Guest Blog

3 Principles of Effective Learning Metrics & Measurement

Contributed by Caveo Learning

As more and more talent development leaders take a serious look at implementing meaningful metrics and measurement across their learning and development organizations, the business relationships and conversations between L&D professionals and stakeholders are changing for the better.

There are times when talent development leaders need to root themselves in foundational principles of talent development metrics. It’s easy to get caught up in new thinking, models, and frameworks, and lose focus on the fundamentals of how to run a learning organization.

No matter what model, framework, system, tool, methodology, or new approach we want to adapt, adopt, and deploy, there are at least three fundamentals that we should never lose sight of—principles that should be applied to all learning metrics.

  1. Differentiate between metrics you actively manage and those you monitor.

The principle is so simple, yet so rarely considered. Just like in medicine, some “vital statistics” are always monitored—the moment something changes in the wrong direction, an alarm sounds, allowing for the “metric” to be actively managed. Similarly, when selecting your metrics, determine which metrics you intend to monitor, and which you intend to actively manage. Further, know what the target thresholds are for the monitored metrics that will trigger the “alarm” for active management. For example, you may want to monitor L&D staff utilization, and only actively manage it should the metric fall out of the acceptable range.

  1. Align to industry formulas, where practical.

Another issue that often comes up is defining the specific formula for a metric. Frequently, the formula is not considered deeply enough to add the full value that it can. This can result in metrics with little credibility or validity, and which should not be informing any decisions. It’s true that each organization has its own characteristics, its own language, and specifics that need to be considered. However, using a standard formula defined by an existing industry benchmark can be very helpful when planning your metric strategy, goals, and even budget. Industry benchmarks are only valuable for planning and comparison if you are comparing apples with apples—to do that, the formulas need to match.

CTR does a fantastic job in its L&D metrics library of not only providing the recommended formula, but also noting which industry organization defined it, or even which other industry benchmark it is similar to. A good balance between very-company-specific and industry-aligned formulas will allow for at least some comparison, planning, and target setting against industry metrics. Whether it is CTR’s Talent Development Reporting Principles (TDRp), Bersin by Deloitte, Training magazine, ATD, SHRM, or any others, consider aligning at least some meaningful metrics to an industry definition and formula. With our above example of staff utilization, one TDRp formula we could use is “Learning staff, % of total hours used.”

  1. Measure to inform decisions and actions.

Whether you are monitoring or managing a particular metric, there must be an underlying business reason to do so. Having a metric that does not inform a decision or an action is of no value. Also, consider why you are measuring something and what that metric will influence. Learning metrics are there to help us improve what we do as L&D professionals. Whether it is improving the efficiency of our learning organization, the effectiveness of our learning solutions, alignment to our stakeholders, or the contribution our interventions have on the strategic business goals of the organization, metrics play a critical role in influencing the value we bring to our organizations and, almost more critically, the credibility of L&D in the eyes of external stakeholders and the C-suite.

It’s better to have a few good metrics that inform meaningful decision making and allow for agility in improving the value L&D brings to your organization, rather than hundreds of metrics that offer limited value. Sticking with our example, we could monitor the utilization of learning staff and start actively addressing this metric should the percentage increase above, say, 90%, by engaging a learning solutions provider to assist with some of the workload until it returns to the acceptable range.

Learning leaders are starting to take more notice of the deep value that metrics can bring toward the constant improvement of everything we do in L&D. No matter what the specific model, framework, and approach your organization chooses for learning metrics, there remain some fundamental principles that will help ensure that we ultimately have a metrics strategy that guides us, helps us improve, changes conversations with our stakeholders, and increases our credibility as business leaders.

Learning metrics are our friend, our source of feedback and intelligence, ensuring we are constantly focused on maximizing the value we bring to our organizations.

Caveo Learning is a learning consulting firm, providing learning strategies and solutions to Fortune 1000 and other leading organizations. Caveo’s mission is to transform the learning industry into one that consistently delivers targeted and recurring business value. Since 2004, Caveo has delivered ROI-focused strategic learning and performance solutions to organizations in a wide range of industries, including technology, healthcare, energy, financial services, telecommunications, manufacturing, foodservice, pharmaceuticals, and hospitality. Caveo was named one of the top content creation companies of 2017 by Training Industry Inc. For more information, visit www.caveolearning.com

Take a Business-Minded Approach to Sourcing Learning Partners

By: Gary Schafer
President, Caveo Learning

One of the most important tasks talent development leaders face is selecting outsourcing partners and product vendors. It also happens to be one of the most daunting.

The learning and development organization’s relationship with providers can be a major factor in the success of the business. Learning leaders must weigh many variables in the purchasing process, from the factual (pricing, experience) to the intangible (flexibility, dedication).

Navigating the procurement process can be tremendously difficult. How can a provider’s ability to flex with the challenging demands of the business be analyzed through a formal procurement process? How does one tell if an external learning partner is going to react to changing environments and truly be aligned with the business? How is the commitment of the supplier to the mission, vision, and values of the business measured? What about issues of scalability, global capability, and communication?

How to Develop a Learning Sourcing Strategy

Start by establishing a factual market intelligence base—understand the array of variables around learning services, from expertise to capability, and the rates associated with those services. Create your supplier portfolio, determine a list of qualification criteria, and then winnow your list of potential suppliers.

Identify the types of services your organization needs—learning strategy, audience analysis, curriculum design, instructor-led training, eLearning, change management, etc. Then, determine the demand across the organization, broken out by role.

Next, perform learning-spend and target-cost analyses. You’ll want to analyze supplier rates using both internal and external data sources.

  • Conduct some internal benchmarking with the same supplier—are rates equal across multiple projects? Does the firm charge premiums based on experience? Is pricing consistent across roles?
  • Do the same internal benchmarking across multiple suppliers. Find out if rates are similar for comparable roles and skill levels at different organizations.
  • Develop some external benchmarks using publicly available market data, comparing rates from market analyses and publicly available salary data. Factor for loaded cost (about 1.3 times base salary) to cover benefits, PTO, company-paid taxes, etc., and also allow some room for supplier margin.

