Learning Outsourcing: How Will Jobs in Education

1
Learning Outsourcing How Will Jobs in Education
Training Be Impacted?

• Hal S. Richman, Ph.D., CMC
• Emergent Learning Forum
• July 22, 2004

2
Focus of Upcoming TD Magazine Article Sept. 2004

• Article by Hal Richman and Eilif Trondsen comes
  out of our recent LoD report on Learning
  Outsourcing Strategic Opportunity.
• Questions
• What are the drivers leading some firms and
  organizations to embrace training outsourcing?
• What changes are in store for training and
  development staff who stay with the organization
  after outsourcing, as well as those who take on
  positions with the training outsourcing vendor?
• How can training and development staff take
  charge of their own career development and
  prepare in advance for outsourcing?
• Where is this heading?

3
What changes after outsourcing?

• The skills and competencies that need to reside
  in the host organization shift dramatically.
• The host organization needs to manage the
  activities of the training outsourcing vendor now
  responsible for the design, production, delivery,
  etc. that used to reside inside the organization.
  
• Those who stay often have strong partnering and
  project management skills, as well as industry
  or specific company knowledge.
• The most important shift, according to Tom Starr
  (Convergsys) is being able to grasp what it means
  to run training as a business.

4
New Roles for Remaining TD Staff

• Brad Johnson, Executive Vice President, Managed
  Services for Intrepid Learning Solutions
  (Intrepid), tells us that many new roles and
  responsibilities are created in the host
  organization as a result of outsourcing,
  including
• Partner management
• Deployment
• Issue resolution
• The transition team leader

5
How to prepare yourself

• Focus on performance improvement and business
  outcomes.
• Training staff need to focus their resumes on
  measurable outputs and business benefits.
• It is not enough to be a training person, you
  need to be a performance improvement person
  according to Glenn Oclassen, Learning Solutions
  Strategist in the Consulting group at Autodesk.
• As well, developing a range of skills and
  competencies, keeping abreast of industry trends
  and networking within and outside of the firm are
  necessary preparation for a healthy career
  whether you remain within the firm, join the
  outsourcing

6
Who Fares Well After Outsourcing?

• Key differentiators as to who fares well, and who
  does not, as a result of training outsourcing
  include
• A greater propensity to take risks
• Flexibility in the mode and type of work
• Viewing learning and training as integral to
  performance improvement and business outcomes
  (focus on results)