Innovations in eRecruitment and
Performance Management
Don Presant
learningagents.ca
About Learning Agents
– Workplace learning, career development
– Multimedia production studio
– Mobile production & facilitation
– Related consulting
Agenda for today
1.
2.
3.
4.
5.
Business drivers for change in Human Capital
Management (HCM)
HCM solutions
Recognition of Prior Learning (RPL) and
ePortfolio
Emerging trends, future scenarios
Suggestions for next steps
Business drivers for change
• Global competition: products and services
– Flat world, rapid innovation, continuous improvement
(“lean thinking”)
• Human capital needs
– Skills shortages
• Demographic shift, technological change, soft skills deficits
– Workforce adjustment (up and down)
– Succession: finding future leaders
• Changing Technology and the Internet
– Internal software tools and business methods
– Web 1.5: the Google effect
– Web 2.0: social software
Image is creative commons GISuser.com
Push & pull: the big picture
www.pwc.com/managingpeople2020 c2009
Soft skills deficits
Source: CIPD 2010
Leadership development needs
Workforce.com
Key questions
• Where do I find good people?
• How can I retain good people?
• How can I develop our people to become
happy, productive employees?
• How can I build effective teams, and an
effective company as a whole?
• Where do I find future leaders? How do I
prepare them?
The workplace learning paradox
Jay Cross
http://www.leader-values.com/Content/detail.asp?ContentDetailID=135
The power of informal learning
Changing models of learning
Bersin & Associates © July 2009
ROI of doing it right
Good HR in Bad Times (ic4p 2010)
Undesirable metrics & examples
• Cost of a bad hire
• Cost of losing a good hire
– Before and after…
• Waste in training and development
• Estimated untapped human capital
• Examples of poor succession
Human Capital Management
A competitive marketplace
Human Capital Technology
• eSourcing/eRecruitment tools
– Résumé Importing/Exporting/Searching
– Assessments & Applicant Screening
– Applicant Tracking Systems (ATS)
• Onboarding (orientation) tools
• Performance/Talent Management Systems
• Human Resource Management Systems
(HRMS/HRIS)
Adapted from http://www.recruitersnetwork.com/software/index.htm
Sourcing - just use Google?
Sourcing on a Budget
Glenn Gutmacher 2007
Mining the Internet
Onboarding (orientation)
• Engagement, retention
• The start of performance management
Bersin & Associates © April 2010
Why an onboarding program?
HCI Accelerated Onboarding through Collaboration 2010
Retention
Performance management
• Set career and learning goals aligned with
needs of job, company
• Analyze current competencies vs. learning
needs, identify gaps, opportunities
• Develop learning strategies to close gaps
& meet goals
• Track progress to goals
• Set new goals
Performance management in the
public sector
Workforce Planning: The Key to Talent Management
Success in the Public Sector July, 2010
Talent management, succession
planning
• Identify high potential employees early
• Develop individualized strategies for
retention and development
• Track individual progress through learning
and career advancement, fill their
leadership learning gaps
• Aggregate the stream of future leaders in
dashboard views for strategic
management
Case study
The New Face of Talent Management (ASTD 2009)
Alignment and balance
ePortfolio
A human capital tool for individual & employer
http://www.jiscinfonet.ac.uk/infokits/e-portfolios
ePortfolio and workplace RPL
What is Recognition of Prior Learning?
• A workforce development strategy based on:
– authentic and transparent assessment
– documentation of relevant skills and knowledge,
regardless of where they were acquired.
wplar.ca
• RPL can help:
– Capture and recognize verified skills and knowledge
– Document skills & competencies required in the workplace
– Provide practical assessments
• through demonstrations, interviews, work samples, portfolios
and formal testing.
– Document evidence of skills & learning:
• to assist workers in finding and keeping employment
• transition through their workplaces and to other jobs
Employee development by RPL
(Australia)
Wendy Perry & Associates Pty Ltd. 2008
MMAL
employee
perspective
MMAL RPL Process
Support from
RPL advocate
Gap training undertaken
Contracted by
Assessor & prepare
for validation
Book into schedule
for initial profiling
Reports: Competency
Overview matching
Qualifications evidence
for specific qualifications
Yes I’m interested
In RPL
Development
needs identified
Validation
appointment
(2-4 hours)
1 hr profiling discussion
with RPL advisor
10-15 mins Competency Conversation.
45-50mins Skillsbook profile &
evidence identification (1 hr)
RPL Coaches,
Mentors &
TAFE SA Staff
Buddying with
lead RPL Facilitator
to understand process
& tool (0.5 day each)
Validation
appointment
(2-4 hours)
Letter of
confirmation of
awards/unit
attained issued
2-3 days.
Statement of
Attainment
and
Qualifications
issued in due
course.