Investigate the Intangibles

Before moving forward with sourcing service partners and learning products providers, conduct a supplier quality assessment. Create quality profiles for each prospective partner by evaluating the following factors:

  • Strategic planning—Will they assist with communicating and messaging to senior stakeholders throughout the business? Do they provide intelligence around industry trends and best practices? What do they offer in the way of post-project analysis, such as lessons learned and next-steps recommendations?
  • Experience—Does their team have expertise in relevant areas? What is the screening process for potential employees and contractors? How cohesive is the team, and how closely do they adhere to defined processes?
  • Responsiveness—Do they show a commitment to your business needs through effective communication? Is there a proven track record of adherence to deadlines? Do they offer strategic learning support?
  • Quality of work—What processes are in place to ensure solid instructional design? What methodology is used for quality reviews (test plans, style guides, etc.)? Does the supplier set clear review expectations for training deliverables and correct issues in a timely manner?
  • Flexibility—Do the suppliers have the ability and willingness to react to new or changing business needs? What is the capacity to scale a team with appropriate roles and volume?
  • Support—Do they have ready access to tools and templates necessary to speed development? Are there documented methodologies for executing common tasks?

Pricing as a Determining Factor

Suppliers’ rates often (though certainly not always) correlate with their quality profiles. If budget were no object, the learning sourcing strategy would simply mean identifying the most qualified provider; of course, budget is oftentimes the overriding factor, and so we must balance the need for quality with fiscal realities. Thus, try to optimize supplier usage based on rates, hiring high-quality suppliers for critical projects and project management, and settling for more cost-effective options, such as staff augmentation, for lower-importance projects and commodity roles.

Likewise, negotiate for spending reductions based on the type of support required. Each of the three main services models comes with its own potential cost-savings.

  • A project-based agreement can reduce per-unit costs and may be further cost-efficient due to greater opportunity to leverage offshore assets.
  • Contract labor ensures compliance across the organization, and the consolidated labor structure means negotiated volume rates are an option.
  • A managed services model will likely have optimized service levels and adjustable staffing levels, along with efficiencies gleaned from custom redesigned processes.

Be cautious with regard to electronic procurement. There are several tools now available and in use by procurement professionals to streamline the proposal process, but they are not always ideal for learning organizations. These tools are great for providing a uniform response with efficiency, but for learning services, not everything is uniform. E-procurement tools often create barriers for providers to be able to tell their full story, essentially reducing the proposal process to 100-word bites of information that make it difficult to recognize the provider’s true value. A good procurement professional can get around some of these limitations by still offering a face-to-face meeting opportunity of the top candidates for consideration.

Finally, take care to negotiate a favorable agreement with the external learning partner. Have a negotiating strategy before initiating contract talks, and be ready and willing to walk away if a better partnership can be found elsewhere.

Creating and implementing a learning sourcing strategy for learning will greatly reduce the stress of the services procurement process, helping identify the ideal partners for your learning organization’s initiatives while optimizing budget. Rather than an intimidating task, a well-prepared strategy plan can make sourcing service partners a cornerstone in your organization’s success.

Gary Schafer is president of Caveo Learning, recently named a top custom content company by Training Industry Inc. Gary was formerly a management consultant at McKinsey & Co., and he holds an MBA from Northwestern University’s Kellogg School of Management.

 

Second Annual BUSINESS WRITERS CONFERENCE

Renaissance  Birmingham  Ross Bridge Golf Resort & Spa

Birmingham, Alabama

Click To Download: Second Annual Business Writers Conference Brochure 2017

*  Build a business around your book. *Use your book to build your business.A Conference with Keynote Sessions Designed Specifically for Business and Professional Writers

“I Couldn’t Put It Down!” How To Write a Book That People Will Buy, Read, and Love with Karl Weber

You’re an expert in an important subject; you’ve got a treasure trove of useful information and colorful stories to share; and friends have been telling you, “You’ve got to write a book!” That’s great—but it’s not enough. To write a book that will captivate readers from page one, hold their interest until the end, and inspire them to recommend you to their friends and colleagues, you need to know the writing techniques that best-selling authors use. Karl Weber is a writer, editor, consultant, and coach who has helped scores of authors turn their ideas into successful books, including many bestsellers.  He’ll share tips on how to plan, organize, draft, and revise your book to make it clear, fascinating, and persuasive.  He’ll also illustrate the pitfalls many authors fall into and show you exactly how to avoid them. You’ll leave this session with a deeper understanding of how to connect with your audience, sell plenty of books, and have a powerful, lasting impact on readers.

Build A Business Around Your Book or Use Your Book To Drive Your Business with Kevin Oakes, Patti Phillips, and Jack Phillips

For business writers, the key motivation is building a business around your book and that’s the focus of this conference. In other situations, books help drive a business that’s already been created. In this session, Kevin Oakes, CEO of the Institute for Corporate Productivity describes how he uses books to help drive the business. Jack and Patti Phillips, of Business Writers Exchange and ROI Institute, will be joining him to describe how they have built businesses around their books. This session will show the variety of ways in which authors can build businesses around books or use books to support their business.

So You Want to Write a Book . . . with Elaine Ebiech

There is nothing like the feeling of holding your own book in your hands. But where do you start? Will anyone read it? It’s a big commitment—why do authors write? What can you gain by writing a book? Being a published author is a sign of credibility and expertise. Writing a book is a way to reach more people with your message. Your book is your legacy. It is an extension of yourself to a world full of readers. Elaine will share insight about why and how she writes. With 65 books to her name and counting, she relates her beliefs and those of other successful authors to inspire and encourage you to begin your book today.

