The Evolution of Corporate Learning

Josh Bersin | Industry Analyst
Founder, Bersin by Deloitte
AUGUST, 2018
Learning Culture
HR Technology Directions
The Evolution Of Corporate Learning
From e-learning to “learning in the flow of work” We are here
Learning
E-Learning Talent Continuous Digital In Flow of
& Blended Management Learning Learning Work
Micro-Learning
Formats Course Catalog Learning Path Video, Self-Authored
Real-time Video
Online University Career Track Mobile, YouTube
Courses Everywhere
Learning In The Flow

Instructional Design Blended Learning 70-20-10 Design Thinking
Philosophy Kirkpatrick Social Learning Taxonomies Learning Experience
of Work
Self-Study Career Focused Learning On Demand Everyone, All the
Users Online Learning Lots of Topics Embedded Learning Time, Everywhere
LMS as LMS as Talent LMS as Experience LMS invisible

Systems E-Learning Platform Platform Platform Data Driven, Mobile
1998-2002 2005 2010 2018 2020
Source: Bersin by Deloitte, Deloitte Consulting LLP
2 | Copyright © 2018 Deloitte Development LLC. All rights reserved. Deloitte’s 2018 Chief Learning Officer Forum: Learning Undone
2018 Bersin Learning Organization Maturity Model
Level 4
Anticipatory / Flow 6%
Level 3
Continuous / Empowering 20%
Level 2
Responsive / Contextualized 39%
Level 1
Episodic / Programmatic 35%
Source: 2017 Bersin by Deloitte High-Impact Learning Organization, n=1,200, >1,000 employees; Bersin by Deloitte, Deloitte Consulting LLP
We must not forget the critical role of culture
Great Corporate Excellent Strong Talent
Strong CLO
University L&D Skills Process
Excellent Training Great L&D Measures

Technology & Effectiveness
Have we created an organization

which truly has a culture to learn?
Does Leadership Do people share

Are experts rewarded Can we get time from
reinforce the need to information
and valued? experts and leaders?
Learn? openly?
Do people feel Do we take Do people Do we listen

empowered to the time to move around to customers
point out errors? reflect? and take risks? openly?
A simple model to consider
Micro-Learning Macro-Learning
I need help now. I want to learn something new.
• 2 minutes or less
• Several hours or days
• Topic or problem based
• Definitions, concepts, principles, and practice
• Search by asking a question
• Exercises graded by others
• Video or text
• People to talk with, learn from
• Indexed and searchable
• Coaching and support needed
• Content rated for quality and utility
Is the content useful and accurate? Is the author authoritative and educational?
Videos, articles, code samples, tools Courses, classes, MOOCs, programs
Where does macro and micro learning apply?
Teach
Credential
Micro Micro Great

Pace of Learning
Micro
Micro Normal
Micro
Macro
Macro
Bad
New on the Job Seasoned Expert
New learning technology markets are here
1 Learning Experience 2 Program Delivery 3 Micro-Learning

Platforms Platforms Platforms (adaptive)
Degreed, EdCast, PathGather Intrepid (Vitalsource), NovoEd Axonify, Area9, Grovo, Qstream, Practice,
Jam, Fuse, Percipio, Cornerstone, EdX, Everwise, OpenEdX, Blackboard, Rehearsal, Jubi, Wisetail, Mindtickle,
Valamis, Tribridge, … Instructure, ... Trivie, Echo, EduMe, etc.
4 5
Assessment, VR, Development Tools Content Libraries
Video Authoring, Intelligent assessment, spaced learning, Udacity, Coursera, EdX, Udemy, Pluralsight,
gaming, virtual reality, collaboration, simulations, … SkillSoft, CrossKnowledge, hundreds of others
6 LMS and Content Platforms 7 Learning Record

Store
Traditional: Cornerstone, Saba, SuccessFactors, SumTotal GrassBlade, Learning Locker,
Modernized: Workday, Oracle, SAP, Bridge, D2L, Litmos, Intellum, Docebo, others Saltbox, Yet, Watershed
Source: Bersin by Deloitte, Deloitte Consulting LLP
From HCM to Talent Management to HR In The Flow of Work
Automated Talent Integrated Talent Engagement, Fit, Productivity, Performance,

Management Management Culture, Analytics Teams
Team and Work

People Management: Management:
Talent Management: Focus on culture, engagement,
environment, leadership, and fit Optimizing productivity, alignment,
Integrated processes and systems, connection of the “network of
Talent as core to HR and business teams”, tools to make work better.
agenda
Systems of Automation Systems of Engagement, Systems of Productivity

