GP Strategies：学习与发展的关键时刻（英文版）（26页）.pdf

1、Are you ready to take on the new world of work?Crunch Time For Learning&Development2All ChangeEver RelevantIts All About MeMapping The JourneyIs Your Tech Stacking Up?Smooth OperatorsMoney Well Spent?Core StrengthContents3The world is facing a reskilling emergency.Learning and Development functions

2、must evolve and adapt at pace to remain relevant.Traditional learning is no longer cutting it.Teams need to focus on new skills and modern learning approaches to support their businesses through transformation.Are you ready to take on the new world of work?Organisations will not be going back to bus

3、iness as usual in how and where they deliver learning.*Since the onset of Covid,internet usage has risen by 70%.Use of communication apps has DOUBLED.Video streaming services have seen daily usage rise 20-FOLD.*More than 1 BILLION jobs,almost ONE-THIRD of all jobs worldwide,are likely to be transfor

4、med by technology in the next decade.*At the outset of 2020,less than 5%of workers did their jobs remotely.Now,more than HALF of knowledge workers work remotely.*What does this mean for L&D?*The Evolving Role of Learning in Workforce Transformation*World Economic Summit4All Change5As the world of wo

5、rk changes,Learning&Development functions need to step up.Teams need to evolve and adapt,they need to reposition themselves and remain relevant.Theres a need to upskill,become more digitally savvy,more innovative and respond at pace.Training strategies need to realign with business goals,with a focu

6、s on modern performance.Thats a lot of new demands.How can L&D respond?All Change*The Evolving Role of Learning in Workforce TransformationWe see accelerated demand for future of work skills.The pace of delivery is critical.We need to operate at twice the speed and be ready with our upskilling strat

7、egy when new demands emerge.”Head of Enterprise Learning&Development and Workforce of the Future,MetLife*6Ever Relevant7Theres an urgency for L&D teams to show their value,and their relevance to the business.Moving forward,the challenge will be to make strategic connections with the business,support

8、ing the workforce where necessary.The model of traditional learning has shifted,modern learners expectations have moved.Learning professionals that understand the challenges their industry is facing,and the context of how learning and performance supports that will be considered valuable business pa

9、rtners.L&D now has the opportunity to proactively lead and add real value to their organisations workforce performance in this new world of work.50%of learning functions are not aligned to the business goals.*Is yours?Ever Relevant*Brandon Hall 2020*The Evolving Role of Learning in Workforce Transfo

10、rmationLeaders see business acumen as the most critical capability for learning teams.Key Trend:Business Leaders Lean on Learning to Deliver Business Transformation*Strategic DirectionThe Learning FunctionThe WorkersA defined learning strategy align the organisations priorities and objectives.Where

11、the translation of company priorities into learning and performance solutions happens.Support received in the moment of need.A friction free experience.A CONNECTED GOVERNANCE MODEL THAT PARTNERS WITH BUSINESS LEADERS TO DELIVER VALUE.*Brandon Hall 20208Ever RelevantAre you aligning your learning str

12、ategy with business strategy and goals?Ask Yourself9Its All About Me10Field WorkerPoint of Service WorkerHybrid WorkerPerformance support toolsDigital performance supportVirtual classroom learningOn the job coachingDigital performance supportVirtual classroom learningDigital learningIt is ALL about

13、the people.They sit at the heart of everything you create.You need to use data to build an understanding of who they are,their tasks,environment,and skills.From field workers,to point of service workers and hybrid office-home workers.Based on your insights,you can build a picture of when your people

14、 need support and how they need it.Only then can you begin to recognise different audiences and actively design to address their challenges.Move from a push approach to a learning pull approach,enabling users to learn at the point of need.Being data-informed about your people helps drive better deci

15、sions about when support is needed and the best modalities to deliver it.Its All About MeHow do your people get support at the moment of need?11Meet Miya,she works in a call centre providing technical support on white goods.How can you best support Miya in her role?Meet Miya-Customer Contact Case St

16、udy Performance Support:She receives a call on how to replace a drive belt.This isnt a critical task or skill,and it doesnt require training,so we provide performance support in the flow of work.Within 2 clicks,Miya looks up belt replacement on her system and accesses the relevant process informatio

17、n.Its All About MeHow do you know who and what youre designing for?Who is your audience?What are their unique working challenges?How do you deliver at the point of need?What is the best modality to meet their needs in the flow of work?Ask YourselfMicro Learning:At other times Miya might not be close

18、 to the flow of work but she still needs to source non urgent information for her role.This can be micro learning bursts like listening to a short podcast,webinar or 60 second video.Community:Modern Learning should also involve collective intelligence or a community model,where Miya and team can fin