Do You Have a Book Idea? Check Your Elevator Pitch First with Neal Maillet

Most authors don’t understand the critical factors that attract an editor’s eye. The elevator pitch in the first sentence of your proposal will determine your success more than anything else—including a detailed table of contents or any recitation of content. Why is this? I’ll discuss the passion and urgency that any editor hopes to see in a book presentation, and will lead the audience in an exercise to help shape the “big idea” that will set your book on the right path.

New Digital Tools: Make Your Social Media Marketing Easier and More Effective with Fauzia Burke

Social media marketing allows us to find influencers and create communities. However, as we all know it is time-consuming and a labor-intensive activity. This session will present new and established digital tools that can help make the process of managing online marketing easier and more effective. After testing many tools, Burke will present the ones that are most helpful to authors and publishers alike. In a “show-and-tell” session, we’ll review tools that help find influencers and discussions, create visual content and data, collaborate with teams, measure engagement and more.

The Business of Your Words and The Glory of Others: How a Successful Co-author Is Born with Bob Andelman

Bob Andelman, author or co-author of 16 books, including New York Times and Businessweek best-sellers such as Built From Scratch, The Profit Zone, and Mean Business, will talk about his experiences over the last 30 years as a business writer and a co-author/ghostwriter. He will take attendees behind the scenes of his relationships with co-authors, share publishing horror stories, and offer ideas on how to drive a successful, enduring career helping professionals tell their stories in long form.

Writing in the Color of Kaleidoscope with Chip Bell

Business books have changed. Today’s customers are accustomed to the pace of a tweet, the compactness of a blog, with the excitement of a Cirque du Soleil performance. It requires coupling compelling inspiration with pragmatic instruction. And that’s just the authoring part. The “new normal” book buying customer also has altered the platform for effective book promotion. Yet, authoring a well-known business book can transform your brand from being another “me too” to one of distinction and success.  Best-selling author Chip Bell will share secrets for creating, promoting, and integrating business writing into your go-to-market competitive strategy.

How to Establish Your Brand Across All Media Platforms with David Hahn

Three crucial components of an author’s media platform will be examined in this presentation: traditional media coverage (TV, Radio, and Print/Print.com), online placements with bloggers, podcasters, and large platform sites, and a robust social media platform on Twitter, Facebook, and LinkedIn. Advanced techniques for landing interviews with TV and radio stations will be taught along with strategies for developing relationships with online and print editors. In addition, important features of an author’s website will be discussed.

The Lighthouse of Legacy with Scott Mautz

In this keynote, the audience will be engaged head & heart to be intentional about leaving a legacy. They’ll learn about The Five Footprints of Legacy– the manners in which social science teaches us we tend to leave a lasting impact behind, and how each footprint can be imprinted remarkably well by those authoring a book. If we are made aware of the “buckets” of ways in which we can leave footprints, then we can begin working each day to fill each bucket through our writing or how we live our lives. The audience will also get a “double click” on just how powerful it is when we commit to being intentional about articulating and pursuing our specific desired legacy.  This inspiring keynote uses adult learning principles and a mixture of mediums to captivate the audience. The audience will leave inspired and informed on how exactly to be intentional about leaving a legacy of results and resonance (through their writing, work, and in life). Accordingly, their relationship with their writing and work may well change.

Karl Weber

Founder of Karl Weber Literary, author, editor, and collaborator with dozens of successful business books, including many national best-sellers, to his credit

 

Kevin Oakes

CEO and founder of the Institute for Corporate Productivity (i4cp), co-author of The Executive Guide to Integrated Talent Management

 

Patti Phillips

President and CEO of ROI Institute, author of over 50 business books including the award-winning book, The Bottomline on ROI

 

Jack Phillips

Chairman of ROI Institute, former bank president, and author of over 75 business books including Show Me the Money

 

Elaine Biech

President of Ebb Associates, author of over 65 business books including

A Coaches Guide to Exemplary Leaders

 

Neal Maillett

Editorial Director at Berrett-Koehler, one of America’s most respected and innovative business publishers

 

Maureen Orey

Founder and President of the Workplace Learning and Performance Group, author of Stay Afloat

 

Dottie DeHart

Book guru, President of DeHart & Company, key contributor to the best-selling

For Dummies series

 

Tanya Hall

CEO of Greenleaf Book Group

Chris Kennedy

Self-publishing expert, author of 10 books, including the #1 bestselling self-help book, Self-Publishing for Profit

 

Bob Andelman

Editor and publisher of Mr. Media Books, author or co-author of 16 books, including Built From Scratch, The Profit Zone, and Mean Business

 

Fauzia Burke

Founder and president of FSB Associates, author of Online Marketing for Busy Authors

 

Chip Bell

Renowned keynote speaker and customer loyalty consultant, author of 22 books, eight

of which have been national and international best sellers, including Sprinkles: Creating Awesome Experiences Through Innovative Service

 

David Hahn

Managing Director of MEDIA CONNECT, a division of Finn Partners that specializes in powerful book publicity

 

Scott Mautz

CEO of Profound Performance, author of the best-selling book Make It Matter:

How Managers Can Motivate by Creating Meaning

 

Andrew Mueller LID Publishing’s

Business Development Manager

 

Sara Taheri LID Publishing’s Editorial Director

 

Register Today at www.business-writers-exchange.com

 

TDRp Message Shared with the Legal Profession

Dave Vance shared the TDRp message with learning professionals in the legal profession on December 1st. He spoke on Day 1 of the Professional Development Institute’s two-day annual conference in Washington, D.C. Three hundred attended the conference which is dedicated to the professional development of attorneys and legal firm staff members. Dave was asked to speak by several who had heard about TDRp and the Center for Talent Reporting and wondered if the principles would translate to the legal field. Dave worked with them over the summer and fall to adapt TDRp to the legal environment, creating a Program report and a Summary report reflecting typical legal firm goals and initiatives. The presentation is titled Strategic Talent Development Collaboration, Management, and Reporting.

Presentation Slides available for download

http://www.centerfortalentreporting.org/download/washington-conference-slides/ ?

