HCM-11 · HCM-11 Leveraging Learning to Power Project Success Vincent Fabello, Deltek Judy Fort, Deltek

HCM-11Leveraging Learning to Power Project Success

Vincent Fabello, DeltekJudy Fort, Deltek

How Are Your Employees?» Less than 40% of employees feel that they are provided

with opportunities to learn and grow!

» Disengaged employees are estimated to cost the U.S.

between $450 billion to $550 billion, according to a Gallup

poll.

» Many studies show that the total cost of losing an

employee can range from tens of thousands of dollars to

1.5-2X annual salary.

» The replacement cost of an employee can be 150% of his

or her annual salary or more.

CONFIDENTIAL © Deltek, Inc. All Rights Reserved. 3

Agenda and Goals


Learning Plans

Accelerate employee development and increase

firm prosperity with relevant learning plans

Certifications and Licenses

Streamline certification and professional license

tracking

Support Succession Plans

Leverage learning and development to support

succession planning.

Development and Learning Plans

Tie learning opportunities to performance and to

development plans.

Learning PlansAccelerate employee development and

increase firm prosperity with relevant

learning plans

CONFIDENTIAL © Deltek, Inc. All Rights Reserved.5

» Desire to learn, no plan to learn

» No formalized growth or development plans for roles

» Plans vary by department or manger

» No central search ability or visibility

Learning Plans: Customer Problems


Curriculum: A Plan for Learning» Compliance courses

» Ex: 2019 yearly compliance

» Growth areas for employees and the organization

» Ex: Project management “our way”

» Address gaps in skills

» Ex: How log a timesheet



» Organize training

» Set of courses to reach a specific

goal

» Grant internal certifications upon

completion

Curriculum


» Is this a new hire or other

curriculum?

» Options

» Manager approval

» Retaken

» Auto-enroll

Setting Up Curriculum:Options

» Associate by

» Organizational unit

» Job family

» Job role

» Job title

» Location

» Description

Setting Up Curriculum:Associations & Description


» Can include a mix of content types

» Read and sign

» E-Learning

» Instructor-led training

» Lunch and learns

» Subject matter expert

sessions

» Pointing to outside resources

Manage Curriculum:Courses



» Search for active courses

» Add to curriculum

Manage Curriculum:Add Courses


» Setting deadlines, reminders, and recurrence for your plans

» Can be associated to curriculum or individual courses

» Easy to track completion

» Visible to the employee

Learning Requirements

» View current requirements

» Add new requirements

Manage Learning Requirements

» Effective date

» Expiration date

» Recurrence frequency

» Due date

» Objective type

Create Learning Requirement

» Assign to the new learning

requirement

Assign Users

» Select users

Assign Users

» Create tasks and notifications for

those assigned

Processing Learning Requirement

» Check on the overall progress of

users

View Learning Requirement


» View progress of each individual

View Learning Requirement

Certifications and LicensesStreamline certification and professional

license tracking



» At best, employees or managers track certifications and licenses on their own

» No central search ability or visibility for manager, HR, or Business Development

» No visibility to the credits, CEUs the employee has taken for manager, HR, or Business

Development

Certification and License Tracking: Customer Problems

» Visibility for the organization

» Reminders and reports close to expiration

» Employee or manager can add certifications/licenses

» HR can bulk upload

Certification & License Information



» Manager or employee can add

» Details

» Acronym and name

» Certification number

» Description

» Issued by

Add Certification: Details


» Details (cont.)

» Effective date

» Expiration date

» Upload PDF/image

» Required for job

» Expiration notification setup

» When to notify

» Frequency

» Who to notify: employee,

manager, admin

Add Certification: Details and Expiration

» Admins can bulk upload

Certifications

» Excel template for upload

» Employee

» Certification details

» Expiration notification details

Administer Certifications


» Grant internal certificates for

Curriculum or courses

» Editor for

» Background and border images

» Merge codes for details

» Center images

Internal Certification Templates


Visibility of Certification / License» Certifications are part of the Learning Profile

» Mangers can view a listing of employee certifications

» Reminders are sent to employee, manager, and admin

» Administrators can search and report on certifications



» Learning Profile shows internal &

external certifications

» Certification history

» View the certificate

» Renew external certifications

Certification Listing


» Can be set on certifications

» Notification options:

