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Learning and Development Best Practice Detail. Objectives and Expectations. Examine current process efficiency, effectiveness, and structure Understand current gaps to best practices, and service delivery model considerations through examination of Hackett Best Practices
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Learning and Development Best Practice Detail
Objectives and Expectations • Examine current process efficiency, effectiveness, and structure • Understand current gaps to best practices, and service delivery model considerations through examination of Hackett Best Practices • Begin the development of a best practices scorecard
Best Practices Defined:A Hackett-Certified Practice is a proven technique that delivers measurable value • Aligns with strategy • Reduces costs • Improves productivity • Promotes timely execution • Enables better decision making • Leverages existing and exploits emerging technologies • Ensures acceptable levels of control and risk management • Optimizes skills/capabilities of the organization • Promotes collaboration across the extended enterprise Hackett’s Best Practices are certified when there is a correlation with world-class performance metrics
Best Practice Scorecard Strong Usage No Usage Applicable Yes Adoption of the best practice is in line with current/future business needs No Best practice does not fit the current business needs Coverage HighWidespread impact on the enterprise and/or significant value-add MediumImpacts multiple areas, value-add is significant but less relative to processes ranked as High Low Impacts a single area or has limited span of adoption throughout the enterprise Comments Statements pertaining to the technology enablement, policy enactment and other challenges and/or prerequisites associated with improving the utilization of the Best Practice
Learning and Development Process Definition The management of learning and development opportunities to ensure that needed competencies and behaviors exist within the organization to meet current and future business objectives: • Develop and communicate a learning and development philosophy • Develop competencies to support and align with strategy, goals and key policies of the organization and the line of business • Identify, design, develop and deliver processes that identify individual and organizational competency gaps • Identify, design, develop and deliver learning solutions through the most effective mechanism • Define specific learning and development needs by relevant employee segment and job function • Offer employees a landscape of career opportunities and the appropriate learning paths • Provide employee access to the right learning at the right time • Encourage mentoring and coaching • Maintain repository of skill profiles and learning records • Measure learning effectiveness against business objectives
Learning and Development Best Practices • Employee history is maintained on-line for the active workforce and all inactive records within the data retention guidelines. • Systematic analysis of required skills, competencies and behaviors for business roles is performed on a regular basis. • Employee development and training needs evaluation performed at least annually. • Training curricula are explicitly linked to workforce plans. • Employees can easily access and utilize detailed competency models in an electronic format to perform self-assessments, create individualized development plans and link to learning resources. • Pre-defined job and career criteria are established to guide employee selection of courses. • Job specific competencies and their corresponding training courses are defined. • License and certification requirements are tied to specific jobs.
Learning and Development Best Practices • Training catalog is centralized and maintained in a Learning Management System. • Training catalog consists of eLearning and traditional classroom training. • Employees have direct access to an online training catalog. • Employees attending external courses are required to conduct a training teach-back for their colleagues. • Courses required to maintain a license or certification are recorded in the learning management system. • Employees, management and HR are automatically notified in advance of pending license and certification expiration by the learning management system. • Employees place requests to attend courses online. • Employees are automatically enrolled into courses that do not require manager's approval. • Managers are electronically notified of all employee course requests and registrations; approvals are managed electronically.
Learning and Development Best Practices • Notification to line managers generated automatically for potential training courses for staff. • Employee training transcripts are maintained electronically in the LMS. Transcripts are automatically updated for requested classes, enrolled classes and completed courses. • Training history includes internal and external, classroom and eLearning courses. • Training data integrated with compensation administration and/or payroll systems for tuition reimbursement. • Training data integrated with compensation administration and/or payroll systems for salary adjustments. • Learning goals incorporated into employee bonus goals. • Employees have direct access to requirements for specific career paths and positions. • Personalized development plans clearly and strategically aligned with corporate mission, goals and objectives.
Learning and Development Best Practices • Third party training resources are shared across business units and/or regions to limit leverage negotiated and save costs. • Training program offerings are benchmarked against those of competitors and best practice companies. • Training effectiveness measured using a formal methodology or program such as Kirkpatrick's model. • The performance of external training providers is reviewed on a regular basis. • Key performance metrics are used to support the ROI of classroom, on-line training and mentoring programs.
