HR Webinar: Learning Management: Building the Business Case

Organize. Humanize. Maximize.
Learning Management Systems:
Building a Better Business Case
February 11, 2020
Bob Greene

2
Recruiting &
Onboarding
Talent
Management
HR &
Benefits
Payroll
Time &
Attendance
Ascentis
Ascentis provides:
• A-la-carte HR technology
• Industry-leading time & attendance
• Easy dashboards for actionable insights
• Unsurpassed support
30+ Years of experience growing with you as an
HR professional throughout unprecedented
change in the role of HR and expectations of
employees.

Ascentis
HR, Time, Payroll,
Talent, Recruiting
Ascentis: Extension of your team
INTERNAL USE ONLY
3
Education
Technology You can focus on your
employee experience!
What you should expect from your HR
technology partner

Speaker
Housekeeping
4
Questions
Today’s
topic

5
How to earn credit
Stay on the webinar,
online for the
full 60 minutes
Be watching using
your unique URL
sent to you from
GoToWebcast
Program codes
delivered by email,
to registered email,
approximately 30 days
following today’s
session

Speaker
Housekeeping
6
Questions
Today’s
topic

7
Today’s Speaker
Bob Greene currently serves as Senior HR Industry Analyst at Ascentis.
Bob’s 40 years in the human capital management industry have been spent
in practitioner, consultant and vendor/partner roles. As practitioner, he
managed payroll for a 5,000-person bank in New Jersey. As consultant, he
spent 8 years advising customers in HRMS, and payroll and benefits system
design as well as acquisition strategies. Bob also built a strategic HCM
advisory practice for Xcelicor (later acquired by Deloitte Consulting.)
As vendor/partner, he has had prominent roles in sales support, marketing
and product management at several companies and currently Ascentis. Bob
has been a Contributing Editor for IHRIM's Workforce Solutions Review
journal, for the past eight years, and for 2020 will be Co-Managing Editor.
His experience also includes two years as Adjunct Lecturer in HRIS at
Benedictine University in Lisle, Illinois. In addition to his 40 years of
experience, Bob also holds a BA in English from Rutgers University.
Bob Greene

Agenda
• Part I: Your LMS: What Is Its Sphere of Influence?
• Evolving Roles, Delivery Systems, Content
• Going Beyond Increased HR Value to Achieve Better Business Outcomes
• “A Good Kind of Virus:” LMS that Goes Beyond - Six Case Studies
• Part II: “Needed to Play:” Established Basics of LMS Deployment
• Deployment Flexibility
• Facing Compliance Challenges – Training-Reinforced Policies
• SCORM Conformance – “Plug and Play”
• Part III: “Needed to Win:” The Latest Trends in LMS Deployment
• Microlearning
• Gamification
• Appealing to Multiple Generations
• From Self-Directed Learning to “Binge-Learning”
8

Agenda
• Part IV: New Frontiers in LMS Application
• Open Enrollment and Communicating Benefit Program Changes
• Improving Wellness Programs
• Part V: “Putting It Together:” Assembling the Business Case
• Evaluating Hard and Soft Benefits
• How Ascentis Can Help
9

10
Disclaimer
• Legal advice
• A political opinion
This presentation is not:
Before Taking Any Actions
Before taking any actions on the information contained in
this or any other Ascentis presentation, employers should
review this material with their professional advisors.

Part I
11
Your LMS:
What Is Its Sphere of Influence?

• A decade or more ago, LMS was
generally limited to:
• Training of new hires
• Job skills training for existing employees,
either to keep their jobs or qualify for new
ones
12
• Today, LMS can & should be used for:
• New hire orientation
• Emergency preparedness
• Job skills training
• Certification renewals
• Employee compliance, including:
• Diversity and inclusion
• Data privacy/data breach
• Anti-sexual harassment
• Manager compliance, including:
• Legal interviewing and screening
• Gender pay equity principles
• Benefits Administration, including:
• New plan education (e.g., HDHP/SO)
• Wellness program effectiveness
• Retirement planning
The Evolving Role of Learning Management

• A decade or more ago, employees
engaged with an LMS by:
• Attending instructor-led training
• Self-presenting powerpoints in hour-long (or
longer) training sessions
• And for one reason:
• …because they had to!
13
• Today, employees engage with LMS
in many more ways:
• Attending instructor-led training
• Watching videos in “consumable increments”
• Taking training in “disconnected” mode (on
mobile apps)
• Including training with onboarding tasks, for new
hires
• …and for many more reasons:
• To complete required policy acknowledgments
• To share best practices (“viral learning”)
• “Binge-learning” (it’s not just for Netflix anymore)
• To earn prizes or benefits discounts (rewards)
• Because it’s fun (gamification)
The Evolving Service Delivery of Learning Management

