During lockdown, many HR departments were forced to review and adapt their training plans. This resulted in either the provision of digital tools or an improvement in the relevance of the content on offer. Many companies took this opportunity to accelerate digital transformation in the learning and development departments to help employees navigate this new world, taking into account the challenges and developments that lie ahead both for themselves and for the organisation.
Fosway conducted a study in June 2020 looking at the impact of the pandemic and found that 94% of companies switched up learning priorities and L&D strategies, with two in three making significant changes. The study also found a major swing towards digital learning, with demand coming from both senior stakeholders and employees. Cornerstone’s own research also found a significant uptake in online learning during the height of the pandemic in March.
At this year’s EMEA Convergence, we were lucky enough to talk with Electrolux to get a better understanding of how it transformed to guarantee business impact was maximised through learning and development. Electrolux is one of the companies that took a proactive approach to optimising its learning programme and training platform during lockdown. With E-Lucid, Electrolux’s online training platform, powered by Cornerstone, sellers and partners are able to easily train on products through a variety of e-learning content, such as videos and live webinars, that can be accessed through any media device. In addition to an intuitive digital interface, E-Lucid offers personalised learning with suggestions for various content, e-learning, short explanatory videos, questionnaires and other playlists – all available at the click of a button...
An important part of Electrolux’s strategic approach is data. The company has been combining business data and training data in Cornerstone to do a correlation analysis and identify the types of training that impacts the business results the most.
So, what was the impact? Every interaction with the learning content (star ratings, clicks etc) is helping Electrolux refine and develop its approach to make a real impact on the company's performance. HR managers can also identify whether there is a gap between learners' skills and the company's interests.
Digital training may have once complimented face-to-face and classroom training – being used to reinforce or refresh knowledge. Not anymore, it’s now all digital and continually adapted to give learners and the business what it needs. In May, learning content consumption was more than five times as high as before – and starting this digital journey has truly paid off for Electrolux.
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RPS vill “göra det komplexa enkelt”
RPS är ett globalt tjänsteföretag som specialiserar sig på naturliga och byggda miljöer med närvaro i fler än 125 länder.Företaget har en bred medarbetarbas, från konsulter till akademiker, forskare, arkitekter och ingenjörer och alla kategorier däremellan. Fram till 2018 var HR decentraliserat utan någon globalt övergripande funktion eller People Director och man arbetade med manuella system och processer.