Embed Size (px)
Citation preview
May 3, 2023 Proprietary and Confidential - 1 -
Bridging the Training Gap between a Multi-Generational Workforce
August 25th 2015
May 3, 2023 Proprietary and Confidential - 2 - 2Copyright © Capgemini 2015. All Rights Reserved
Our Global Presence Allows Us to Serve You Better
$ 14.5 billion in revenue, 184,000 people worldwideOur presence across all key regions across
the globe Our Services
UK & Ireland (12,000)
Nordic Countries (5,000)North America
(16,000)
Southern Europe & Middle East (7,000)
Asia Pacific (80,000)
Benelux (11,000) Central Europe
(11,000) France (23,000)
Latin America (15,000)
Consulting Transformation Consulting
Customer Relationship Management
Insurance Transformatio
n
Finance and Risk
Management
TechnologyArchitecture & Infrastructure
ServicesPackage
ImplementationApplication
Development & Integration
Outsourcing
Application Outsourcing
Infrastructure Outsourcing
Business Process Outsourcing
Next Gen Technologi
es
Cloud Computing/Or
chestrationInsights &
DataDigital
Transformation
Big Data
Recognized by industry experts for excellence
Positioned as a Leader in Digital Strategy Consulting Services by Kennedy Consulting Research & Advisory in 2013
Ranked #1 in client satisfaction in a Forrester scorecard that rates U.S. clients’ satisfaction with their IT service providers
Ranked #1 IT Outsourcer Worldwide by Black Book of Outsourcing Consistently rated as Top Testing Provider for last 5 years by
industry analysts including Gartner, IDC, Ovum, and Nelson Hall4 Honored with Guidewire Innovation Award, Implementation category,
with AXA France
Serving in 44 countries, 1500+ Global customers, 60% of Fortune 500 companies
$4B+ Financial Services Global Business Unit with over 40,000 professionals
49,000
17,000
69,000DevelopmentTestingMaintenance
Our Global ADM and Testing Resource Strength
May 3, 2023 Proprietary and Confidential - 3 -
Bridging the Training Gap between a Multi-Generational Workforce - Agenda
By 2020, Millennials will comprise nearly half of the U.S. workforce, are you prepared?
Effective communications, produce effective results – which vehicles are needed to communicate an effective message?
The average adult attention span is 10 minutes, so the cycle is repeated several times during a learning event.
The 10 minute training cycle – Explain, Demonstrate, Involve, Coach & Test
Transferring Knowledge in the Multi-Generational Workplace
Mastering the Millennials – New approaches for training
In today’s busy workplace, 50 per cent of the skills people use to do their job changes every three years. Regardless of your line of business/industry, the pace of change in today’s workplace requires a diversified approach to learning—a creative approach that leverages technology, multiple communication vehicles, encompassing the emerging multigenerational workforce.
May 3, 2023 Proprietary and Confidential - 4 -
Transferring Knowledge in the Multi-Generational Workplace
May 3, 2023 Proprietary and Confidential - 5 -
1. Defining each generation for common understanding
2. Communications styles of each generation
3. Key trends & behaviors required to build a successful knowledge sharing process
4. How to create multigenerational teams to create environment where knowledge is freely shared
Transferring Knowledge in the Multi-Generational Workplace Understanding the Different Generations
Baby Boomer
sGen X Gen Y Millennial's
May 3, 2023 Proprietary and Confidential - 6 -
Transferring Knowledge in the Multi-Generational Workplace Effective communications, produce effective results
Retiring staff expected to pass knowledge onto incoming staff
Identify the dynamics of knowledge transfer
Four Generations in the workplace:Boomers, Gen X, Gen Y & Millennials
Pay attention to differences inlearning styles amid generations
Understand the vehicles needed to communicate an effective message?
By 2020, Millennials will comprise nearly half of the U.S. workforce
Knowledge Transfer processes to encompass multi-generations
Gen X Gen Y in workplace to Boomers
May 3, 2023 Proprietary and Confidential - 7 -
Transferring Knowledge in the Multi-Generational Workplace Baby Boomers
Baby Boomers(born 1946 – 1964) Reflects “cultural values” Competitive yet Loyal Respect authority Idealistic Command & control Understand organizational
leadership Enjoy leadership roles Sacrifice to get a job done Good team players Like recognition for their
efforts They are still a power force in
some contribution organizations
How Boomers Learn: Educated through formal instructor
led classes and, text books “Digital immigrants” Like hard copies Prefer material be verbal, text-driven,
formal, and deductive.
May 3, 2023 Proprietary and Confidential - 8 -
Gen “X and Y’s”(born 1965 – 1980) Trust themselves not
institution Skeptical, Value diversity and
Independent Dislike rules and red tape Dislike corporate politics Transient Want information quick and
concise Prefers incidental learning Technically savvy Global perspective Work life balance Feedback & communication Professional growth Solutions to problems Incidental learning Semi Connected - Social
media
Transferring Knowledge in the Multi-Generational Workplace Gen X
How Gen “X and Y’s” Learns: Formal and Informal learning Action learning Real solutions to real problems Visual versus verbal Discovery and exploration. Do versus
Tell Connectivity via IMs, blogs, wikis, and
podcasts
Gen X and Y’s are…
Distrustful of institutions, especially the government.
