Towards integrated talent management

LMS Readiness Stage

Agenda

• Introductions• Drivers• Where we aim to be 5 years from today• Lego land (building blocks –approach)• Roadmap (maturity model)• The players (Atrivision - HRD-MIG-Coms-ICT)• Stage 1: readiness project• Approval & signatures

Drivers

Today

•Ambitious business plan •Mission oriented in need of strong values embedded into personnel•Rapid growth•High recruitment rate•………………….

Tomorrow

•Need for enhancing alignment of learning strategy with business strategies and performance objectives•Learning culture needs to be reinforced•Significant improvement of the existing competency framework and curricula •………………………….

Five years from now…

Our house of learning

organization strategyHRM

strategyLearningconcept

strategic

OrganizationDevelopment

(change)

Subject MatterExpertise & Skills(going concern)

Personal Skills

Jobs, roles, competencies

tactical

planning & logistics

operationallearning management systemadministration & management info

Building Blocks

Integrated perfor

mance

Competency driven

Managed learning

Ad Hoc

Content Management

Program Strategy & Design

LMS

Content Management

Collaboration

Program Strategy & Design

Change Leadership

Testing & Assessment

LMS

Content Management

Collaboration

Program Strategy & Design

Change Leadership

Testing & Assessment

Competency Management

LMS

Content Management

Knowledge Management

Collaboration

Program Strategy & Design

Change Leadership

Testing & Assessment

Competency Management

PerformanceManagement

LMS

Content Management

Knowledge Management

Collaboration

Program Strategy & Design

Change Leadership

Testing & Assessment

Competency Management

PerformanceManagement

LMS

Visibility and Control

Cost Avoidance

Proficiency

Competitiveness

Shareholder valueLevel 5

Level 4

Level 3

Level 2

Level 1

Not happeningFully Engaged Partially EngagedProject Scope

Mobilisation Transition Transformation

PoC

•Validate concept & value•Validate & adjust processes•Define service management framework

Pilot

• 2 blended courses for approx 200 users•Introduce Learning Management•Pilot Learning Services •Gain Experience

Deliverables

•Hosted LMS•Learning Services Framework•Learning Operational Framework•Validated & refined CLS•Learning Programme Plan

01/04/08 01/05/09 01/05/10 01/05/12

Focus

• People and communications

• Knowledge transfer

• Service delivery infrastructure

• Service Management Framework

• Contract and financial management

• Technology and work environmentDel

iverables

• Installed LMS behind firewall

• Interoperability with e-Synergy and Navision

• Learning Services & Content Center

• General Skills Curricula

• Core BU Professional Skills curricula

• Draft Competence framework

Focus

• Project Management

• HR Architecture agreed and documented (process, roles, interactions)

• All HR IT Applications implemented where appropriate

• Technical Architecture and systems environments established

• Change and communications managed within the CAP© framework

• HR Sourcing project and establishment of Suppliers & Vendors services

01/09/08 Hosted LMS Pilot Start

Focus

Operation

• Service Delivery

• Operational Excellence

LMS Readiness Stage

Proposed Project Plan

An LMS is about

• A first step in implementing a long term HR vision

• Access to both central and decentral course offerings

• Management information about the uptake and cost of training

• Sharper purchasing contracts• Running efficient learning processes

Project objective

Piloting the use of an LMS:• Gain experience using the LMS• Understand the impact on the organization• Prepare a smart program plan for enterprise

wide implementation

Success is:

• The LMS supports Econcern’s learning processes efficiently

• Both the back office and the employees understand the functionality of the LMS and are able to work with it

• Need identified to extent the course catalog, the user group and the functionality of the LMS

High Level Schedule

September October November December January February March

Design

Realisa-tion

Test & Implementa

tion

Live – Pilot Courses

Implementation Plan

Go/No godescision

Risks

• Responsibilities not clearly defined• Lack of consensus about preferred configuration of the

LMS and the learning processes• Back office not fully prepared at live date• Employees not supported optimally because of lack of

knowledge and experience in the back office• Changes in the preferred design and scope of the

project, causing delay in project delivery.• Rebranding of Econcern coincides with the LMS project

(risk or opportunity to launch properly?)

Change Management

Key to a successful implementation is the embedding in the organization. This requires:• Start small, plan developing steps carefully• Meaningful evaluation of the readiness stage• Communication to stakeholders and the

business• Powerful learning programs• Back office training