- Will Thalheimer, Work Learning Research
- Kevin Oakes, I4CP
- Claire Schooley, Forrester
- Chris Howard, Bersin
- Kevin Martin, Aberdeen
Talent management being discussed in the board room. Performance management. Learning and performance management converging finally. Linking development plans, career paths, learning opportunities. Leap to 2.0 before they get the foundation right.
Good, Chris, called him on this. Learning 2.0 is so different. 2.0 is chaotic. Talent management is structured.
Statistics from ASTD research -
- 86% - web 2.0 technologies likely to use more in learning function than they do today
- 41% - using technology for informal learning at high or very high extent
- Trust is barrier
- Culture is number one barrier - knowledge sharing is problem
- Reluctance among potential mentors to teach each other
- Time is problem
What percentage should they invest in Learning 2.0 - answers ranged from 20 to 50%?
Do we have to do anything different?
- Shift priorities to align better.
- Use cost lowering technologies (video conferencing, web conferencing) to save money
- Look at criticality of retaining workers
- Improve performance of existing workforce
- Should be good for L&D to be more accountable
Focus on how you can impact sales and cost reduction activities. That's what people care about during tough times.
Where does learning fit in? Is training organization taking a back seat?
Strategic effort - learning is part of it, but not leading it. Broader focus. Especially when you talk "Integrated Talent Management."
Kevin mentions how Learning Management System companies have move towards Talent Management. See Rise and Fall of LMS.
Why are you getting into talent management?
- Compete in marketplace
- Need to innovate
Informal quarterly reviews were differentiator between best in class and those not.
Must be done the way the business does itself. Revenue. Profitability.
Not a top priority. Talk about it. Don't actually do as much as they should.
Recognize they are not doing as a good a job as they could, but generally roughly okay.
Best-of-class (top 20%) - want to have metrics. Which means they don't today.
Josh Bersin's book suggested as resource for what impact training has on organizational performance - The Training Measurement Book: Best Practices, Proven Methodologies, and Practical Approaches.
Best in class - training organization design. Hub and spoke is a good approach.
Question from audience: Can learners effectively handle control of their own learning? What does research show?
Some debate, but no research on this yet. Somewhat goes to the fact that this would be hard to measure for most kinds of organizations.
Organizations need to think of Learning 2.0 as a learning style thing.