Team s minerva d5

August 31, 2012

Mobile workforce training platform

Context-aware training solution

Michael Bogobowicz Elena Gusakova

David Lerman Matt Weiler Mathieu Prado

18 Customer Conversations74

• American companies are trending towards contingent workforces

– Represents over 10% of overall workforce of large companies

• 1.3B mobile workers projected in 2012

– 37% growth from 2010

– 75% of North American workforce expected to be mobile by 2020

• Huge opportunity to leverage mobile technology for training

In Office, 46

%

At Home, 38

%

Where Workers Feel Most Productive

In Office

At Home

Airplane

Hotel

Café

Public Transport

No Preference

Sources: IDC, iPass, ITPro, Cisco, Unisys, Comscore

Tablet Boom

Myth Status

Enterprises are using more mobile and contingent

workers

Enterprises want to enable training on mobile

devices

Workers are increasingly using technology to be

productive outside of the office

Enterprises are open to creating training content on

third party platforms

Selling effort requires multiple sign-offs, from HR up

the chain to CIO/CTO

Market

structure

• Growing market

• Competitive market

• Large players:

• The six largest LMS providers constitute 50% of

the market (SuccessFactors Learning and

Sumtotal Systems are the two largest)

• Fragmentation:

• The remaining 50% are: smaller LMS product

vendors, training outsourcing firms, enterprise

resource planning vendors, and consulting firms

• Active market:

• Players are entering with newer options

Accessib

ility

Customization to audience

$$$

$$

$$$

$

$$

$$$

$$$

$$

$$

PowerPoints

and docs

Self paced

learning

Help desk

Webinars

Trial and

error

Classroom

training

Coworkers

word of

mouth

Knowledge/Mobile Task/Contingent

Mobile Just-in-time

LMS 2LMS 1

Training Content

HR LocationERP

Enterprise Context

7

Contextual Training

User Activity

Worker Context

Employer Employee

• Large enterprise, where scalable

worker training is compounding pain

point (ex: Fortune 5000)

• Established training strategy with

library of assets

• Employs task / contingent workers• Highlighted industries include

financial

services, pharma, consumer

products, business services

• Permanent task worker

• Engages in discrete work

activities

• Often employed in large

numbers

• Succession training

activities

• Contingent worker

• Short-term hires

• Limited contracts

• Shifting responsibilities

• Off-schedule training needs

• No formal training classes

• Limited development

motivation

• Solicit additional

hypotheses

feedback

• Identify early

evangelists

• Build-out more

detailed demo

(wireframes, dem

o video, test JIT

algorithms)

• Build 5-company

consortium to

collaborate on

build specs, share

development

costs

• Retain re-sale

rights

• Continue to

develop customer

pipeline

• “Trojan Horse”

Strategy to LMS –

proprietary

Minerva LMS to

own the vertical

learning

management

value chain

Immediate Short Term Medium Term

Minerva: Context-Aware Training David Lerman

Matthew Weiler

Michael Bogobowicz 6

201231 8

Employers

(“Trainers”)

Task or Contingent

Workers

(“Trainees”)

Human

Resources

Division

Managers

Fortune 5000

(w/ existing LMS)

Mathieu Prado

Elena Gusakova

Employer-

Generated Content

Human Sales /

Support

Subscription

($/user/month)

Add’l Set-Up /

Customization Fee

3rd Party Content –

Revenue Share

CIO / IT Department

Easily develop/distribute

training content to

workforce

Module-based, JIT content

for context-aware training

Reusable training content

↓ costs, ↑ ROI

Training can be done

anywhere, anytime

Edu strategy + quant

tracking ensures content

retention

Platform must enable

content creation / access

Protection of proprietary

client data/best practices

Internet access & mobile

devices Client LMS

content

Back-End

Hosting

Coding /

Development

Educational

Research / Best

Practices

Customer

Acquisition

3rd Party Content

Providers

Screen / Event

Recording Vendors

Studios Equipped For

High Quality Video

Recording

SI/VARs

Client-side human capital

(to design modules)

Sales force handholds

sales process

Ongoing Sales

Force Pipeline

Free to

Employee

HR/Vendor

Management Systems

SI/VARs

Commission/

Referral Fees

(SI/VAR)

Direct Marketing /

Trials

What We Thought What We Found What’s Next

Enterprises are using more mobile and contingent workers

Confirmed How are mobile and contingent workers treated differently? What are the unique pain points?

