learning management systems and opportunities (bfs industry)€¦ · bank teller store manager ......
TRANSCRIPT
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Learning Management Systems
and Opportunities (BFS Industry)
Conceptualized and Developed: September-2020
The objective of this report is to provide a comprehensive analysis of
Learning Management Systems (E-Learning platforms), detailed
workflow for implementation & integration of LMS, and showcase
how Draup, alongside LMS can optimize the Learning & Development
process for organizations
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2Job Roles/Intensity of digital disruption
Digital Disruption across Industries: Digital technologies and automation use-cases have heavily disrupted the
traditional job roles and skillsets across industries
BFSI Industry Retail Manufacturing Semiconductor SoftwareMedia &
Entertainment
Bank Teller Store Manager Welding Engineer Network Support Engineer IT Procurement Specialist Game Content Creator
Underwriter Marketing Associate Assembly Technician Field Application Engineer .NET Developer Content Planner
Treasury Administrator In store Sales Associate Packaging Engineer Network Engineer Mainframe Developer Content Editor
Tax Analyst Warehouse Associate Manufacturing SpecialistSoftware Quality Assurance
Engineer ERP Systems Analyst News Editor
Appraisal Analyst Merchandise Planner Casting Engineer Hardware Engineer Site Reliability Engineer Screen Writer
Mortgage Specialist Customer Representative Fabrication Engineer Software Test Engineer Server Engineer Web Designer
Collections Analyst Supply Chain Assistant Material Planner IT Administrator Algorithm EngineerSoftware Quality Assurance
Engineer
Tax Consultant Logistic Associate Lean Manufacturing Engineer Quality Analyst Kernel Engineer Web Developer
Loan Analyst Inventory Planner Methods Engineer Back End Developer QA Test Automation Engineer .NET Developer
Financial Advisor Systems Analyst (IT) Forklift Operator .NET Developer (IT) Programmer Analyst IT Support Engineer
Claims Specialist IT Administrator (IT) Process Analyst Power Electronics Engineer GIS AnalystMarketing Campaign
Specialist
HighLow
Draup has identified 150+ job roles across various industries that are at high risk of disruption
Source: Above roles have been identified from Draup Talent Intelligence platform
Methodology: Draup has identified Digitally Replaceable Quotient on the basis of job demand and automation in the industry using which the intensity of disruption is mapped
Note: List of industries and job roles is not exhaustive
Industry
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Need for Learning Management System (LMS): To sustain disruption, Companies are aggressively trying to train their
disrupted workforce and provide viable career path
Need for
Reskilling/
Upskilling
Source: The analysis is based on Draup’s talent module, internal research, customer engagement reports, and industry blogs and whitepapers
1. HR: Human Resources
2. LMS: Learning Management System
Learning
Management
System
Learning Management System or LMS is a
software which provides a suite of
applications including course creation,
content management, documentation,
assessment, reporting and tracking
Due to disruption in various industries, numerous job roles
have become redundant. To avoid layoffs and hiring of
high-cost skilled workforce, HRs1 need to upskill/reskill
current workforce
Redundant Job Roles
Developing soft skills and technical knowledge of the
current employees of an organization will result in
increased productivity and efficiency
Skill Development
In the current remote working scenario where face-to-
face training is not possible, new recruits must go through
online mandatory/required training
Training for New Hires
Features/
Offerings
Micro-Learning
Multi Platform
Accessibility
Content
Management
Assessment and
Evaluation
Integration
Technical Support
Service
Full Suite LMS2 Providers with Major Offerings
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Benefits of LMS adoption: LMS is being observed as a highly efficient, flexible, KPI driven, and cost-effective approach
for enterprises to train disrupted workforce at scale
SAVINGS FLEXIBILITY
• Implementation of LMS
leads to reduction in
training costs
• Less in-class training time
as compared to face-to-
face instructor-led
training reduces the
productivity loss
According to research by IBM,
for every dollar invested in e-
learning, the return is $30 on
productivity
• Learning management
systems provide HR with
automatically generated
employee training reports
• HR can track who has
completed which training
through progress reports
• Performance can be mapped
with training reports to
generate insights on skill
development
A study by Journal of Applied
Psychology states that
microlearning makes learning
17% more effective
• LMS ensures consistent and
customized training for
different groups in the
organization
• Automated registration,
deployment & tracking
ensures more accuracy &
efficiency
• E-learning platforms enable
employees to take training
sessions anywhere and
anytime
• Mobile training applications
provide notifications to the
employees so that they do
not miss any required/
mandatory training sessions
EFFICIENCYINSIGHTS
Source: Above analysis is based on Draup’s internal research, customer engagement reports, Primary interviews with Draup’s customers, and industry blogs and whitepapers
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LMS Ecosystem: Enterprises are deploying LMS for either specific Learning & Development processes or to manage
the end to end learning journey for their employees
Ap
pli
cati
on
s
Full Suite LMS Providers
Skill Management/Assessment Learning Path Identification Content Management Content Libraries
Quality Assurance Training Delivery & Management Micro-learning Assessment & Evaluation
Performance & Feedback Analytics Integration Platform as a Service
Source: The analysis is based on Draup’s internal research, customer engagement reports, and industry blogs and whitepapersDraup has tracked multiple companies in the learning management system ecosystem
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LMS Deployment Workflow: Companies are struggling to identify the highly disrupted job roles and map them with
the relevant new-age skills to design the end-to-end learning journeys
REQUIREMENT ANALYSIS
BEST PRACTICES (Vendor Search,
Implementation and Integration)Problem Statement
• Who are getting disrupted due to enterprise digitalization ?