CTR Is excited to Announce the Release of a Significantly Updated TDRp Measures Libary

CTR is excited to announce the release of a significantly updated version of the TDRp Measures Library. This update focuses on Learning and Development Measures and has expanded from 111 measures to 183 Learning related measures.  The additions include measures related to informal and social learning as well as more detailed breakdown of the cost measures.  This version of the library also includes measures defined by the CEB Corporate Leadership Council as well as updated references to the HCMI Human Capital Metrics Handbook and updated references to ATD, Kirkpatrick and Philips defined measures

If you are a CTR member, you have access to the updated version at no additional charge. https://www.centerfortalentreporting.org/download/talent-acquisition/ .

If you are not a member, join CTR for $299/year

Corporate Learning Week Conference, Dave Vance to Speak: CTR Exclusive Discout

2016 CLW Logo

 

 

 

 

Corporate Learning Week
November 7-10, 2016
Renaissance Downtown, Dallas, Texas
www.clnweek.com

Join us on LinkedIn: https://www.linkedin.com/groups/7052790

Theme: Disrupting Ourselves: L&D Innovation at the Speed of Change

Corporate Learning Week 2016 will focus on powerful new tools and capabilities to help you transform your learning organization to align with your organization’s core needs and core values, to strike the balance between best practices and next practices that will engage today’s dynamic workforce.

New for 2016, we have confirmed 2 exciting site tours:

– Brinker International (Chili’s & Maggiano’s)

– American Airlines Training Center

Corporate Learning Week 2016 is designed for L&D leaders who are:

– Taking charge of the end-to-end talent operations

– Innovating their learning ecosystems to keep pace with the speed of change

– Rethinking learning measurement across the board

– Looking for ways to accelerate leadership development

 

Have some fun while you’re away from the office and build stronger relationships within your team by taking part in our featured team building activities:

– Keynote Meet n Greet

– Team Scavenger Hunt

– Dallas Foodie Crawl

– Dedicated Team Bonding

 

Featured Speakers:

Diane August, Chief Learning Architect, Nationwide
Brad Samargya, Chief Learning Officer, Ericsson
Lisa Cannata, Chief Learning Officer, Orlando Health
Jon Kaplan, CLO & VP of L&D, Discover Financial
Karen Hebert-Maccaro, Chief Learning Officer, AthenaHealth
Katica Roy, Global VP, Learning Analytics, SAP
Tom Spahr, Vice President of L&D, The Home Depot
Marc Ramos, Head of Education for Google Fiber, Google
Matt Smith, Vice President, Talent & Learning, Fairmont Hotels & Resorts
Mary Andrade, Head of Learning Design & Delivery Center of Excellence, McKinsey
Corey Rewis, SVP of Learning & Leadership Development, Bank of America
Nathan Knight, Director of L&D, Sony
Casper Moerck, Head of Learning Technology – Americas, Siemens
Kate Day, VP Workforce Transformation, MetLife
Mong Sai, Director, Learning and Organizational Development, Newegg
Sarah Mineau, AVP Learning & Development, State Farm Insurance
Sheryl Black, Head of Training Operations, American Airlines
Stacy Henry, VP L&D Americas, Bridgestone
Namrata Yadav, Senior Vice President, Head of Diversity & Inclusion Learning, Bank of America
James Woolsey, President, DAU
Sanford Gold, Sr. Director, Global Leadership & Development, ADP
Donna Simonetta, Senior Director, Commercial Services Learning, Hilton Hotels
Melissa Carlson, Director, Leadership Development, Quintiles
Paul Rumsey, Chief Learning Officer, Parkland Health & Hospital System
Priscilla Gill, SPHR, PCC, Leadership and Organization Development, Mayo Clinic
Shveta Miglani, Learning and Development Director, SanDisk
Chenier Mershon, Vice President Operations and Training, La Quinta Inns & Suites
Al Cornish, Chief Learning Officer – Norton University, Norton Healthcare
Angel Green, Director of Talent & Learning, Coca-Cola Beverages Florida
Jeremy Hunter, Creator of The Executive Mind @ Drucker Graduate School of Management
Josh Davis, Director of Research, NeuroLeadership Institute
James Mitchell, CLO & Head of Global Talent Development, Rackspace
Dom Perry, VP of L&D, Brinker (Chili’s & Maggiano’s)
Leah Minthorn, Director of Operations Learning – North America, Iron Mountain
Emmanuel Dalavai, Global Program Manager, Training & Leadership Development, Aviall, A Boeing Company
David Vance, President, Center for Talent Reporting
Sarah Otley, Next Generation Learning Lab Director, Capgemini University, Capgemini

Discounts 

CTR EXCLUSIVE: Save 20% off  2016CLW_CTR. Register now!

Please Welcome Jeff Carpenter to the CTR Board

2953551

 

 

 

 

 

Jeff Carpenter is a Senior Principal at Caveo Learning. Jeff works with clients to bridge performance gaps by addressing process improvements as well as front-line knowledge and skill development programs for Fortune 1000 companies.

Jeff has worked in entrepreneurial environments as a senior leader working to build internal organizational structures and business processes while leading teams at many Fortune 500 clients to solve some of their most pressing performance and process issues.

We are excited to welcome Jeff to the CTR Board. His knowledge and expertise will enhance our board and make CTR even greater. We have worked closely with Jeff in our past conferences and he is a great supporter of CTR and TDRp.

Please Welcome Joshua Craver to the CTR Board

AAEAAQAAAAAAAAV7AAAAJDkxYzU3MTUyLTJiYWMtNDE0Ni1hMmFjLWM2NTg2NjViMGQxYg

 

 

 

 

 

Joshua Craver is a values based and results oriented HR executive. In March of 2012 he joined Western Union as their global HR Chief of Staff. In January 2013, Joshua took on a new role as the Head of Western Union University and VP of Talent Management. Previous to this he lived and worked in India, Mexico and Argentina for over 7 years in various HR leadership roles. Based on these experiences he is well versed in growth markets strategy and execution.

