American Airlines needed to ensure their staff had up-to-date certifications to avoid operational delays. They implemented a learning management system to manage certifications and optimize training.... For example, they replaced a long dangerous goods class with shorter, focused modules, saving millions of dollars. This approach improved staff readiness and increased instructional retention.
PSAV, a global leader in event experiences, grew rapidly to over 14,000 professionals in 2,100 locations. They needed to unify their learning culture. The CEO challenged the team to create a program ...to elevate talent. They launched 'Focus on You,' a talent management strategy. It includes five academies and over 10,000 learning activities. The program led to a 3.5x increase in training hours per person and improved NPS scores.
LRMG enhanced talent alignment by focusing on reskilling, helping organizations bridge a skills gap affecting 60% of businesses, ultimately reducing reliance on external recruiting.
Realty ONE Group expanded rapidly to 13,000 professionals. They needed better training for agents and franchisees. Only 10-20% attended instructor-led training. They chose a flexible digital platform... for learning. It allowed custom and industry content. In six months, engagement increased with 22,000 courses accessed and 6,000 completed. The platform helped agents learn and improve skills easily.
Realty ONE Group, with 13,000 professionals, improved brand consistency by boosting training engagement from 10-20% through enhanced learning solutions, ensuring excellent customer experience during ...rapid growth.
CASE STUDY Bharat Petroleum Corporation Limited (BPCL)
BPCL faced challenges with retiring senior specialists and the need for digital transformation. They created a platform for content sharing and a structured leadership journey to groom future leaders.... BPCL also embraced new business lines like petrochemicals and biofuels. Their program helps new engineers apply knowledge quickly and focuses on digital skills development. BPCL adopted innovative learning options to add value to the organization.
Wipro needed to improve its learning strategy to upskill and reskill its 180,000 employees. The previous strategy was inflexible and classroom-based, leading to long learning cycles. Wipro implemente...d a digital platform for on-demand learning, allowing employees to learn anytime and anywhere. This included a Pre-Joining Program for new hires and gamified learning paths. The new approach reduced the cycle time for deploying fresh hires from 20 to 8 weeks and achieved 78% internal fulfillment.
Mettler-Toledo successfully transformed 20% of essential in-person training to virtual, enhancing global collaboration and maintaining effective onboarding for its 16,500 employees.
Mettler-Toledo faced a challenge when they had to ground their global trainers, impacting their training plans. With 16,500 employees worldwide, they needed to adapt quickly. They shifted in-person t...raining to virtual experiences using collaboration and video conferencing tools. Their Learning Management System helped automate course assignments and track performance gaps. This allowed the team to focus on driving business impact. The transition highlighted the importance of their learners and the passion of their team.
Teradyne needed to rebuild its learning strategy after dissolving its learning team post-2008 downturn. Inspired by its subsidiary, Universal Robots, Teradyne aimed to create a new employee developme...nt solution. Universal Robots had implemented a successful learning strategy focusing on role competencies and development modules. This led to higher employee satisfaction and engagement. Teradyne plans to adopt these principles to boost employee engagement and develop future leaders. Results showed increased agreement in employee satisfaction metrics, with 82% of managers creating a culture of trust and openness, 75% of employees having development opportunities, and 95% understanding company values.
SumTotal Skills Blueprint helped a manufacturing facility's HR analyst benchmark the quality control team's skills. The analyst used market-informed job and skill insights to identify key skills in q...uality control, quality assurance, and product testing. Team leaders improved processes and adopted new testing methods and software skills. This led to faster production times, a stronger brand reputation, and increased market share.
SumTotal’s Skills Blueprint helped a large hospital address high turnover among nursing assistants. The floor manager used skill data to compare job duties with industry standards. This revealed a mi...smatch in role expectations. The hospital updated job responsibilities to match market needs. Clearer job descriptions reduced turnover risk and improved hiring outcomes.
Daiichi-Sankyo, a global pharmaceutical company, needed to transform its learning system. The old system was inefficient and couldn't handle the training needs of a global company. They created a vis...ion for a streamlined learning system that would be a single point of learning for all employees. The new system would integrate with the old and comply with training regulations. This solution aims to reduce resources needed for learning and make it easier for employees to upskill and reskill.
SumTotal LMS helps a pharmaceutical company meet strict audit and compliance rules. The company needed to quickly show proof of employee training for government audits. SumTotal’s LMS provides electr...onic signatures, tracks changes to records, and delivers data on demand. The solution makes it easy to prepare for audits and reduces the risk of noncompliance. Leaders can see training gaps and keep employees up to date on certifications.
LRMG faced a challenge with high employee churn and low organizational trust. They needed to reduce churn and improve employee engagement. They used a people balance sheet approach to assess strength...s and align talent with business strategy. After 90 days, they achieved a 68% reduction in employee churn. Employees became more engaged, showing the success of investing in talent development.
flexigroup wanted to change how employees approached learning. The focus was mostly on regulatory training. Graham Blaxell and his team shifted priorities to include leadership and career development.... They introduced 'Feed your mind' as a key value. This cultural change led to more engaged employees. Within six months, 55% of learning was for career advancement, up from 3%. This resulted in a more effective workforce.
Cox Enterprises delayed the release of a new learning mobile app to ensure quality. They conducted thorough testing, including QA, usability, and conference room pilots. This approach helped them lea...rn and improve the system. They also focused on driving awareness with emails, newsletters, and a high-energy video. The result was 18,000 mobile app learning sessions in 5 months and $1 million saved on capital expenditures.
