Big Data & Big Learning- A Talk by Surya Mohapatra at HR Tech World Congress Paris

© Copyright 2012 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice.
Big Data
and
Big Learning
ATalk by Surya PMohapatra at the HRTech World
Congress in Paris on 27th October 2015

Every minute of every day, 48 hours
of video content is uploaded to
YouTube, over 2 million queries are
sent to Google, over 100,000 tweets
are sent and nearly 600 new
websites are created.

All these data are being tracked and
stored.
But...
What are we going to do with this infinite amount of data?
How are we going to make sense of them?

Meet Jason – He is at crucial stage of College Major Selection
Value Proposition Opportunity - Wasted
Dad
Son Y don’t you
consider taking
Business?
Most of kids these days
take that & it will give
you good insights to run
any business in future
Mathematics or
Business?
Also Business studies gives an
overview of finance, Basic statistics,
analytics, Communication that you
can build over experience
Awww Dad…..
you are just saying
that as it costs
lesser that Maths in
the University I am
considering

Do you know that Business is most
rising learning requirement?
In early 2005 out of 1.2 million GRE
takers Business was amongst lowest
test takers with 517 against
Engineering @ 594 (Last 2nd place)
However recent 2014 SAT report
shows Business is gaining rapid
momentum @ 507 against at 9th
place of 15
Also Business studies gives an
overview of finance, Basic statistics,
analytics, Communication that you
can build over experience
Son Why don’t
you consider
Business Studies?

You could have the edge by
taking an optional course of
Digital Business. As per
statistics - By 2018, digital
business will require 50%
fewer business process
workers and 500% more key
digital business jobs, compared
with traditional models
Last But not least – I do know
your ambition and importance
of Earning and this will help
you with that along with time
flexibility to complete your
assignments etc.. now that
you have joined the drama
club as well

Wow thanks Dad.
You not only gave me insights
to future and value of course
but also considered my
personal Interest and my
Time factor as well
YOU JUST HELPED ME
MAKE THE BIG DECISION!

Future of Data - WHAT HAPPENS
WHEN YOU ADD BIG DATA TO
L&D?
1
Are we Ready? Limitations and
Preparation to be made
2
Agenda

Imagine being able to correlate
business performance results
with Human Resource
information system (HRIS) data
and productivity measures, along
with your education and learning
interventions.
What could be learned beyond
new knowledge and skills? Can
learning and training really have
an impact on metrics such as
sales and employee
engagement…Big Data might
just be the answer
We are familiar
with Big Data’s
role in Corporate
world, however
lesser explored is
its importance to
tomorrow’s
Learning &
Development
Welcome to Future of Data
WHAT HAPPENS WHEN YOU ADD BIG DATA TO L&D?

Parking Your Car: Then
and Now

Then Your Wife Helped You ! ! 
11
Little bit more to
Left….No Stop
The Car near us is too
close for
comfort…Uhh there is
also a Big piece of
Stone nearby
I think you need to do
it all over again……
Which way do
I turn now?

Data with Visual on Distance, Obstacle warning,
Indication, Suggestion and alarm providing Complete
Control to driver with additional security Options
Now Cameras with Sensors Do the Trick….

L&D data generally fall into three categories
People
data
Demographics,
skills, reward,
engagement, and
so on
Program
data
Attendance,
adoption,
participation in
programs ranging
from training and
development /
leadership
programs to talent
management and
key Projects
Performance
data
Performance
ratings and data
captured from the
use of instruments
such as 360, goal
attainment, talent,
succession
programs and
talent and
assessment.

How Big Data is Shaping the
Future of L&DEmployee
Performance
Employers can use big
data to track how well the
employees have
understood the courses
and which information is
being retained and
applied, which then allows
employers to see what
parts of the training need
to be improved, As result
companies will see a huge
improvement in their
employees’ performances.
Employee
Retention
In the Big Data era, the
ability to link disparate
data sets provides even
more insight. For
example, a learning
group might track the
amount of learning its
employees consume
each year and
investigate whether it
has any etc. on
employee retention.
Return on
Investment
Using this technique,
the learning group
might find that
individuals who attend
25 hours or more of
training each year stay
with the organization 1
– 2 years longer. When
productivity is
balanced against the
cost of training, the
ROI is high, and
training is seen as a
worthwhile investment.
In order to be a business partner, rather than “overhead”, learning and talent groups
proactively mine their data and bring business intelligence to the table.

