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Integrating SkillSoft Resources into Sun Life Financial

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Sun Life Financial s Learning Program Maryann Baird, Director, Employee Development Janet Holmes, Senior Consultant, Talent Development Leadership & Talent Development – PowerPoint PPT presentation

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Title: Integrating SkillSoft Resources into Sun Life Financial


1
  • Integrating SkillSoft Resources into Sun Life
    Financials Learning Program

Maryann Baird, Director, Employee
Development Janet Holmes, Senior Consultant,
Talent Development Leadership Talent
Development November 6, 2008
2
International financial services leader
Sun Life Financial is a leading international
financial services organization providing a
diverse range of protection and wealth
accumulation products and services to individuals
and corporate customers. Chartered in 1865, Sun
Life Financial and its partners today have
operations in key markets worldwide, including
Canada, the United States, the United Kingdom,
Ireland, Hong Kong, the Philippines, Japan,
Indonesia, India, China and Bermuda. Sun Life
Financial Inc. trades on the Toronto (TSX), New
York (NYSE) and Philippine (PSE) stock exchanges
under ticker symbol SLF.
3
The world of Sun Life Financial The Sun Life
Financial group of companies, including MFS
Investment Management, has operations in 22
countries worldwide.
United Kingdom
Canada
Ireland
Berlin
London
Rotterdam
Toronto
Munich
Milan
United States
Madrid
Tokyo
Bermuda
China
Bahrain
Hong Kong
Taipei
India
Mexico City
Philippines
Singapore
Indonesia
Sao Paulo
Buenos Aires
Sydney
Sun Life Financial around the world
MFS headquartered in the U.S.
MFS investment and marketing / service offices
4
External Talent Development Trends
  1. Demographic shifts need to attract, develop and
    retain next generation (Y and millennials)
  2. Skills shortage in key professional streams
  3. Employment markets changing in all geographies
    varies by region
  4. Increasing requirement for more sophisticated
    global leaders

5
Key SLF Business Challenges
  • Defined investment dollars available to meet
    diverse development needs usually its never as
    much as we hope for!
  • Competing for senior leaders attention there
    are always a number of business priorities on
    their plate
  • Have an evolving competency model different
    stage of implementation across the globe
  • Have technology/firewall restrictions although
    mitigates exposure to outside risks, it also
    means it limits our access to some application
    functionality
  • There are a limited choice of vendors to partner
    with who have a global mandate
  • Have an evolving HR structure changes to the
    scope of learning governance and responsibility
    across the organization

6
Leadership Talent Development Centre of
Expertise
Our Mission
Our Team
Build the capability (depth) and capacity
(breadth) of the SLF workforce
Talent Performance and Review Team (2)
Talent Development Team (8)
Our Mission
Talent Planning and Measurement Team (3)
  • Ready and able pool of talent to achieve current
    and future business goals
  • Enabled employees who actively manage their
    development and careers

7
Our Partnership with SkillSoft?
  • For 10 years weve chosen to partner with
    SkillSoft
  • Early focus broad range of on-line courses for
    Canada
  • Current focus tighter alignment with
    competencies in Canada
  • Future focus expand to global audience and
    align with worldwide competencies (leadership
    core)
  • Over the years SkillSoft has offered
  • A quality, comprehensive library of on-line
    learning resources - courses books
  • On-line learning solutions in multiple languages
    English, French, others
  • Access to quality people with experience and
    consultative expertise
  • Access to new ideas through a network of global
    clients
  • Experience in dealing with technical issues on a
    global platform
  • PEOPLE , PRODUCT , PERFORMANCE

8
Integration Points
  • No explicit communications marketing plan
    deployed to promote SkillSoft resources ? instead
    our strategy is to tightly align the on-line
    content with key HR business practices
  • SkillSoft on-line courses support
  • Performance management individuals development
    planning for current role competencies
  • Career management individuals development
    planning for future career opportunities
  • Just-in-time access to development information
    resources
  • Integration into defined curriculum within
    business areas

9
SLF Competency Model
Competency Blend of skills, knowledge and
behaviours necessary for effective job
performance. Used for selection and development
purposes.
  • Delivers Business Results
  • Thinks and Acts Strategically
  • Generates Innovative Solutions
  • Drives for Action
  • Engages People
  • Attracts, Develops and Retains Talent
  • Leads Change
  • Embraces Differences
  • Achieves Leadership Excellence
  • Manages Complexity
  • Builds and Applies Self-insight

Global Exposure Experience
  • Understands the Business
  • Takes Accountability
  • Focuses on the Customer
  • Collaborates Effectively
  • Communicates Confidently

Priority leader competencies for development
10
Examples of how SkillSoft is integrated
  • Leadership development portfolio
  • Development Curriculum for Training Professionals
  • Call Centre operations

11
Our Annual Review Process
Define Size of Library Licenses
Define Budget
Assess future competency needs based on business
input
Assess recent usage User experience
Assess new SkillSoft offerings against competency
model
  • interview business Learning Practitioners across
    the organization
  • review SkillSoft reports
  • conduct Zoomerang surveys to gather feedback from
    users
  • conduct preliminary review of course content

Prioritize topics development requirements
Make choices build library based on gaps and
opportunities
12
Our Successes Learnings
  • Key Successes
  • Increasing use of SkillSoft courses
  • Quickly consolidate the input data from various
    sources in order to prioritize course selection
  • Early utilization of SkillSoft expertise and
    advice
  • Leveraging technology for surveying users
  • Key Learnings
  • Make assessment process as simple as possible for
    our Learning Partners across the organization
  • Co-ordinate new course offering roll-out to avoid
    collisions with internal technology upgrades

13
Future Challenges
  • Worldwide users
  • Multiple languages
  • Multiple time zones
  • Technical system performance
  • Budget license utilization
  • Impact measurement

14
Development - Delivery Approach
Best Practice 10/20/70
  • On-the-job
  • Special projects
  • Volunteer opportunities
  • Best all round approach, especially mid- to
    late-career
  • Feedback, coaching, mentoring
  • Best for high potentials

Experience-Based Development
Relationship-Based Development
Education-Based Development
  • Formal informal course-based training
    (classroom / e-learning)
  • Best early in career or as refresher mid- to
    late-career
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