Strengthening the Business Case for Learning in the New Economic Reality

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In this new economic reality, learning organizations are forced to maximize ROI for tuition assistance and other programs. When the power of technology is paired with the innovation that emerges from “networking,” it becomes much easier to make the business case for these programs. Hear from Lloyd Peterson, vice president of education at Tuition Advisory Services, about the ways in which organizations have used counseling and networks of providers to increase the impact of tuition programs while reducing overall spend. Lloyd Peterson, Vice President of Education, Tuition Advisory Services

Negócios Tecnologia

Strengthening the Business Case for
Learning in the New Economic Reality
Sponsored by University of Phoenix Strategic and Academic Alliances

PRESENTED BY
LLOYD PETERSON, VICE PRESIDENT, EDUCATION
TUITION ADVISORY SERVICES

APRIL 13, 2010

© Bright Horizons 2008

Importance of 21st Century Networking
 Moved beyond machine to machine

 No Longer:
• Technology and Education or
• Business and Technology or
• Education and Business

21st Century Networking
is now Re-Defined:

3 Education and Business and Technology

Networking Challenges

Companies slow to partner with traditional colleges:

4

Networking Challenges

Companies slow to partner with online education

5

New Era of Technology
Technology Breathes New Life into Corporate Learning

8

Competitive in 21st Corporate America
To Maintain Competitive Edge

9

Tuition Management: Background
Tuition Management Programs

10

Tuition Management: Traditional Model

Administration Administer program (processing,
registration, reimbursement):
best use of staff time?

Tracking ROI / utilization:
who's responsibility?

Credentialing

Research & Referral
11

Tuition Management: Transition
No longer “Business as Usual”

12

Managing Education: A New Paradigm Shift

Impact on the Corporate
Learning Culture
Networking Re-Defined

When Business, Education, and
Technology Intersect

The Medici Effect and the power of networking…

13

Managing Education: A New Paradigm Shift
Holistic Strategic Investment

Company-Wide Impact
Beyond Tuition Management

Internal & External
Management Responsibilities

Learning Centric Approach

14 …a new way of thinking about education

Tuition Advisory Services: New Model

Three-pronged approach

Tuition Assistance Educational Managed Provider
Administration Advising Network
Configured, web-enabled Multi-faceted approach to Accredited schools
solution that provides academic and career provide employer
employees with 24/7 planning. Personalized with discounts, dedicated
access. On-demand counseling that guides liaison and customer
reports enable employers employees to the most programs.
to measure ROI and appropriate and cost
manage spend effective program of
strategically. study.

1 2 3

15 15

Holistic Approach
Administration: Internal Management

16

Holistic Approach

Educational Advising: Bridging Internal and External

17

Holistic Approach
Managed Provider Network: External Management

18

Education Management: The Business Case
The Medici Effect and Learning Programs!

19

Education Management: New Paradigm Shift
Chief Learning Officer: Golden Opportunity

20

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2020 is the year that accelerates HR’s focus on supporting the changing nature of work. We see the convergence of trends in people analytics, employee experience and the race to embrace digital strategies in every industry. Nobody disputes that the future of work is being shaped by what many call the Fourth Industrial Revolution. Join Paul Rubenstein, Chief People Officer, Visier and Ravin Jesuthasan, Author and Managing Director, Willis Tower Watson as they explore the role that HR leaders will play in supporting business and talent outcomes. We will dive into the new expectations of HR’s capabilities around technology and people science and examine practical insights drawn from Willis Towers Watson’s new white paper HR4.0: Shaping People Strategies in the Fourth Industrial Revolution. This will include a discussion of case studies and experiments from organizations who are breaking new ground in the use of analytics, assessment science, talent management techniques and other practices as their HR functions shift from being stewards of employment to being stewards of work.

HR TRENDS 2020 THE NEXT DECADE OF WORK

Human Capital Media

Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs. The learning objectives for this interactive session are: Understand the current state of leadership development in organizations Explore the reasons why LD often fails today Provide a leadership development framework to enable performance for all leader Review key metrics and enablers for leadership development

IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?

Human Capital Media

The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment. Join your hosts as they cover the state of the world of measurement, and you’ll receive: An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation. Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more. The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!

MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED

Human Capital Media

Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey. By the conclusion of the webinar, you’ll leave with: Ways to help your workforce be engaged in their jobs and be engaged as employees The benefits a succession plan has to your organization and your employees Effective LMS strategies to integrate talent modules View successful metrics and how it begins with onboarding through performance management and into development

EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT

Human Capital Media

How do you know if your learning program is really working? Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization. In this webinar you will learn about: Best practices for measuring and optimizing learning programs. Learning tools that improve workflow efficiency. Expanding L&D value across the enterprise to drive results.

STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT

Human Capital Media

In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace. But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence. Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat. Impacts of Organizational Relevance include: For the Individual: Elevates their awareness of the needs of all groups within the organization Broadens their visibility to the core operations in support of its’ needs Creates improved job satisfaction and belonging For the Organization: Strengthens the working relationships across all disciplines and improves retention Fosters Talent Development Drives performance through common focus between individuals and groups

8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE

Human Capital Media

A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.

THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD

Human Capital Media

According to Bersin by Deloitte, only 33% of millennials believe their organizations are using their skills well, and 42% say they are likely to leave because they are not learning fast enough. Developing new knowledge, new skills and new abilities is critical to futureproofing your organization’s evolving talent needs. Additionally, assessing the abilities of your talent is essential to understanding the profiles of your employees and ensuring the right role is filled with the right ability. Whether employees need development or have mastered success, understanding the skill profile of your talent is critical to futureproof organizational growth and innovation. This session explores ways to fine-tune your talent’s abilities to perform their job duties as well as future ones. Attendees of this presentation will have a clear understanding of: Methods to assess the skills and abilities of your talent to ensure the right role is filled with the right employee. Ways to incorporate development, skills assessments and succession planning into employee performance conversations. How to create now the company culture you want to be then.

FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY

Human Capital Media

Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce? Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently. In this webinar, you’ll learn: The factors that could be contributing to your skill gaps, and how to find and address the root causes How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations How to start uncovering your organization’s skill gaps with a formal assessment How to use modern training methods to bridge skill gaps by upskilling your workforce

RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPS

Human Capital Media

Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement. So why are leadership development programs failing? And how can we fix it? Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore: How to identify who should be a leader in the first place The big, pervasive problem with leadership development What to do with great employees who might not be cut out for management The best traits to bring out of your emerging leaders And more!

HOW TO FIX THE LEADERSHIP DEVELOPMENT GAP

Human Capital Media

Design Thinking is getting a lot of attention today, for many reasons. Innovation is the key to reinvention, which is the goal of organization’s who are looking to future-proof and define themselves as leaders in the Experience Economy. Join Kristin Shackleford for a practical discussion to review the core principles of Design Thinking, and walk away with insight around: Why it’s important Who should participate How to create a culture of Design Thinking Practical ways to get started driving creativity and innovation that will make a difference to your customers and within your organization

EXPLORE THE CORE PRINCIPLES OF DESIGN THINKING

Human Capital Media

Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization. Register for this webinar to learn: The difference between learning and acquiring new skills How to apply hard metrics to your L&D strategy How to align your employees’ learning goals with those of your larger company How Polaris is putting the insights from the research to work at their organization

REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019

Human Capital Media

The war for talent is heating up and businesses are smart to consider qualified, passionate candidates from around the world. That said, hiring and firing in countries other than the U.S. comes with interesting (and often surprising) challenges. In the U.S., companies can hire quickly as business entities are already established. They can fire quickly as well, so long as the reason isn’t illegal. What many executive teams overlook is that this efficiency isn’t the same when expanding and adding team members globally. Internationally, hiring without setting up a subsidiary is impossible. And the concept of at-will employment, where companies can let go of employees at any time, does not exist. What does this mean for your international expansion plans and your business? What would normally be an uneventful employment action or termination in the U.S. could blindside your company in an international context. Navigating the intricacies of country-specific labor laws can feel like a minefield of potential legal exposure, expensive litigation, and costly payouts. It’s critical to be prepared before you make the first international hire. In this webinar, you’ll learn: 3 things every HR lead needs to know when it’s time to hire globally Surprising facts about employment law and benefits packages in EMEA, APAC and more What U.S.-based HR teams need to know about the termination process in key expansion countries (and real stories from international HR specialists on the ground)

HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...

Human Capital Media

Register for the webinar to hear: From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage. Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience. James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.

INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR

Human Capital Media

Data science and AI are impacting many industries globally, from healthcare and government to agriculture and finance. Everybody needs to be able to work with data the way everybody needed to start using email 20 years ago. As we wrote in Harvard Business Review, “Very few companies expect only professional writers to know how to write. So why ask only professional data scientists to understand and analyze data, at least at a basic level?” But what value can data fluency actually add, what are best practices to build it into your organization, and what are the biggest challenges that businesses encounter in data-driven transformations? To answer these questions and more, we conducted a survey of over 300 Learning and Development leaders from diverse industries including healthcare, technology, consumer goods, government, and finance. Join this webinar with Dr. Hugo Bowne-Anderson, a data scientist and educator at DataCamp, to find out what we discovered and what 300 L&D leaders have learned about building data fluency. Learning Objectives: What value can data fluency actually add? What are the best practices to build data fluency in your organization? What are the biggest challenges that businesses encounter in data-driven transformations?

