In This Issue
| Learning Shared Services at Scotiabank: Best-Practices in Training Governance |
 |
This case study examines the organizational model
used by Scotiabank, one of North America’s leading
financial institutions, to address the training needs of
approximately 50,000 employees worldwide. The
institution’s Global Performance and Learning Office
serves as a service agency and center of expertise
to 11 other training organizations.
The 23-page case study details the organizational
structure of the Global Performance and Learning
Office, the individual roles of its staff members, and
staff responsibilities – which range from management
of the technology infrastructure to development of
content and testing standards to leadership of the
company’s training community. Topics covered
include adoption of a centralized LMS, use of
performance consultants, cost allocations, and
training accountability.
Those interested in learning how organizational
structure and business processes can impact training
effectiveness will find this case study highly useful.
Research members: Visit the research center to get
your copy.
Non-members:
Available to non-members for a limited time;
download today.
return
to top
|
| Are You a Learning Leader? Get Recognized... |
|
Have you launched a new competency-based
learning program designed to help particular
managers improve retention? Perhaps you’re using
podcasting to train your “digital native” employees on
a recent product upgrade. Maybe you’re a retailer
with a new blended program for training new store
managers, or a manufacturer with a proven training
program for resellers.
If you and your team implemented a learning initiative
in 2005 that has delivered business results, improved
organizational efficiency, or helped achieve a
strategic corporate goal, we invite you to participate
in our just-announced Learning Leaders Program.
Winning organizations will get widespread recognition
as a learning leader throughout the business and
training and development communities, from the
combined resources and reach of Bersin & Associates
and our Learning Leaders media partner, Elearning!
magazine. Designation as a learning leader is a boon
not only for your training organization but for building
your company’s reputation as an employer of choice.
The program will recognize excellence in the following
five categories:
- Operational learning programs,
- Management and leadership development
programs,
- Organizational learning initiatives,
- Implementation and application of learning
technology,
- Leadership and management of the learning and
development function.
Because budgets, resources, and organizational
issues are dependent upon the size and reach of an
enterprise, each category will have three divisions
based on organization size: global enterprise,
enterprise, and mid-market. A total of 15 learning
leaders will be recognized.
Applications will be evaluated against criteria
developed and tested in previous Bersin & Associates
research studies, including the ground-breaking
research published in 2005 on high-impact learning
organizations.
If you’d like to be added to the mailing list for
updates and information on the Learning Leaders
Program, please send
an e-mail to diane.siroky@bersin.com.
Watch for the call for applications in May, and
mark your calendar with the August 31 deadline for
applications.
return
to top
|
|
| Resource Allocation: What Matters for Organizational Effectiveness |
|
This chart compares how highly effective learning
organizations allocate resources vs. average-
performing learning organizations.
As you can see, these organizations focus more
heavily on technology management, e-learning,
vendor management, and most importantly of all –
performance consulting. These organizations are
what we call “learning services” organizations – as
opposed to traditional training departments. Our research and workshops in this area will help you improve
your learning organization so that you can become a
high-impact learning organization.
Source: The High-Impact Learning
Organization: What Works in the Management,
Operations, and Governance of Corporate
Training (available to all Bersin & Associates'
research members.)
return
to top
|
|
| Industry News |
|
Competency-Based Learning: The Resurrection of
a Classical Approach
[Chief Learning Officer]
As organizations face dramatic demographic shifts,
they are recognizing the importance of categorizing
critical skills, assessing skills of remaining employees
to prepare them for new responsibilities, and
determining the skills required for major hiring
initiatives. Federal agencies, such as the Department
of Transportation and Defense Logistics Agency,
expect to lose upward of 30 percent of their
workforces in the next 10 years. Read the
full article on CLO.com.
Special Training Editorial: Bersin & Associates
Unveils Study of LMS Market
[Work Index.com]
Bersin & Associates, has announced the availability
of its newest research study, "Learning Management
Systems 2006: Facts, Practical Analysis, Trends, and
Vendor Profiles." The 145-page report analyzes the
LMS market from multiple perspectives such as
market size by segment, market growth, penetration
rate by segment, and vendor market share by
revenue and license revenue. Read the full article on
WorkIndex.com.
Bersin & Associates Announces Comprehensive
Research Study of U.S. Corporate Learning
Market
[News Release]Based on 1,200 respondents
representing a cross section of company sizes and
industries within the United States, the study offers
corporate executives baseline metrics which can be
used to assess the efficiencies of their own
corporate training initiatives. The Corporate Learning
Factbook analyzes a wide range of metrics, including:
budgets, expenditures per learner, cost per student
hour, program priorities, budget allocations, staffing
sizes, staff to learner ratios, staff to total spending,
technology usage and budgets, and outsourcing
spending. Read the full release on bersin.com. The Corporate Learning Factbook is
available at no cost to Bersin & Associates research
members. Copies can also be purchased for a limited time for
$595.