• How to train job-roles under disruption to address new-age skill gap ?
• How to map the roles under disruption with the in-demand skillsets ?
• What are the relevant learning modules to integrate in LMS ?
• How to build custom career paths in LMS?
Teams Involved
• Learning and Development Executives
• Workforce Planning Executives
Steps Involved
• Job-role identification
• Peer Benchmarking
• Role mapping
• Skill Gap analysis and Course identification
Problem Statement• Who is the ideal LMS Development and Integration Partner ?
• How to implement LMS in my Enterprise ?
• How to empower/train workhouse to leverage the LMS platform for career
development
Teams Involved
• Procurement Leaders
• IT/Technology Leaders
• LMS Development & System Integration
partner
• Training Specialists
Vendor Search
• Industry Network
• Market Research
• Further Due Diligence
Implementation
• Design & Data Management
• Training
• Testing and Launching
• Support
Integration
• Bulk Import
• Single Sign-On
• API Integration
Steps Involved
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LMS Requirement Analysis: Identifying the job roles for training and identifying their skills gaps is one of the key
components for mapping out the organization’s requirements and successfully implementing LMS
Steps Involved in Requirement Analysis Teams Involved
• Taxonomy of
disrupted job
roles
• Taxonomy of
new-age roles in
demand
• Career path
models
• List of learning
modules mapped
to new-age
skillsets
Output
Source: The analysis is based on Draup’s talent module, internal research, customer engagement reports, and industry blogs and whitepapers
Skills Gap Analysis and Course Identification• Breakdown the skillset requirements of target role and
mapping the existing skillset of the disrupted role to
understand the skill gaps
• Identifying various micro and macro learning module and map
with the skill gaps to build the ideal learning path
Learning and Development
department with HR Data Analysts
can identify the relevant course and
certifications required for training
current workforce
Role MappingUnderstanding the various possible career paths of an existing
role in disruption using skills analysis and building the learning
path for highly feasible target role/s
Learning and Development
department can analyze skills
required for new-age jobs with HR
Data Analyst to identify the gaps in
their organization
Job role identificationIdentifying the level of digital disruption across value chain
processes to understand and shortlist the job roles that are
disrupted
Learning and Development
department or HR Data Analyst
needs to collaborate to identify
digitally native and new-age job
roles
Peer BenchmarkingComparing the organization’s existing talent with those of industry leaders to identify new-age digital roles and skillset in
demand
Learning and Development
department can analyze skills
required for new-age jobs with HR
Data Analyst to identify the gaps in
their organization
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Requirement Analysis Framework Analysis
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9Disruption
Low High
LENDING/FINANCING SALES TREASURY/PAYMENT SERVICES
Credit Risk Analysts
Loan Administrators/
Processors
Sales Managers/Specialists
Loan Underwriter Loan Officers
Commercial Lending
Specialists/Managers
Regional Sales
Representatives
Sales Analysts
Loan Servicing
Managers/Analysts
Unsecured Lending Analyst
FX Product Manager
Treasury Modeller/Analysts
Payments Analyst
FX Operations Associate
Cash Management Managers
Treasury & Trade Solutions
Product Manager
Treasury & Trade Solutions
Analyst
Treasury Risk analyst
Loan Verification Specialist
Lending Strategy Analyst
Job role identification: Draup mapped the use-cases with relevant BFS value chain workloads to identify the several job roles across BFS value chain that are getting disrupted
Value Chain
Disrupted Job
roles
BFS Digital Use-cases and respective Job Role Taxonomy that are undergoing disruption
Role Analysed in Case-study
• Automated Credit Rating
• Digital underwriting
• Economic Forecasting
• Defaults Prediction
• Asset valuation
• Loan Administration
Use-cases• Customer Segmentation
• Personalize Product
• Client Targeting/Retention
