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Yum! Brands' learning strategy has been about making learning visible, consistent, valuable and relevant. Technology has enabled it to reach a high level of impact.
As vice president of Yum! University, Rob Lauber considers himself a change agent in the organization: changing how it views and approaches learning. This approach, and learning success, is contingent on strategy and experience, not tools. For Yum! the strategy has been about making learning visible, consistent, valuable and relevant. Technology has enabled Lauber to get a high level of impact.
Elkeles: What do you think are the two biggest trends in the learning industry right now?
Lauber: I would say the first is how learning fits into talent management, and the second is the impact of social media on structured learning. I believe learning is complementary to talent management. The notion of talent management is about making sure you have the right people in the right jobs in the right place in your organization. Organizations need employees to have skills and capabilities to be able to execute their roles effectively. Learning has to play a part in preparing and enabling people to be successful in their roles as they move through an organization.
Elkeles: Where does social media fit?
Lauber: Social learning or informal learning isn’t new. What’s different is technology is increasing opportunities for informal learning. Learning organizations are trying to put structure around unstructured learning by focusing on how to measure it and how to track it. Social learning is about making it easier for people to learn from others. It can extend the learning organization’s influence by focusing on enabling learning to take place more actively rather than be seen as something that needs to become structured.
Elkeles: Does the learning function have to take an active role in social learning?
Lauber: There is still room for those in the learning profession to embrace, adopt and leverage social learning. Instead of focusing on the old mindset of programmatic learning, it is good to be open to thinking about the broader context of ways we can enable people to learn. I am always thinking about what experiences people need to grow their skills and increase their capabilities, how we can make it easier for people to learn in ways they want to, and less on what type of training course I should offer. My job and the job of my team is to enable others to learn. When we start to think that way, it changes the way we think about what we do.
The Next Generation of HR: What’s Wrong? What’s Right?
May 23rd 1:00pm - 2:00pm CT
2013 CLO Breakfast Club, Boston
September 12th - 12th, 2013The Westin Copley Place
Fall 2013 CLO Symposium
September 30th - October 2nd, 2013Rancho Las Palmas Resort & Spa
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