WORKFORCE MANAGEMENT AND LEARNING STRATEGY

THE POWER OF GROWING TALENT INSTEAD OF BUYING IT

Presenter Info

• Kris Dunn• CHRO at Kinetix (RPO, Recruiting)• Founder of Fistful of Talent , The HR

Capitalist • Hoops Junkie

4

Here’s Your Roadmap to

Operationalize Your Learning

Strategy

Step #1 – Focus on Headcount and Revenue

• If you truly want to operationalize your learning strategy, you can’t treat everyone equal.

• Start with the groups that produce revenue first, segment by headcount, and prioritize your efforts by moving down that list.

• Priority list is enhanced by leaders that show or decline support

Step #2 – Work the Lifecycle of the Employee Map in Each Targeted Group to Determine Where Learning Strategy

Can Be Optimized

• Aggregate data on where performance gains happen in each job, where engagement dips and where retention becomes an issue, and you've got your roadmap for optimizing learning with an eye toward WFM…

Step #3 - Be Intellectually Curious About What it Takes to Succeed and Prosper in

Each Targeted Job• What does the incumbent need

to know when to be successful and contribute to the business?

• When is that learning needed?• How does the group expect to

learn?• How can I deliver that in the

lowest cost way?• What are the barriers to

delivering learning to this group?• How do I develop champions for

learning in the group?

Step #4 – Go Develop and Execute Learning Initiatives To Fill Those Gaps

• Fill the gaps you find.• Make business leaders sign

off on the plan.• Make sure your plan can be

accomplished on the fly, while employees are in the field – make it light and as nimble as possible.

• Measure the outcomes.

Step #5 – A/B Test if your Organization

Is Large Enough

Step #6 – Start to Morph from Learning to Performance

• If you operationalize your learning strategy, you’ll be well positioned to participate in conversations on who can cut it and who can’t.

• BECAUSE YOU’LL HAVE DATA...• Part of becoming a performance

department is making recommendations on who needs to be retained, and who should be removed.

• Not your father’s training department.

Kris:kdunn@kinetixhr.comwww.fistfuloftalent.comTwitter: @kris_dunnLinkedIn: www.linkedin.com/in/krisdunnCell – 205.383.9600