Developing an L&D Dashboard: 2.0
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Transcript of Developing an L&D Dashboard: 2.0
Real Challenges. Real Solutions. Real Results.
Julie Stone, VP Learning & Talent ManagementPrudential Group Insurance
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Developing an L&D Dashboard: 2.0
Real Challenges. Real Solutions. Real Results.
Can your stakeholders express the value your organization brings to the business?
What would they say?
Can you?
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Real Challenges. Real Solutions. Real Results.
A story…
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Real Challenges. Real Solutions. Real Results.
Objectives and Outcomes for Today’s Session
Tell your story – with business-driven data
Make a compelling case for investing in talent development
Take away an approach for creating a dashboard you can use in your business
Drive market differentiation through top talent
Be a leader of influence with a seat at the table
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Real Challenges. Real Solutions. Real Results.
Typical Environment
Corporate, P&L environment with internal clients
A lot of mandated check-the-box training
Cost is primary business driver
Org structures: Varied degrees of centralization
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Real Challenges. Real Solutions. Real Results.
Typical Challenges
L&D perceived as only an expense
L&D not viewed as a strategic partner
Senior leader time and attention stretched
Need to express value in business language
L&D perceived as “soft”
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Real Challenges. Real Solutions. Real Results.
Current Day Challenges
Economic conditions
Outsourcing
Future talent needs de-prioritized
Neglecting to recognize our changing workplace
All of these result in reduced funding
Reduced funding results in decreased ability for talent to differentiate your business in the marketplace
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Real Challenges. Real Solutions. Real Results.
What’s a Dashboard?
Graphical Display
Health of project, organization, function, etc.
Industry /functional metrics
Benchmarks
Speaks in business language
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Real Challenges. Real Solutions. Real Results.
Small Group Discussion
In your current environment, what metrics do you capture and how? Are they the same metrics that the business captures?
For whom?
Do you package them in a dashboard format?
Is the business happy with them?
Are you happy with them?
Do they tell your story?
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Real Challenges. Real Solutions. Real Results.
Dashboard Evolution: First Attempt
Level 1s, Level 2s, number of staff trained, training initiative type
Data only, not relational to anything Hard to know if data is good, bad, or ugly No analysis of data Not business outcomes driven
Assumption that the data will be meaningful to leaders
Data is not actionable
While not particularly meaningful, requires significant effort to collect and report
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Real Challenges. Real Solutions. Real Results.
First Attempt Example
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Real Challenges. Real Solutions. Real Results.
First Attempt Example
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Real Challenges. Real Solutions. Real Results.
Dashboard Evolution: Next Attempt
Used all data from first attempt
Attempted to make data: Relational Included some business outcomes Used graphics to display data, but still:
Not particularly meaningful, not actionable, activity-based, and required more effort to collect and report
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Real Challenges. Real Solutions. Real Results.
Next Attempt Example
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Continuous ImprovementGrowth & Efficiency YTD Documentation Results
T&D process improvements implemented YTD
YTD Training Volumes
New web-based courses created
Increase in overall library size
Web-Based Training seats completed
Workshops
Employee Development
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$30,69813 191
303Q/4Q Highlights Include:
1. Time tracking and capacity planning and reporting
2. Consistent web-based course templates, tools, and best practices
3. Distance learning best practices and workshops
58 YTD website hit count / employee
5,016 Document updates YTD
1377
677 Distance seats trained
Distance cost savings (vs. cost of instructor-led travel)
Overall travel budget savingsT&D Attendees
YTD Web-Based Delivery
YTD Distance Delivery
52%
131%
Real Challenges. Real Solutions. Real Results.
Next Attempt Example
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Continuous ImprovementGrowth & Efficiency YTD Documentation Results
T&D process improvements implemented YTD
New web-based courses created
Increase in overall library size
Web-Based Training seats completed
Workshops
Employee Development
20
$30,69813 191
303Q/4Q Highlights Include:
1. Time tracking and capacity planning and reporting
2. Consistent web-based course templates, tools, and best practices
3. Distance learning best practices and workshops
58 YTD website hit count / employee
5,016 Document updates YTD
1377
677 Distance seats trained
Distance cost savings (vs. cost of instructor-led travel)
Overall travel budget savingsT&D Attendees
YTD Web-Based Delivery
YTD Distance Delivery
52%
131%
Real Challenges. Real Solutions. Real Results.
Dashboard Evolution: 3rd Iteration
Focus shifts from collecting to analyzing data: Relational – both internally and externally Shift to using business language and business measures Reposition traditional L&D metrics (L1, L2) as “effectiveness / COE” metrics
Less reporting: One page target (reality: 3)
Significant meaning for the business
Viewed us as running L&D as an operation, with efficiency and effectiveness targets
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Real Challenges. Real Solutions. Real Results.
3rd Iteration: Efficiency & Productivity
• Every hour worked in T&D delivers between .56 -1.08 training hrs consumed.
T&D ProductivityTraining Consumption per Trainee
Cost per Learning Hour
9.6 4.2
9.8 2.6 4.2
17.8
1.4 1.9 3.5
6.78 per/qtr benchmark
Benchmark Range
$72.99 benchmark
4.9
Real Challenges. Real Solutions. Real Results.
Current Iteration
Tied metrics to business
Added financials Budget forecast vs. actuals ROI
Added capacity - present and future views
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Real Challenges. Real Solutions. Real Results.19
LOB1 LOB2 LOB3 LOB4 LOB5 LOB6 Total
Q3 18% 22% .2% 0% 32% 22% 95%Q4 25% 35% 4% 0% 19% 18% 102%Initiatives delivered within requested timeframe: 100%* Does not include Talent Management & Leadership
L&D Dashboard Focus: Power of 5 and Operational Excellence
Projected CapacityFinancials
YTD Budget : $XXXM Actual: $XXXM10.7% positive variance
Business Impact
YTD ROI: TBD* % of Spend: TBD
*ROI & evaluation methods in development
Projected Capacity*
Volumes**Does not include Talent Management & Leadership
L&D Productivity
YTD L&D Allocation
One Aligned, Powerful HR Team
YTD Growth of Off-the-Shelf Library: New courses: 7 Percentage Increase: 39%
Apr May June July Aug Sept YTD Av.
Cost Per Lrng Hr
69.347575202588
8
370.20977381929
101.92713833157
3
320.48940832724
6
233.66361469961
100.59456926709
3
126.61710746997
4
85
265
Cost per Learning Hour
Apr May June July Aug Sept YTD Av.
Trng Hrs
1.3308514190317
3
0.2506546370121
7
0.9692110874200
43
0.2791503823279
54
0.4377069256756
78
0.9224632815778
4
1.0907156178950
3
0.250.751.251.752.252.75
Training Hours Consumed per GI Employee
ASTDBenchmark: $72.99
Benchmark: 2.26 hrs p/month
Apr May June July Aug Sept YTD Av.
No. EEs
133.11111111111
1
132.38888888889
130.27777777777
8
133.75
131.55555555555
5
128.81081081081
1
134.76757696763
2575
125175
Associates Supported per L&D FTE
IndustryBenchmark: 43-68:1
Apr May June July Aug Sept YTD Av.
Ratio
1.12476895943563
0.210691358024691
0.765252525252525
0.243377777777778
0.333813204508859
0.775389770723107
0.768048304739286
0.100.500.90
L&D Work Hour to Training Hour Delivered
Apr May June July Aug Sept YTD Av.
Trng Hrs
1.33085141903173
0.25065463701217
0.969211087420043
0.279150382327954
0.437706925675678
0.92246328157784
1.09071561789503
0.25
0.75
1.25
1.75 Training Hours Delivered per L&D FTE
23%
26%
17%1%
23%
14%
1%
LOB1 LOB2
LOB3 LOB4
LOB5 LOB6
LOB7
14%
19%
35%4%
8%
26%
New Hire
Employee Development
Strategic Initia-tive
Continuous Improvement
Talent Man-agement
Internal
Real Challenges. Real Solutions. Real Results.
Business Reactions
Initial shock…followed by delight
Significant increase in credibility
Viewed as a strategic resource…driving increased discussion re investment
“L&D is showing up differently”
Funding has increased…driving increased talent development and business performance
L&D team engagement increased, personal connection to mission strengthened
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Real Challenges. Real Solutions. Real Results.
Gaps We Still Want to Address
Finding the sweet spot between reporting activity vs. outcomes Can we do away with training volumes?
Future projections based on development ratios
Adding in end-to-end talent lifecycle view Talent acquisition / staffing Performance management and development Succession Planning and retention
Incorporating full organizational costs of talent investment
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Real Challenges. Real Solutions. Real Results.
Small Group Discussion
What are your thoughts on using business language to talk about L&D metrics?
Are there measures that we’ve shown today that would be applicable in your setting?
How about ones that you wouldn’t want to show?
Could you effectively engage your business in a strategic discussion using a dashboard?
What barriers do you see in developing or using a dashboard to communicate value?
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Real Challenges. Real Solutions. Real Results.
Capturing the Data – What Should You Collect?
Determine your blend of activity vs. outcome based metrics
Think like a P&L leader – what would you want to know to keep investing?
Think about your culture – what resonates?
Learn what your stakeholders collect and report – anticipate the “views” they want to see
Practical component – what can you collect?
How can you interconnect your data to existing business data?
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Real Challenges. Real Solutions. Real Results.
Start with the Business
Costs: fully-loaded staffing costs, overhead, charge-backs, all of it
Number of employees you support
Big picture numbers: Revenue, expenses, key business metrics
L&D functional excellence metrics: Volumes, L1, L2, L3, L4
View into what your L&D production level is: capacity, efficiency, projections, etc.
Benchmarks: Internal and external
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Real Challenges. Real Solutions. Real Results.
How do I collect it?
Operational excellence is key!
Consistency
Define metrics, create common process, limit access, monitor and QA entries
Monthly – even if you report less frequently
Know how you’re going to structure your data
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Real Challenges. Real Solutions. Real Results.
How do I make the data meaningful?
Tie them to business results
Use benchmarks - internal and external
Trend your own data over time Determine your impact Identify areas of opportunity or enhanced focus Becomes a vehicle for continuous process improvement
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Real Challenges. Real Solutions. Real Results.
Who do I present it to?
Decision makers – not just L&D leaders: L&D governance board P&L or functional leaders
Puts actionable data in their hands to enable decision making
Aligns them on priority, capacity, and investment (vs. spend)
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Real Challenges. Real Solutions. Real Results.
Story revisited
What will you do differently?
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Real Challenges. Real Solutions. Real Results.29
I’d love to hear from you! Contact me at:
Julie Stone: 973.548.7353