Learning Organization and Governance
Excellence Application
Instructions for Submission:
1)
2)
3)
4)
Complete the general information form (downloaded with this application).
Review the definition and benchmark criteria, below.
Complete this category application.
Submit general information form and category application(s) no later than midnight (Pacific Daylight Time) on
September 16, 2011 (see below for mailing details).
Organization Size:
(Check the appropriate size.)
Global enterprise:
Organizations with more than 10,000 employees which have global learning and HR challenges.
Enterprise:
Organizations with more than 10,000 employees which have nation-wide learning and HR challenges
Mid-Market:
Organizations with fewer than 10,000 employees which have smaller training organizations and more limited
resources.
* IMPORTANT: Please review the definition and benchmark criteria below prior to completing
the application questions.
Definition:
Organizational Management Excellence for learning organizations is defined as adopting the most
effective and efficient structures, roles, processes, and technologies to deliver high-impact learning
services and programs that enhance or improve performance.
Benchmark Criteria:
This is the criteria Bersin & Associates will use to access your application. This is for your information to
help you complete the application questionnaire.
How successful is the learning organization at:
1.
Aligning all efforts with strategic business goals?
2.
Providing formal learning programs that impact the business?
3.
Enabling informal learning activity that impacts the business?
4.
Allocating budgets to needs with greatest business impact?
5.
Targeting efforts in support of the organization’s strategic talent needs?
6.
Meeting urgent, time-critical business needs?
7.
Partnering with lines-of-business?
8.
Making the most of its resources?
9.
Conducting analysis, planning and other due diligence ahead of learning solutions?
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10. Meeting the unique needs of your audiences despite variances in geography, culture, age, or
other source of workforce diversity?
11. Consistently providing solutions as close to where learning happens as possible?
12. Measuring training and providing reports and analysis?
13. Sharing learning best practices across the enterprise?
14. Adding new knowledge/skill to its team to stay ahead of business needs?
15. Supporting high job satisfaction for its learning professionals?
Application Questionnaire
Part One: Organization Background
1.
Who is your learning organization’s target audience? Click on the appropriate box.
Internal: Employees
External: Customers + Partners
Both
2.
Which of the following roles do any training/learning function(s) within your organization play? (Select all that apply.)
Developing employee knowledge, skills and
competencies
Cultivating a strong value and desire for
learning and development within the organization
Developing and supporting employees'
fundamental ability to learn (metalearning)
Encouraging consistency in overall
organizational culture (e.g., common history,
common vocabulary)
Increasing organizational talent capabilities
Encouraging organizational ethics, social
responsiblity, and diversity
Developing external partner (e.g., channel,
retail, sales) knowledge, skills and competencies
Increasing employee engagement and
retention by providing personal growth
opportunities
Increasing customer competence and loyalty
through training of external customers
Building social capital by enabling employee
collaboration, network building, and knowledge
sharing
3.
What is the number of professional full-time staff dedicated to the management of training/learning-related
activities? If a person spends half of his/her time on training-related activities, please assign that person a 0.50.
4.
Across your organization, roughly what percentage of your staff reports into a centralized learning organization?
Please provide your best estimate.
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5.
If you have decentralized learning groups, what is the reporting relationship between the decentralized groups and
the centralized learning organization? Click on the appropriate box.
Direct report into the centralized training department
Matrix report into the centralized training function
Cooperation, but no report into the centralized training function
No cooperation
6.
Which of the following learning shared or centralized services does your organization offer today? Click on the
appropriate box.
Performance consulting
Training measurement
Instructional Design / content development
Vendor management
Learning content integration and testing
Globalization management
LMS operations
Knowledge management
Skills and competency management
Internal Communications
Training Administration
Community Management/Moderation
Delivery
We do not have any shared services
7.
How does your learning organization allocate staff resources? Please provide the percentage of total people in
each category. Place % in the space next to each category.
8.
Management
Live Delivery
Program/Portfolio Mgmt
Learning Technology / Systems
Content Design and Development
Training Operations
Measurement & Reporting
Knowledge Managment
Implementation /
Transfer of Learning Support
Community Management,
Stewardship, Moderation
9.
Do you have performance consultants? If so, what roles/functions do the performance consultants have?
on all of the boxes that apply.
Engaging with business stakeholders in the
planning and strategizing phase of new initiatives
(aka "at the beginning).
Identifying and proposing non-training
solutions for performance issues
Regularly discussing organization mission,
strategy, & goals with key stakeholders.
Implementing non-training solutions for
performance issues
Framing solution objectives in business
performance terms
Supporting change management efforts as
part of solution implementation
Conducting root cause analysis
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Click
8.
Does your company have a senior executive responsible for all company-wide learning and development programs
(such as a CLO)?
9.
Does your company have a learning council comprised of multiple business groups which sets training priorities and
reviews results against plan?
10. What best describes the LMS infrastructure at your organization today?
We have a single, company-wide LMS.
We have a company-wide LMS plus one or more "departmental" LMSs.
We have one or more departmental LMSs; no company-wide LMS.
11. Do you have a dedicated measurement resource or group?
12. Do you have operational measures for the management of the training function?
13. For which of the following HR related metrics do you formally evaluate the impact of your any learning/training
efforts? (Select all that apply)
Employee Performance Ratings (e.g.,
operational metrics, roll-up from PM Process,
etc.)
Retention
Employee Engagement and/or Job
Satisfaction
Job Fit / Readiness (Skills for jobs)
Workforce Diversity
% of Internal Hires
Time to Full Proficiency / Productivity
Leadership Readiness / High Potential Status
% of employees with development plans
Workforce Expertise (e.g., overall education
level, certifications, patents secured, etc.)
Part Two: Operational Effectiveness
1.
Describe how your learning organization provides formal learning programs that positively impact the business.
2.
Describe how your learning organization enables informal learning activity that positively impact the business.
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Learning Leaders Awards Program
Bersin & Associates
3.
Describe how your learning organization allocates budgets to learning programs with the greatest business impact.
4.
Describe how your learning organization meets urgent, time-critical business needs.
5.
Describe how your learning organization partners with the lines-of-business to identify and prioritize learning needs.
6.
Describe how your learning organization is able to target efforts in support of the organization’s strategic talent
needs?
7.
Describe how your learning organization is able to meet the unique needs of your audiences despite variances in
geography, culture, age, or other source of workforce diversity?
8.
Consistently providing solutions as close to where learning happens as possible?
Part Three: Operational Efficiency
1.
Provide examples of how your learning organization makes the most of its resources.
2.
Describe how your learning organization analyzes and reports on the efficiency of the training operations.
3.
Describe how your learning and development practitioners share best practices across the organization.
4.
Describe how your team is able to add new knowledge/skill fast enough to stay ahead of business needs?
5.
Describe how your learning organization develops high job satisfaction among learning and development
practitioners.
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Part Four: Contact Information
Provide three contacts (name, title, phone, email) who can speak to the value and results of the initiative.
Contact 1
Name
Title
Phone
Email
Name
Title
Phone
Email
Name
Title
Phone
Email
Contact 2
Contact 3
Note: We would also welcome sample content, reports or any other materials you would like to provide to help us analyze your effectiveness,
impact and innovation. You may send as attachments to an e-mail of this application or send hardcopies in the mail.
Complete this application and send along with the completed general information form to:
Submit by email:
Send your completed application to
learningleaders@bersin.com.
Submit by mail to:
Laura Evenson
Learning Leaders Program
180 Grand Avenue, Suite 320, Oakland, CA 94612
NewtwonPO Box 733
Newtown, CT 06470
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Learning Leaders Awards Program
Bersin & Associates