• Liquidity Forecasting
• Real-time Payment Processing
• Trade Finance Automations
• Global Cash Management
• Cloud-based Integrated
Receivables
CAPITAL MARKETS MERGERS & ACQUISITION RISK
Equity Risk Manager
CRM & Analytics Manager
Quantitative Analytics
Manager
Associate - Debt Capital
MarketsInvestment Banking Associate
Analytics Manager-Debt
Capital Markets
Technology Project Manager,
M&A
M&A Specialists
Strategic Planning Manager
Equity Risk Associate
Digital Fraud & Security
Manager
Market Risk
Quant Research Associate
Open Banking/ PDS2 Channel
Security Manager
Due Diligence Investigator
Loan Document Specialist
Transaction Monitoring
Quality Analyst
Relationship Managers
CRM Capabilities Expert
Value Chain
Disrupted Job
roles
• News Sentiment Analysis
• Equity Instrument Pricing
• Deal Due Diligence
Use-cases• Analytics-based Deal Pricing
• Divestiture Financials
Processing
• Transaction Breach Analysis
• Fraud Analysis
• Market & Credit Risk
CLIENT MANAGEMENT
• Self-Service Portals
• Automated Product
Recommendations
LEGAL & COMPLIANCE
• Loan Agreements Review
• Sanctions Compliance
Management
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Peer Benchmarking Workflow
Peer Benchmarking: Identifying the roles in-demand across digital job-families by comparing organization’s talent with that of industry leaders’
IT CLOUDSOFTWARE
DEVELOPMENT
AI/MACHINE
LEARNINGBIG DATA/ANALYTICS CYBERSECURITY
IT Incident Handler Cloud Solutions ArchitectSoftware Development
Engineer
Computer Vision & ML
Engineer
Compliance Officer - Data
Analytics and Reporting Cyber Blockchain Specialist
API Enabler- Open Banking Cloud ConsultantSoftware Development
ManagerConversational AI Engineer
Advanced Financial
Analytics ConsultantIncident Response Analyst
System Engineer Product Manager-Hybrid Cloud Software Design Engineer AI System Analyst Risk Data Scientist Cyber Security Engineer
Global Transaction Banking API
analystCloud Database Engineer Java Developer NLP Developer Big Data Analyst/Scientist Penetration Tester
Systems Administrator Cloud Devops Engineer Software Test Engineer Deep Learning EngineerClient Intelligence Analytics
DeveloperCyber Security Architect
Digital Job
Roles
Digital
Technologies
Source: The analysis is based on Draup’s talent module, internal research, customer engagement reports, and industry blogs and whitepapers
Note: List of job roles is not exhaustive
1
Identifying Peers
(Identify the peer companies on the basis of
industry that they cater to, their solution
offerings and company size)
2
Analysing Job Roles In-demand
(Analysing the job posing and JDs of the peer
companies in order to identify in-demand job
roles and their frequency of hiring)
3
Identifying New-age Skills
(Mapping the skillsets of in-demand job
roles and identifying the technical as well as
soft skills held by various job clusters)
Draup has identified various digital job roles across new-age technologies in BFS industries
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Role Mapping: Draup has identified various high-demand job roles in which BFS industry can reskill/upskill their Credit Research Analyst role using Reskilling Propensity Index
Starting Job Role RPI2
Sample Parameters1 to analyse different skill gaps and career transition trends
High-demand Job Roles in
which starting role can
transition toTechnical
Proficiency
Functional
Proficiency
Specific Soft Skills
Overlap
Observed Career
Transitions
Compensation
gap
Credit Risk Analyst
7.5 Financial Analyst
6.2 Risk Data Scientist
6 Business Analyst
5.3 Treasury Analyst
Score in Individual Parameter High Medium Low>6.5 - Upskilling >5 - ReskillingRPI Range
Note: Several other Reskilling parameters are considered in detailed analysis
Note: RPI or Reskilling Propensity Index is the Draup’s Proprietary scoring index methodology for Reskilling which is based on detailed analysis of relevant parameters
Sample Reskilling Propensity Index (RPI) of Credit Risk analyst who can transform into New Age job roles
Reskilling Propensity Index measures the feasibility of career transition from one role to another role. The index is built by analysing some
key attributes that include: Technical skills, Functional Skills, Soft skills, Historic Career transitions and Compensation.