14
The Evolving Shape of Content in Learning Management
Yes, Organizations are Producing Their Own LMS Content Every Day, Because:
Because in 2020,
THIS
has been replaced by
THIS
$96,250 $899
And
THIS
has been replaced by
THIS
.ppt only,
thank you!
.mpeg, .flv, .mkv,
.wmv, .mov, .avi…

15
Learning Management: Sphere of Influence
• If you have an LMS today:
What is its purpose?
• If you don’t have an LMS but
plan to acquire one:
How are you planning to
justify the purchase or
subscription?
• In either case, if you are
planning to expand the
content offering to your
employees:
How broad should your
content offering sphere of
influence be?
The purpose of an LMS

16
Learning Management: Sphere of Influence
• Another way to look at this:
• In the recent past, HR professionals
have been mostly focused on HR
technology to achieve improved HR
value:
• Compliance training
• Policy acknowledgements
• The future direction of HR
technology is to seek MORE from
its adoption – improved business
outcomes across the organization:
• A healthier workforce
• Management succession/preparedness
• Brand enforcement
• Workforce appreciation of corporate social
responsibility
• Operational improvements (how-to’s)
• Basic skills training (software, etc.)
The purpose of an LMS

LMS – Sphere of Influence
17
Why is Sphere of Influence Important?
“Perceived”
Return on Investment
Sphere of Influence
HR Only
Entire Organization
Organizational
Impact
Improved HR
Processes
Improved Business
Outcomes
vs
vs

Viral Training – Best Practices, No Limits
18
20 Examples of Effective Training Videos
Source: https://www.wyzowl.com/effective-training-videos/

19
Case Study 1: Empower every employee to feel like an owner
• What can be more important to a
grocery store chain than keeping the
store environment safe and free from
accidents for customers?
• The challenge is finding a way to make
the average employee take ownership of
this accident prevention strategy, and
execute on it every day.
• Tesco, a multi-national (no longer in the
US) grocery store chain with 6,800 shops
and 450,000 employees had to solve this
problem for a diverse workforce, many of
whom were located more than 10,000
kms from the HQ near London.

20
Case Study 2: Extend the reach of your “mentor class employees”
• Mentoring no longer has to be 1:1.
With an LMS, mentoring can be
brought into the video content world
and leveraged for 1:many training.
• Note that this video is 26 minutes long
– considered to be near the maximum
length of an effective video training for
the youngest generations of workers.
• Sage credits the success of this video
with its informal, conversational tone.
When training new baristas, what could
be better than “…spend[ing] a half-hour
chatting with a[n experienced] barista.”

21
Case Study 3: Going beyond the four walls of the organization
• First Aid? CPR? Lifesaving?
• More and more, organizations are
recognizing that concern for their
workforce’s well-being doesn’t begin at
9:00 am and end at 5:00 pm.
• This focus can also mitigate risks in many
directions: an accident involving electric
shock, choking in the employee cafeteria,
or even just a sudden cardiac event for an
employee occurring at work.
• Employers can decide individually if they
wish to develop this content on their own
(perhaps based on a real-life incident
occurring in the office), or use standard “off-
the-shelf” content.

22
Case Study 4: There’s virtue in brevity
• Need proof that micro-videos (<90
seconds) can be macro-effective?
Canity demonstrated it.
• The subject matter (dealing with an angry
customer) is focused on better business
outcomes, not just better HR value.
• The entire video takes less than 90
seconds, summarizes its three key points
visually at the conclusion, and has been
perfectly designed to add a brief quiz at the
end to reinforce the points made.

23
Case Study 5: Nothing’s too wacky!
• Whom would you rather listen to about
staying safe in an electric storm:
• A bow-tied blowhard lecturing you?
• The actual cloud that generates the lightning
that could hurt you?
• Personification, animation, stand-up comedy –
nothing is off-limits for (possibly) VERY
effective training.
• Pre-rollout, don’t be afraid to preview the
content to a focus group of employees (it’s
what film and tv producers do), and make sure
to include employees from various workforce
generations to ensure relevance to everyone.

24
Case Study 6: Operational Improvement (Word-of-mouth with a megaphone!)
• Every company offers some amount
of operational training to various
segments of their employees.
• From how to hand-toss pizza dough, to how
to fill drink cups (quick-serve restaurants),
to balancing accounts (financial institutions)
to clinic-specific bloodborne pathogen
safety practices (healthcare), every
operational team offers some degree of
indoctrination to new members.
• Not only are these videos useful for new
employees, they can also offer in-service
training for existing workers.