Fiscal conservatives, social liberals.
More comfortable than their elders with America’s growing racial diversity
May 3, 2023 Proprietary and Confidential - 9 -
Millennials(born 1982 – 2000) Connected 24/7 Multi-tasking Instant Gratification Recognition for participation Want information quick and
concise Prefers incidental learning Technically savvy Global perspective Work life balance Lacks eye contact Social awkwardness Inability to make small talk Task specific goals Purpose for doing Helicopter parents Expects feedback
Transferring Knowledge in the Multi-Generational Workplace Millennials
How Millennials Learn: Blending Learning Environment 10 minute Attention Spans Life Experiences Digital & Video Experiences Hands on Interactive Learning Experiential Learning Sessions Specific learning objective related to
what they need to do for their job
May 3, 2023 Proprietary and Confidential - 10 -
Barriers, Incentives and Benefits: Barriers: Trust, Motivation, Incentives Generational differences Organizational Culture, Misconceptions, Lack of interest, Language, Time Bad interpersonal relationship Information and Communication
Technologies, Pride or low self esteem Incentives: Reciprocity, Recognition and Selflessness Variety of technologies Benefits: Capturing of knowledge before it leaves Speed and agility Building of relationships for conducive
workplace Risk mitigation Saving of time and costs
Transferring Knowledge in the Multi-Generational WorkplaceBarriers, Incentives and Benefits to effective Knowledge Transfer
Moving Forward: Hoarding knowledge - erodes
your power The way to get power is by
actually sharing it. Sharing knowledge occurs when
people are genuinely interested in helping one another develop new capacities for action
Continue to acquire knowledge
May 3, 2023 Proprietary and Confidential - 11 -
Knowledge Transfer in a Multi Generational Workforce Next Steps
Establish multi generational teams to develop FAQs to avoid knowledge hoarding
Use Baby Boomers to help document process then Generation X to automate the process
Provide multi generational training to Baby Boomers and Generation X so they have the necessary communication skills t interact effectively with Millennial's
Recognize style differences
May 3, 2023 Proprietary and Confidential - 12 -
Mastering the Millennials New approaches for training
May 3, 2023 Proprietary and Confidential - 13 -
Corporate benefits that Millennial's bring to the workplace
Recruiting challenges & solutions that you can implement to bring to top talent into the workplace
Key trends & behaviors changing in the workplace because of the influx of Millennial's
How to Coach and Motivate the Millennial Generation
Millennial's & Impact to Your Work EnvironmentUnderstanding the Four Dimensions
May 3, 2023 Proprietary and Confidential - 14 -
Millennial's want to learn and grow with your Company! Millennial's are tech savvy
and have a unique ability to multi task between platforms – 27 times per hour
Career progression one of the top reasons making employer attractive Personal development was the most influential factor in the workplace
Training and development as the most valued benefit from an employer
Eagerness to Learn Corporate Benefits
What can we do? Utilize self paced e-learning courses Establish career path opportunities to
fulfil career progression needs Establish time for professional
development as part of core goals
May 3, 2023 Proprietary and Confidential - 15 -
The Challenges 78% of College Students
Snapchat Daily 10% use Facebook - companies
just now catching up with Facebook
80% of Millennial's own a smartphone
Eye Contact – Lack of not considered a form of Disrespect
Visual Thinkers – will not read blocks of text
Phone calls are seen as an invasion of privacy
Mastering the Millennials Recruiting Challenges
What can we do? It starts with your corporate culture –
define it and simplify it – then walk the walk & talk the talk
Get Leadership involved in everyday activities
Daily feedback expected – teach line managers how to do real time coaching
May 3, 2023 Proprietary and Confidential - 16 -
Mastering the Millennials Changing Trends
The Benefits & Challenges Millennial's most educated
generation
Highly coachable, continual learners, very optimistic
29% of Millennial’s expect to work regular 8 – 5 office hours
“Always on”, so establish “most engaged” culture
Exposure to new skills is important
What can we do? Set Mid Range Goals – Including
Stretch Goals – then Pay for Performance
Transparency on pay Be consistent administering pay plans Offer flexibility for how/when they
work Promotions are both lateral &
horizontal
May 3, 2023 Proprietary and Confidential - 17 -
Mastering the Millennials Career Paths & Coaching
The Challenges Promotions defined as
increased scope are ranked ahead of cash, as number 1 motivator
Look for development opportunities to leverage cross functional strength
This generation was raised with constant coaching & feedback! They expect the same in the workplace
Seek to have daily coaching!