Enterprises want to enable training on mobile devices

Somewhat – Where budgets and security allow

Workers are increasingly using technology to be productive outside of the office

Confirmed, but security is a major concern

Enterprises are open to creating their own training content

Yes, but various learning curves, and lots of platformoptions to do so

Ask Customers:(1) Is there an unaddressed market gap?(2) Big enough market for many players?(3) Isolate disruptive options

Selling effort requires multiple sign-offs, from HR up the chain to CIO/CTO

Confirmed – Lots of stakeholders from HR up through the board of directors

Can there be smaller, divisional customers within an org?

Revenue• Subscription model ($/seat/month) - $5-10?• Add’l modules/templates for extra $• Customization / consulting• Currently paying for employees to run training, 3rd party

outsourcing, 3rd party materialsCurrent costs

• Lost revenues/working hours from ee’s running training• 3rd party outsourcing

• Aim for low customer concentration

• Back-end hosting• Coding/development• Education research / best practices• Customer acquisition

• Sales team• Advertising• Industry events

• Overhead (office, salaries, etc)• Highly scalable once platform designed• Biggest variables: content storage, on-boarding

• Human capital (to design modules)• Buy-in from company, divisions to

use this as a training tool• Protection of proprietary client

data/best practices• Require educational basis for lift vs.

status-quo (“better teaching tool”)• Require results basis for better

efficiency, savings, organization, etc

• Awareness – Trade shows, online ads, direct sales, case studies, WOM/viral

• Trial (30/60/90 days) use to # seats• Self-service online subscriptions

w/add’l customization• Zendesk support (online channel)

• Value prop: Platform to easily develop/distribute training content to workforce

• Especially useful for remote workers who can’t sit in classroom/lecture hall

• Module-based allows for infinite combinations of relevant content to various worker types• Can act as individual tutor

addressing worker’s individual needs / weaknesses (adaptive learning, like GMAT)

• Reusable content saves money• Digestible modules keeps workers

engaged• Customization / quantitative

performance feedback ensures content retention

• Mobile access makes “on-the-go” training easy, can be done in small downtime moments

• Key activity: Customer uptake• Trainers need to create relevant

content and share w/workers• Workers need to use modules• Company needs to accept platform

• Channels (SaaS): Internet browser, mobile app [employee-level logins]

• Monthly/annual payment

• Lead w/self-service – sign-up via web• Full company roll-out will require

more seats, integration/customization

• Platform should automate customer content creation

High Level• Employers (“Trainers”)

• The purchaser of platform• The developer of content

• Employees (“Trainees”)• The consumer of content

Detail• Smartphone/tablet-dependent job

functions• Large enterprises who need to scale

training programs• Enterprises with contingent

workforces, who constantly hire as-needed, off-schedule

• Divisions who self-train employees• Any company/division who must

train remote/mobile sales force(s)• Sales teams

• Industries with formalized on-boarding training

• Industries with continuing education• Human Resources

• Limited primary partners/suppliers• User-generated content means

platform is all that’s required • Possible content partner: Creators of

3rd party training content who want to use our platform• Reduces “graveyard” issue – early

users are greeting with pre-existing content

• Possible development partner: Screencast recording vendor

• Possible development partner: Local studios/Kinko’s with high-quality recording rooms for video content

• Possible development partner: Event recording vendors (to capture formal lectures/webinars)

• Possible distribution partners:Enterprise software vendors; Vendor Management Systems (for contingent workers)

Minerva: Enterprise Training PlatformDavid LermanMatthew WeilerMichael Bogobowicz 2

201226 8

Minerva: Workforce Training PlatformDavid Lerman

Matthew Weiler


201228 8

Employers

(“Trainers”)

Mobile

Employees

(“Trainees”)

Human

Resources

Division

Managers

Fortune 5000

Mathieu Prado

Elena Gusakova

Self-Service

Registration

Employer-

Generated

Content

Online Self-Service

(Sales/Sign-Up)

Human Sales /

Support

Subscription

($/user/month)

Add’l Set-Up /

Customization Fee


Revenue Share

CIO / IT

Department


mobile training content to

workforce

Module-based content for

custom syllabus

combinations


↓ costs, ↑ ROI

Mobile content for “on-the-

go” training can be done

anywhere, anytime

Quantitative performance

feedback ensures content

retention





Internet Access & Mobile

Devices

Back-End

Hosting

Coding /

Development

Educational

Research / Best

Practices

Customer

Acquisition

3rd Party Content

Providers

Screen / Event

Recording

Vendors

Studios Equipped

For High Quality

Video Recording

HR/Vendor

Management

Systems

Human Capital (To

Design Modules)


Matthew Weiler


201229 8

Employers

(“Trainers”)

Mobile

Workers

(“Trainees”)

Human

Resources

Division

Managers

Fortune 5000

Mathieu Prado

Elena Gusakova

Self-Service

Registration

Employer-

Generated

Content

Online Self-Service

(Sales/Sign-Up)