Part II
“Needed to Play”:
Established Basics of LMS Deployment

26
“Table Stakes”: Deployment Flexibility
If the LMS is difficult to access, employees won’t use it
• Two options exist for mobile accessibility of learning management systems:
• Mobile browser-capable websites: while short of a true “app,” the most modern of these platforms will be
coded mostly or entirely in HTML5, which offers some of the best adaptability of content to the device being
used.
• Mobile app: the advantages of a true mobile app are that adaptation to the device capabilities, dimensions
and graphics will be native, and the LMS platform can usually take advantage of mobile-embedded features
to plug-and-play more types of content. The disadvantages of a true mobile app are that they require
download of different apps from various play stores (Apple for iOS, Googleplay for Android), and may require
frequent updates to stay current on the platform.
• In ensuring that their LMS platform is fully mobile accessible, organizations are making the
“leap of faith” that employees will want to use their hand-held devices to consume training.
Your LMS Needs to be “Omni-Accessible”

27
“Table Stakes”: Deployment Flexibility
If the LMS is difficult to access, employees won’t use it
• There is a certain amount of “natural selection” logic that goes into these assumptions:
• The most high performing, promotable, high potential employees are most likely to be self-motivated to
consume training content, particularly if it adds to their skillsets or helps qualify them for a new job.
• This is exactly the audience you want to ensure has unfettered access to a wide variety of training content.
• Employees who object to viewing training content off company property or outside normal office hours are
likely not an organization’s most highly motivated, promotable people.
• If the prospect of having your non-exempt employees consuming training content on their
own and without being directed to do so raises questions in your mind about wage-and-hour
issues such as compensable time, the FLSA makes clear that1:
• Training programs conducted during regular working hours constitute work time and must be compensated as
such.
• After-hours training need not be compensated if:
• Attendance is entirely outside normal working hours and is voluntary (attendance will not be found voluntary if the employee is led to believe
that attending is critical to his or her job).
• The training is not directly related to the employee’s present job.
• The employee does not do any productive work during the program.
Your LMS Needs to be “Omni-Accessible”
1 Source: https://simplifytraining.com/article/developing-a-training-plan-for-legal-compliance/

Compliance Training
28
Anti-Sexual Harassment Training
Key:
Training required for all
employers (subject to
various employee minima)
Training required only
for all, or some subset
of, state/public employees
State has no anti-sexual
harassment training
requirement
NYC has its own law which
“integrates” with NYS law,
and DC has a new law applicable
to tippable employees only.
Content current as of April 1, 2019

Compliance Training
29
Employee Data Privacy Training
*
Key:
Training required for all
employers (subject to
various employee minima)
Note that most requirements
of the CCPA related to
employers were delayed one
year to 1/1/2021. (See CA
AB 25.)
Training requirements are
pending passage
State has no specific
data privacy training
requirement
* Illinois currently offers extra privacy
protection for biometric data only.
Content current as of January 1, 2020
Source: https://www.workplaceprivacyreport.com/wp-
content/uploads/sites/162/2016/03/Privacy-Training-White-Paper-March20162.pdf

30
California Blazes New Trails: The CCPA
…but some employer provisions have been postponed
• On January 1, 2020, the California Consumer Privacy Act (the “CCPA”) will officially
become California law. The law will impose a large number of new obligations upon
certain businesses regarding their collection, use, storage, and disclosure of consumers’
personal information.
• While many observers have been studying the effects the CCPA will have on a business’s
obligations regarding the collection, use, and retention of their California customers’
data, businesses have also recognized that it will impact how they should handle their
California employees’ data.
• Observers note that the CCPA defines consumer broadly as “a natural person who is a
California resident,” which means the CCPA applies not just to their California customers
but also to their California employees.
The California Consumer Privacy Act Takes Effect January 1, 2020

31
A.B. 25 postpones most employer-directed CCPA provisions
• On October 11, 2019, California Governor Gavin Newsom signed into law A.B. 25, which
exempts employers from all provisions of CCPA, with the exception of two distinct
provisions, until January 1, 2021. These two provisions are:
• CCPA §1798.100(b), which requires the employer to inform employees and job applicants either at or before
the time it collects their data, about the categories of personal information the employer is collecting and the
purposes for which the categories of personal information will be used. Note that not every piece of data
being collected is subject to disclosure – only categories of data.
• CCPA §1798.150, which allows an employee whose personal information is accessed, stolen, or disclosed
without the employee’s authorization, specifically because the company failed to implement and maintain
reasonable security procedures and practices to bring a civil action against the company.
• Note that CCPA §1798.150 poses considerable liability risks to employers, particularly in the
class action context, because employers can face damages ranging from $100 to $750 per
employee per incident or actual damages incurred, whichever is greater.

