results Standard measures are used but choice of measures depends on organization June 2, 2011 Page: 15

The Business Outcome Statement The Question The Answer What is it? Depicts the key goals / desired outcomes (results) of the organization along with the impact L&D is expected to have on achieving those outcomes Who is the audience? Senior L&D Leaders Why do it? The Business Outcome Statement depicts the value of the learning organization to the business

What reports does it feed? Quarterly L&D Summary Report Monthly L&D Program Report June 2, 2011 Page: 16 Business Outcome Statement Sample Metrics June 2, 2011 Page: 17 Poll #3 The Effectiveness Statement

The Question The Answer What is it? Focuses on how effectively or how well the business outcomes are achieved. Who is the audience? Senior L&D Leaders Why do it? The effectiveness statement provides insight into areas for continuous performance improvement of learning programs What reports does it

feed Quarterly L&D Summary Report Monthly L&D Program Report June 2, 2011 Page: 18 Effectiveness Statement June 2, 2011 Page: 19 The Efficiency Statement The Question The Answer

What is it? Brings together all the activity and cost elements necessary to judge how efficiently the outcomes were achieved Who is the audience? Senior L&D Leaders Why do it? The efficiency statement helps ensure the learning function is well managed and reaching the desired audience What reports does it feed Quarterly L&D Summary Report

Monthly L&D Operational Report June 2, 2011 Page: 20 Efficiency Statement June 2, 2011 Page: 21 TDR Reports The Reports Three levels of reports L&D Summary Report L&D Program Report L&D Operations Report

Highly customized, pulling measures from the statements Each report shows Last years actual Plan (or goal) for this year Year-to-date results Forecast for this year June 2, 2011 Page: 23

The L&D Summary Report The Question The Answer What is it? This L&D Summary Report contains the most significant measures from the business outcome, effectiveness and efficiency statements aggregated at the highest level. This report would be generated quarterly. Who is the audience? Senior Business Leaders & Senior L&D Leaders Why do it? The L&D Summary Report provides a holistic view

of the overall impact, effectiveness and efficiency of the learning organization What statements feed it? Business Outcome Statement Learning Effectiveness Statement Learning Efficiency Statement June 2, 2011 Page: 24 L&D Summary Report June 2, 2011 Page: 25 Poll #4 The L&D Program Report

The Question The Answer What is it? This L&D Program Report highlights the connections between learning programs/ initiatives, the organizational goal and the impact of learning on those goals. Who is the audience? Senior L&D Leaders and their staff Why do it? The L&D Program Report enables Learning Leaders to manage programs and initiative

What statements feed it? Business Outcome Statement Learning Effectiveness Statement Learning Efficiency Statement June 2, 2011 Page: 26 L&D Program Report June 2, 2011 Page: 27 The L&D Operations Report The Question The Answer

What is it? This L&D Operations Report include efficiency details on the costs and activities of the learning function. This report shows actuals and performance relative to plan. Who is the audience? Senior L&D Leaders and their staff Why do it? The L&D Operations Report enables Learning Leaders to manage the efficiency of the L&D operation What statements feed it?

Learning Efficiency Statement June 2, 2011 Page: 28 L&D Operations Report June 2, 2011 Page: 29 Summary: Talent Development Reporting Principles TDRP provides

Guiding principles for reporting Standard measures and definitions Standard statements Executive reports Benefits Provide industry guidance on reporting Support better management of the function Support benchmarking and cross company comparisons June 2, 2011 Page: 30 Next Steps The Roadmap and Next Steps Webinars

Expand to Federal Sector June Release of MTM Workshops, Performance Support Solutions Fall Release of MTM Expand to Human Capital

Executive Reporting We will continue to share and socialize TDRP through webinars and workshops We recommend that you get started Help us as we refine and expand the effort for L&D (Phase II) June 2, 2011 Page: 32 Poll #5 Final Thoughts and Request This is an open, collaborative effort; no copyrights Please share your thoughts with us

Other suggested measures Best practices and Implementation approaches Difficulty in applying standard measures Need for better definitions Write to Dave Vance: [email protected] Contact KnowledgeAdvisors: Peggy Parskey: [email protected] At www.KnowledgeAdvisors.com This PowerPoint deck White Paper (70-page) Overview Paper (25-page) June 2, 2011 Page: 33 Polling Questions: Poll #1

What is your Role? Response options Senior Leader in L&D or HR Manager in L&D or HR Evaluation practitioner Learning practitioner (Design, development, delivery) Other June 2, 2011 Page: 34 Polling Questions: Poll #2 My L&D organization has a standard set of key performance indicators that we measure and

monitor regularly Response options Absolutely yes Possibly, not sure Doubt it Absolutely not June 2, 2011 Page: 35 Polling Questions: Poll #3 My L&D organization identifies key outcome measures and reports results quarterly to senior learning and business leaders

Response options Strongly agree Agree Neither agree nor disagree Disagree Strongly Disagree June 2, 2011 Page: 36 Polling Questions: Poll #4 Senior L&D leaders in my organization identify our key learning programs and report results for

those programs quarterly Response options Strongly agree Agree Neither agree nor disagree Disagree Strongly Disagree June 2, 2011 Page: 37 Polling Questions: Poll #5 Senior L&D leaders in my organization would be

likely to adopt TDR within the next 12-18 months Response options Strongly agree Agree Neither agree nor disagree Disagree Strongly Disagree June 2, 2011 Page: 38

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