Leading in Learning

Building capabilities to deliver on

your business strategy
Bersin by Deloitte
High Performing Learning Organizations are 92% more likely to innovate
Innovation Profitability Skills for the Future Time to Market Quality Productivity

17%
34% 26% 37%
46%
58%

more likely to be more likely to be more prepared to meet better response to greater ability to deliver greater employee
first to market market share leader future demand customer needs quality products productivity

Learning solutions meet the required standards of

Learning solutions are based Learning solutions are customized to
excellence, are piloted, benchmarked, evaluated
on business needs populations and individuals
and continuously improved

Learning solutions are designed to support the Principles for an organization’s Learning solutions achieve what they
transfer of learning back into the business L&D are changing set out to do

Learning solutions are designed Business leaders participate in the design and Learning solutions are designed as a connected,
with the future in mind delivery of learning solutions integrated part of the development journey

Untethered Collaborative
Today’s employees find themselves working from several Learners are also developing and accessing personal and
locations and structuring their work in non-traditional ways to professional networks to obtain information about their
accommodate their lifestyles. Companies are finding it difficult to Meet the industries and professions.
reach these people and even harder to develop them efficiently.
modern learner Learners are: at Google,

of the global workforce is
expected to be ‘mobile’
by the end of 2015
asking other
people
of training courses are
of workforce learning
of full-time employees do most of the workforce is sharing what delivered by an ecosystem of
happens via on-the-job
of their work somewhere other comprised of temps, they know
interactions with peers,
than the employer’s location contractors and freelancers teammates, and managers peer learners

On-demand Empowered
Employees are accessing information - and learning - differently Rapid change in business and organizations means everyone
than they did just a few years ago. Most are looking for answers needs to constantly be learning. More and more people are
outside of traditional training and development channels. For looking for options on their own because they aren’t getting
example: 1% of a typical what they need from their employers.
work week is all that
People are increasingly turning to
their smartphones to find just-in-time employees have to
To learn what
they need for
answers to unexpected problems focus on training
their jobs, and development
employees access:
years is the half-life of workers say they have of IT professionals report
of many professional opportunities for learning and having paid for training out of
skills growth at their workplace their own pockets

Deloitte Learning Solutions Offerings:

Learning Strategy & Operations Learning Design & Development Learning Technology

We can help you to define and realize We can help you to optimize
the optimum, aligned and efficient We can help you to deliver high impact your enabling technologies and
learning organization learning content emerging tools

• Creating or refreshing a learning strategy • Changing employee behaviors to align with new • Implementing a learning (content) management
• Developing a business case for learning processes, requirements or strategies system (LMS / LCMS)

• Creating a Corporate University or CoE • Providing large-scale training on new systems • Creating and implementing a sustainable

• Optimizing efficiency and effectiveness of a • Educating employees to comply with regulatory knowledge management strategy

learning organization and processes requirements • Understanding how social computing tools can

• Aligning learning and business processes to • Training employees on customer experience, call deliver business benefits for Learning &

support HR and Talent strategies centers, or other customer focused initiatives Development, Knowledge Strategies, Customer

• Developing a function specific learning strategy Experience, and Talent Attraction and Retention

Talent research, advisory & Research & tools Networking & professional
benchmarking in 5 domains: • Frameworks development
1. Learning & Development • Maturity models • Member roundtables
2. Talent Management • Factbooks • IMPACT Conference
Leading practice research, 3. Leadership & Succession • Sample RFPs
4. Talent Acquisition • Case studies
analytics and insight 5. HR • Solution provider library
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