Joshua also worked at the strategy consulting firm Booz Allen Hamilton. Companies that he has consulted within include but are not limited to The World Bank, Georgetown University Hospital, GE, CIBA, Scotia Bank, Qwest, Famers Insurance, Electronic Arts, Citibank, Agilent Technologies, Cigna, DuPont, Nissan, Lowes, Chevron and Cisco. He has also conducted business in over 40 countries.

CTR is happy and honored to have Joshua join our CTR Board. Josh has been one of our greatest supporters. We are excited to have his expertise, energy, and insight.

The Promising State of Human Capital(Report)

CTR is happy to provide the Promising State of Human Capital Report sponsored by CTR, i4cp, and ROI Institute.

This Valuable document  is available for downloa thanks to CTR and our partnerships with i4cp and ROI Institute.  This Report ties in with the ROI Institute webinar with the same name posted on our site for download. https://www.centerfortalentreporting.org/the-promising-state-of-human-capital-anayltics-webinar-by-roi-sponsored-by-ctr/

Partnership with the Corporate Learning Network

The Center for Talent Reporting, is pleased to announce a partnership with the Corporate Learning Network. CLN, is an online resource for corporate learning leaders and academic professionals. The Corporate Learning Network believes the Future of Learning will be created through multi-disciplinary approaches and peer-led exchange. With live conferences, community webinars and virtual forums, they bring together stakeholders across the L&D spectrum to help you realize your plans for improved learning outcomes and organizational success.

Learn more about  CLN at http://www.corporatelearningnetwork.com/

CLN goals are similar to CTR, and we believe this partnership will further the change and growth in HR and L&D.

The Promising State of Human Capital Anayltics (Webinar by ROI Co-Sponsored by CTR)

Talk with any human capital executive about the field of human capital analytics and they will generally agree: the best is yet to come. That doesn’t mean that many companies aren’t already performing incredible feats with people data—a few are profiled in this report—the statement is a testament to the opportunity that most can see in this burgeoning field. And it’s a testament to the constant new and innovative ways professionals are using people-related data to impact their organizations. This study surveyed analytics professionals in organizations of all sizes worldwide, and asked very pointed questions on how those organizations are using human capital analytics today, if at all. The results were more affirming than they were surprising:

  • Budgets for human capital analytics are increasing along with executive commitment.
  • Relatively few companies are using predictive analytics now, but expect to in the future.
  • Most are using analytics to support strategic planning and organizational effectiveness.

Successful companies tend to be those that purposefully use data to anticipate and prepare rather than to react to daily problems.

It’s clear in both the data from the survey and follow-up interviews that were conducted, that the future focus of
professionals in the human capital analytics field will increasingly be on using analytics to guide strategic decisions and affect
organizational performance. To sum up the state of human capital analytics in one word: Promising.

Objectives

This webinar introduces the new research study that demonstrates the progress that
continues to be made with human capital analytics. Participants will learn:

  • Four key findings on the state of
    human capital analytics
  • How high-performance
    organizations are building
    leading human capital analytics
    teams
  • What Google, HSBC, LinkedIn
    and Intel are doing to drive
    business performance through
    analytics
  • What you can do to move your
    analytics practice forward

We want to thank Patti Phillips, and Amy Armitage for the opportunity to co-sponsor this webinar. The recording and PPT have been made available to anyone who missed the webinar.

PPT  

The Promising State of HCA

3.60 MB 23 downloads

Recording https://roievents.webex.com/roievents/lsr.php?RCID=30bd391d319d4709b4203d48f6b7e4c9

Our Newest CTR Advisory Council Member Todd Harrison

Todd Harrison, Ed.D                                                                             Todd

[Director, Talent Solutions]

CTR is pleased to announce Todd Harrison as our newest Advisory Council Member. Todd will be taking over for Kendell Kerekes. We are thrilled to have such an experienced and renowned individual added to our ranks.

Background

Dr. Harrison joined CEB Metrics that Matter (MTM) in 2012, after nearly 15 years of corporate experience in various learning and development leadership roles, where he was an active practitioner of the MTM system.  At MTM, he is accountable for the MTM Professional Services team of approximately 40 people, and provides strategic leadership to the Metrics that Matter (MTM) Client Advisory and Consulting teams within this group.  These two teams have primary responsibility for delivering ongoing support services to MTM technology clients, as well accountability for the development and delivery of learning and human capital consulting measurement solutions, respectively.  Specifically, the Professional Services team helps measure the impact and effectiveness of learning and development programs within an organization intended to unlock the potential of organizations and leaders by advancing the science and practice of talent management.  Dr. Harrison’s business responsibilities include oversight of a portfolio of more than 600 clients and an annual global P&L goal of nearly $5M.

Dr. Harrison has extensive knowledge and expertise in several areas of talent management to include:

·        Succession Planning ·        Leadership Development ·        Talent Analytics
·        Learning Strategies ·        Employee Engagement ·        Competency Design
·        New Hire Onboarding ·        Performance Management ·        Organization Development

 

Education

  • Doctorate in Organizational Leadership (2016) – Indiana Wesleyan University
  • Master of Arts in Human Resource Development (1995) – Webster University
  • Bachelor of Science in Journalism (1986) – Murray State University

Professional Experience

  • Director, Talent Solutions, Metrics that Matter: CEB, Chicago, IL (2015 – present)
  • Director, Consulting Services, Metrics that Matter, Chicago, IL (2014 – 2015)
  • Senior Consultant, Metrics that Matter, Chicago, IL (2012 – 2014)
  • Director, Global Leadership & Organizational Development, Stryker, Kalamazoo, MI (2010 – 2012)
  • Director, Leadership & Associate Development, Anthem Blue Cross/Blue Shield, Indianapolis, IN (2002 – 2010)
  • Vice President, Human Resources, Total eMed, Franklin, TN (1999 – 2001)
  • Director, Leadership & Organizational Development, American Rehability Services, Brentwood, TN (1997 – 1999)
  • Lieutenant Colonel (Retired), United States Army (1984 – 2005)

Professional Affiliations

  • Association for Training Development (1993 – Present)

CEB Platinum Sponsor

CEB is a best practice insight and technology company. In partnership with leading organizations around the globe, we develop innovative solutions to drive corporate performance. CEB equips leaders at more than 10,000 companies with the intelligence to effectively manage talent, customers, and operations. CEB is a trusted partner to nearly 90% of the Fortune 500 and FTSE 100, and more than 70% of the Dow Jones Asian Titans. More at cebglobal.com.