Dont wait what 300 ld leaders have learned about building data fluency

Human Capital Media

As businesses become more technological (AI and robotics), there is a challenge and opportunity to, paradoxically, make them more human. The Business Roundtable talked about the importance of human stakeholders over just profit — but how close are we? Are those nice words? What would it take to make business and change more human? As a change, ethics and leadership expert with 40 years of experience, Paul Gibbons will talk us through conclusions from his new book “IMPACT.” LEARNING OBJECTIVES: 1) Is the Fourth Industrial Revolution really "a thing?” What is it and what makes our time special? 2) What are the human implications of new technologies? Who will benefit? What is the potential harm? 3) What can workplaces and leaders do to equip themselves for these workplace transformations (future of work)?

HUMANIZING BUSINESS AND CHANGE

Human Capital Media

Courage (noun): the mental or moral strength to venture, persevere, and withstand danger, fear, or difficulty. Author Ryan Berman has devoted the past three years interviewing many of the most courageous people and leaders on the planet. Through this experience, he learned that the companies that win share courageousness as a trait. Berman unveils how every brand can unlock courage in their people, leaders or culture. This presentation culminates with ways for the audience to take action today to transform from a Coward Brand or Stasis Brand into a Courage Brand. After this discussion you’ll be able to: Build a culture of empowered, courageous behavior and experimentation. Utilize a modern day, step-by-step framework to becoming a Courage Brand. Overcome the clarity epidemic we currently find ourselves in. Create true conviction and healthy retention with your best people.

Unlock Your Courageous Culture

Human Capital Media

Mais de Human Capital Media (20)

STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEET

ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...

2020 GLOBAL EMPLOYEE EXPERIENCE TRENDS

HR TRENDS 2020 THE NEXT DECADE OF WORK

IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?

MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED

EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT

STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT

8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE

THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD

FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY

RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPS

HOW TO FIX THE LEADERSHIP DEVELOPMENT GAP

EXPLORE THE CORE PRINCIPLES OF DESIGN THINKING

REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019

HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...

INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR

Dont wait what 300 ld leaders have learned about building data fluency

HUMANIZING BUSINESS AND CHANGE

Unlock Your Courageous Culture

Último

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Strengthening the Business Case for Learning in the New Economic Reality

1. Strengthening the Business Case for Learning in the New Economic Reality Sponsored by University of Phoenix Strategic and Academic Alliances PRESENTED BY LLOYD PETERSON, VICE PRESIDENT, EDUCATION TUITION ADVISORY SERVICES APRIL 13, 2010 © Bright Horizons 2008

2. Workshop Agenda 2

3. Importance of 21st Century Networking  Moved beyond machine to machine  No Longer: • Technology and Education or • Business and Technology or • Education and Business 21st Century Networking is now Re-Defined: 3 Education and Business and Technology

4. Networking Challenges Companies slow to partner with traditional colleges: 4

5. Networking Challenges Companies slow to partner with online education 5

6. General Corporate Challenges 6

7. Demographics 7

8. New Era of Technology Technology Breathes New Life into Corporate Learning 8

9. Competitive in 21st Corporate America To Maintain Competitive Edge 9

10. Tuition Management: Background Tuition Management Programs 10

11. Tuition Management: Traditional Model Administration Administer program (processing, registration, reimbursement): best use of staff time? Tracking ROI / utilization: who's responsibility? Credentialing Research & Referral 11

12. Tuition Management: Transition No longer “Business as Usual” 12

13. Managing Education: A New Paradigm Shift Impact on the Corporate Learning Culture Networking Re-Defined When Business, Education, and Technology Intersect The Medici Effect and the power of networking… 13

14. Managing Education: A New Paradigm Shift Holistic Strategic Investment Company-Wide Impact Beyond Tuition Management Internal & External Management Responsibilities Learning Centric Approach 14 …a new way of thinking about education

15. Tuition Advisory Services: New Model Three-pronged approach Tuition Assistance Educational Managed Provider Administration Advising Network Configured, web-enabled Multi-faceted approach to Accredited schools solution that provides academic and career provide employer employees with 24/7 planning. Personalized with discounts, dedicated access. On-demand counseling that guides liaison and customer reports enable employers employees to the most programs. to measure ROI and appropriate and cost manage spend effective program of strategically. study. 1 2 3 15 15

16. Holistic Approach Administration: Internal Management 16

17. Holistic Approach Educational Advising: Bridging Internal and External 17

18. Holistic Approach Managed Provider Network: External Management 18

19. Education Management: The Business Case The Medici Effect and Learning Programs! 19

20. Education Management: New Paradigm Shift Chief Learning Officer: Golden Opportunity 20

21. Thank You & Questions 21

Strengthening the Business Case for Learning in the New Economic Reality

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