© 2017 FORRESTER. REPRODUCTION PROHIBITED.€ºSocial collaboration platform ›Deep...

© 2017 FORRESTER. REPRODUCTION PROHIBITED.

Invest In Next Generation Employee Development

Claire Schooley, Principal Analyst

April 19, 2017

3© 2017 FORRESTER. REPRODUCTION PROHIBITED.

Agenda

› Business and Technology Trends Affect the Workforce

› Strategic People Processes Are Changing

• Employee Engagement

• Recruiting

• Performance

• Learning

› Six Levers of Engagement

› Embrace the mobile revolution

› Summary


Agenda




• Recruiting

• Performance

• Learning



› Summary


Integration Of Digital Tools Promotes Better Business Interaction

Digital

Social

collaboration

MobileAnalytics/

data

Cloud


Procurement

Finance/accounting

Five Key Technology Pillars Are Reshaping The Future Of Business Apps

Source: Forrester’s “Digital Innovation Reshapes The Future Of Business Applications” report, September 2016

Digital Innovation Reshapes The Future Of Business Applications


SaaS Adoption Benefits

Source: Forrester’s Business Technographics Global Software Survey, Q4 2016

Base: 1,350 business and technology decision-makers in organizations with 1,000 or more employees


More Technology Innovation Opportunities

› Social collaboration platform

› Deep personalization via machine learning

› Voice-activated and cognitive interactions

› Robotic process automation

› Chatbots for case management

› Virtual reality learning and simulation

› Sentiment measurement


Agenda




• Recruiting

• Performance

• Learning



› Summary


Identifying Engaged Employees

› Are absorbed in and enthusiastic about their work

› See meaning in the work personally and organizationally

› Are willing to devote discretionary time to increase the company's

reputation with customers.


› 85% of executives rank engagement as important or very important

› 34% of executives feel their organizations are “fully ready” to deal with

change issues

› 46% of executives report they are prepared to deal with the engagement

challenge

Source: Global Human Capital Trends 2016, Deloitte University Press http://www2.deloitte.com/us/en/pages/human-capital/articles/introduction-

human-capital-trends.html

Engagement Is A Top Priority For Organizations’ Executives


Engaged Employees Stay Longer And Become Advocates Of The Company And Its Products

See Forrester’s “Use Digital Technologies To Improve Employee Engagement” report.

https://www.forrester.com/report/Use+Digital+Technologies+To+Improve+Employee+Engagement/-/E-RES82061#dialog-1488550866359-dialog


Many Generations Exist In Today’s Workforce


They Want To Feel Valued And Engaged


Manage The Employee Journey


Agenda




• Recruiting

• Performance

• Learning



› Summary


Recruiting Has Changed Dramatically!

› Candidates approach a job search with a different frame of mind. No longer is

recruiting a one-way experience.

› The web provides broad-based access to job information.

› Social networks enable a new class of candidate — the passive one.

› Mobile devices allow faster and easier access to jobs.

› Recruiters become talent relationship managers and marketers.


Mobile

responsive

Talent network

opt-in

Using Digital To Attract Talent

Source: Lockheed Martin website

Targeted content

paths

Candidate chat

Personalized

experience


Understand The Complexity Of Talent Acquisition


Agenda




• Recruiting

• Performance

• Learning



› Summary


Employee Performance Is A Broken Process

› Periodic performance appraisals delay actionable feedback.

› Stack rankings run counter to teamwork and collaboration.

› Performance reviews are an unproductive time drain.

› Performance appraisals are too closely linked to salary adjustments.

› Performance appraisals are misaligned with what the business cares about.


Organizations Move Away From Traditional Performance Appraisal Methods


Next-Generation Performance Follows These Five Principles

Source: Transform Employee Performance For Continuous Engagement Forrester report

https://www.forrester.com/report/Transform+Employee+Performance+For+Continuous+Engagement/-/E-RES115657


Agenda




• Recruiting

• Performance

• Learning



› Summary


Today’s Younger Workforce Learns In New Ways

Source: Updating Learning For The Next-Generation Workforce Forrester report

https://www.forrester.com/report/Updating+Learning+For+The+NextGeneration+Workforce/-/E-RES133992


Digital Curated Content Brings Together Existing Learning On A Topic

Curated learning is the process of searching for, finding, organizing, and publishing the best

internal (corporate) and external (consumer) content for employees.


Micro-Learning Drivers

› Need to help employees learn things faster

› Availability of mobile devices allowing anytime, anywhere learning

› Ability to deliver learning daily without impacting time on the job.

