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The Learning Cafe community is coming across requirements for designing Learning Solutions to effectively use and retain organisational knowledge. The conversation goes something like this – Is there a way we can design and develop a learning solution (classroom workshop, online course, blended offering) that captures the knowledge of our experienced employees and makes it available to newer or less experienced employees ? In recent times the proliferation and easier access to knowledge/information on the internet (think twitter) has made the task of capturing knowledge more challenging. There is so much information available that is a challenge to even know where to start. Further organisational processes and information is changing more frequently. Can the L&D professional help by designing learning solutions that help organisations help retain and use this rapidly changing brew ?
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Designing Learning Solutions to Retain
& Grow Organisational Knowledge
13 June 2014, Friday, 12 – 1 pm AEST
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•Max D'Argenio –Optus
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Introductions & Structure
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Chat with the panel
Caselet Q&A
Natalie Nunn
Oceania
Learning & Devp
Leader
EY
Pierre De Villiers,
Learning, Talent &
Diversity Leader –
Pacific
Marsh
Jeevan Joshi
Producer
Learning Cafe
Moderator
Why This Topic ?
Link between Knowledge and learning seems
logical
Universal business
requirement
Very few implementations
Technology is making it easier
Does it require the right culture
?
CASELET
Troppo Engineering Services Capturing
Knowledge Before It Goes
#caselet
Troppo Engineering
Troppo Engineering Services is a 100 year
old engineering consulting company.
Phenomenal growth in recent years due to the
mining boom.
The organisation has many engineers at the
top of their game employees who are
getting close to retirement
Requirement/ Pain Point/Issue
Troppo has to reduce its workforce by 15%
including some senior engineers after 12
months due to end of mining boom.
GM is worried knowledge senior
engineers has not been passed on putting major
projects at risk.
GM want you to design “something that is quick
and cheap”.
Details – Told and Untold
Most senior engineers want the redundancy package and leave to play golf or come back
on a contract.
Many senior engineers want to pass on
knowledge but the young engineers
“know it all”.
Utilisation ie chargeable work is
currently low.
There is talk about moving Troppo to the digital age although
the management don’t know what that means.
Tweet, Comment on
• Solutions
• Analysis
• Share your experience if you have
implemented
• Challenges and Opportunities
Have you designed/implemented learning
solutions that incorporate organisational
knowledge ?
Views
If HP knew what HP knows, we would be 3 times
as profitable Lew Platt CEO HP 1998
“By 2003, 70% of organisations implementing
knowledge management will link it with e-
Learning technically and organisationally”
Gartner
MARSH
Pierre De Villiers
Talent, Learning & Diversity Leader – Pacific
17 13 June 2014
The Insurance Industry
The Burning Platform
R. O. C. K.
The problem is also the solution!
Opportunities for MARSH
EY APPROACH
Natalie Nunn
Learning & Development Leader
Story: EY Knowledge
Automotive Names deleted UK - London
Cleantech US – Washington
Consumer Products UK – London
Government & Public
Sector
UAE - Dubai
Life Sciences US – Boston
Media & Entertainment US – LA
Mining & Metals Australia – Melbourne
Oil & Gas US – Houston
Power & Utilities UK - Birmingham
Private Equity Canada – Toronto
Real Estate US - Cleveland
Technology US - Chicago
Telecommunications India - Gurgaon
FSO
– Banking and Capital
Markets
– Insurance
– Wealth and Asset
Management
UK – London
Australia - Sydney
Global 360
account focus
How it works
INPUT
• Market data
• Industry thought-leadership
• Industry knowledge
OUTPUT
• EY thought-leadership
• EY insights
• EY capability
How I access it
PULL
• Visit relevant CHS
• Contact relevant Knowledge Leader
• Request bespoke research
PUSH
• Subscribe to external sources and internal
industry groups to receive regular, current feeds
Design principles
• Organisational knowledge is a vital market differentiator and of strategic commercial value
• Identify a focal point to synthesise knowledge capture and use and drive investment
• Invest in expertise, systems and processes to support ease of sharing
• Create a dynamic relationship between knowledge input and output to ensure richness, currency and relevance
• Establish easy to navigate push and pull options for access
• Create a culture of connecting and sharing
EY Solution
• Select a commercially-relevant point of focus for effort and investment in improved knowledge management.
• Invest in specialist OD/L&D/Knowledge expertise to drive the effort and identify ways to quickly build on existing systems, processes and organisational culture
• Engage quickly with willing SMEs for a current/desired state analysis. Engage with reluctant SMEs on the principle of leaving a legacy. Consider the value of ignoring SMEs who may be antagonistic.
• If I was advising this organisation, I would apply the EY design principles outlined previously for capture of existing organisational intelligence. Beyond this, I would build out a technical and business-skills curriculum to improve the learning culture
LET US TALK TO THE
PANEL AND YOU
Natalie Nunn
Oceania Learning &
Devp Leader
EY
Pierre De Villiers, Learning,
Talent & Diversity Leader –
Pacific
Marsh
Does your organisation
have a formal
Knowledge
Management process
and function ? Does
L&D interact with KM in
your organisation ?
Does your organisation have a formal
knowledge management function ?
Does Learning and Knowledge
Management collaborate ?
Are you designing Learning
Solutions with the objective of
making organisational
knowledge available to those
who don’t have it ? If yes,
what are the design
considerations ?
Have you designed/implemented learning
solutions that incorporate organisational
knowledge ?
How do we design
learning solutions
that can refresh as
the knowledge
changes while
keep ongoing
maintenance costs
low ?
What are the opportunities
and challenges of working
with Subject Matter
Experts (SMEs) who have
this knowledge ? Is there a
certain style that works
best in engaging with
SMEs ? Webinar feedback - http://bit.ly/lcrate1
Can social learning or
social media be
incorporated into the
design ? Can Personal
Learning Networks be
incorporated ?
Webinar feedback - http://bit.ly/lcrate1
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