19、d help and support to grow.This is especially important during times of change.Scaffolded learning that Miya and her team can pull on works better than pushing out community generated content,as this leads to more empowerment and ownership of learning.In-Person:Miya finds out theres a critical fault

20、 with a popular appliance and the whole team is required to quickly upskill on the impact.Miya consumes a one page cheat sheet for instant access to questions and answers,followed by an in-person experience,and a face to face lab run by safety experts.We need a learner-centric mindset when it comes

21、to design.Through our annual surveys of learners and business partners we see increased demand for a more personalised learner experience tailored to each individuals experience and knowledge.Senior Manager,Center of Learning,General Motors12Mapping The Journey13Measurement MappingEmpathy/Affinity M

22、apping PersonasConcerns&Task Analysis Worker Journey Skills MapResource MappingModality Selection&Journey MappingBuild-Borrow-Bend-Buy-BurnExpereience Platform ConfigurationStacking the TechBusiness Objectives DefinitionWorkerProfilingWorkDefinitionCurrent Stat Journey/Resource AnalysisBlueprint the

23、Future ModelContentSourcingCreating the Experience1234567Mapping The JourneyHave you built a systemic strategy around your people?Emphasis has traditionally been on the delivery of the learning content.Designing for the modern learner needs to move beyond that to the journey as a whole.It requires a

24、 systemic strategy built around the worker.14We approach the journey with a rigorous transformation process.By using a 7 phase approach each with its own process and output,we combine consulting with design,working collaboratively with the business.Its a process thats data informed which puts you as

25、 stakeholders and your end users at the centre of everything.When we use business data,not learning data,we design a project with performance outcomes.Essentially we have 3 key areas of discovery,consulting and design.This starts with measurement mapping process;a strategic tool to capture and visua

26、lise KPIs that will guide the project.Through research,we then do a series of mapping exercises in phases 2,3&4.This builds a profile of the business,the workers,skills and knowledge.As we hit phases 4&5,we understand enough to design for the future.This means we can de-risk the product or service b

27、ecause weve understood whats feasible,viable and desirable.Phases 6&7 are all about developing and deploying the product or service.Aligning content,processes and technology.Mapping The Journey“Just as the HR function has created many new job roles such as Director of Remote Work and Employee Well-B

28、eing Leader,the learning function must also take stock of what is needed to deliver workforce transformation and create new job roles focused on building new capabilities in digital marketing,immersive learning and agile methodologies.”Jeanne Meister,Founder,Future Workplace*“We need our team to be

29、the bridge between the learning experience and the business,anticipating where business leaders want to go.This type of performance consulting requires strong communication skills,business acumen,and the ability to translate stakeholder needs into design and technology requirements.Its the learning

30、equivalent of the HR business partner.”L&D Skills&Development Leader,Customer Experience&Success,Microsoft15Is Your Tech Stacking Up?With an average of 23 systems used by a learning function*,the need to simplify the front end experience for the worker is key.Tech ecosystems are complex.From HR syst

31、ems through to the LXP,you need to remove the barriers from the backend through to the front end.Reduce the hard work for people,and create friction free experiences that enable them to perform at their best.Tech is also where we you can gain some quick wins.With over 30%of employees time spent sear

32、ching for content,you can immediately improve this process through content rationalisation&correct tagging.Is Your Tech Stacking Up?Are you creating best experience for your people?16*Bersin 2020*The Evolving Role of Learning in Workforce TransformationLearning teams need to rapidly explore and test

33、 new technologies,as well as stay open to new solutions-from artificial intelligence to cloud platforms.When asked about the top learning and development innovations,they expect their organisations to pursue this year,virtual learning ranked top,with virtual reality(VR),mobile access platforms,and e

34、mployee experience platform(EXPs)following.*17Smooth Operators18How do we make it all happen?Whilst the business provides strategic direction,L&D needs to provide access to the right tools,skills and resources.New roles,processes and approaches need to be created and embedded to meet demands and exp

35、ectations of the modern workforce.Building new capabilities is a key priority for learning functions.The shift to modern learning is demanding new skills and roles such as learning architects,experience designers,community managers,content curators,data analysts and virtual delivery specialists.Thes

36、e can be upskilled or reskilled in-house,recruited or outsourced at speed.From business consulting to design,delivery,event management and analysis,L&D teams must implement a stream of services that connects the workforce to business goals.Smooth OperatorsCreate a value stream of connected servicesA

37、re you tuned in to future skill needs?Are you continuously scanning the environment for emerging or evolving skills?Are you creating new roles to support critical learners in the new learning system?*Ask Yourself*The Evolving Role of Learning in Workforce TransformationJust as the HR function has cr