How Big Data is Shaping the Future of L&D
Clustering and
Relationship
Mining
Curriculum
Tailored to
Individual
Learners
Prediction
of
Future

Questions Big Data would help us Answer
What learner actions are associated with more learning?
What actions indicate satisfaction, engagement, learning progress, etc.?
What features of an e-learning environment lead to better learning?
What sequence of topics is most effective for a specific learner?
When are learners ready to move to the next topic?
What will predict learner success?
When is intervention required?
(Source: 2012 report on educational data mining and learning analytics by the U.S. Department of Education’s Office of Educational Technology)

Study on Big Data in Organizational
Learning
ASTD partnered with i4cp for a study to understand Big Data and its effects on
organizational learning, As part of the study, 400+ L&D and business professionals took a
survey during Jan-Feb 2014
22% Survey respondents currently leveraging learning-related big data
39%Survey respondents planning to leverage learning-related big data later
15% of survey respondents characterized their organizations’ big data analytical
capabilities as effective.

Case Study
Self
Improve-
ment
End
Result/
Outcome
An Experiment
To test whether
we could affect
recognition
program usage,
as well as move
the dial on
business
outcomes, by
optimizing
recognition
practices
through
education and
coaching of
managers on
effective
recognition
giving.
At a qualitative level, 45 percent of the
coached managers receiving instructional
content self-reported improved
recognition-giving skills.
Employees in branches where
managers were coached on improved
recognition-giving skills had an
increase per employee, on average, of
more than 150 productivity activities
In addition, four months after
intervention, employees from
coached managers reached 14 more
sales on average per employee than
their control group colleagues
End
Result/
Outcome
Ten months post-intervention, the results dipped but still elevated to
nine sales over control group number

Are we ready??
Mindset
One of the key L&D measures
used at the time was ‘average
number of training days per
employee’. Several leading
Organizations are known to
attribute its success to this
learning hours - Of course, this
logic just doesn’t hold true.
There are many reasons why
organizations prosper, and
providing a set number of
training days per employee is
certainly not such a great
measure of success as we
thought it was.
Data set
As L&D professionals,
often fail to understand
the link between data and
success. In the world of
Big Data, there’s so much
more data, so many more
linkages and so many
more opportunities to
make some massive
mistakes!
Skill-set
If we look at the skills
needed to use big data
and compare that with
the skills and
competencies most
people bring to the
learning profession, it
couldn’t be more
opposite.
Data is considered Boon and Bane and higher data can also equate to
higher probability to make massive mistakes

Limitations & Preparation to be made
Data Divulge
Analysts identified three aspects of big data
Volume
Variety
Velocity

1stStage
• Develop junior
analysts’ capability
focused on defining
metrics and
ensuring that the
key data are
collated.
• Develop Data
dictionary.
2ndStage
• Advanced reporting
where key HR
information is linked to
business objectives &
comparative data with
competitors, trends
• Visualization through
dashboards /
presentations.
3rdStage
•Strategic analytics
working on
understanding issues
such as segmentation
& optimization of
talent with the help of
data modelling and
statistical tools.
4thStage
• Modeling
scenarios, account
for and forecast
risks and design
predictive programs
through use of
advanced and
predictive analytics
skills
BigDataRoadmapforL&D

Sample Case on How Big Data has helped a learning institution
The University used SAP HANA as its data modelling tool and developed new
mobile app to be accessed by all students
22
Personalized
Micro Surveys
Register for classes /
Pay Bills
Review Student
engagement with the
university as measured by
the “K-Score.”
academic alerts that
faculty and staff can
enter when they
identify a student
struggling
Access University
Map & Directory
“K Score” is This metric is a single numeric score that essentially ranks students based on their level of
engagement in whatever unit or container of engagement we may have
View Campus
Events / Class
Catalog Real Time Data feed
on student(s)Room Utilization
Suggestive
Learnings

Mass
Instruction
Group Learning
Individual
Learning
Focused Group
Learning
Customized
Hybrid Learning
Evolution of Learning : Mode and Measurement
23
No Tracking
Attendance
Avg Learning Hrs
RoI - Metrics
Futuristic
Business
Direction /
Benchmark
Real time Learning : - Implement Benchmark with little / Nil wait time
Directive
Communication
Based on Need
of hour
Measurable
training based
on business
performance
Predictive
Capability
Development
based on Big
Data

With big data and the right analytical tools,
L&D professionals can start tracking an
entire learner population at multiple
locations throughout the learning process!!

• Surya P Mohapatra
• suryapm69@gmail.com
• Twitter: pmsurya
Thank You

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