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Skill Gap Analysis and Course Identification: Comparing the skills held by organization’s current workforce with the digitally advanced roles to identify the skills and relevant courses required for transitioning
Source: The analysis is based on Draup’s talent module, internal research, customer engagement reports, and industry blogs and whitepapers
Skill Gap and Course Identification Workflow
Certification undertaken:
Professional Certificate in
Python Data Science(by IBM & edX)
Course undertaken:
Financing Investments and
Managing Risk(by Coursera)
Existing Skills
• Credit Analysis
• Advanced Excel, Reporting and
basics of SQL
• Data Exploration
• Data Visualization
• Finance Subject Matter Expertise
Required Skills
• Data Exploration
• Data Visualization
• Finance Subject Matter Expertise
• Programming Language: Python
• Risk management
• Statistical/Mathematical
modelling
• Database handling: SQL, MongoDB
Risk Data ScientistTraining duration: 6 – 12 months (self-paced learning)
Programming Languages/
db Tools
(R, Python, SAS, Github,
SQL, MongoDB)
Statistical & Mathematical
Modelling
(Statistics, Probability, Regression,
Predictive modelling , Trend
forecasting)
Risk Management
(Risk valuation, stress
testing, Credit risk, Liquidity
risk)
Skills Gap
Courses/Certifications
Desired Role
(New-age digital role present
across the industries)
Skills Gap
Courses/Certifications
Soft Skills
• Behavioural Skills
• Communication Skills
• Presentation Skills
• Online Courses (by Coursera, Udemy, edX etc.)
• Relevant Certifications (by IBM, Microsoft, Salesforce etc)
Technical Skills
• Coding Skills
• Programming
• Project Management
• Technical Knowledge
• Data Visualization
Training Duration
Sample Case Study: Learning Journey of Credit Risk Analyst becoming a Risk Data Scientist
Existing Role
(Current digitally native job
role present in the
organization)
Credit Risk Analyst
Existing skills Acquired skills
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About Draup
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Strategic Workforce Planning
University Relations
Mergers and Acquisitions
Diversity & Inclusion
Compensation & Benefits
Learning & Development
Recruitment
Peer Intelligence
Draup Capabilities & Data Assets EMPOWERS DECISION MAKING IN
ROLES & SKILLS
TAXONOMY
DIGITAL IMPACT ON
TRADITIONAL ROLES
CAREER PATH
PREDICTOR
PEER
BENCHMARKING
LOCATION
INTELLIGENCE
Explore Diverse Job Roles,
Locations and Ecosystem
Insights
DIVERSITY INTELLIGENCE
TALENT
INTELLIGENCE
UNIVERSITY
INTELLIGENCE
COURSES/
CERTIFICATIONS
and diverse other use cases…
Draup leverages Machine learning models to perform prior analysis and can replicate it on a broader level for any job roles/skills across functions
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Draup for LMS: Draup, with its machine learning capabilities, can optimize your Learning Management System deployment by personalizing the Employee learning experience at individual level
1
Relevant Candidate
Identification & Prioritization
(Draup can analyze the list of roles across
organization that require training to
transition into a new role)
✓ Identification and prioritization of job roles with
high risk of disruption in the organization and
require reskilling
✓ Identification of digital native roles which need
to be upskilled to meet the organization’s new age skills demand and match the skill-sets of
peer companies’ talent
2
Skills Gap Identification
Draup can map the skills requirement for
existing job role and desired job role to
distinctively identify skills gap
✓ Identification of core skill requirement for
domain expertise to progress into next role
✓ Identification of additional soft skills
requirement such as communication and
presentation
✓ Identification of education gap/further degree
requirement
3
Relevant Courses Identification
Based on skills gap analysis, Draup can
provide targeted learning
model/Curriculum to train the
candidates
✓ Identification of relevant courses available in
public domain providing required skillsets
based on skills gap analysis
✓ Identification of successive learning modules
(for next transition) by predicting short term
and long term career trajectory of candidate
Draup can feed LMS with list of candidates who needs to be trained by accurately identifying suitable learning modules and career path based on skills gap analysis
Candidate’s Learning journey
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Draup for LMS (1/2)-Relevant Role Identification: Draup performs an in-depth analysis of employee’s profile to map their workload experience, core skills, and neighborhood skills to identify roles which need to be upskilled/reskilled
INTERNAL CANDIDATE
Candidate DetailsBrief overview of the candidate’s role, business unit,
sub-vertical, etc.
Workload ExperienceThe platform interprets the roles and responsibilities of
the employee in their current role based on data from
public employee’s public profiles, resumes as well as the company’s internal resources
Core SkillsWhile analysing a candidate, the platform provides the
list of technical skillset acquired by the employee that is
relevant to his/her current job role.
Neighbouring SkillsThe platform also categorizes the list of technical
skillset acquired by the employee that are not directly
relevant to his/her current job role but can be
leveraged for transitioning to other high demand job
roles. The skills are also categorized on the basis of level
of difficulty of acquiring them
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Draup for LMS (2/2)- Skill Gap Analysis and course identification: Draup leverages its data intelligence to provide a customizable career path explorer with required skills and relevant courses based on the starting and target job roles
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Draup for Reskilling: Draup analyzes 4 Million+ career paths and track 100K+ courses for associated skills to assist organizations in their Reskilling initiatives
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