leveraging contextual learning in your talent development strategy

Jon Drakes

Leveraging Contextual Learning In Your Talent Development-Strategy

Topics for Today

• Unique Business Challenges for the GCC

• Defining Talent

• The Talent Development Lifecycle

• Why Contextual Learning is Mission Critical

• Summary & Close

UNIQUE BUSINESS CHALLENGES

3 Key Challenges

• Rapidly Rising Headcounts

• Nationalisation Targets

• Skill Gaps

Rapidly Rising Headcounts

Nationalisation Targets

• 13m expats make up 70% GCC workforce

• Private Sector = 80% expats - Some > 95%

• Labour force to increase by 5m by 2020 (World Bank)

• 7m new jobs created in GCC in 10 years

• UAE expats up to 84.5% in 2030, (80% now)

• UAE national population not large enough to sustain economic growth

The Skill Gap Challenge

• Local Skill Gaps are Limiting Growth Prospects

• Pre-Work Education is lacking across the GCC

• Difficult to Analyse Current Skills within Organisations

• Current Employee Engagement is below Global Average

The Skill Gap Challenge

CEO Confidence Levels by Region

Perceived Business Threats 3 Year Priority

Short to Medium Growth Prospects

The Skill Gap Challenge

Enabling Job Creation in the Arab World

GCC has highest %ages of disengaged employees globally

Resulting Talent Challenges

• Attracting and Retaining Skilled Employees

• Educating & Up-Skilling the Workforce

• Identifying and Nurturing Emerging Talent

• Increasing Employee Mobility

• Improving Employee Engagement

DEFINING TALENT

Defining “Talent”

• Top 10% of Employees?

• High Potentials?

• Fast Track Intake?

• Every Employee? “Talent consists of those individuals who can make a difference to organisational performance either through their immediate contribution or, in the longer-term, by demonstrating the highest levels of potential.”

“Companies need to define expectations of what “talent” is for them both internally and externally. When they do that, a whole new world will unfold. People won’t work for jobs, they’ll work for a cause and a mission that is a daily factor of what they do.”

“There is considerable debate within companies about what constitutes “talent” and how it should be managed.”

How Do You Define “Talent”? E. Gallardo-Gallardo et al. (2013)

How Do You Define “Talent”?

“You must find a definition which makes practical sense for your company. If you do not have a strong clear definition you cannot link it to your HR strategy, develop good talent management KPI’s or evaluate it.” MORTEN KAMP, 2013

TALENT MANAGEMENT LIFECYCLE

HIRE

ALIGN

MANAGE

MONITOR DEVELOP

PLAN

REWARD Goals &

Objectives

Competencies

& Skills

Performance

Feedback Development Plan

Career Plan

Succession

Key Roles

Talent Pools

Pay Review

Bonus

Promotion

Profiling

Role Based Induction

Training

ANALYTICS PERVASIVE

CONTEXTUAL INTEGRATED

WHY CONTEXTUAL LEARNING IS MISSION CRITICAL

What is “Contextual Learning”?

Context

Similar to consumer technology, the system understands the users profile and what they are trying do and can offer relevant advice and actions to help the user be more effective Pervasiveness Users don’t come to the system, the system uses embedded “widgets” and mobile capabilities to deliver functionality to them wherever they are working

1.

2.

3 Parts of Contextual Learning

Action More Than Just Viewing and Recording, Taking Action in

Real Time

Access From Anywhere, On Any Device, Where I Do My

Work

Inform Complete View of

Relevant People and Business Data Provides

Context

Contextual Learning in Sales

9:00 am

Assigned a new product opportunity for a top 10 customer

9:15 am

Opens SFDC opportunity record and sees learning specific to the product related to the opportunity

9:30 am

Completes product training to get rapidly up to speed

2:30 pm

Closes new product sale with a very happy customer

Contextual Learning in Sales

Contextual Learning in Industry

8:00 am

Clocks in and finds equipment has been updated overnight

8:01 am

Receives immediate training on mobile, takes and passes certification test. Manager automatically notified of certification

8:30 am

Starts equipment for the day’s work

Contextual Learning in Tech

10:30 am

Finishes project and is assigned a goal that requires Ruby, which he has not used for 2 years

10:45 am

In addition to alignmet with company goals, 2 specific learning activities are suggested to update his skills.

4:30 pm

Starts new project with confidence and is immediately productive.

Learning & Development

On-Boarding

Compliance Employee

Enablement

Extended Enterprise

Performance & Career

Development

Faster Time to Productivity

Mitigate Risk

Develop Talent & Grow Leaders

Improve Retention & Internal Mobility

Broaden Reach & Boost Revenue

Improve Efficiency

Increase Readiness

Learning Drives Business

CASE STUDIES

• Fast track career development programme, Al Masar, for UAE nationals.

• 12 month programme will support customised career guidance and development opportunities tailored to each participant's individual strengths.

• Includes intensive learning programmes, departmental rotations, professional certifications as well as coaching sessions.

• Exhaustive Certification process pre-opening

• 175 new Doctors - Cultural Education & Continuous Medical Education

• 2000 technical, nursing need specific training

• 100 requiring onboarding per week

• Curriculum designed for user involvement

• Developed metrics around engagement

• Training delivery via Tablets at point of need

• Specific Training for Saudi Nationals

• Banking Training Program (BTP):

–Diploma/Bachelor Degree level

–6-8 months of extensive classroom and OJT

–Upgrade skills of tellers & customer services

• Samba Professional Program (SPP):

–Graduate/undergraduate

–10 months of classroom and OJT

SUMMARY

Employees Want More

Just-in-time contextual learning

More productive

Real-time collaboration with experts

More capable

Targeted, practical career development

More opportunities

Productivity

200%

40% Engagement

75% Promotions

Context drives all HR activities

Leadership & Succession Provide targeted, practical development to drive readiness for your critical roles

Workforce Management Schedule your best resources

based on skills and certifications

Performance Management

Provide real-time training that improves competencies and

skill gaps

Talent Acquisition Create talent pools dynamically and assign development activities for critical positions

Learning Centric Talent Management

VISIT US AT STAND E21