38、eated many new job roles such as Director of Remote Work and Employee Well-Being Leader,the learning function must also take stock of what is needed to deliver workforce transformation and create new job roles focused on building new capabilities in digital marketing,immersive learning and agile met

39、hodologies.”Jeanne Meister,Founder,Future Workplace*s19The BusinessConsultingRelationship ManagersPerformance ConsultantsDemand PlannersTechnologistsLearning FunctionThe WorkersDelivery Classroom LearningVirtual Classroom ProductionVendor ManagementLogisticiansExperience ManagementCommunity/Campaign

40、 ManagersLearning AdministratorsJourney DevelopersData AnalystsExperience DesignLearning ArchitectsJourney DesignersPlatform DevelopersContent DevelopmentContent CuratorsContent DevelopersSmooth Operators*The Evolving Role of Learning in Workforce TransformationA value stream of connected services78

41、%see the Digital Marketing Leader as a key new job role for the learning function.*20Money Well Spent21High performing learning functions pull 6 big levers to get the best value and results.Money Well Spent?Are you pulling the right levers to drive down cost and accelerate performance?Shared Service

42、sProcessesDeliveryOperating ModelContentMeasurementMeasurement Mapping&Insightful Data AnalysisModern Learning TransformationEfficient Training Delivery&Vendor ManagementProcess Reengineering&Automation Organisation&Operating Model Redesign Combined with Offshoring Shared Service Learning&Administra

43、tion SupportAre you focusing on these critical areas and pulling the right levers to get the best value and workforce performance?Ask Yourself22Money Well Spent?Any ambitious learning function looks to increase its efficiency whilst increasing its impact on performance.By carefully focusing on these

44、 critical areas,youll be better positioned to improve speed and competency,and deliver real business value,all whilst keeping costs down.Its all about getting better results for less spend.So its not a matter of whether or not you should be pulling on these levers,but how and when.Organisation&Opera

45、ting Model Redesign Combined with OffshoringGovernance is key.Getting the most out of your organisation and operating models is crucial.How do you organise your teams and resources?Are you offshoring?By asking these questions and consolidating your support functions,youll free up capacity,streamline

46、 workflows,and increase efficiency.Process Reengineering&AutomationRemove waste and friction from back office operations with processes that are more streamlined and efficient,using process automation where appropriate.Implement workflow and simplify class and resource requests.Shared Service Learni

47、ng&Administration SupportA shared service model ensures there is always someone available to support demand,providing flexibility and efficiency.Learning and administrations should streamline processes and procedures.Online engagement and enrolment helps users schedule training and self-manage class

48、es,with a help desk for support when needed.Measurement Mapping&Insightful Data AnalysisEstablish your goals through measurement mapping.What do you want to achieve?What are you measuring?Use that data to evaluate your success and identify improvements.This will inform your decision making and ensur

49、e that you meet business outcomes.Efficient Training Delivery&Vendor ManagementUnderstand your vendors and suppliers.Are they being used efficiently?Are they providing value for money?Essentially,are they the right vendor to deliver your training?Getting it right,using the correct pricing models,and

50、 having diligent negotiation of framework agreements will all produce cost savings.Modern Learning TransformationModern learning transformation is about putting learning in the flow of work.Providing content to learners where and when they need it.Creating blended learning paths is also key.Rational

51、ise your content,make it learner focused to increase the reach of your training,and improve speed to competency.23Core Strength24Learning functions need to build their core strength in 3 fundamental ways to ensure they are fit to be valuable business partners.Strategically Aligned:Strategic alignmen

52、t to the business ensures that we remain relevant by connecting learning journeys with business goals.Using business data creates better decisions and results in improved performance outcomes.Operationally Excellent:Optimising operations ensures a better workforce experience aligned to business goal

53、s.Value Creators:L&D is not just about adding value,but creating value.Our approach to measurement and performance is what moves L&D from being a cost centre into a revenue stream.Core StrengthIs your learning function fit to give the workforce what it needs?When we talk about transformation,organis

54、ations need to be open to thinking about new ways of working and potential growth opportunities for the business.Companies must cultivate new skillsets and mindsets needed for innovation to drive real transformation such as creative problem solving,collaboration,and leading through uncertainty.It is

55、 this combination of technology acumen and core human skills that will produce lasting results.Matt Donovan,Chief Learning&Innovation Officer at GP StrategiesAre you strategically aligned with the business?Are your operations running efficiently as they can be?Are you creating value for the business

56、?Ask YourselfLets TalkHow can we help you take on the new world of work?2022 GP Strategies Corporation.All rights reserved.GP Strategies and GP Strategies with logo design are registered trademarks of GP Strategies Corporation.All other trademarks are trademarks or registered trademarks of their respective owners.PlayBook Crunch Time For Learning&Development v1.0 March 2022.inddFor more information visit: