Practical Applications of Talent Development Reporting Principles Dave Vance Peggy Parskey June 2, 2011

Session Objectives By the conclusion of the webinar you will be able to:  Articulate the goals of Talent Development Reporting  Describe the benefits of Talent Development Reporting to the L&D Industry  Identify the key statements and reports and the purpose of each  Describe how you can contribute June 2, 2011 Page: 2

Our Presenters Today Dave Vance President Manage Learning LLC Peggy Parskey Strategic Measurement Consultant KnowledgeAdvisors June 2, 2011 Page: 3 Poll #1

Goals of Talent Development Reporting  Practical, relevant guidance for reporting in the talent development field  Standard measures and definitions  Standard reports  Adopted by many organizations and becomes the standard for the industry  Greater clarity and efficiency for each organization  Ability to compare across the industry Page: 4 June 2, 2011

Contributors Thought leaders  Laurie Bassi  Josh Bersin  Rob Brinkerhoff  Jack Phillips  Frank Anderson  Jac Fitz-enz Executive Council  Tamar Elkeles, Qualcomm, Chair  Terry Bickham, Deloitte  Cedric Coco, Lowe’s  Marilyn Figlar, Lockheed Martin  Karen Kochler, CIGNA  Sundar Nagarathnam, Net App  Sandy Shaw, Sodexo  Don Shoultz, BP  Tom Simon, CNA Insurance  Carrie Beckstrom, ADP June 2, 2011 Page: 5

Executive Reporting Overview Poll #1

The Need  Clear guidance for L&D  Reporting  Data measures and definitions  Similar to what GAAP provides for accounting  Generally Accepted Accounting Principles  Reports: Income Statement, Balance Sheet and Cash Flow Statement  Measures and definitions: Income, expenses  How to calculate and report  Examples: Depreciation, value of an asset Page: 7 June 2, 2011

Benefits Talent Development Reporting Principles (TDRP)  Clear, practical reporting guidance for CLOs to use within their own organization  Manage the L&D function to produce desired outcomes effectively and efficiently  Provide appropriate, meaningful reports to the CEO  Standard measures and definitions to benchmark and learn from other organizations Page: 8 June 2, 2011

Overview  Two primary audiences for reporting  CLO, including managers and staff  CEO, including governing boards and senior leaders  Four recommendations  Adopt a set of guiding principles  Adopt standard measures and definitions  Adopt three standard statements  Adopt three standard reports Page: 9 June 2, 2011

Executive Reporting: Standard Measures Data Standard Measures Data Sources and Systems System Wide Analytics Program/ Initiative Analytics Systems and processes for organizing data, calculating measures Specific methodology (e.g. Phillips, Brinkerhoff) Standard Measures: Efficiency measures: How much? Effectiveness measures: How well? Outcome measures: What is the impact on the business? June 2, 2011 Page: 10 Poll #2

Executive Reporting: Three Statements Data Statements Standard Measures Data Sources and Systems System Wide Analytics Program/ Initiative Analytics Systems and processes for organizing data, calculating measures Specific methodology (e.g. Phillips, Brinkerhoff) Three Statements: Business Outcome Statement Effectiveness Statement Efficiency Statement June 2, 2011 Page: 11

Executive Reporting: Three Reports Data Statements Reports Standard Measures Data Sources and Systems System Wide Analytics Program/ Initiative Analytics Systems and processes for organizing data, calculating measures Specific methodology (e.g. Phillips, Brinkerhoff) Three Reports: L&D Summary Report L&D Program Report L&D Operations Report June 2, 2011 Page: 12

Focus of the Executive Reporting Process Data Statements Reports Standard Measures Summary Conclusions, Actionable Recommendations, Issues for Further Analysis Data Sources and Systems System Wide Analytics Program/ Initiative Analytics Systems and processes for organizing data, calculating measures Specific methodology (e.g. Phillips, Brinkerhoff) Scope of White Paper June 2, 2011 Page: 13

TDR Statements

The Statements  Three standard statements  Business Outcome  Effectiveness  Efficiency  Each statement shows  Last year’s actual  Plan (or goal) for this year  Year-to-date results  Standard measures are used but choice of measures depends on organization Page: 15 June 2, 2011

The Business Outcome Statement The QuestionThe Answer What is it?Depicts the key goals / desired outcomes (results) of the organization along with the impact L&D is expected to have on achieving those outcomes Who is the audience?Senior L&D Leaders Why do it?The Business Outcome Statement depicts the value of the learning organization to the business What reports does it feed? Quarterly L&D Summary Report Monthly L&D Program Report Page: 16 June 2, 2011

Business Outcome Statement Page: 17 June 2, 2011 Poll #3

The Effectiveness Statement The QuestionThe Answer What is it?Focuses on how effectively or how well the business outcomes are achieved. Who is the audience?Senior L&D Leaders Why do it?The effectiveness statement provides insight into areas for continuous performance improvement of learning programs What reports does it feed Quarterly L&D Summary Report Monthly L&D Program Report Page: 18 June 2, 2011

