5 Barrier to Effective Employee Training Programs and How to Crush Them | Webinar 11.11.14
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Even in organizations where training and development priorities are closely aligned with business goals there’s plenty of room for improvement. So, the question is what barriers do we need to be overcome if training and development departments are to increase the value they add to workforce performance and productivity, and remain relevant? In this webinar we'll outline the 5 barriers to effective training and development programs and best practices for overcoming those barriers. 1. Efficiency - leveraging technology 2. Status Quo - inertia and risk aversion. 3. Convenience - throwing training at the problem and hoping it works. 4. Training Mindset - moving from a focus on training to performance. 5. Manager Support - managers are the single most important factor in improving employee performance. www.bizlibrary.com/webinars
Transcript of 5 Barrier to Effective Employee Training Programs and How to Crush Them | Webinar 11.11.14
WEBINAR BROUGHT TO YOU BY:
? WHAT IS THE BIGGEST BARRIER YOU HAVE FACED RELATED TO LEARNING AND DEVELOPMENT ON THE JOB?
WHAT WE HOPE YOU’LL LEARN
The strategic framework for effective learning and development programs.
The five barriers organizations often face.
Best practices about how you can overcome the barriers.
Everyday we create
bytes of data… So much that 90% of the data in the world has been created in the last two years alone.
SOURCE: IBM Understanding Big Data: Analytics for Enterprise Class Hadoop and Streaming Data
2.5 QUINTILLION
Over 6 billion hours of ….video are watched each month on YouTube…
that's almost an hour for every person on Earth.
THE % OF KNOWLEDGE IN YOUR BRAIN NEEDED TO DO YOUR JOB
1986 1997 2006
Source: Robert Kelly, Carnegie-Mellon University
If we just put a great employee
training program together, the
employees will love it….
In a world of learning and development where complexity is the enemy, [organizations need a] simple and nimble approach to delivering high quality learning, anywhere, anytime.
MICHAEL ROCHELLE Chief Strategy Officer
Brandon-Hall Group
complexity is the enemy.
EFFECTIVE TRAINING
PROGRAMS
COMMON BARRIERS
X
X X
EFFICIENCY
STATUS QUO MANAGER SUPPORT
X CONVENIENCE X TRAINING MINDSET
EFFICIENCY
• Focus on outputs rather
than inputs
• Effectively using
technology
• Build, buy and borrow
• Complex systems and
structures
Top Learning Solutions for 2014
• Off-the-shelf content
• Video training
• Learning management
systems
• Mobile learning
Cox eLearning Consultants,
Learning Solutions Forecast:
2014 Edition
WHY VIDEO AND ELEARNING? COST
Reduce training budget without
sacrificing effectiveness
REACH More employees, at lower
cost
TRAVEL Reduce or eliminate travel costs
PRODUCTIVITY Ensure productivity and
minimize away from work
FEATURE BENEFIT
EFFICIENT Capable of teaching the same material in less time and reducing the
duration of class time
ADAPTABLE Addresses both formal and informal learning needs
AVAILABLE No need to schedule learning with a 24x7x365 solution
SCALABLE Reaches more employees faster and with greater consistency
EFFECTIVE Found to be as effective as face-to-face learning*
ECONOMICAL Cost -effective for any size audience
*U.S. Department of Education, Office of Planning, Evaluation, and Policy Development, Evaluation of
Evidence-Based Practices in Online Learning: A Meta-Analysis and Review of Online Learning Studies,
Washington, D.C., 2009, revised 2010.
ONLINE LEARNING MAKES SENSE
COLLABORATIVE
Network-based and driven
Content curators and creators
Smaller and decentralized
FLAT – fewer managers more SPECIALISTS
TECHNOLOGY dependent
Tips for Harnessing Informal Learning
• Accountability
• Work smarter
• Model behavior
• Get the right people and tools in place
STATUS QUO
• Inertia and risk
aversion
• Processes and systems
are hard to change
• Training and
development
laggards
It takes all the running you can do, to keep in the same place. If you want to get somewhere else, you must run at least twice as fast as that.