Individual Reports
Competency Conversation
record evidence identification
Initial Professional
Development on model
& Skillsbook Tool (0.5 day)
Copyright - WPAA - V1 16th July 2008
35:1
© Wendy Perry & Associates Pty Ltd 2008
10:1
ROI of workplace RPL
Productivity Tool (Excel)
ePortfolios and resumes
(Courtesy FuturEd)
Credentials vs. ePortfolio
Credentials
ePortfolio
• Reflect time spent in class
• Questionable proficiency
• Proxy for skills and
knowledge
• Dated
• Variable quality
• Formal learning only
• Reflects time spent learning
• Evidence-based proficiency
• Statement of actual skills and
knowledge
• “Living”
• Systematic
• All learning valued
(Courtesy FuturEd)
ePortfolio: product and process
A system to manage informal learning
• Assessment of/for learning
• Reflection, self-assessment
• Transferring skills, making transitions
• Coaching, collaborative learning
• Learning plans
• Knowledge Management
FuturEd 2004
Benefits of “e”
• Information Management capabilities
– Collecting, archiving, making different versions
– “One to many” digital shareability, links to specific pages
• Integration with Internet presence
– Online research: documents, networks
– Internet literacy, personal network, digital identity
• Collaboration
– Easy to add comments, edit, mentor, coach
• Measurement
– Link to frameworks, rubrics, track learning over time
• Integration with other ICT systems
– eRecruitment, HRIS
– Mobile access
• Multimedia enhancement
ePortfolio examples
• Theo Ramsey – Technical sergeant > manager
– http://www.youtube.com/watch?v=oT1XYjZcmck
• Michael Woolley – Industrial mechanic
– http://michaelwoolley.efoliomn.com/presentation
• Michal Kopera – Engineering PhD
– http://www2.warwick.ac.uk/fac/sci/eng/pg/students/esrgae
• Kevin Fisher – Accountant
– https://www.innovatecv.com/cv/share/24/do-not-reply@innovatecv.com
• Sarah Stewart – Nurse/educator
– http://sarahstewart-eportfolio.wikispaces.com/Competencies
• Ted Johnson - Senior VP/Chief Marketing Officer
– http://tedjohnson.efoliomn.com/Home
• Mark Farand – Executive Director
– http://www.youtube.com/watch?v=b3ox9FR2iFk
RPL around the world
UK: NVQ, WBL, PDP, CPD...
National, regional initiatives
Careers Wales Online
http://www.careerswales.com
National, regional initiatives
The Netherlands
Competency Atlas http://www.competentieatlas.nl/
percolab CAPLA Nov 2009
Europe
Europortfolio, Europass CV, Language Passport
United States
eFolio Minnesota, Pennsylvania, “World”
Canada
Sector Councils
Canada
Employability Skills 2000+, Essential Skills
Canada
SkillsInternational.ca - Ontario
Web 2.0, social software
“Publish yourself”
LinkedIn Example
Talent acquisition & Web 2.0
Benefits of ePortfolio for HCM
Employer focus groups (Canada 2006)
• Pre-employment
• Recruitment
• Human Capital Development
– Employee Development
– Performance Management
– Talent Management
– Succession Planning
Employer feedback
ePortfolio as a tool to describe skills and knowledge
• Majority in favour
– “digital matching service, living document, screening tool, digital
evidence of credentials and experience”
• Benefits:
– Accessible documents of work accomplishments vs. credentials
– Pre-employment bridging tool, linked to LMI
– Help standardize the language of competencies
• Acceptance Factors
– Accuracy, consistency, ease of use
• Potential Issues
– Time for creation and processing, privacy, content maintenance,
system integrity, overall responsibility...
Employer feedback
On the advisability of a broad ePortfolio system
• Good timing
– Rising skills shortages, immigration levels
• Current examples
– Job Banks and PSC system
• Benefits
–
–
–
–
Good potential: niche sectors, skill sets, countries
Transparent tool for diversity and equity
Early adopters could have hiring advantage
Ease/improve recruitment, reduce wrong hires
• Potential Barriers
– Cost, regulatory body acceptance/validation, privacy, ownership,
process inertia, consistency
Employer feedback
On the advisability of a broad ePortfolio system
• Acceptance Factors
– Simplicity, accessibility, usefulness as a screening tool, trust,
confidentiality, standards, integration, flexibility, extensibility,
government support, marketing, training
• Solutions
– Fit eP into existing interviewing and hiring practices
– Incremental approach with action research to measure benefits
– Make eP mandatory (!) with allowed exceptions for inclusiveness
So...takeaways from today
• RPL and ePortfolios can reduce waste and
increase productivity in workforce development
• Workplace RPL doesn’t have to cost a bomb, and
can easily pay for itself
– Even baby steps can help your bottom line
– Implementation can be phased to reduce risk
• Technology can help, but:
– not for its own sake
– beware of paving cowpaths: rationalize your current
processes
• Public use of the Internet and Web 2.0 are
changing everything...
Possible approaches
• Fully clothed
– Watching brief, further research
• Toe in the water
– Get hands-on with Google, Web 2.0 tools
– Investigate HRIS capabilities, local support
• Wading
– Proofs of concept, small implementations in
particular areas (e.g. talent management)
– Develop business plans for senior management
• Diving in
– Develop an RFP for a fully managed system
Current local traction in RPL
• Workplace Education Manitoba & WPLAR
– http://wem.mb.ca, http://wplar.ca
• Career Portfolio Manitoba
– http://careerportfolio.mb.ca
• Centre for Education and Work
– http://www.cewca.org
• Red River College’s RPL Practitioner Program
– http://www.rrc.mb.ca/index.php?pid=636
• MPLAN: Manitoba PLA Network
– http://mbplar.ca
Don Presant, President
don@learningagents.ca
www.learningagents.ca
learningagents.ca