For a company and its organisation to position itself for the future and for the market, and to question, develop and change itself continuously, it needs among other things a living learning culture. With all the fast moving changes and demands today, organisations and their people should be able to learn continuously and draw on knowledge. That puts the individual employee more firmly at the centre of change, and with them continuous individual learning and the building of knowledge and competences.
Can the knowledge and learning tools currently in place give employees the resources and opportunities they need for continuous learning and for looking things up? Or does it take different formats, tools and methods for that to be used and lived?
Covering the employee journey with Workday
Our client, an internationally positioned mechanical engineering company, wanted to accompany its people along the entire employee journey and introduced the HR IT system Workday, which maps all HR processes. In this context the topic of learning was rethought as well, so that it meets the company's present and future requirements. To that end the existing learning management system, until then a standalone solution, was migrated into the new HR management system Workday. THE MAK'ED TEAM accompanied the company in introducing the new system with a focus on the Workday Learning module. Workday Learning is intended to enable every single employee to learn on their own responsibility, according to their individual professional needs and their own schedule.
Before the introduction we analysed the current situation and defined the target state: what are the company's present and future needs in the area of learning? On the basis of the results, the scope and use of Workday Learning within the company could be defined. This included clarifying which processes are necessary for the change and which goals are to be achieved. For a smooth and purposeful migration to Workday Learning, THE MAK'ED TEAM reviewed, revised and documented the processes around learning: analysing needs, planning, organising, delivering and evaluating. Organisational structures within the learning team, the onboarding of an external service provider and the shift in mindset among those responsible for learning were building blocks at least as important as the technical part of the implementation. THE MAK'ED TEAM prepared the data migration and archiving together with the project team. Where adjustments to the system were necessary, the professional requirements and processes were translated into IT functionalities.
From the pilot phase to full company wide use
Before the platform was made accessible to all employees, we ran a pilot phase in the company and trained the administrators in configuring and managing the platform. During this phase a number of adjustments were still made, tailoring the platform optimally to the specific needs of the business.
To achieve high acceptance and actively integrate employees into the new learning culture, change management was set up and accompanied by THE MAK'ED TEAM. The works council was intensively involved in every process step from the outset. Employees were trained in using Workday Learning. After the successful pilot phase came the rollout. The introduction of the system was accompanied on the basis of a communication plan, and various channels were used for communication measures to ensure that the processes were anchored smoothly.
It was an exciting and thoroughly successful project. Since the HR IT system with its learning platform was implemented, our client has been living a vibrant learning culture, developing it continuously and anchoring it ever more firmly as part of the corporate culture and the way the organisation works.
You can find the detailed project example here.
You can find more about digitalisation in HR management here.
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