Bersin & Associates Unveils Research-Driven
Awards Program Designed to Recognize Innovation
and Excellence in Critical Areas of Corporate Training
[News Release] Based on detailed criteria
compiled over
years of research, Bersin & Associates will recognize
15 organizations which have developed and
implemented unique and innovative approaches to
corporate learning and development resulting in
significant business improvement. Read the full release on bersin.com or email us to
learn more about the Learning Leaders Program.
return
to top
|
|
| Events |
|
WEBINARS
Upcoming Webinars:
- The Corporate Learning Factbook:
Benchmarks for North American Learning &
Development
[May 4, 2006 2 pm ET]
How much are organizations spending on
training? How much is being outsourced?
How big are the training staffs within government,
health care, and financial organizations? This webinar
will answer these questions and more. Based on our
recently published study, Bersin & Associates will
present a series of benchmarks on today's learning
organizations. The presentation will include detailed
data on training budgets, staffing, programs,
technologies, and outsourcing practices. Register now for this
event.
Missed it live? Research members can view all
recorded webinars by clicking on the links below. Not
a member? Sign up for a trial membership today.
 HIGH-IMPACT
LEARNING ORGANIZATION
WORKSHOPS
Last Workshop in the Series
Attend Our High-Impact Learning Organization
Workshop
“The workshop was phenomenal! I was extremely
impressed with the presenters’ depth of knowledge.
Also, the analysis tool was very useful and
customized to my organization’s needs. I used quite
a bit of what I learned at the workshop to help build
the case for e-learning here.”
Cindy Riddle,
instructional design manager, Ace Hardware
Find out how to best organize your department, work
with business units, revamp budgeting and
governance models, and better interact with HR. Reserve your seat today for the May 3, 2006
event in Chicago.
INDUSTRY CONFERENCES
Bersin & Associates analysts will be presenting
research findings at these upcoming events:
- CLO
Summit: Building the High-Impact Learning
Organization, Presented by Josh Bersin [April 23-
25, 2006 - Palm Springs, CA]
- ASTD
2006: Rapid E-Learning: What Works?,
Presented by Josh Bersin [May 8, 2006 - Dallas,
Texas]
|
|
| Welcome Senior Analyst, Kim Lamoureux |
|
Kim Lamoureux, Senior Analyst
Kim Lamoureux has joined Bersin & Associates as a
senior analyst, directing the firm’s research in
leadership and executive development. Kim has more
than a decade of experience in human resources and
talent management. This includes managing global
leadership training and development for Textron,
Inc., an $11B global manufacturer and service
provider. Kim also played a major role in establishing
Textron’s corporate university and defining a talent
development outsourcing solution.
“Currently we’re seeing the biggest percentage of
training program dollars go to management and
leadership training,” said Josh Bersin, president of
Bersin & Associates. “We’re pleased to have Kim on
board to focus on this high priority area as we
continue to expand our research coverage.”
Kim can be reached at
kim.lamoureux@bersin.com.
return
to top
|
|
|
| Analyst Corner |
Karen O'Leonard,
Principal
AnalystTraining executives often struggle
with the issue of staff size. To determine the right
number of staff for your training organization, it can
be beneficial to look at what other companies are
doing. Our recent
research shows that companies employ an
average of five full-time equivalents (FTEs) for every
1,000 learners. This includes all training-related staff,
including instructors, content developers, and
managers as well as IT, procurement, accounting,
and additional personnel who may spend part or all of
their time on training-related activities.
It’s important to note, however, that the number of
training staff varies considerably with company size.
Small organizations have an average of 10 FTEs for
every 1,000 learners, while large enterprises employ
just two FTEs per thousand learners. Large
enterprises enjoy the benefits of being able to
leverage their staffing resources over a larger number
of learners.
Comparing industries, we find the highest staff-to-
learner ratios in the telecommunications, insurance,
and pharmaceuticals sectors, which employ an
average of seven to eight FTEs for every 1,000
learners. The training needs of telecommunications
and insurance firms are complex: call center agents,
brokers, and field service reps must be trained on an
ever-changing array of products, services, and
processes. Pharmaceutical companies must train their
workers on stringent FDA certification requirements,
as well as provide in-depth sales training programs to
a global sales force.
Of course, it’s best to compare your organization
against those of similar size and in the same industry.
For additional information, read through the
Corporate Learning Factbook and we will walk
you through the numbers.
|
|