CEB is a Platinum sponsor of CTR. With their continued support, CTR has continued its mission to bring standards and measures to the HR community. CEB was a big participant in the February 2016 CTR Conference. Helping to draw many participants making this conference, our largest yet. We look forward to continuing our relationship with CEB.

For information on sponsorship CTR please visit https://www.centerfortalentreporting.org/sponsorship-opportunities/ 

Join CEB For a selection of webinars in June.

CEB-Logo-RGB-150x41-color

All time are in CT

 

Title
Description
Addressing Pay Equity
June 7th 11am-12pm
Join CEB on June 7 for their complimentary webinar as they examine pay equity concerns for organizations with U.S. workforces. Register now at http://ceburl.com/1osc
Keep Quality through Onboarding
Jun 9th 11am-12pm
Best practice onboarding can maintain and actually improve quality of hire by up to 12%. Hear how the best companies prioritize employee integration in onboarding during CEB’s complimentary webinar June 9. Register now at http://ceburl.com/1ov5
Organizing HR to Lead Enterprise Change
Jun 9th 9am-13:30am
Only 21% of organizations are able to initiate change as soon as the need arises. Learn how to better influence change implementation where it happens during CEB’s complimentary webinar June 9. Register now at http://ceburl.com/1ov6
The Talent Within
Jun 23rd 11am-12pm
74% of organizations want to increase their internal hiring this year. Hear how the best companies improve internal mobility, and yield greater quality of hire during CEB’s complimentary webinar June 23. Register now at http://ceburl.com/1ov7
Four Imperatives to Increase the Representation of Women in Leadership Positions
June 28th 12pm-1pm
Increasing representation of women in leadership positions has a real, tangible impact on an organization’s financial and talent outcomes. Join CEB on June 28 as they discuss the common myths surrounding women in leadership, and how to engage and retain a more gender-balanced workforce. Register now at http://ceburl.com/1ov8

 

About CEB

CEB is a best practice insight and technology company. In partnership with leading organizations around the globe, we develop innovative solutions to drive corporate performance. CEB equips leaders at more than 10,000 companies with the intelligence to effectively manage talent, customers, and operations. CEB is a trusted partner to nearly 90% of the Fortune 500 and FTSE 100, and more than 70% of the Dow Jones Asian Titans. More at cebglobal.com.

CEB-Logo-RGB-150x41-color

 

 

CTR Accepts the Community Partnership Award

Dave Vance was present and honored to accept the Community Partnership Award, awarded to CTR by the University Of Southern Mississippi Department Of Human Capital Development, one of the few departments in the country to offer a PhD in Human Capital Development. CTR was selected in recognition of our inviting USM PhD students to our conference in Dallas and for our leadership in the profession though TDRp. It was awarded Friday April 29 at the Third Annual Awards Ceremony held at the Gulf Park Campus. Six other awards were given, and graduating Masters and PhD students were recognized.

Dave Vance, (Executive Director of the Center for Talent Reporting).

Dave is a frequent speaker at learning conferences and association meetings. He also conducts workshops and simulations on managing the learning function. Dave is the former President of Caterpillar University, which he founded in 2001. Dave received his Bachelor of Science degree in political science from M.I.T. in 1974, a Master of Science degree in business administration from Indiana University (South Bend) in 1983, and a Ph.D. in economics from the University of Notre Dame in 1988. Dave was named 2006 CLO of the Year by Chief Learning Officer magazine. He was also named 2004 Corporate University Leader of the Year by the International Quality and Productivity Center in its annual CUBIC (Corporate University Best in Class) Awards. Dave’s current research focuses on bringing economic and business rigor to the learning field as well as the development of computer-based simulations to help learning professionals increase their effectiveness and efficiency. His first book, The Business of Learning: How to Manage Corporate Training to Improve Your Bottom Line, was published in October 2010.

Setting Standards for our Profession: Three Standard Reports By Dave Vance

Last month we talked about the need for standards and introduced three types of measures which would serve to organize our measures just as accountants use four types of measures in their profession. This month we will introduce three standard reports for L&D which contain the three types of measures. These three reports, used together, provide a holistic and comprehensive view of learning activity just as the three standard accounting reports (income statement, balance sheet, and cash flow) do for financial activity.

The three reports are Operations, Program, and Summary. While a version of these reports (called detailed reports) contains just historical information (like actual results by month or quarter), we will focus on reports for executive reporting which in addition to last year’s results include the plan or target for the current year, year-to-date (YTD) progress against plan, and, ideally, a forecast of how the year will end if no special actions are taken (like extra staffing, budget or effort beyond what is currently planned). The reports are meant to be used by the department head and program managers in monthly meetings to actively manage the function to deliver results as close to plan as possible. Of course, before the year starts, L&D leaders will need to decide what measures are important for the year and what reasonable plans or targets would be for those measures.

We will start with the Operations Report which contains effectiveness and efficiency measures. Recall from our discussion last month that effectiveness measures are about the quality of the program (like levels 1-5) and efficiency measures are about how many, at what cost, etc. (like number of participants, hours, utilization rate, and cost). The Operations Report is meant to capture the 5-10 most important effectiveness and efficiency measures at an aggregated level which may be for the enterprise, region, business unit or product group depending on the L&D department’s scope. So, for example, the Operations Report might show last year’s actual, current year plan, YTD results, and forecast for unique and total participants for all the courses being offered. It might also show the average level 1, 2 and 3 for all courses being offered. The department head would use this report monthly to see if the department is on track to meet plan for the year. If it appears the department is not on track, then the senior L&D leaders need to understand why and agree on what actions to take to get back on plan.