32
Practical Considerations in Implementing CCPA Guidelines
• With regard to §1798.100(b) (data collection disclosures):
• Establish written policy(ies) disclosing categories of information retained on employees, and the purpose
length of time, and eventual method of disposal for such data retention.
• Decide whether to have one comprehensive policy with California version “call-outs” or separate policies for
different employee group – bearing in mind the administrative burden when employees transfer locations.
• Collect electronic acknowledgements for these policies. Consider establishing a short training program within
the LMS to reflect the fact that the employee understood the policy they were signing.
• With regards to §1798.150 (expanded consumer right to sue):
• Implement data encryption, if available
• Implement multi-factor authentication, if available
• Restrict users from downloading data to unprotected devices
• Implement specific (algorhythmic) protections for collected biometric data (fingerprint, facial, etc.)
• Re-visit cyber-insurance: what does it cover? What are the limits of liability and deductibles? Are its current
terms sufficient?

Compliance Training
33
Everything Else….and We DO Mean, “Everything!”
Anti-Discrimination
• Age Discrimination in Employment Act
• Americans with Disabilities Act (ADA)
• Civil Rights Act of 1991
• Civil Rights Act Title VII
• Equal Pay Act
• Executive Order 11246
• Immigration Reform and Control Act
• Jury System Improvement Act of 1978
• National Labor Relations Act (NLRA)
• Occupational Safety and Health Act
(OSHA)
• Older Workers Benefits Protection Act
• Pregnancy Discrimination Act
• Rehabilitation Act of 1973
• Uniformed Services Employment and
Reemployment Rights Act (USERRA)
• Vietnam Era Veterans Readjustment Act
of 1974
Content current as of January 1, 2020
Source: https://www.workplaceprivacyreport.com/wp-
content/uploads/sites/162/2016/03/Privacy-Training-White-Paper-March20162.pdf
Data Protection/Audit/Ethics
• HIPAA
• Sarbanes-Oxley Act
• Foreign Corrupt Practices Act
• Drug-Free Workplaces Act
Industry-Specific Training
• FAA Training (air transport)
• DOT Training (interstate
drivers)
• Blood-Borne Pathogens
(healthcare)
Workplace Health & Safety
• OSHA Standards
• HazCom Standards
• Asbestos Exposure
• Hazardous Waste and
Emergency Response
(HAZWOPER)
• Personal Protective Equipment
• Respirator Use

SCORM Conformance
34
The Secret to “Plug’n’Play AND Standardized LMS Capabilities
SCORM is a set of programming
standards and technical specifications
enabling e-learning course creators to
share those courses across multiple
platforms:
• SCORM also allows e-learning providers
to track the progress of their learners, in
turn using that data to deliver a better
learning experience.
• SCORM conformance also allows you, as
LMS administrator, to track:
• the final score of the course
• test and quiz results
• specific answers given by students
• which pages are viewed, and for how long
• total time spent
• score per module or objective
• learner progress, so they can resume at
the point they left off, and
• overall status, such as pass, fail,
complete or incomplete

Part III
“Needed to Win”:
The Latest Trends in LMS Deployment

36
Microlearning
Multiple Analyses and Their Resulting Statistics Support the
Shift to Microlearning
• In his book Brain Science: the Forgetting Curve, professor Art Kohn quotes the following,
rather frightening, statistics:
• Within one hour of training, learners forget about 50% of the information they received
• After 24 hours has passed since that training, that increases to 70% forgotten
• After one week has passed since that training, that increases to 90% forgotten.
• According to the Journal of Applied Psychology, microlearning makes the transfer of learning
content 17% more efficient, because learners consume at their own pace.
• According to Software Advice, more than 50% of 385 employee survey respondents
indicated they’d be more likely to access their employer’s learning content if the courses
were shorter.
• On top of that, content development costs can be reduced by up to 50%, and speed of
development increased by up to 300% by focusing that development on micro e-learning
courses.
Improving Training Effectiveness Through Microlearning
Source: https://www.shiftelearning.com/blog/numbers-dont-lie-why-bite-sized-
learning-is-better-for-your-learners-and-you-too

