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Almost all organizations today, across all industries and sizes have a virtual and dispersed workforce. Whether it's a few employees working from home a few days a week to whole offices collocated. The Nemertes Research Group estimates that there's been an 800% increase in virtual workers during the past five years. In this webinar we'll discuss: * Core training challenges * Business challenges and how they relate to training challenges * Evolving learning strategies to overcome challenges and flip them into advantages This webinar is pre-approved for 1 hour CE credit for Human Resources.
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Delivering Learning to a Dispersed
and Virtual Workforce
4,000+ Courses. 25 Topic Areas. Unlimited Access.
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WHAT WE’LL COVER:
1. Core training challenges.
2. Business challenges and how they relate to training
challenges.
3. Evolving training strategies to overcome challenges and
flip them into advantages.
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Business Challenges with
Multiple Locations
Out-of-sight, out-of-mind Loss of spontaneous
communication
Logistics Teams and complex
work assignments
Basic supervision
Training Fundamentals
Employee training should deliver business results.
Training programs must actually improve employee
performance.
All of the critical stakeholders must be engaged – fully
involved and supportive, this includes the C-suite, front-line
supervisors and managers.
Employees must clearly see the connection between
training and their jobs.
The program must be appropriate for the culture and
learning culture of the organization.
Training Challenges with
Multiple Locations
Out-of-sight, out-of-mind Loss of spontaneous
communication
Logistics Teams and complex
work assignments
Basic supervision
Knowledge workers spend approximately
10 hours a week searching for data…
In an organization with
300 employees
making an average of $60,000
the lost productivity could exceed $2 million
or the equivalent of 33 full-time employees’
productivity!
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0% 5% 10% 15% 20% 25% 30% 35% 40%
Less than annually
Annually
Monthly
Weekly
Daily or more often
How often would you expect your individual contributor population, on
average, to need to connect with learning resources to effectively
perform their job?
SOURCE: Brandon-Hall Group
Continuous Learning is Essential
5.0%
39.00%
32%
24.70% Mature/WWII
Baby Boomers
Generation X
Generation Y
Source: Bureau of Labor Statistics, (2012).
The Workforce
REMOTE EMPLOYEES
LOG AN AVERAGE OF
4 HOURS
more per
week
According to Gallup’s 2013 State of the
America Workplace Report:
ARE MORE ENGAGED.
32% COMPARED TO 28% OF
ON-SITE EMPLOYEES.
National productivity would increase
by $334 billion to $467 billion a year
through telecommuting.
PER YEAR
A typical business would save
$11,000 per person
The telecommuters would
save between
$2,000 and $7,000 SOURCES: GALLUP AND GLOBAL WORKPLACE ANALYTICS
Developing Your Learning
Strategy
1.Alignment with organizational goals.
2.Awareness of organization’s current learning culture.
3.Needs analysis.
4.Content strategy.
5.Evaluation and success criteria.
6.Marketing and communication strategy.
7.Measurement of business impact strategy.
Critical Components
• Technology and tools
• Pre and post training activities
• Social and informal learning
• Manager skills
Technology and Tools
• Learning management
• Mobile access
• Social and collaboration
• Video web conferencing
• Performance
management
Power/Impact Use/Frequency Disconnect
PRE
Trainer 2 2 0
Employee 7 8 -1
Manager 1 5 -4
EVENT
Trainer 4 1 3
Employee 5 3 2
Manager 8 6 2
POST
Trainer 9 7 2
Employee 6 4 2
Manager 3 9 -6
1= MOST POWERFUL/IMPACTFUL FOR TRAINING TRANSFER
SOURCE: BARBARA CARNES, MAKING TRAINING STICK
Learning Effectiveness
10%
85%
5%
Learning Investment
Pre-work Learning Event Follow-Up
26%
24%
50%
Pre and Post Training Activities • Post pre-work, videos and eLearning courses before a
virtual discussion session.
• Invite members of a training class to a Community
before the event.
• Post questions and discuss application after the
training.
• Upload PowerPoint and recorded sessions.
• Do spot checks and share in real-time during
webinars.
• Use as an ice breaker…What do you already know
about….?
Social and Informal Learning • Collaboration and continuous learning.
• Ask and answer questions.
• Knowledge retention.
• Search and tag.
• Discussion and cross-functional teamwork.
• Increase engagement.
Manager Skills
The retention rate of employees of managers who were effective at developing their
employees was 39.7% greater than for managers who were ineffective at developing
their employees.
SOURCE: The Corporate Executive Board’s L&D Roundtable
1. Define success.
2. Identify gaps.
3. Measure
performance.
3 Steps to Manager Development
STEP 1: DEFINE SUCCESS.
• Do they share common
values?
• Do they exhibit common
behaviors?
• Do they share common skills
and competencies?
STEP 2: IDENTIFY GAPS.
• Difference from current level
and desired level.
• 2 or 3 critical areas that drive
success.
STEP 3: MEASURE PERFORMANCE
• Key performance indicators.
• Measure both managers
and employees
Key Competencies
Technology literate
Communication
Coaching/feedback
Emotional Intelligence
Content Strategy
LEARNING MUST BE JUST IN TIME AND
JUST FOR ME.
Michael Rochelle,
Chief Strategy Officer, Brandon Hall Group
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Consumer Driven Learning Experience
Learner Requirements Mobile Design Considerations
Easy to use - intuitive Mirror native environment UI’s
lists, layers, and big buttons
Learning experience fits to delivery mode
Responsive web design,
Apps versus HTML5
"Human Interface Guidelines"
Content is accessible no matter what device
I’m using
Bookmarking
Location web accessible
Content is accessible in any location or work
environment
Cloud storage accessible
Online and offline access options
Easy to find and easy to share Cataloging and searching capabilities
Forward, e-mail, tweet, etc.
Engaging Colors, Textures, Patterns, Shadows
Configurable visuals versus simplicity
SOURCE: http://www.smashingmagazine.com/2009/10/09/iphone-app-design-trends/
http://mashable.com/2011/01/26/mobile-app-design-trends/
1. Understand your challenges/barriers.
2. Develop a learning strategy.
3. Incorporate technology and tools.
4. Develop the skills your managers.
5. Find or develop content and resources to
improved the performance of your employees.
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In a world of learning and development where
complexity is the enemy, BizLibrary has developed a
to delivering high
quality learning, anywhere, anytime.
MICHAEL ROCHELLE
Chief Strategy Officer
Brandon-Hall Group
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Vice President of Marketing
@chrisosbornstl
Jessica Batz
Marketing Specialist
@jessbatz
@BizLibrary