The Program Report also contains effectiveness and efficiency measures but its focus is at the program or initiative level rather than the enterprise level. It is designed to show the key programs in support of a single company goal like increasing sales by 10% or reducing operating cost by 5%. Under each identified program would be the most important effectiveness and efficiency measures. The Program Report also would contain an outcome measure showing the planned impact or contribution from learning on the goal. So, the report pulls together the key programs and measures required to achieve the desired impact on the goal. The owner of the goal (like the SVP of sales) and the L&D leaders would agree on the programs; outcome, effectiveness and efficiency measures; and plans or targets for the measures before the programs begin. The goal owner and L&D also need to agree on their mutual roles and responsibilities, including how the owner plans to reinforce the learning. Program Reports would be used by the department head and program managers each month to ensure everything is on plan to deliver the agreed-upon results.

While the Operations and Program Reports are used to manage the function each month, the Summary Report is designed to show the alignment and impact of learning as well as its effectiveness and efficiency. The Summary Report starts by listing the company’s top 5-7 goals in the CEO’s priority order and then shows the key learning programs aligned to each. (In some cases there will be no planned learning.) Where learning does have a role to play in helping achieve the company goal, the report ideally will include an outcome measure or some measure of success. Next, the report will share three-four key effectiveness measures and three-four key efficiency measures. The target audience for this report is the CEO, CFO, SVP of HR, other senior leaders as well as employees of the L&D department. The report lets the senior company leaders know four important things: 1) L&D knows what the company’s goals and priorities are, 2) L&D leaders have talked with goal owners and the two parties have agreed on whether learning has a role to play and if it does, what kind of contribution may be expected from learning, 3) L&D leaders are focused on improving the effectiveness and efficiency of learning, and 4) L&D leaders know how to run learning like a business by setting plans and then managing each month in a disciplined way to deliver those plans.

Use of these three standard reports and the processes associated with creating them will dramatically improve the impact, effectiveness, efficiency, stature, and credibility of L&D. Along with adopting the three standard measures, it will also be a major step towards L&D becoming a true profession with our own standards and reports.

Develop Your L&D Team’s Competencies to Deliver on Business Goals Webinar Recording

In this webinar, Caveo’s Strategic Learning Partner Alwyn Klein uses real-world case studies and proven concepts to show how to develop your L&D team to become proactive and high performing, balanced with the appropriate mix of roles and competencies. You’ll learn to…

      • Leverage the L&D Compass for your team’s journey
      • Plan team development strategies and tactics
      • Determine future competencies and roles
      • Maintain a focus on current and future business alignment
      • Deliver consistent and measurable business value

Please Visit http://www.caveolearning.com/develop-l-and-d-team-webinar  for access to the recording.

The 9th Annual Global Learning Summit Singapore

CTR is excited to have the opportunity to be a part of the Global Learning Summit. David Vance, our executive Director, will be running a Pre Summit Workshop on the 7th of March 2016. Dave will also be a Keynote Speaker for the Global Learning Summit Conference. Dave was one of the first speakers at the First Global Learning Summit. The conference is located at the Raffles City Convention & Exhibition Centre, Fairmont Singapore and will be from the 7th to 9th of March 2016. Visit http://salvoglobal.com/global-learning-summit-2016/  to learn more and to register.

Venue Location 

Neighbouring Hotels- Room Rate (December 2015)

160307 Global Learning Summit 2016 SG GOWREG

Want to share and learn with a crowd of your peer-group?

Want to share and learn with a crowd of your peer-group?

Center for Talent Reporting community are welcome to share practical Best Practices & Next Practices with the Executive learning Exchange  curating solutions as a global cohort online.  Join the following Google+ community to learn more:

Simple & cost effective ways to measure big results (Google id required)

Get To Know Your Board Member (Cushing Anderson)

Cushing Anderson is program vice president for IDC’s Project-Based Services research. In this role, Cushing is responsible for managing the research agenda, field research, and custom research projects for IDC’s Business Consulting, Human Resources and Learning research programs. Cushing has been actively investigating the link between strategic business planning and training in the extended enterprise, the value of certifications and the impact of training on IT team performance. He has also extensively researched the value of partner certification programs to software companies. He also conducts regular research on the views and experiences of enterprises’ with global consulting firms. Cushing speaks on a variety of topics and has received a number of industry accolades. He is on the editorial advisory board and authors a regular column for CLO magazine and is on the board a Center for Talent Reporting board member. Cushing holds a bachelor’s degree in Government from Connecticut College and earned his M.Ed. in Curriculum and Instruction from Boston College’s Graduate School of Education.

Join Cushing and CTR as he keynotes our Conference February 24th 2016.

Get to Know Your Board Member (Patti Phillips)

Patti Phillips

Dr. Patti Phillips is president and CEO of the ROI Institute, Inc., the leading source of ROI competency building, implementation support, networking, and research. A renowned expert in measurement and evaluation, she helps organizations implement the ROI Methodology in 50 countries around the world.

Since 1997, following a 13-year career in the electric utility industry, Phillips has embraced the ROI Methodology by committing herself to ongoing research and practice. To this end, she has implemented ROI in private sector and public sector organizations. She has conducted ROI impact studies on programs such as leadership development, sales, new-hire orientation, human performance improvement, K-12 educator development, and educators’ National Board Certification mentoring.

