105: How to Action and Show ROI on Skill Data for Your Organization & Employees

According to the World Economic Forum (WEF), employers estimate that 44% of workers' skills will be disrupted in the next five years. Fortunately, there are sources—like labor market data from Lightcast, the U.S. Bureau of Labor and Statistics, WEF learning and workforce reports, and massive online learning platforms—that detail the hard and soft skills that will be essential to future jobs.

With career pathing and planning still typically sitting with the individual manager, L&D teams lack the ability to align workforce development to business needs or guide meaningful careers. How can L&D leaders action available skill trend data to create organization-wide career paths that meet the needs of their business, leaders, and staff?

In our talk, we address approaches to these challenges and share how the D2L for Business learning technology suite helps L&D and HR leaders get crisper and more effective with their skills-based strategy—creating programming that executive teams can confidently support.

Our approach to analyzing skills data focuses on simplicity over high precision, action over deep analysis, and refinement through usage over upfront heavy lifting to start getting value out of your workforce skills technology.

In this talk, we'll tackle how to start gaining value out of skills analysis. We'll emphasize practical tips on how to get started to avoid yourself, leaders, or staff from being overwhelmed by the task of skills-based career pathing and learning. We'll also review useful data samples that could be available to your organization and provide examples of actionable ideas.

With an increased focus on microlearning, gamification, and engagement metrics, outcomes of L&D programming become hard to trace. It can be challenging to associate the dollar investment in corporate learning with meaningful outcomes the executive team can quantify—like the number of internal promotions, average retention rate, or number of newly certified employees skilled to fill organizational gaps.

Takeaways:

• How to associate ROI with skill development
• What you can do today to better understand your industry and organizational skill needs
• How you can leverage skills needs to drive better learning programs across your company
• How to refine your learning program by continuously using data on adoption

Technologies discussed:

D2L for Business, Lightcast