Session 102 - Data-Driven Learning & Development Planning

Data Mining with Enterprise Learning & Development Tool (Bank of America built a CRM for learning and see curation as an enabler – more on the background of this tool below)

4 Stage Workflow

1)Inception

2)Performance consultation

3)Plan approvals and management

4)Audience identification and execution

Planning Your Data Mining – 3 Measurement Questions

1)What? Business strategy/priorities. Business operations. Laws, regulations, and rules. Human capital/talent management.

2)Where? Annual strategic planning. Initial planning docs. Business goals/scorecards. Procedures, policies, and systems. Regulatory tracking systems. Performance management/360 feedback, assessments.

3)Why? Role-based performance; change expectations. Role-based function; change expectations. Required and proactive adherence to standards. Key competencies/gaps; new hire targeting and volume planning.

More on Bank of America’s Tool and Why they Built It:

Because their training/competency model that had been their standard was stalled for 8 years. They have a benchmark that can be applied enterprise-wide. They can also do trend analysis year over year to monitor depreciation of performer base to be proactive about corrective action.

Data Mining Origins:

Want to be as clear as possible – sizeable, reliable, stable.
Cleaned + Intake - manual, upload & integrated feed: ways to upload.

For input of each type of baseline data, wrote different rules.

  • Specific rules per data type.
  • Source flappe
  • Standards/thresholds (stripped individual performance data because it helps to create operationalized leadership paths, not individual career paths).
  • Volume shifts in areas/regions/divisions to target development efforts.
  • Timing to be in advance of compliance law
  • Algorithms written for year and year over year planning

Had the benefit of 2 tech teams working together to mine data and build the central data repository (L&D + Compliance Dept tech).

In generation 1, need to tap business rules and demonstrate business rules for the organization is delivery result, before focusing on individual learning journeys (generation 3).

The 5-year landscape:

  • Have to be standards with data before you can use it. Right now they’re still processing business strategy data manually.
  • Measuring if the data informed the right outcomes

4 Sectors of BoA Learning & Development:

  • Enterprise Requirements
  • Regulatory
  • Role & Function of L&D
  • Professional Development

Easiest to measure laws, rules, and regulations and compliance issues.

Skills don’t change – names and buckets change so assessment is the biggest gap in learning.