Phillips teaches others to implement the ROI Methodology through the ROI Certification process, as a facilitator for ASTD’s ROI and Measuring and Evaluating Learning Workshops, and as professor of practice for The University of Southern Mississippi Gulf Coast Campus Ph.D. in Human Capital Development program. She also serves as adjunct faculty for the UN System Staff College in Turin, Italy, where she teaches the ROI Methodology through their Evaluation and Impact Assessment Workshop and Measurement for Results-Based Management. She serves on numerous doctoral dissertation committees, assisting students as they develop their own research on measurement, evaluation, and ROI.

Phillips’s academic accomplishments include a Ph.D. in International Development and a master’s degree in Public and Private Management. She is a certified in ROI evaluation and has been awarded the designations of Certified Professional in Learning and Performance and Certified Performance Technologist.

She, along with her husband Jack Phillips, contributes to a variety of journals and has authored a number of books on the subject of accountability and ROI, including Survey Basics (ASTD, 2013); Measuring the Success of Coaching (ASTD, 2012); 10 Steps to Successful Business Alignment(ASTD, 2012); The Bottomline on ROI 2nd Edition (HRDQ, 2012); Measuring Leadership Development: Quantify your Program’s Impact and ROI on Organizational Performance (McGraw-Hill, 2012); Measuring ROI in Learning and Development: Case Studies from Global Organizations (ASTD , 2011);The Green Scorecard: Measuring the ROI  in Sustainability Initiatives (Nicholas Brealey, 2011); Return on Investment in Meetings and Events: Tools and Techniques to Measure the Success of All Types of Meetings and Events (Elsevier, 2008); Show Me the Money: How to Determine ROI in People, Projects, and Programs (Berrett-Koehler, 2007); The Value of Learning (Pfeiffer, 2007); Return on Investment Basics (ASTD, 2005); Proving the Value of HR: How and Why to Measure ROI (SHRM, 2005); Make Training Evaluation Work (ASTD, 2004); The Bottom Line on ROI(Center for Effective Performance, 2002), which won the 2003 ISPI Award of Excellence; ROI at Work (ASTD, 2005); the ASTD In Action casebooks Measuring ROI in the Public Sector (2002), Retaining Your Best Employees (2002), and Measuring Return on Investment Vol. III (2001); the ASTD Infoline series, including Planning and Using Evaluation Data (2003), Managing Evaluation Shortcuts (2001), and Mastering ROI (1998); and The Human Resources Scorecard: Measuring Return on Investment (Butterworth-Heinemann, 2001). Patti Phillips can be reached at patti@roiinstitute.net.

Get To Know Your Board Member (Jean Martin)

Jean Martin

Jean Martin - Headshot 2014 (2)

(Executive Director, Talent Solutions Architect, CEB)

 

As executive director of CEB and CEB’s Talent Solutions Architect, Jean leads CEB’s insight and product development in talent management. Her areas of expertise span the HR spectrum and range from the future of the HR function to leadership to labor market trends. Specifically, Jean spends time working on issues relating to CEO and leadership succession, employee engagement, how companies can attract and keep the best employees, and how companies can seek out top talent globally and build out their global leadership bench.

Jean is often asked to share her knowledge in larger forums and has spoken at venues such as the Gathering of Leaders, the Economist Talent Summit, the Singapore Human Capital Summit, Wharton Women in Business Conference and the European Union. Jean also regularly presents to executive teams including Bombardier, Intel, Cisco, BBVA and Eskrom among others. In addition, her work has appeared in publications such as the Associated Press, Harvard Business Review, the Economist, Fortune, The Wall Street Journal, Bloomberg Businessweek, Forbes, and Human Resources Executive Magazine.

Prior to CEB, Jean served as a special assistant to President Clinton’s Domestic Policy Council. Additionally, Jean was a Presidential Management Fellow serving as a Special Assistant to the Senior Vice President for small business/community development banking at Bank of America. Also during her time as a PMF she was project manager for public-private partnerships in disadvantaged communities at the U.S. Department for Housing and Urban Development and for microfinance and microenterprise development at the U.S. Agency for International Development in Tanzania. Prior to that she worked a management consultant with the Institute for Human Services Management.

Jean received a Masters of Public Policy with a concentration in Economics and Finance at Harvard University and a Bachelor of Arts with highest distinction from the University of Virginia.  She also has served on several non-profit and public boards, such as City Year, Turnaround for Children and the San Francisco Presidio Planning Commission.  She lives in Washington, DC with her husband and three children.

TDRp Featured in July Talent Management Magazine

Talent Management magazine just published  a cover story on Western Union ‘s adoption of TDRp

The cover story for the July issue of Talent Management magazine is Delivering Value which describes how Western Union has used TDRp to align learning to business goals, have better discussions with goal owners, choose appropriate measures, and generate monthly reports. The article includes the reasons Josh Craver, VP of Talent Management, selected TDRp to help transform learning at Western Union into a more business-focused and results-oriented effort. The article also includes feedback and success stories from one of their important business partners. Read the article at http://www.talentmgt.com/articles/7406-revamping-talent-metrics-for-better

 

Want to Have a Greater Impact?

Want to Have a Greater Impact?

By David Vance

Learning and development (L&D) has the potential to significantly contribute to your organization’s results. What steps are you taking to maximize your impact? Here are four for your consideration. Read More Here

Sponsors and Supporters Rank High in 2015 Learning Elite

The June Chief Learning Officer magazine just published the winners of the annual Learning Elite which recognizes the best practices and organizations in the learning industry. We are pleased to see two of our sponsors in the top five: Proctor & Gamble Distributing at #4 (Walter Knox and team) and ADP at #5 (Carrie Beckstrom and team). Western Union (Josh Craver and team), corporate CTR member and second year TDRp implementer, made it into the top 20 at # 18. Bridgepoint Education, also a TDRp adopter and strong supporter, ranked 31st. And last but certainly not least, Qualcomm was ranked #1. While not a sponsor today, Qualcomm’s CLO is Tamar Elkeles who co-founded TDRp in 2010 along with Kent Barnett from Knowledge Advisors. Congratulations to all on their considerable achievements!