BUT

› Choose content for micro-learning carefully


Recalibrate Learning Approaches For The Modern Workforce

Source: Updating Learning For The Next-Generation Workforce Forrester report

https://www.forrester.com/report/Updating+Learning+For+The+NextGeneration+Workforce/-/E-RES133992


Agenda




• Recruiting

• Performance

• Learning


› Embrace the Mobile Revolution

› Summary


The Six Levers For Employee Engagement

Lever 5: Rewards and recognition

Lever 3: Employee communication Lever 6: Health and well-being

Lever 2: Coaching and performance

Lever 1: Engagement surveys Lever 4: Learning and careers


Lever 1: Engagement Surveys


Lever 2: Coaching And Performance


Lever 3: Employee Communication


Lever 4: Learning And Careers


Lever 5: Rewards And Recognition


Lever 6: Health And Well-Being


Agenda




• Recruiting

• Performance

• Learning


› Embrace the Mobile Revolution


Mobile For Learning Has Been Slower To Catch On

Base: 161 HR and learning and development leaders across organizations in the US and Canada

Source: A commissioned study conducted by Forrester Consulting on behalf of Adobe, December 2016

“As a leader in your organization, which of the following best describes the use of mobile for learning?”

7%

9%

10%

12%

17%

17%

28%

I question the effectiveness of mobile

learning for long-term retention

I have reservations about mobile as a learning method

Learning via mobile is not as effective

as other forms of learning

In our company, learning is thought of as courses, and

this longer content is not appropriate for mobile

We need mobile learning because our employees are

on the go and need access to learning

Mobile is an effective way for some kinds of learning,

like short (3- to 5-min.) learning

Mobile learning is a valued and effective way of learning, and

I wish we had more content developed for mobile learning


Online Learning Is Gaining Ground Quickly



“What are the learning approaches used by your company?”Mean (%)

35%

38%

38%

42%

47%

50%

Videos

Virtual classroom (online synchronous learning)

Informal online learning (social learning, online

mentoring, interactions with experts)

Self-paced eLearning

On-the-job learning

Face-to-face classroom instruction


Millennials Are Not The Only Workers Using Mobile

- Digital learning leader, large global conglomerate

“We find from our research that those in their 40s and 50s care about

mobile too. eLearning on mobile is not merely a Millennial thing; it’s

about maximizing employee performance. We use it to fit learning into

daily schedules of employees — for people to learn whenever they can,

however they can.”

Base: 161 HR and learning and development leaders across organizations in the US and CanadaSource: A commissioned study conducted by Forrester Consulting on behalf of Adobe, December 2016


Flexibility Is The Leading Mobile Leading Benefit



“What are the benefits of mobile learning?”

(Percentage)

32%

40%

42%

43%

45%

47%

53%

Mobile’s short microlearning content reflects the

way employees learn today

Higher learner engagement rates with multimedia on mobile

Quick learning that is often just in time for a business need

Provides multimedia content and delivery options

Makes learning more widely available and accessible

Easy way to repurpose and share new content

Flexibility of learning from any location at any time


More Learning Will Be Mobile-Enabled In The Future

“What are your future plans for mobile learning?”(Select one)

4%

4%

20%

20%

23%

29%

We have no plans for mobile learning

I do not know

Where possible, all new learning will be mobile enabled;

a lot of older learning will be repurposed for mobile

We will focus on developing a mobile learning strategy

Where possible, all new learning will be mobile enabled; older

learning will remain accessible through desktop or laptop

We will develop some content for mobile




We Are Redefining Learning With Multiple Approaches

Base: 161 HR and learning and development leaders across organizations in the US and CanadaSource: A commissioned study conducted by Forrester Consulting on behalf of Adobe, December 2016

“We need to reframe people’s thinking about learning. People keep a

very traditional view; even though they are doing more bite-sized

learning, they don’t realize it is learning. . .”

- Global lead for learning and development, large global insurance provider


Tools, Skilled Developers, And Marketing Challenge Mobile Learning



“What are the biggest challenges in developing online content for a mobile device?”

(Percentage)

33%

36%

38%

41%

50%

Reworking existing eLearning content for mobile platforms

Getting buy-in from learning and development

leadership to use mobile for learning

Skilling up instructional designers who do not have

the skill set to develop mobile content

Marketing mobile learning to employees who are used to classroom

or traditional eLearning courses for their development

Selecting good full-featured tools for mobile authoring

that an instructional designer can use easily


Summary


What Organizations Need To Do Differently In The Future

1. Reactively recruit when jobs open.

2. Retroactively review performance.

3. Periodically measure employee satisfaction.

4. Administer merit increases.

5. Provide online “employee self-service.”

6. Deliver structured and standardized learning

resources.

7. Report on historical workforce metrics and costs.

1. Become a talent destination.

2. Continuously align performance with business

outcomes.

3. Drive employee engagement.

4. Motivate people with bonuses, rewards, and

recognition.

5. Deliver a digital experience to employees.

6. Enable the modern workforce with just-in-time

learning.

7. Predictively plan and analyze your changing

workforce.

People and talent 2020Traditional Approach

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