37
Gamification
Cisco’s Experience
• If someone gave your employees the choice of going to work or playing a game, how many
would choose the game?
• In 2014, Cisco invested in a social media training program for contractors and employees.
• The program included more than 46 courses, which was overwhelming for participants.
• Most were not sure where to begin, so the company chose to gamify by adding levels of
certification.
• They created three main levels — Specialist, Strategist, and Master — and four sub-levels.
• Team challenges encouraged friendly competition.
• This provided motivation and gave participants a clear set of steps to take to finish the program.
• Since implementing gamification, thousands of Cisco employees have completed tens of
thousands of courses and received certifications.
Gamification Comes to Learning

38
Gamification
Gamification “…isn’t Silly, It’s Science!” *
• There are four major chemicals in the human body that influence our happiness:
• Dopamine – sometimes called the “happiness chemical,” it is actually more associated with the anticipation of
happiness, than actual happiness
• Oxytocin – the “social” chemical, it is responsible for both empathy and social bonding
• Serotonin – this regulator governs our overall mood, good or bad. About 80% of serotonin exists in the human
gut, which is why feeling “hangry” is a real thing
• Endorphins – they mask pain and discomfort, and control the “fight or flight” response.
• And according to world-renowned game designer Nicole Lazzaro, all of these chemicals are
“triggered” by gamified experiences. In just the right combination, they can:
• …create desirable brain states for participating in gaming,
• …has influence on the competitive spirit (e.g., positive vs. “cutthroat” competition)
• …keeps people coming back after a positive experience
The Scientific Basis of Gamification….?
* Source: “4 Chemicals That Activate Happiness, and How to Gamify Them.”
https://technologyadvice.com/blog/information-technology/activate-chemicals-gamify-happiness-nicole-lazzaro/

39
Appealing to Multiple Generations
Empowering Aging Workers
• When thinking about adapting LMS practices to the multiple generations at work in 2020,
too often we thing only about the youngest workers, and engaging them in LMS and
content.
• But don’t forget about the oldest generation at work as well (“OK, Boomer!”)
• A recent AARP study found that more than 25% of adult workers between the ages of 45 and 74
want part-time work simply because they enjoy it and they are not ready to fully retire.
• Respondents closer to age 70 may not be financially ready to retire, and their only ask is to
avoid having to commute and having to be on-site daily.
• Certain older workers represent a rich set of resources for sharing their experiences and helping
to maintain a skilled workforce.
Acknowledging (Leveraging) Generational Differences

40
From Self-Directed Learning to “Binge-Learning”
The Key Is Identifying and Encouraging Potential Bingers
• From rootinc.com:
If binge-watching is a thing, can binge-learning be a thing too? Probably not – because
traditional eLearning is often long, static, linear, and boring. Like a bad date, you might
tolerate staying with it to the end …, but you won’t be thinking fondly about it afterwards or
planning a second one anytime soon.
• Keys to successful binge-learning:
• Identify your targets. Certainly not every employee. Assuming you already have an LMS in
service, and using Talent Analytics, look for employees who access much more content than simply
what you require. Look for those who pursued a series of related courses.
If you have a succession plan in place, focus on hi-pos.
• Make your content “binge-worthy.” According to rootinc.com,
that means multiple shorter courses, and a focus on story-telling.
In fact, experts recommend six specific guidelines for upgrading
content to attract potential bingers.
Binging! It’s Not Just for Chips and Netflix Anymore…
Source: https://www.rootinc.com/blog/why-binge-learning-is-the-next-trend/

41
From Self-Directed Learning to “Binge-Learning”
Six Guidelines for Creating Binge-Worthy Content
• From rootinc.com:
• “Start by integrating storytelling into your learning curricula. Using stories is a great way to make information
memorable because you’re connecting with people’s emotions. Whether incorporating real-life experiences or using
fictional characters in your learning, you’ll trigger cognitive empathy about the subject at hand and create relevancy
for the learner.
• Be strategic about your stories. Make sure you know where your story is going. Remember how exciting Lost was
before it became clear that the writers had no idea where the story was going? Yeah, don’t do that with your learners.
Lay out your story from start to finish before you build. If you don’t know where your story is going, neither will your
learners.
• Keep it bite-sized. Don’t cram everything into one session. Make your learning curricula like a TV show – each
“episode” focuses on a different point, lesson, skill, or technique. Less is more. Keep them interested and wanting
more.
• Create as much drama and suspense as possible in your story. The goal is to heighten the anticipation to ensure
learners will be rushing to your LMS when the next episode, module, or whatever is released.
• Whenever possible, ensure your characters act and talk like real people. Here’s a hint: Real people make
mistakes. Include this where you can to build suspense and drama. Also, people aren’t robots, so don’t make them
talk like robots.
• And remember, if you don’t believe in your character, neither will your learners. Know what your characters are
thinking and feeling so you can pass that on to your learners.”
Binging! It’s Not Just for Chips and Netflix Anymore…
Source: https://www.rootinc.com/blog/why-binge-learning-is-the-next-trend/

