Elearning! Winter 2007 - (Page 30) Warning : session_start : The session id contains invalid characters, valid characters are only a-z, A-Z and 0-9 in /mnt/data/www.nxtbook.com/fx/config_1.3/global.php on line 9 Warning : session_start : Cannot send session cache limiter - headers already sent output started at /mnt/data/www.nxtbook.com/fx/config_1.3/global.php:9 in /mnt/data/www.nxtbook.com/fx/config_1.3/global.php on line 9 Warning : Cannot modify header information - headers already sent by output started at /mnt/data/www.nxtbook.com/fx/config_1.3/global.php:9 in /mnt/data/www.nxtbook.com/fx/config_1.3/global.php on line 10 el1206_Talent.qxd 12/26/06 5:32 PM Page 30 thewarfortalent Most high-impact learning departments are organized in what we call a federated model. Much in the way the United States government is structured to provide state autonomy in certain areas and federal rule in others, federated learning organizations provide performance consulting and support to individual business units while also having centralized learning services that can set enterprise standards, address common learning requirements, and provide enterprise-wide technology support. This organizational model has the advantage of increasing the support for business-specific training needs and establishing close working relationships with line-of-business managers. At the same time, the enterprise benefits from the cost and time efficiencies of standardized tools and templates and a centralized learning platform. Federated organizations usually focus more on business training priorities, rather than HR-driven initiatives. On the other hand, highly centralized learning functions are almost always more tightly aligned with HR and tend to focus on corporate-wide learning programs. The downside of this model is that business unit support is often compromised, as demonstrated in research related to highimpact learning organizations. Step 2: An integrated approach to talent management requires a tight alignment of learning with HR, especially in areas such as compliance, onboarding, management and leadership development, and performance and competency management. Centralized learning organizations that already have close affiliations with HR will likely find the transition to integrated talent management easier and faster. Federated organizations may have to work harder at alignment and make some structural changes – for instance, perhaps identifying dedicated resources to support talent management processes much in the same way dedicated resources are provided to business units. A relationship between HR and learning is recommended much like the branches of our federal government. Each organization has its own central mission. The HR organization continues to focus on corporate-wide issues, and the learning organization focuses on line of business and performance issues. However, in the shared areas identified above, both functions should identify dedicated resources to work together and to provide unified, integrated solutions to address all processes involved in the talent management continuum. WINNING THE WAR The next three to five years will be challenging as the talent shortage requires new strategies and tactics to drive corporate performance; New platforms to consider and implement, new organizational approaches to evaluate and adopt, and new career opportunities. Perhaps most importantly, we need new ways to drive corporate value and win the war for talent. Josh Bersin is principal of Bersin & Associates, a consulting and research organization covering the learning and performance industry. To view the studies referenced in this article, visit: www.bersin.com. Step 3: Skills 30 Winter 2007 Elearning! & Competencies Skills and competency identification and management is at the heart of effective performance management, as well as talent-driven learning. Most organizations need to put more focus on this area. According to recent research, about 45% of organizations do not have a broadly adopted competency model in place at this time. Rather than trying to implement standard, enterprise-wide competency models, the best-practice organizations have emphasized identifying key competencies for specific job categories. By avoiding the temptation to “boil the ocean” and