For a company to position itself for the future and remain competitive—constantly questioning, developing, and transforming its organization—it requires, among other things, a vibrant learning culture. In today’s world of rapid change and evolving demands, organizations and their employees must be able to learn continuously and access knowledge. This shifts the focus toward the individual, emphasizing continuous learning and the development of skills and expertise.
Do current knowledge and learning tools provide employees with the necessary resources and opportunities for continuous learning and information retrieval? Or are different formats, tools, and methods required to ensure these are actually used and embraced?
Covering the employee journey with Workday
Our client, an international mechanical engineering company, wanted to support its employees throughout their entire journey and implemented the HR IT system Workday to map all HR processes. In this context, the approach to learning was re-evaluated to meet current and future business requirements. The existing learning management system, previously an isolated solution, was migrated into the new Workday human capital management system. THE MAK'ED TEAM supported the company during the implementation, with a focus on the Workday Learning module. The goal of Workday Learning is to empower every individual employee to take responsibility for their own learning based on their professional and scheduling needs.
Before the implementation, we analyzed the current state and defined the target state: What are the company’s present and future learning needs? Based on these findings, the scope and application of Workday Learning were determined. We clarified which processes were necessary for the transition and which goals needed to be achieved. To ensure a smooth and effective migration to Workday Learning, THE MAK'ED TEAM reviewed, revised, and documented all learning-related processes (analyzing needs, planning, organizing, executing, and evaluating). Organizational structures within the learning team, onboarding an external service provider, and shifting the mindset of those responsible for learning were just as critical as the technical implementation. THE MAK'ED TEAM worked with the project team to prepare for data migration and archiving. Where system adjustments were necessary, we "translated" business requirements and processes into IT functionalities.
From pilot phase to company-wide adoption
Before making the platform accessible to all employees, we conducted a pilot phase and trained administrators on how to configure and manage the system. During this phase, various adjustments were made to optimally tailor the platform to the company's specific needs.
To ensure high acceptance and active integration of employees into the new learning culture, a change management strategy was established and supported by THE MAK'ED TEAM. The works council was intensively involved in every step of the process from the very beginning. Employees were trained on how to use Workday Learning. Following the successful pilot phase, the rollout began. The system introduction was supported by a communication plan, utilizing various channels to ensure the processes were firmly anchored.
It was an exciting and thoroughly successful project. Since the implementation of the HR IT system and its learning platform, our client has fostered a vibrant learning culture that is continuously evolving and becoming increasingly embedded in the company’s culture and daily operations.
You can find the detailed project case study here.
Find out more about digitalization in HR management here.
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