Practice-driven solutions Empowerment solutions In the Flow of Work
Automate Integrate Engage Perform
1990s-2000s 2004-2012 2012-2017 2019+
Core HR Platforms Are Shifting in Focus
Benefits & Hiring Integrated Talent Cloud-Based New Systems of

E-Learning
Compensation Recruiting Platforms HCM Engagement
Meaningful Systems toNext Gen
“Make Work Better” Performance
MARKET GROWTH - ADOPTION
Real Time
Integrated Talent Engagement
Cloud-Based HCM
Management
Cloud “Systems of or ERP
Learning
Engagement”
Performance
Management
Experience
Learning Career and

Management Learning Payroll
Management HRMS Gig Work
Integrated
PerformanceTalent
Mgt
Applications Recruitng
ATS
Employee Employee
Experience
Applicant Tracking Profile
Recruiting Wellbeing
HRIS
HR
Benefits
Process Compensation
Learning Social Recognition
Automation
Administration
Analytics Workforce
Cognitive, AI,
Reporting Conversational
Management
Compensation
2000 PROGRESSION OVER TIME 2019
Market Evolution becoming Disruptive Again
Performance Management Payroll - Talent

Learning
Rewards Recognition
Recruitment
Mid-Market SMB
Engagement
Well Being
Employee Experience 38%
Say problem is
urgent
22 % 14 %
are excellent at building believe internal

a differentiated employee processes for
experience collaboration are
working well
23 % 10 %
believe their employees are using design

are fully aligned with thinking as part of
the corporate purpose crafting the employee
experience
Source: Deloitte and Facebook, “Transitioning to the future of work and the workplace,” November 2016
HR Technology Architecture Of Today
HR Technology Architecture Of The Future
Built for the Employee Experience
Candidates
White Collar Senior Leaders
External
Network
Line Managers
Hourly Contractors
Alumni
Employee Experience Platform: Chat | Conversation | Mobile | Integration with Systems of Productivity
Self Case Document Transition Employee External

Service Management Management Programs Communications Services
Sourcing Learning Performance Engagement Wellbeing HRMS ONA

Recruitment Career Goals Feedback Rewards Payroll/Time Analytics/AI
Assessment Coaching Succession Recognition Benefits Communications Workforce Mgt
Talent Specialists Wellbeing, safety, culture, Analytics, Monitoring, Research, Market

Senior Geographic HR Tech, App Best Practices,
Business Partners Junior Geo (OD, sourcing, recruiting, engagement, recognition Predictive, WF Planning development
Bus Partners learning, organized in networks HR Prof
of excellence) Development
Comp, Ben,
Rewards
12 | Copyright © 2018 Deloitte Development LLC. All rights reserved. HR Ops, AI and Deloitte’s 2018 Chief Learning Officer Forum: Learning Undone
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Josh Bersin | Industry Analyst

Founder, Bersin by Deloitte

Learning In The Flow

LMS as LMS as Talent LMS as Experience LMS invisible

1998-2002 2005 2010 2018 2020

Source: Bersin by Deloitte, Deloitte Consulting LLP

Continuous / Empowering 20%

Responsive / Contextualized 39%

Episodic / Programmatic 35%

Excellent Training Great L&D Measures

Have we created an organization

Does Leadership Do people share

Do people feel Do we take Do people Do we listen

Videos, articles, code samples, tools Courses, classes, MOOCs, programs

Micro Micro Great

New on the Job Seasoned Expert

1 Learning Experience 2 Program Delivery 3 Micro-Learning

6 LMS and Content Platforms 7 Learning Record

Source: Bersin by Deloitte, Deloitte Consulting LLP

Automated Talent Integrated Talent Engagement, Fit, Productivity, Performance,

Team and Work

Systems of Automation Systems of Engagement, Systems of Productivity

Automate Integrate Engage Perform

1990s-2000s 2004-2012 2012-2017 2019+

Benefits & Hiring Integrated Talent Cloud-Based New Systems of

Learning Career and

2000 PROGRESSION OVER TIME 2019

Performance Management Payroll - Talent

are excellent at building believe internal

believe their employees are using design

Self Case Document Transition Employee External

Sourcing Learning Performance Engagement Wellbeing HRMS ONA

Talent Specialists Wellbeing, safety, culture, Analytics, Monitoring, Research, Market

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