Part IV
New Frontiers in LMS Application
42

Challenges in New Benefit Program Adoption
43
New Health Care Products, But Enrollment Is Plateauing and Even Falling…
Who Had This Idea, Please?
• Let’s invent a new type of health insurance plan, the “High-Deductible Health Plan”:
• Let’s prominently name it after its least desirable feature. (Because who doesn’t hate high deductibles?)
• Let’s forget to mention that it comes with a savings option (the “/SO” part), and that the company makes a
substantial “seed money” contribution to each account.
• Let’s forget to mention that an HSA account is portable and that employees can take their balances with them if they
leave the employer.
• And by all means, let’s neglect to mention that, for a recent enrollment year, according to health plans experts Kaiser
Family Foundation, fewer than 1 in 100 employees in PPOs spent $3,500 or more in deductible for the year, and
less than 1 in 1,000 employees hit the statutory stop-loss maximum ($6,500 single coverage for that year).
• And our plan for communicating this new and foreign plan type? A nice .pdf and perhaps a web-
based OE meeting.
• Is it any wonder, then, that enrollment in HDHPs reached its peak at 29% in 2016, and actually
dropped in 2017 to 28%.
• Bottom line: People Won’t Buy What They Don’t Understand. There Must Be a Better Way.

Which Would You Rather Learn From?
44
The Traditional Approach to Benefits Communications:
Send out a .pdf and hope they read it (and then hope they understand it!)

A New Approach to Employee Understanding Benefits
45
How do you make learning interactive….and fun?
I can make pre-tax
contributions
I can roll over other MSAs
into this account
I can take my account with
me if I leave SNAP
Account accrues interest tax-
free
SNAP makes all
contributions
HEALTH SAVINGS ACCOUNT (HSA) HEALTH REIMBURSEMENT ACCOUNT (HRA)
INSTRUCTIONS: Drag and Drop Each Account Characteristic to the Correct Account Type

A New Approach to Employee Understanding Benefits
46
I can make pre-tax
contributions
I can roll over other MSAs
into this account
I can take my account with
me if I leave SNAP
Account accrues interest tax-
free
SNAP makes all
contributions
HEALTH SAVINGS ACCOUNT (HSA) HEALTH REIMBURSEMENT ACCOUNT (HRA)
INSTRUCTIONS: Drag and Drop Each Account Characteristic to the Correct Account Type
CONGRATULATIONS!
YOU GOT 100%
CORRECT!

Challenges in Wellness Program Success
47
How do your employees get their health news and information?
Issue
(Survey Year: 2017)
Small Company Adoption
(3-199 workers)
Large Company Adoption
(200 or more workers)
HEALTH RISK ASSESSMENTS (HRAs)
Offer HRAs to Employees 38% 62%
…Offer HRAs AND Incentives for Completion 5% 32%
BIOMETRIC SCREENINGS
Offer Biometric Screenings to Employees 21% 52%
…Offer Biometric Screenings AND Incentives for
Completing Them
5% 28%
…Offer Biometric Screenings AND Incentives for
Meeting Subsequent Recommended Biometric
Outcomes (e.g., weight loss goals)
2% 7%
Remember that, according to a recent Rand analysis, wellness programs return, on average, $1.50 in ROI for every
$1.00 invested, but only with full adoption. See: https://www.rand.org/content/dam/rand/pubs/research_briefs/RB9700/RB9744/RAND_RB9744.pdf

Which Would You Rather Learn From?
48
The Traditional Approach to a Wellness Program Introduction:
Send out a .pdf and hope they read it (and then hope they understand it!)

Wellness Programs: A Two-Way Street
49
How do your employees get their health news and information?