Human Sales /

Support

Subscription

($/user/month)

Add’l Set-Up /

Customization Fee


Revenue Share

CIO / IT

Department


mobile training content to

workforce


for custom syllabus

combinations


↓ costs, ↑ ROI

Mobile content for “on-the-

go” Training can be done

anywhere, anytime



retention






devices

Back-End

Hosting

Coding /

Development

Educational

Research / Best

Practices

Customer

Acquisition

3rd Party Content

Providers

Screen / Event

Recording

Vendors

Studios Equipped

For High Quality

Video Recording

HR/Vendor

Management

Systems

Client-side human

capital

(to design modules)


sales process

Ongoing

Sales Force

Pipeline

Free to

Employee


Matthew Weiler


201230 8

Employers

(“Trainers”)

Workers

(“Trainees”)

Human

Resources

Division

Managers

Fortune 5000

Mathieu Prado

Elena Gusakova

Employer-

Generated

Content

Human Sales /

Support

Subscription

($/user/month)

Add’l Set-Up /

Customization Fee


Revenue Share

CIO / IT

Department


training content to

workforce


for custom syllabus

combinations context-

aware training


↓ costs, ↑ ROI


anywhere, anytime



retention






devices

Back-End

Hosting

Coding /

Development

Educational

Research / Best

Practices

Customer

Acquisition

3rd Party Content

Providers

Screen / Event

Recording

Vendors

Studios Equipped

For High Quality

Video Recording

SI/VARs Client-side human

capital

(to design modules)


sales process

Ongoing Sales

Force Pipeline

Free to

Employee

HR/Vendor

Management

Systems

SI/VARs

Commission/

Referral Fees

(SI/VAR)

Direct Marketing /

Trials


Matthew Weiler


201231 8

Employers

(“Trainers”)

Desk-based

taskworkers

(“Trainees”)

Human

Resources

Division

Managers

Fortune 5000

Mathieu Prado

Elena Gusakova

Employer-

Generated

Content

Human Sales /

Support

Subscription

($/user/month)

Add’l Set-Up /

Customization Fee


Revenue Share

CIO / IT

Department


training content to

workforce


for context-aware training


↓ costs, ↑ ROI


anywhere, anytime



retention






devices

Back-End

Hosting

Coding /

Development

Educational

Research / Best

Practices

Customer

Acquisition

3rd Party Content

Providers

Screen / Event

Recording

Vendors

Studios Equipped

For High Quality

Video Recording

SI/VARs Client-side human

capital

(to design modules)


sales process

Ongoing Sales

Force Pipeline

Free to

Employee

HR/Vendor

Management

Systems

SI/VARs

Commission/

Referral Fees

(SI/VAR)

Direct Marketing /

Trials

• 1.3B mobile workers projected in 2012

– 37% growth from 2010

– 75% of North American workforce expected to be mobile by 2020

• 54% of mobile workers feel they can be productive outside of the

office

• Between 60-70% of mobile workers aged 22-54 use a tablet

• Huge opportunity to leverage mobile technology for training

In Office, 46

%

At Home, 38

%

Where Workers Feel Most Productive

In Office

At Home

Airplane

Hotel

Café

Public Transport

No Preference

Sources: IDC, iPass, ITPro, Cisco, Unisys, Comscore

Tablet Boom

Reports User Activity User Activity User Satisfaction User Location Course Scores Course Feedback Time-to-Complete Heatmaps Top Users Failed Courses

Statistics UsersMy Dashboard Catalogue Help

0

500

1000

1500

2000

2500

3000

3500

4000

May Jun Jul Aug Sep Oct Nov Dec

Open

Passed

Failed

“Anytime” training is desired; classroom time seen as meddlesome

Even large companies in 2012 still put key employees on planes to teach

across the country, or across the world; human presence still valued

Outsourced jobs to key locations like India and Manila are a fertile ground to

leverage remote services

Some large companies still lack formalized training beyond “on the job”, “1-on-

1” mentorship, or handing out PPTs

Potential added value by integrating principles of Instructional Learning Theory

for proven retention – VERY complicated to build legitimate program

A lot of corporate training is focused around compliance and not advancement

On-boarding still often involves binders and papers that aren't read or checked

for understanding

Technology enhances the perceived value of training, whereas paper

diminishes it (at least in younger generations)

iPad adoption is being discussed by many firms, but adoption timeline

unclear

Companies are moving to support mobile devices, but often put

restrictions such as only corporate issue can access internal

resources

iPad adoption as a part of their current training software solution has

been discussed as a medium for expanding language offerings

Team s minerva d5

Education

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