focusing attention on high-level, job-specific competencies, these organizations make great strides in increasing the effectiveness of performance management and learning programs. Warning : Unknown : The session id contains invalid characters, valid characters are only a-z, A-Z and 0-9 in Unknown on line 0 Warning : Unknown : Failed to write session data files . Please verify that the current setting of session.save_path is correct /var/lib/php/session in Unknown on line 0 http://www.bersin.com Table of Contents for the Digital Edition of Elearning! Winter 2007 Table of Contents Publishers’s Note News LMS Consolidation on the Rise ASTD’s Employee Development Honorees Deals Global Telecom 100 Named Trendline Top Customer Service Challenges The Talent Squeeze The Podcast Revolution Meet America's Learning Leaders Learning Trends & Future The War for Talent The Best of ELearning! Awards Jumpstart Learning & Performance in 2007 Case Study: Blended Learning Case Study: Marist College Switches Web Conferencing Software LMS New Products Simulations Tools Content Pop Quiz Last Word Elearning! Winter 2007 Elearning! Winter 2007 - (Page 1) Elearning! Winter 2007 - (Page Cover1) Elearning! Winter 2007 - (Page Cover2) Elearning! Winter 2007 - Table of Contents (Page 3) Elearning! Winter 2007 - Table of Contents (Page 4) Elearning! Winter 2007 - Table of Contents (Page 5) Elearning! Winter 2007 - Publishers’s Note (Page 6) Elearning! Winter 2007 - Publishers’s Note (Page 7) Elearning! Winter 2007 - ASTD’s Employee Development Honorees (Page 8) Elearning! Winter 2007 - Deals (Page 9) Elearning! Winter 2007 - Global Telecom 100 Named (Page 10) Elearning! Winter 2007 - Top Customer Service Challenges (Page 11) Elearning! Winter 2007 - The Talent Squeeze (Page 12) Elearning! Winter 2007 - The Talent Squeeze (Page 13) Elearning! Winter 2007 - The Podcast Revolution (Page 14) Elearning! Winter 2007 - The Podcast Revolution (Page 15) Elearning! Winter 2007 - Meet America's Learning Leaders (Page 16) Elearning! Winter 2007 - Meet America's Learning Leaders (Page 17) Elearning! Winter 2007 - Meet America's Learning Leaders (Page 18) Elearning! Winter 2007 - Meet America's Learning Leaders (Page 19) Elearning! Winter 2007 - Meet America's Learning Leaders (Page 20) Elearning! Winter 2007 - Meet America's Learning Leaders (Page 21) Elearning! Winter 2007 - Meet America's Learning Leaders (Page 22) Elearning! Winter 2007 - Learning Trends & Future (Page 23) Elearning! Winter 2007 - Learning Trends & Future (Page 24) Elearning! Winter 2007 - Learning Trends & Future (Page 25) Elearning! Winter 2007 - The War for Talent (Page 26) Elearning! Winter 2007 - The War for Talent (Page 27) Elearning! Winter 2007 - The War for Talent (Page 28) Elearning! Winter 2007 - The War for Talent (Page 29) Elearning! Winter 2007 - The War for Talent (Page 30) Elearning! Winter 2007 - The Best of ELearning! Awards (Page 31) Elearning! Winter 2007 - The Best of ELearning! Awards (Page 32) Elearning! Winter 2007 - The Best of ELearning! Awards (Page 33) Elearning! Winter 2007 - The Best of ELearning! Awards (Page 34) Elearning! Winter 2007 - Jumpstart Learning & Performance in 2007 (Page 35) Elearning! Winter 2007 - Jumpstart Learning & Performance in 2007 (Page 36) Elearning! Winter 2007 - Case Study: Blended Learning (Page 37) Elearning! Winter 2007 - Case Study: Blended Learning (Page 38) Elearning! Winter 2007 - Case Study: Marist College Switches Web Conferencing Software (Page 39) Elearning! Winter 2007 - Case Study: Marist College Switches Web Conferencing Software (Page 40) Elearning! Winter 2007 - Case Study: Marist College Switches Web Conferencing Software (Page 41) Elearning! Winter 2007 - Case Study: Marist College Switches Web Conferencing Software (Page 42) Elearning! Winter 2007 - New Products (Page 43) Elearning! Winter 2007 - New Products (Page 44) Elearning! Winter 2007 - Simulations (Page 45) Elearning! Winter 2007 - Tools (Page 46) Elearning! Winter 2007 - Tools (Page 47) Elearning! Winter 2007 - Content (Page 48) Elearning! Winter 2007 - Pop Quiz (Page 49) Elearning! Winter 2007 - Last Word (Page 50) Elearning! Winter 2007 - Last Word (Page Cover3) Elearning! Winter 2007 - Last Word (Page Cover4) http://www.nxtbookMEDIA.com
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