» How far in advance

» How often to remind

» Who to send to: employee,

manager, and/or admin

Reminder Notifications

» Which certifications are expiring

Certifications Expiring Report


» Search employees by

competencies, skills, and

certifications

Employee Search Report


» Which employees match those

competencies, skills, and

certifications

» Can grant access to Business

Development users

Employee Search Report


Development and Learning PlansTie learning opportunities to performance

and to development plans


» Traditional performance appraisals only “look back” and

identify deficiencies

» Deficiencies or gaps are not identified as growth

opportunities

» Employees and managers don’t know what resources are

available to address growth

» Tracking “goals” and “action plans” is trapped on paper

that is looked at 2x a year

Employee Development for Growth Opportunities: Customer Problems


Performance: It’s Not Just for EOY» Performance is ongoing / a conversation

» Continuous feedback for employee or manager to bring up

desires for growth and goals

» Track growth opportunities as appraisal comments

throughout the year

» Act on growth opportunities as a learning opportunity


» Ongoing discussions about

development and goals

» Uncover growth and training

opportunities

» Use to create development plan

items from discussion

Continuous Feedback


» Yearly appraisals or project

appraisals

Appraisal:Performance Journal



» Creating a development plan from

appraisal

Appraisal: Add to Development Plan


» Add courses, suggestions,

resources or mentors applicable to

core competency or job

competency

» Managers and employees are

empowered to go immediately from

observation to action

Appraisal: Add to Development Plan

» Provides action plan for gaps identified or growth

opportunities

» Can be used at any time or tied to performance review,

career paths, or succession plans

» Can tie to learning courses, development plans

suggestions, library resources, or mentors

» Ties based on mapping of resources to competencies and

skills by organization

Development Plans


» Section on the TTP

» Address to “get from A to B”

» Growth

» Close a competencies or skills

gap

Total Talent Profile: Development Plans

» Can drill-down to view plan details

» Development plan items visible

» Employee or manager can update

status of items

Development Plan Items

» How to address a competency or

skill gap

» Time frame

» Associate to performance reviews,

career paths, or succession plans

» Identify target skills and

competencies

New Plan Items

» Courses and library resources from

Deltek Talent Learning

» Development plan suggestions tied

to competency library

» Mentors from Deltek Talent

Development

» Free-text other activities

Recommendations

» Trackable on multiple screens

» Main dashboard widget

» Total Talent Profile

» My Employees

Development Progress Tracked

» Search for training that address competencies and skills

gap

Employee Driven Training



» Employees can search for courses

to facilitate growth

» Search by

» Skills and competencies gained

» Keywords

Employee Search for Courses


» Courses can be of several types

» Read and sign

» E-Learning

» Instructor-led

Course Search Results

» Details about the course

» What competencies and skills are

gained

» Employees can self enroll

Course Profile


» Gives employees place to request additional training

opportunities

» Further empowerment to employees to drive their own

training and development

Training Wish List


» Request training course

» Provide business justification

Training Wish List


Support Succession PlansLeverage learning and development to

support succession planning


Where Are They Going?Who Can Step Up?» People are the most valuable resource

» Critical leadership, technical, and knowledge expertise

positions

» How do we get people from where they are to where we

need them to be


» Identify key positions and knowledge

» Benchmark position

» Create learning plans & training (project manager)

Supporting Succession Planning


» Should be created for key positions

» Leadership

» Technical

» Core to the business

» Used to nurture internal pipeline

Succession Plans



» Identify potential replacements

» Set their readiness and potential

Succession Plan


» Compare individuals to the

benchmark competencies and skills

for a position

» How strong of a match are they

» What areas need additional

development and training

Succession Plan: Gap Analysis

» Create a development plan to

address competencies and skills

gap against

» Leverage your training and

development suggestions

» Pull in mentors

» Grow the employee to the new

position

Succession Plan: Development Plan


Summary


Learning Plans

Accelerate employee development and increase

firm prosperity with relevant learning plans

Certifications and Licenses

Streamline certification and professional license

tracking

Support Succession Plans

Leverage learning and development to support

succession planning.

Development and Learning Plans

Tie learning opportunities to performance and to

development plans.

Documents

HCM-11 · HCM-11 Leveraging Learning to Power Project Success Vincent Fabello, Deltek Judy Fort, Deltek