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Human Capital Strategies for 2022 and Beyond – A Survey by ETILC In collaboration with Deloitte and ET Edge Insights
Name
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First
Last
Company Name
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Designation
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Phone
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Email
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A. Skills Focus
1. Does your organisation have a common skills framework which is a base for employee hiring, learning and development decisions?
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Yes and it is consistently updated to suit changing needs
Yes but it is not updated
No common skills framework
This field is hidden when viewing the form
2. Rank the following according to which categories of skill-building you focus on from most to least, with 1 being the category you focus on most.
Technical capability (Ex. Data analytics, programming, project management, information security)
Innate human capability (Ex. Imagination, empathy, curiosity, resilience, creativity)
Developed human capability (Ex. Emotional intelligence, Teaming, Social intelligence, sense-making, critical thinking, adaptive thinking)
Leadership capabilities (ex. Competing, connecting, empowering, energising)
2. Rank the following according to which categories of skill-building you focus on from most to least, with 1 being the category you focus on most.
Technical capability (Ex. Data analytics, programming, project management, information security)
Innate human capability (Ex. Imagination, empathy, curiosity, resilience, creativity)
Developed human capability (Ex. Emotional intelligence, Teaming, Social intelligence, sense-making, critical thinking, adaptive thinking)
Leadership capabilities (ex. Competing, connecting, empowering, energising)
B. Skill Building: Strategy
1. Gig workers such as independent contractors and temporary workers are becoming commonplace in the current work environment. Does your organisation invest in the skill-based training of gig workers?
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Yes we do
No. But we plan to
No. We have not planned to
N/A (we don't employ gig workers)
C.Skill Building: Operations & Administration
1. Which of the following future-ready skills are needed in your organisation by L&D teams? Choose the top 5 skills that you consider important.
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Process orientation
Integrated talent management
Performance consulting
Transformational mindset
Digital mindset
Data orientation
Learning technologies
Business acumen/intelligence
Continuous improvement
Design thinking
Learning architect
Financial acumen
Marketing and communication
2. Which data points does your organisation use to design learning interventions for employees? Select all that apply.
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Learning survey data
Employee lifecycle requirements
Assessing knowledge, skills and abilities (KSAs)
Identifying learning need gaps
Studying critical work aspects
D. Skill Building: Content Delivery Systems
1. Rank the following based on your most preferred method to source learning content, with 1 being the most preferred.
Cost savings
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Select scale of 1-5
1
2
3
4
5
Purchase off the shelf content from vendors (ex. Udemy, Skillsoft, Linkedin Learning)
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Select scale of 1-5
1
2
3
4
5
Enable employee-generated content on the learning platform (ex. Videos, articles employees may create and host themselves on the learning platform)
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Select scale of 1-5
1
2
3
4
5
Leverage external subject matter experts
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Select scale of 1-5
1
2
3
4
5
Curate freely available external content (ex. YouTube, TedTalks etc)
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Select scale of 1-5
1
2
3
4
5
2. How have you shifted the design of learning interventions in your organization to align people and organizational needs in the current environment?
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Adopted a largely virtual learning approach
Moved back to a pre-pandemic method of learning
Leveraged a hybrid model of learning incorporating virtual and in-person learning methods
Designed 'meet learners where they are' interventions such as providing real-time and on-the-go bites of learning
3. Which of the following platforms are leveraged for learning in your organization? Select all that apply.
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Immersive learning technology (AR/VR)
Artificial intelligence programmed learning pathways
Subscription learning platforms (ex. Udemy, Skillsoft, Linkedin Learning)
Microlearning platforms (ex. Axonify, EdCast, Area9 etc.)
Internal shared drive for user-generated learning (ex. Microsoft Teams, OneDrive, SharePoint etc.)
Independent LMS and LXP
Integrated LMS and LXP
Only LMS
Others
Please Specify
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E. Skill Building: Budget
1. Rank the following areas according to what the focus of your L&D budget is in the coming financial year, with 1 being the area with the most focus.
L&D capability development
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Select scale of 1-5
1
2
3
4
5
Content
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Select scale of 1-5
1
2
3
4
5
Technology
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Select scale of 1-5
1
2
3
4
5
External services and consultants
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Select scale of 1-5
1
2
3
4
5
2. Do you plan to allocate a part of your L&D budget towards well-being and DEI (Diversity, Equity and Inclusion) related learning?
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Yes
No
Only DEI
Only well-being
F. Measure Skills
1. Do you have a clear line of sight on the business outcomes of investment in learning / skilling?
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Yes
No
2. What learning outcomes do you measure? Select all that apply.
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Efficiency (ex. cost to develop/deliver, spend per learner, total enrollments, % program completion, # of views/downloads, etc.)
Alignment (ex. correspondence of learning with defined competency models, program objectives correlate to business needs, etc.)
Effectiveness (ex. Attainment of objectives, increase in skills/abilities/competencies, utility, learner satisfaction)
Outcomes (ex. Impact on revenue, profitability and growth, market share, customer satisfaction, employee retention engagement, productivity, etc.)
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