The Red Queen Through the Looking Glass
by Lewis Carroll
ORGANIZATIONS WITH A STRONG LEARNING CULTURE SIGNIFICANTLY OUTPERFORM THEIR PEERS…
46% 37%
33% 26%
58% 17%
INNOVATION: more likely to be
first to market
PRODUCTIVITY: greater productivity
CUSTOMER SERVICE: Better response to
customer needs
QUALITY: Greater ability to deliver “quality
products”
SKILLS: More prepared to
meet future demand
PROFITABILITY: More likely to be market share leaders
SOURCE: BERSIN BY DELOITTE
Change Management
• L&D must take leadership role
• 70% of change initiatives fail (John Kotter – Harvard School of Business)
• Holistic view and commitment to follow-through
CONVENIENCE
• A “conspiracy of
convenience”
• Throwing training at a
challenge or problem
• Alignment with the
organizations strategic
goals
Root Cause Analysis
• Systematic approach
• Relentless and
objective pursuit of
objective truth
• Ask “why?”
WE DON’T HAVE TIME FOR TRAINING - Case Study
CHALLENGE: Making time for training
SOLUTION: TAG TRAINING –
5-10 minutes for a video
Tag cube neighbor Discuss at the end of the day
BENEFIT: Maintain workflow and service standard
“TRAINING” MINDSET
• Change focus from input
to performance
• Are the right things being
measured? Activity or
performance
• Kirkpatrick levels
Executives Want to See More Impact and Value
Ranked Importance to Exec’s
Measure Learning Evaluation Level
Example Currently Measured
1 Impact 4 “The Accel project contributed 20% to our reduction in error rates this fiscal.”
8%
2 Value 5 “Within one year, the East program will achieve a 2:1 benefit-cost ratio.”
4%
3 Awards 0 “Our learning program won an award from Chief Learning Officer magazine.”
40%
4 Application 3 “78% are applying their new skills to their jobs”
11%
5 Learning 2 “92% of participants increased their skills”
32%
6 Activity 0 “Last year 7,800 employees participated in our learning programs”
94%
7 Efficiency 0 “Formal learning costs $2.15 per hour” 78%
8 Reaction 1 “Employees rated our training very high with an average of 4.5 on a 5 point scale”
53%
Source: How Executives View Learning Metrics by Patti and
Jack Phillips, CLO Magazine, Dec 2010
TRAINING NEEDED TO: TRAINING ACTIVITIES
Increase revenue Sales training
Improve quality Attention to detail courses
Reduce turnover Manager communication skills
Improve morale Open access to online courses
Satisfy customers Customer service courses
BUSINESS NEED QUANTIFYING
QUESTIONS
Increased revenue Buy how much? In which areas?
Improved quality Improved how?
Reduction in turnover What percentage reduction?
Improved morale Improved how?
More satisfied customers In what way?
MANAGER SUPPORT
• No other relationship has
more impact
• Manager support and
involvement at every
stage is crucial
WHAT’S IN IT FOR THEM?
INCREASED EMPLOYEE SKILL
INCREASED PRODUCTIVITY LEVELS
IMPROVED EMPLOYEE MORALE
EMPLOYEE RECOGNITION
INCREASED CREATIVITY AND INNOVATION
MANAGER OUTREACH
Make the Employees Stakeholders
• Organizational mission
• Engagement
• Tools and resources
• Continuous feedback
KEY TAKE-AWAYS
We need a different approach to learning and development. Focus on performance.
What are the barriers my organization faces? Start with manager support – it’s the single most important factor.
Sometimes it’s a change in culture. Change isn’t always easy.
RECOMMENDED RESOURCES
COURSE TITLE: Creating Great Business Video: The New Learner DURATION: 6 min.
Course Series: How to Know What
We Know
Short videos each less than 10
min.
RECOMMENDED RESOURCES
COURSE TITLE: Business
Challenge - Developing People
DURATION: 15 min.
Course Series: Human Resource
Development: Employee Training
eLearning Courses: 60 min.
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Jessica Petry
Sr. Marketing Specialist
@JessLPetry
@BizLibrary
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Vice President of Marketing
@chrisosbornstl
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