50
EAT THIS; NOT THAT!: Food Swaps That Make Your Diet Healthier
INSTRUCTIONS: Align each “bad food” with its “good food” swap-out, and the resulting benefit.
BAD FOOD! BAD, BAD FOOD!
Two scrambled eggs with ¼ cup
shredded cheddar
Mayonnaise on a sandwich
Corn flakes for breakfast
12 oz Coke or Pepsi
Cheese calzone
THAT’S A VERY GOOD FOOD!
Raisin Bran for breakfast
Slice of stuffed crust pizza
Yellow mustard on a sandwich
12 oz seltzer w/ lime
Two scrambled eggs with
chopped chives
RESULTING NUTRITION BENEFIT
140 calories saved!
410 fewer calories; 12 fewer fat
grams
25% of your daily fiber
requirement (vs. NO fiber)
90 calories saved
105 calories saved

51
EAT THIS; NOT THAT!: Food Swaps That Make Your Diet Healthier
INSTRUCTIONS: Align each “bad food” with its “good food” swap-out, and the resulting benefit.
BAD FOOD! BAD, BAD FOOD!
Two scrambled eggs with ¼ cup
shredded cheddar
Mayonnaise on a sandwich
Corn flakes for breakfast
12 oz Coke or Pepsi
Cheese calzone
THAT’S A VERY GOOD FOOD!
Raisin Bran for breakfast
Slice of stuffed crust pizza
Yellow mustard on a sandwich
12 oz seltzer w/ lime
Two scrambled eggs with
chopped chives
RESULTING NUTRITION BENEFIT
140 calories saved!
410 fewer calories; 12 fewer fat
grams
25% of your daily fiber
requirement (vs. NO fiber)
90 calories saved
105 calories saved

Part V
Putting It Together: The ROI of It All
52

Calculating ROI: A Split Personality
53
“Hard” and “Soft” Costs and Savings Have Very Different Calculations
Your CFO Probably Thinks Differently Than Does Your CHRO
• To borrow a phrase, “CFOs are from Mars, HR VPs are from Venus.”
• Most CFOs think in hard dollar terms.
• They have a particular way of evaluating risk avoidance and the impact it has on a corporation’s bottom line.
• If the HR professional can’t articulate a fully rationalized ROI expectation for a new LMS, content library, or other
investment, then the two professionals are likely going to have different conversations and never get to a
“meeting of the minds.”
• Hard dollar costs and savings are, obviously, far easier to calculate, and usually far more
exact, provoking far less disagreement. Examples:
• The new LMS will cost us $22,000 per year in subscription. Today, we pay a total of $12,000 for three separate
content feeds to our SharePoint “non-LMS”, so the increase in cost is $10,000.
• Upgrading to our new recommended content partner will offer us 2,200 courses (totaling 350 hours of content),
for $3.56 per employee per month. Our current content partner gives us 980 courses (totaling 275 hours of
content), for $2.90 per employee per month.
• A few simple calculations will get you the “apples-to-apples” cost comparison you need.
• But hidden in this word problem are other issues needing to be evaluated: are your current content provider’s course too long? What content is
missing and how is the demand for that content measured?

54
Calculating “Soft” Costs
Borrowing our Methodology from the Military and Safety Experts
For more on this methodology and the definitions of the factors, see: http://acqnotes.com/acqnote/tasks/element-3-assess-and-document-risk

55
Example 1: Sexual Harassment
See, for example: https://www.navexglobal.com/en-us/file-download-canonical?file=/lb_MandatoryTrainingLaws.pdf&file-name=lb_MandatoryTrainingLaws.pdf
• The risk of a sexual harassment lawsuit is
very real.
• Severity: Three statistical averages to know*:
• Average pre-trial settlement: $53,000
• Average jury award (civil): $217,000
• Average recovery in a Title VII lawsuit: $187,583
• Probability (of establishing a successful affirmative
defense):
• Has it already happened to you? How’d you fare?
• What does your current policy/recordkeeping look
like?
• What is your current level of training and resulting
recordkeeping?
• Example Answers: it’s happened before, we
settled for a substantial amount, our
recordkeeping is spotty, and training is only in
states requiring it.

56
Example 2: California Privacy Breach
See, for example: https://www.navexglobal.com/en-us/file-download-canonical?file=/lb_MandatoryTrainingLaws.pdf&file-name=lb_MandatoryTrainingLaws.pdf
• CCPA §1798.150 went into effect January
1, 2020.
• Severity: Statutory penalties (class action):
• Per breach occurrence: $100 to $750
• Actual damages if higher
• Probability (of establishing a successful affirmative
defense):
• Has it already happened to you? How’d you fare?
• Have you gained policy acknowledgement
signatures from all employees?
• Have you trained CA employees in depth on their
responsibilities? Assessed their knowledge?
Retained the results?
• Example Answers: assume 600 CA employees,
it’s happened before (pre-CCPA), our policy
acknowledgements are on paper and spotty, and
we haven’t put our training together (yet).

