As we look to tomorrow, it is time to ask ourselves what lessons have we learned and how do we create flexible organizations that can survive what the future holds. Stacey Harris, Chief Research Officer for Sapient Insights Group, will share insights, data, and tools that are helping organizations adapt and even thrive in this difficult environment. She’ll discuss the emerging trends in the Learning technology market, and how these exciting new approaches to creating micro, adaptive, and personalized content is changing the face of workforce development while creating strong connections to business outcomes.

1. Use Chaos to Build a Stronger Organization
Stacey Harris Rebecca Komathy
With: Moderated by:
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Learn with the Flow: Digital Adoption Tactics
That Drive Digital Transformation
Webinar Series

2. Whatfix is a leading digital adoption platform that helps companies provide intuitive onboarding, and
effective training and support. Whatfix’s contextual and personalized in-app content drives-up user
productivity and engagement.
To learn more about how Whatfix can help you, visit whatfix.com

3. Click on the Questions panel to
interact with the presenters
Learn with the Flow:
Digital Adoption Tactics That
Drive Digital Transformation
3https://www.elearninglearning.com/webinar-series/11082/learn-with-the-flow-colon--
digital-adoption-tactics-that-drive-digital-transformation

4. About Stacey Harris
Stacey Harris is Chief Research Officer, and a Managing Partner for Sapient Insights Group a Research
and Consulting firm focused on helping clients use data and insights to achieve organizational outcomes.
She also oversees Sierra-Cedar’s industry research work, including the esteemed Annual HR Systems
Survey and White Paper, now in its 23rd year, and sits on the IHIRM Board of Directors, overseeing
strategy and education in her role as Vice Chair. Stacey is listed in HR Executive Magazines Top 100 HR
Tech Influencers list and is a frequent speaker at HR events both in the U.S. and abroad and co-hosts the
HR Tech Weekly Radio Show at HR Examiner.com.
About Rebecca Komathy
Rebecca attended California State University, Long Beach, where she earned her M.F.A. in Creative Writing
with a concentration in Fiction. After working in the publishing and English education fields, she became more
interested in the information science and business aspects. She is attending SJSU for her second Master’s,
this time in Library and Information Science so she can learn more about digital curation. She currently works
at Aggregage as a Webinar Coordinator. When she’s not working, she is probably snuggling with her French
bulldog named Kira.
Use Chaos to Build a Stronger Organization

5. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
The Annual HR Systems Survey Research
5
Over 23 years of continuous data gathering
The most comprehensive survey in the industry:
• Strategy, Process, and Structure
• Administrative and Service Delivery Applications
• Workforce Management Applications
• Talent Management Applications
• BI/Analytics/Workforce Planning Applications
• Integration and Implementation
• Emerging Technologies and Innovations
• Vendor Landscape
• Workforce and HR Expenditures
• Workforce Usage and Perception
BE COUNTED in the 24th Annual Survey Download the 22nd Annual White Paper
https://sapientinsights.com/

6. Poll One: Where Does Learning Report?
1. Directly to CEO
2. Central Operations function
3. Central HR function
4. Distributed across business functions
5. Other?

7. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
The HR
Technology
environment
Why is Learning
Stuck Here?

8. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
Low satisfaction with the Learning Management System….
8
30%
Evaluating replacement of their
Recruiting Systems
37%
Evaluating replacement of their
Learning Management Systems
1. Poor data integration
2. Poor reporting
3. Poor user experience
4. Low adoption levels
5.
Source 2020-2021 Sierra-Cedar/Sapient Insights Survey, 23rd Annual Edition

9. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
We must start at the beginning…
9
Learning
Needs to Be Here

10. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
28%
29%
33%
44%
50%
Increased Tech Spend
(laptops, conference tech)
Eliminated Contract Workers
Temporary Furloughs
Postponed HR Related Projects
Redistributed Critical Workforce
Source 2020-2021 Sierra-Cedar/Sapient Insights Survey, 23rd Annual Edition
Why Low Satisfaction and Adoption of HR Systems Matters
Top HR organizational responses to the COVID-19 crisis

11. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
20%
22%
23%
23%
24%
33%
35%
Critical Roles / Positions
Emergency Contact
Job Descriptions
Wellbeing / Wellness Check
New Hire Time to Productivity
Succession/Career Planning
Skills/ Competencies / Licensing
Source 2020-2021 Sierra-Cedar/Sapient Insights Survey, 23rd Annual Edition
Top HR Data unavailable during COVID-19 crisis
50% of organizations lacked critical HR data during COVID-19

12. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
Not Everyone Reacted the Same….
Rapid Hiring
Increased Essential
Salaries
Increased Technology
Spending
Reduce Contractors
Furlough Workers
Temporarily
Laid Off Workers
Permanently
HigherOutcomes
LowerOutcomes

13. Poll Two: Is Your Organization Data Driven?
1. Yes
2. No
3. We are working on it
4. I don’t Know

14. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
Adaptability the skills, processes, guidelines,
resources, and capacity to bend when needed
Agile provides a framework for how to flex, but does not
automatically give you flexibility,
Dataprovides pointers for which way to flex, but only useful
if you have the framework to actually make the move
Why Adaptable vs Agile organizations are surviving

15. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
▪ 56% More likely to be viewed as a Strategic Business Partner
▪ 64% More likely to inform business strategy with their technology
▪ 5 Years of consistently higher HR, talent, and business outcomes
Data driven HR and Learning organizations ….

16. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
Just 15% of organizations have data driven behaviors?
16
Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition
Data-Driven HR Non-Data-Driven HR
3.13
Avg Level of Process Maturity
(1-5 scale)
1.67
Avg Level of Process Maturity
(1-5 scale)
Effective or higher Data
Governance Processes
75%
Avg % of Front Line Manages
with HR BI Access
43%
Avg % of Front Line Manages
with HR BI Access
50% or more Front
Line Managers have HR
analytics tools
4.6
Avg # of Integrated Data
Sources
2.8
Avg # of Integrated Data
Sources
2 or more data
sources are integrated in
HR analytics tools
5.25
Avg # of HR Metrics
3.49
Avg # of HR Metrics
2 or more HR Metrics
are included regular
executive reporting

17. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
Data Governance is a formal management process of data
assets:
▪ Stewardship
▪ Quality (standards)
▪ Security
▪ Privacy
▪ Integrity (cleanliness)
▪ Usability
▪ Compliance
▪ Access (Availability)
▪ Individual Ownership
▪ Data flows
▪ Context (story elements)
Why is Data Governance important to a data driven approach?

18. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
11%
22%
49%
67%
75%
67%
89%
9%
12%
41%
46%
47%
53%
85%
Why is it important to broaden access to analytical tools?
Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition
Who has access to your HR Analytics/BI applications?
HR Staff
Executives
Managers
IT/HRIT
Finance
Shared Services
All Employees
75%
of Managers

19. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
13%
5%
10%
10%
15%
29%
34%
51%
54%
73% Core HR
WFM
Talent/Learning
Benchmarking
Financials
Safety/Audit
Operations
Sales/CRM
Marketing
None
9%
24%
27%
36%
45%
67%
76%
85%
93%
What integrated data views are most important?
Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition
What data sources are integrated into a single BI tool?
4.6
Average # of Integrated
Sources

20. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
33%
33%
49%
71%
67%
84%
89%
98%
14%
20%
22%
39%
45%
58%
71%
80%
Which metrics are tracked by data driven organizations
Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition
Which Metrics are Included in Your HR Reporting?
Turnover
Demographics
Recruiting
Compensation
Absence
Performance
Learning
Productivity
5.25
Average # of Metrics in
Regular HR Reporting

21. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
What are you accomplishing currently using HR Analytics /BI?
1. HR Cost Management (60%)
2. HR Compliance (50%)
3. Employee Retention (50%)
1. Ensuring Optimal Work (89%)
2. HR Compliance (84%)
3. Workforce Readiness (68%)
4. Attracting Top Talent (68%)
Does this Data Driven approach impact employees?

22. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
Engagement Productivity Cost
Efficiency
Business
Alignment
HR Outcomes
Data Driven Aggregate
Attract
Talent
Develop
Workforce
Decision
Data
Talent
Retention
Talent
Mobility
Talent Outcomes
Does the Data-driven approach impact outcomes?
Innovation Market
Share
Profitability Customer
Sat
Competitive
Business Outcomes
ImprovedNeutralDeclined
11%
Higher
Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition

23. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
5 Most Important Connections Points…
HR
Talent
Communications
Learning
• Employee Profile Updates
• Learning While Working
• Communication During Change
• When Receiving Feedback
• Engaging or Disengaging Moments
…When Emotions Run High

24. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
91% of organizations said email was one of its most valuable
COVID 19 Crisis Management Tools
3%
14%
16%
18%
19%
22%
29%
52%
65%
66%
94%
Chat Bots
Mobile App Push
Social Media
Social Network
Live Chat
Text Message
Call Center
Surveys
Town Hall Meetings
HR Portal/Intranet
Email
What tools are used for employee communication?
24
Source 2020-2021 Sierra-Cedar/Sapient Insights Survey, 23rd Annual Edition

25. s a p i e n t i n s i g h t s . c o m @ S t a c e y H a r r i s H R
35%
11%
24%
30%
45%
Other (Internal, Partner)
New Content Vendor
Government Agency
Existing 3rd Party Content Provider
Existing LMS
How was the needed training acquired?
Source 2020-2021 Sierra-Cedar Survey, 23rd Annual Edition – Preliminary
57% of organizations provided new training during COVID-19

26. Is the Future of Learning….
• VR –Virtual Reality
• More Content Options
• Learning Experience Platforms
• Learning in the Flow of Work
• Augmented Reality
• Micro-Learning
• Targeted Personalized Learning
• Multi-Group Distance Learning Platforms

27. Poll Three: Is Your Organization Using Machine Learning?
1. Yes, as part of our HR or Learning Environment
2. Yes, we bought a stand-alone Tool
3. No, but evaluating
4. No plans
5. I’m not sure, I don’t know what it is

28. s a p i e n t i n s i g h t s . c o m
@ S t a c e y H a r r i s H R
Why the Future of Learning is Data Analytics?
2019, The Birth of HR As a Systems Science
Probabilities
Reformatted Data

29. Q&A
Rebecca Komathy
With: Moderated by:
Chief Research Officer & Managing Partner,
Sapient Insights Group
Linkedin page: /in/staceyharris
Twitter ID: @StaceyHarrisHR
Website: sapientinsights.com
Podcast: hrexaminer.com/category/hr-tech-weekly
Stacey Harris
Webinar Coordinator, eLearning Learning
Linkedin page: /in/rebeccakomathy
Twitter ID: @elearningPosts
Website: eLearningLearning.com
https://www.elearninglearning.com/webinar-series/11082/learn-with-the-flow-colon--digital-adoption-
tactics-that-drive-digital-transformation
Learn with the Flow:
Digital Adoption Tactics That
Drive Digital Transformation
29