Effectiveness Statement Page: 19 June 2, 2011

The Efficiency Statement The QuestionThe Answer What is it?Brings together all the activity and cost elements necessary to judge how efficiently the outcomes were achieved Who is the audience?Senior L&D Leaders Why do it?The efficiency statement helps ensure the learning function is well managed and reaching the desired audience What reports does it feed Quarterly L&D Summary Report Monthly L&D Operational Report Page: 20 June 2, 2011

Efficiency Statement Page: 21 June 2, 2011

TDR Reports

The Reports  Highly customized, pulling measures from the statements  Three levels of reports  L&D Summary Report  L&D Program Report  L&D Operations Report  Each report shows  Last year’s actual  Plan (or goal) for this year  Year-to-date results  Forecast for this year Page: 23 June 2, 2011

The L&D Summary Report The QuestionThe Answer What is it?This L&D Summary Report contains the most significant measures from the business outcome, effectiveness and efficiency statements aggregated at the highest level. This report would be generated quarterly. Who is the audience?Senior Business Leaders & Senior L&D Leaders Why do it?The L&D Summary Report provides a holistic view of the overall impact, effectiveness and efficiency of the learning organization What statements feed it?Business Outcome Statement Learning Effectiveness Statement Learning Efficiency Statement Page: 24 June 2, 2011

L&D Summary Report Page: 25 June 2, 2011 Poll #4

The L&D Program Report The QuestionThe Answer What is it?This L&D Program Report highlights the connections between learning programs/ initiatives, the organizational goal and the impact of learning on those goals. Who is the audience?Senior L&D Leaders and their staff Why do it?The L&D Program Report enables Learning Leaders to manage programs and initiative What statements feed it?Business Outcome Statement Learning Effectiveness Statement Learning Efficiency Statement Page: 26 June 2, 2011

L&D Program Report Page: 27 June 2, 2011

The L&D Operations Report The QuestionThe Answer What is it?This L&D Operations Report include efficiency details on the costs and activities of the learning function. This report shows actuals and performance relative to plan. Who is the audience?Senior L&D Leaders and their staff Why do it?The L&D Operations Report enables Learning Leaders to manage the efficiency of the L&D operation What statements feed it?Learning Efficiency Statement Page: 28 June 2, 2011

L&D Operations Report June 2, 2011 Page: 29

Summary: Talent Development Reporting Principles  TDRP provides  Guiding principles for reporting  Standard measures and definitions  Standard statements  Executive reports  Benefits  Provide industry guidance on reporting  Support better management of the function  Support benchmarking and cross company comparisons Page: 30 June 2, 2011

Next Steps

The Roadmap and Next Steps Webinars Expand to Federal Sector June Release of MTM® Workshops, Performance Support Solutions Fall Release of MTM Expand to Human Capital Executive Reporting Page: 32 June 2, 2011 We will continue to share and socialize TDRP through webinars and workshops We recommend that you get started Help us as we refine and expand the effort for L&D (Phase II) We will continue to share and socialize TDRP through webinars and workshops We recommend that you get started Help us as we refine and expand the effort for L&D (Phase II) Poll #5

Final Thoughts and Request This is an open, collaborative effort; no copyrights  Please share your thoughts with us  Other suggested measures  Best practices and Implementation approaches  Difficulty in applying standard measures  Need for better definitions  Write to Dave Vance:  Contact KnowledgeAdvisors:  Peggy Parskey:  At  This PowerPoint deck  White Paper (70-page)  Overview Paper (25-page) Page: 33 June 2, 2011

Polling Questions: Poll #1  What is your Role?  Response options  Senior Leader in L&D or HR  Manager in L&D or HR  Evaluation practitioner  Learning practitioner (Design, development, delivery)  Other Page: 34 June 2, 2011

Polling Questions: Poll #2  My L&D organization has a standard set of key performance indicators that we measure and monitor regularly  Response options  Absolutely yes  Possibly, not sure  Doubt it  Absolutely not Page: 35 June 2, 2011

Polling Questions: Poll #3  My L&D organization identifies key outcome measures and reports results quarterly to senior learning and business leaders  Response options  Strongly agree  Agree  Neither agree nor disagree  Disagree  Strongly Disagree Page: 36 June 2, 2011

Polling Questions: Poll #4  Senior L&D leaders in my organization identify our key learning programs and report results for those programs quarterly  Response options  Strongly agree  Agree  Neither agree nor disagree  Disagree  Strongly Disagree Page: 37 June 2, 2011

Polling Questions: Poll #5  Senior L&D leaders in my organization would be likely to adopt TDR within the next months  Response options  Strongly agree  Agree  Neither agree nor disagree  Disagree  Strongly Disagree Page: 38 June 2, 2011