Calculating ROI: Here’s An EASY One!
57
Remember our planned use of the new LMS/content for OE and Wellness?
Perhaps the best part of implementing a new LMS for the specific
purpose of driving better understanding, and adoption, of Consumer-
Driven Health Plans and Wellness Plans, is the Return on Investment
that can be achieved.
• The ROI model is rather easy to establish, and here’s an illustration. For this illustration,
let’s use the following assumptions (these annual plan costs have been taken from
averages published in the Kaiser Family Foundation’s 2018 Employer Health Benefits
Survey; you should, of course, substitute your values, if known):
• Annual employer contribution to traditional PPO plan: $14,408
• Annual employer contribution to HDHP/SO plan (including HSA contribution): $13,971
• Savings in annual employer contribution to HDHP/SO plan vs. traditional PPO: ($437)
• Per Employee Per Month cost of an LMS, including benefits-related content: $5.50
• Number of benefits-eligible employees at this year’s Open Enrollment: 600

58
Remember our planned use of the new LMS/content for OE and Wellness?
• Note that these savings of $437 per year in employer contribution are a
VERY conservative baseline. They do NOT count the shift of the first $x in
claims payments applied to the employee’s deductible, which are variable by
employee, and may hit this calculation in a “direct” way (for certain self-
insured plans) or an “indirect” way (for fully insured plans).
• The LMS and select customized benefit content is projected to cost us
$39,600 in subscription fees per year: 600 times $5.50 x 12.
• Therefore the break-even point in the most conservative evaluation of
this ROI model is crossed when only 90 of the benefits-eligible
employees who would otherwise elect the PPO, elect the HDHP instead
– a year-over-year increase in HDHP enrollment of 15%.
(And it may be much lower once claims experience is factored in!)

59
Making the ROI Case

60
Questions?

61
How Ascentis HR and Talent Management Can Help
Ascentis allows you to focus on the bigger picture with integrated
HR and Talent Management software. We provide real-time data,
software configuration to meet your needs, and the ability to track
employee records through the entire employee life cycle.
• Access all your employee-related information in one centralized
portal
• Ascentis HR provides over 300 on-demand reports, point-in-time
reports and configurable fields
• Fine tune employee performance on-demand with real-time
performance management software, visible on mobile
• Learning management resources that are web-based, instructor-
led, on the job and online.
Recruiting &
Onboarding
Talent
Management
HR &
Benefits
Payroll
Time &
Attendance
Ascentis

62
How Ascentis Can Help
The Ascentis HCM Suite Has Many Capabilities to Address These Challenges
• Human Resource Information System (Basic HR Recordkeeping)
• Employee and manager self-service for accessing forms and policies of all kinds
• Onboarding through Recruiting module incorporates up-front training and policy signature collection
• Human Resource Information System (Benefits Administration)
• Configurable Open Enrollment experience incorporating user content of all kinds
• Wellness program integration, including credit calculations for plan premiums
• “Carrier Connection” Electronic Data Interchange for communication of plan changes to carriers and wellness
partner(s)
• Learning Management System
• Fully integrated LMS incorporating unlimited content sources, mobile access, and EZ-Upload (“SCORM Lite”)
integration capabilities
• Full analytics and dashboard capabilities to identify and target content effectiveness, potential binge-learners, policy
laggards, etc.
• Learning Management Content (EJ4)
• Full catalog of over 2,000 content objects (averaging 7-9 minutes each). Categories include: communications skills,
compliance training, cybersecurity, leadership, professional productivity, safety, selling skills, supervision, and more!

63
Learn More
If you are interested
in Ascentis HR, or our other HR technology like Payroll, Time, Talent,
Recruiting, please indicate your interest if you haven’t done so already with
the following poll.

64
How to earn credit
Stay on the webinar,
online for the
full 60 minutes
Be watching using
your unique URL
sent to you from
GoToWebcast
Program codes
delivered by email,
to registered email,
approximately 30 days
following today’s
session

65
Share with your colleagues

66
Contact Us
bob.greene@ascentis.com
info@ascentis.com
www.ascentis.com
800.229.2713

HR Webinar: Learning Management: Building the Business Case

Recomendados

Recomendados

Más contenido relacionado

La actualidad más candente

La actualidad más candente (20)

Similar a HR Webinar: Learning Management: Building the Business Case

Similar a HR Webinar: Learning Management: Building the Business Case (20)

Más de Ascentis

Más de Ascentis (20)

Último

Último (14)

HR Webinar: Learning Management: Building the Business Case