June 2, 2011
Practical Applications of Talent
Development Reporting Principles
Dave Vance
Peggy Parskey
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
June 2, 2011
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Contributors
Executive Council
Thought leaders
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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
Laurie Bassi
Josh Bersin
Rob Brinkerhoff
Jack Phillips
Frank Anderson
Jac Fitz-enz
Page: 5
Executive Reporting Overview
Poll #1
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
June 2, 2011
Page: 7
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
June 2, 2011
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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
June 2, 2011
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Executive Reporting: Standard Measures
Standard Measures:
• Efficiency measures: How much?
• Effectiveness measures: How well?
• Outcome measures: What is the
impact on the business?
Program/
Initiative
Analytics
Specific methodology
(e.g. Phillips, Brinkerhoff)
June 2, 2011
Standard
Measures
Data
Data Sources and Systems
System Wide
Analytics
Systems and processes
for organizing data,
calculating measures
Poll #2
Page: 10
Executive Reporting: Three Statements
Three Statements:
• Business Outcome Statement
• Effectiveness Statement
• Efficiency Statement
Statements
Program/
Initiative
Analytics
Specific methodology
(e.g. Phillips, Brinkerhoff)
June 2, 2011
Standard
Measures
Data
Data Sources and Systems
System Wide
Analytics
Systems and processes
for organizing data,
calculating measures
Page: 11
Executive Reporting: Three Reports
Three Reports:
• L&D Summary Report
• L&D Program Report
• L&D Operations Report
Reports
Statements
Program/
Initiative
Analytics
Specific methodology
(e.g. Phillips, Brinkerhoff)
June 2, 2011
Standard
Measures
Data
Data Sources and Systems
System Wide
Analytics
Systems and processes
for organizing data,
calculating measures
Page: 12
Focus of the Executive Reporting Process
Summary Conclusions, Actionable
Recommendations, Issues for Further Analysis
Scope of
White
Paper
Reports
Statements
Program/
Initiative
Analytics
Specific methodology
(e.g. Phillips, Brinkerhoff)
June 2, 2011
Standard
Measures
Data
Data Sources and Systems
System Wide
Analytics
Systems and processes
for organizing data,
calculating measures
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
June 2, 2011
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The Business Outcome Statement
The Question
The 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
June 2, 2011
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Business Outcome Statement
June 2, 2011
Page: 17
Poll #3
The Effectiveness Statement
The Question
The 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
June 2, 2011
Page: 18
Effectiveness Statement
June 2, 2011
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The Efficiency Statement
The Question
The 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
June 2, 2011
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Efficiency Statement
June 2, 2011
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TDR Reports
The Reports
 Three levels of
reports
 L&D Summary Report
 L&D Program Report
 L&D Operations Report
 Highly customized,
pulling measures
from the statements
 Each report shows
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Last year’s actual
Plan (or goal) for this year
Year-to-date results
Forecast for this year
June 2, 2011
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The L&D Summary Report
The Question
The 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
June 2, 2011
Page: 24
L&D Summary Report
June 2, 2011
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Poll #4
The L&D Program Report
The Question
The 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
June 2, 2011
Page: 26
L&D Program Report
June 2, 2011
Page: 27
The L&D Operations Report
The Question
The 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
June 2, 2011
Page: 28
L&D Operations Report
June 2, 2011
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Summary:
Talent Development Reporting Principles
 TDRP provides
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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
June 2, 2011
Page: 30
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
• 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)
June 2, 2011
Page: 32
Poll #5
Final Thoughts and Request
• This is an open, collaborative effort; no copyrights
 Please share your thoughts with us
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Other suggested measures
Best practices and Implementation approaches
Difficulty in applying standard measures
Need for better definitions
Write to Dave Vance: dave@poudrerivergroup.com
 Contact KnowledgeAdvisors:
 Peggy Parskey: pparskey@knowledgeadvisors.com
 At www.KnowledgeAdvisors.com
 This PowerPoint deck
 White Paper (70-page)
 Overview Paper (25-page)
June 2, 2011
Page: 33
Polling Questions: Poll #1
 What is your Role?
 Response options
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Senior Leader in L&D or HR
Manager in L&D or HR
Evaluation practitioner
Learning practitioner (Design, development,
delivery)
 Other
June 2, 2011
Page: 34
Polling Questions: Poll #2
 My L&D organization has a standard set of key
performance indicators that we measure and
monitor regularly
 Response options
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Absolutely yes
Possibly, not sure
Doubt it
Absolutely not
June 2, 2011
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Polling Questions: Poll #3
 My L&D organization identifies key outcome
measures and reports results quarterly to senior
learning and business leaders
 Response options
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Strongly agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
June 2, 2011
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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
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Strongly agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
June 2, 2011
Page: 37
Polling Questions: Poll #5
 Senior L&D leaders in my organization would be
likely to adopt TDR within the next 12-18 months
 Response options
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Strongly agree
Agree
Neither agree nor disagree
Disagree
Strongly Disagree
June 2, 2011
Page: 38