What can we do? Implement Mentoring Programs Implement Step Career Path with
increased scope Offer International Travel
Opportunities Coaching Remote Employees – Simple
steps to Bring Teams Together
May 3, 2023 Proprietary and Confidential - 18 -
Familiar vs. Unfamiliar Millennial’s The New Normal
Fam
iliar
Low
H
igh
Making podcasts
Course specific materials online
Various Social Networks
Using existing online social networks To discuss coursework
Instant Message/Texting
Snap Chat
Video Chat
Submitting assignments online
Textbooks
Emailing teachersEmailing Tutors
Administrative Materials Online
Comfortable U
sing
Online Quiz Assessments
Online elearning
YouTube
2 Minute Videos
Internet News
Internet WOM
Internet Advertising
Pen & Paper
Telephone – Invasion of Privacy
Cursive Handwriting
Unfamiliar
Map Reading
Siri
May 3, 2023 Proprietary and Confidential - 19 -
Mastering the Millennials Next Steps
Explore Career Path Opportunities that support skill development
Utilize Global Opportunities to Increase Retention
Recognize your leaders need soft skill training and coaching to improve effectiveness
Recognize style differences Get outside help if you need it,
after years of budget cuts we see many organizations that simply don’t have the extra bandwidth & expertise to run their day to day operations and organizational change too
May 3, 2023 Proprietary and Confidential - 20 -
The 10 minute training cycle Explain, Demonstrate, Involve, Coach &
Test
May 3, 2023 Proprietary and Confidential - 21 -
The 10 minute training cycle - EDICTDiscussion Points
Discussion Points
The learning approach
Moving to structured adult learning
Using the 10 minute training cycle in your lesson planning
May 3, 2023 Proprietary and Confidential - 22 -
The 10 minute training cycle - EDICTWhat is EDICT?
How you plan to deliver the material should be part of the design process Explain Demonstrate Involve Coach Test
ADDIE Model for Curriculum Design EDICT Model for Curriculum Delivery
EvaluationMeasuring whether the training works
and goals have been achieved
DevelopmentCreating the elements laid out
in the design stage
DesignCreating a road-map for accomplishing
the goals and objectives
AnalysisDetermining Business Goals and
Performance Objectives
ImplementationDeploying the training
May 3, 2023 Proprietary and Confidential - 23 -
The 10 minute training cycle - EDICTAdult Learners vs. Children
The Challenges For children, the teacher
controls the learning experience and much of what is taught is based on rigid curricula Adults have control over much of their learning experience and must be motivated to learnMost corporate curriculum is designed as Pedagogy, or “Top Down” teaching method commonly used in a school
Andragogy refers to a methods used to teach adults with the learner at the center of the experience
What can we do? Develop materials to be relatable to
real life experiences Arrange training facilities to be
oriented around the learner, not the instructor
Ensure curriculum is presented in a “self paced” format such as eLearning
May 3, 2023 Proprietary and Confidential - 24 -
The 10 minute training cycle - EDICTAdult Learning Styles
The Challenges Adults learn in different ways Adult learning needs to be task-
oriented Adults think practically Adults are self-directed
What can we do? A combination of visual,
auditory, and kinesthetic aspects in the right proportion to make learning effective
Learning objectives meant for adults need to be measurable, task-oriented and well defined
Adult learners need to know the direct impact of learning to their daily life and how this learning is relevant to their professional life
Adults must be involved in the overall process of learning. A good learning module should be able to answer the question, “What’s in it for me?”
May 3, 2023 Proprietary and Confidential - 25 -
The 10 minute training cycle - EDICTPutting it together
The Challenges The adult attention span is 10
minutes Learning is a progressive
process…– Learners need a basic
foundation to get started– Next, they need a set of
steps to follow to apply to the foundation
– Finally, learners need practice to put everything together
What can we do? Create lesson plans and materials to
repeat the EDICT process continually Explain the objectives clearly Demonstrate what is expected to learn Involve the learners in the process Coach learners, don’t just tell Test the knowledge they gained
May 3, 2023 Proprietary and Confidential - 26 -
What can we do? Create curriculum and materials
to repeat the EDICT process continually
Explain the objectives clearly Demonstrate what is expected
to learn Involve the learners in the
process Coach learners, don’t just tell Test the knowledge they gained
The 10 minute training cycle - EDICTPutting it together
Curriculum
Lesson Plan
10 Minutes
May 3, 2023 Proprietary and Confidential - 27 -
The 10 minute training cycle - EDICTKey Elements
What can we do? Understand the communication
and learning styles of your workforce
Implement tools and techniques to engage and retain your workforce
Develop a sustainable delivery model of content to increase information retained
The Challenges The learning approach Moving to structured adult
learning Using the 10 minute
training cycle in your lesson planning
Q&A Session
May 3, 2023 Proprietary and Confidential - 28 -
The 10 minute training cycle – Explain, Demonstrate, Involve, Coach & Test
Please submit questions by way of the chat feature
Q&A
May 3, 2023 Proprietary and Confidential - 29 -
THANK YOU!
www.igate.com
