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3. Drivers of change + + = Benetas strategy
Growth in all sectors
Consumer Directed Care
New residential model of care
Aged Care workforce challenges
Traditional approach to learning vs
Learning and Development trends + + =
we need a new way of learning!

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6. A start!
In 2015…
A vision!
A philosophy!

7. Fast forward 2 years

8. Benetas is a true learning organisation!
Our learning and development vision
Benetas is a true learning organisation!
Self directed learners
Developmental leaders
Enabling technology
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9. Benetas ‘Towards 2019’ Strategy
Benetas learning & development roadmap
Benetas ‘Towards 2019’ Strategy
Horizon 3: Leading Edge
Implement and embed workforce capability development model
Enable mobile, social & ‘on demand’ learning
2018
Horizon 2: Learning Culture
Technology phase II - LMS
Phase II Benetas Essentials - competency based approach
Scope workforce capability development model
Culture shift:
- Drive self directed learning
- Leadership development – coach & develop others
2017
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2016
Horizon 1: L&D foundations
Technology phase 1
L&D policy
Introduce 70/20/10 philosophy
Phase I Benetas Essentials
Induction pathway
Online learning
2015
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10. Benetas e-learning model
Curate content
Eg: YouTube
Low tech:
Eg: E-presentation
IPhone videos
Create own e-learning:
Eg: Essentials, Manager induction, clinical skills, Home Care induction, edit Benetas induction modules etc
Use Articulate Storyline
Off the shelf e-learning
Purchase generic e-learning courses from suppliers where generic learning is appropriate.
Eg: Aged Care Channel, E3
Outsource e-learning design:
Eg: Pastoral sensibility, Benetas induction, Strategic capabilities
Approx: $30k per module

11. What have we done so far? 80% take up within 3 months KPI reporting
Visibility, transparency, accountability
Foundations for:
Self directed learners
Developmental leaders
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12. What have we done so far? On demand learning resources Bite sized
Available on mobile devices
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13. A more engaging induction experience

14. ‘Benetas Essentials’ From To
An example of what we are doing is the Benetas Essentials.
We are transforming the way we do learning around the traditional ‘mandatory training’ topics. We’re moving from a ‘tick a box’ mentality where we were driven by compliance and traditional training for all, incurring large backfill costs, to establishing competency and providing a range of short focussed learning options to reduce the need for backfill. This backfill cost is our biggest training cost by far.
It’s all about maximising learning and minimising time off the job.

15. Benetas Essentials – phase I
Learning Methods:
Self paced reading
Aged Care Channel programs
On the job coaching
Online Quizzes
Capability demonstrations
Short workshops
Tool Box sessions
Results so far:
All topics introduced
Thousands of ACC programs
No backfill costs incurred!
We realise this is a HUGE shift for the business, and our approaches in the past have been inconsistent. So our plan for year 1 is to get everyone to a consistent level using flexible learning approaches: e-learning, short toolbox sessions, on the job and online capability checks. This is the core learning for all, represented in this example for one of our topic areas.
We’ve also created other learning options depending on the needs of specific sites.

16. Benetas Essentials – phase II!
Trying to solve two key problems:
We invest time and money on training we don’t need to be doing
We focus on training, not on better practice/performance, and learning transfer
Shifting from a training & learning orientation to a performance orientation

17. Creating our own ‘short burst’ e-learning!
Benetas Essentials – phase II!
Creating our own ‘short burst’ e-learning!

18. Management reporting KPI’s for learning:
% overdue learning (site and individual)
% overdue Benetas Essentials (site and individual)
% overdue induction
% overdue - National Code of Conduct
Training hours per month per employee, rolling 12 months
Sent to all line managers monthly (they can review online any time)
Reviewed at monthly leadership team meetings
Quarterly summary to the Board Quality and Compliance Committee

19. Sample leadership team report
Traffic light point to areas of focus
% change from previous month shows if progress is being made
More detailed reports pinpoint who has not completed their learning

20. Budget
Reduced backfill costs: re-purposed for growth related learning needs
No increase to the overall L&D budget but have:
Employed 1.6FTE as ‘competency coaches’ supporting learning on site
Outsourced the development of 2 induction e-learning modules
Implemented a learning management system (E3 – ‘BLearning’)
Purchased e-learning content development software (Articulate Storyline 360)
Separated operational and strategic funds for learning
Huge increase in the amount of learning being completed

21. Challenges

22. 2017To 2015 From And beyond… ‘Training’ orientation Classroom based
No visibility
High backfill
Tick a box
No technology
Blended learning
Bite sized
High visibility
Low backfill
Competency focus
Technology enabled
Learning culture
Performance orientation
New technology

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