Choosing an LMS Provider: What Matters Most?

6 Factors for a Successful Learning Platform Choice

By Kathleen Waid, Senior Director of Client Services, Expertus

Kathleen Waid, Sr. Director, Client Services, Expertus

If you’re an enterprise learning professional, you’re no doubt facing unprecedented challenges and opportunities these days. It’s not just about keeping pace with an extraordinary rate of technology innovation. It’s also about a fundamental change in the perceived mission and purpose of learning organizations.

As Bersin by Deloitte explains in its 2013 Corporate Learning Factbook:

“No longer is the L&D function ‘the place’ for learning; instead the role of the L&D team is to facilitate and enable learning.”

This radical shift from a training-centered “delivery” mindset to a learner-centered “empowerment” approach has tremendous implications for the type of technology needed for workforce development and performance support.

As a result, Bersin says that corporate training budgets are roaring back from recent deficits, to an average annual increase of 10% in 2011 and 12% in 2012. Not surprisingly, much of that spending involves the purchase of new learning platforms.

So Many LMS Choices, So Little Time

Although this news is encouraging, it raises a critical question: How can you be sure that you’re choosing the best next-generation LMS technology for your company?

Industry advisors such as Craig Weiss at E-Learning 24/7 offer detailed insights on How to Buy a LMS, as well as self-help tools for comparison shoppers. This kind of authoritative, independent advice is helpful, especially from experts like Craig who continuously tracks more than 500 LMS offerings.

However, as a next-generation LMS provider, we regularly sit at the table with organizations who grapple with tough technology questions. We see similar issues arise all the time. And we’d like to offer our “insider” perspective on how to find a strong platform fit.

Hint: It doesn’t start with the product. It starts with the vendor.

LMS Vendor Checklist – 6 Key Factors

• Objectives-Driven Demo – What does the product tour reveal? Is it only a cursory functional overview? Or is your head spinning from exposure to a vast kitchen-sink collection of features? Ideally, a demonstration will help you envision how the platform actually supports LMS processes and objectives that are directly relevant and meaningful to your business.

• Change Management Policies – Let’s face it, your business is going to change. But does your prospective vendor truly understand your organization’s need for agility? How easily will the platform adjust to continuous change?

• Implementation Expertise – The success of any LMS goes far beyond its core technology and design. Before you select a vendor, take time to clarify how the platform will accommodate existing content, and how your vendor will manage the data migration process. Furthermore, how competent and committed is the vendor’s professional services organization? Is ongoing customer service a primary strength for your vendor, or is it a weak link? When your business performance is at stake, there is no substitute for experience and reliability.

• Integration History – Of course, vendors know how to integrate elements within their own LMS environment. But are they skilled in seamlessly linking those systems with your existing LMS(s), with enterprise systems beyond the learning function, and if needed, beyond organizational boundaries? Also, be sure to research this essential consideration for leading-edge learning initiatives: Does your vendor offer a healthy REST API library, to ensure smooth, seamless integrations across cloud-based systems?

• Customer Referrals – Many vendors offer extensive customer lists – but how accessible are contacts from those lists? The proof is in the pudding. Don’t hesitate to ask real customers how the vendor manages engagements. Every project has unforeseen shifts in requirements, but it’s critical to understand how changes were managed. Was a change control process outlined in advance? Could the changes have been avoided by more carefully defining the scope of work (SOW)? Was project/relationship management clear, consistent and competent?

• Product Roadmap Input - How much input will your company have in the evolution of your vendor’s LMS platform? What mechanisms are in place to ensure that your suggestions will be considered? Will your voice be heard, or is the provider too large or too internally oriented to engage customers, and incorporate their feedback into product development priorities?

Want to Learn More?

Read the full Expertus LMS Success Insights report, “The Truth and Consequences of Picking an LMS Provider: Who Has Your Best Interests at Heart?”

Or to discuss your organization’s criteria for your next-generation learning platform, feel free to contact us anytime. We value your thoughts, concerns and ideas.

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Note from Kathleen: To see if a cloud-based continuous learning platform like the ExpertusONE LMS makes sense for your organization, learn more at our website or feel free to contact us anytime for a personalized consultation and demo.

Image Credit: Pixabay

LMS Wish List – Coming Full Circle in 2013

Gordon Johnson, VP Marketing, Expertus

Updated Poll Results Underscore Key Issues & Opportunities

By Gordon Johnson, VP Marketing, Expertus

As we roll into 2013, the business world is abuzz with predictions – and the learning and talent management industry is no exception. But yesterday, rising through the noise of New Year’s trend analysis, I heard an inspiring voice from a professional at a leading energy company.

Quoted in the newly published Bersin by Deloitte report, Predictions for 2013: Corporate Talent, Leadership and HR, this innovation advisor underscored the reality faced by corporations everywhere:

“In today’s economy there is no way anybody can be an expert in a substantial part of their total field. The modern ‘renaissance man’ is one who understands how to learn.”

As Bersin’s analysis indicates, the implications are clear. Business conditions are rapidly moving talent management and development toward a far more strategic role in the enterprise. This is great news for those of us who are dedicated to supporting the learning function. But significant challenges lie ahead.

We need better ways to empower these ‘renaissance’ organizational contributors in their learning endeavors. We must become more vigilant about removing structural, procedural and technological barriers. And we must focus deeply on facilitating the learning experience – whenever, wherever and however it’s needed to elevate job performance.

How can LMS platform vendors help? Here’s one way…

Listen to the Learning Community Early and Often

Click to download the 2010 LMS Survey Report

Throughout the years, we’ve regularly asked L&D professionals to offer their ideas on key issues, best practices and technology preferences. This open dialog is essential in shaping our product roadmap to ensure a good fit with market needs and expectations. Rather than keeping the conversation “under wraps,” we prefer to be transparent – so we can gather the broadest, most diverse cross-section of opinions.

For example, late in 2010, we partnered with TrainingIndustry.com to conduct an industry survey about LMS preferences. We gathered opinions from nearly 150 learning professionals, and we published key findings in a report called “The Current and Future State of Learning Management Systems.”

Then last January, when we launched this blog, it seemed wise to check-in again and see if LMS expectations shifted during the previous year. That’s when we re-framed a critical question from the 2010 survey as a simple one-question poll: “What’s On Your LMS Wish List?”

We Hear You, Loud and Clear

During the past year, 398 “Learning in the Cloud” blog readers replied to that informal poll. In June, we offered a mid-year snapshot of the results, comparing 3 key points with the 2010 survey results. Interestingly, sentiment about these 3 key issues have been highly consistent across multiple years, multiple audiences and multiple survey mechanisms:

• LMS satisfaction remains extremely low (only 1% of our poll respondents, even lower than in 2010)
• Personalized learning experiences are desired above all else (18% of respondents)
• Stronger analytics and integration with other systems are both essential to a “complete” platform (14% & 13%, respectively)

Clearly, a significant gap still remains between the perception of today’s LMS platforms and the ideal that most learning professionals envision. We believe this reflects the desire to re-engineer LMS platforms altogether, from a learner’s perspective.

It’s easy to say that an LMS is user-centered. But if the “user” is a learning administrator, then learners will not be served well. It’s entirely different to develop an LMS platform from concept to delivery, with learner needs, behaviors and input as its guiding inspiration. That’s one of the reasons we gather opinions from this blog. It’s just one of many “reality checks” to help us determine priorities.

What’s Your Opinion?

If you haven’t yet voted in the “LMS Wish List” poll, please do. Or feel free to share comments below. We’ll continue to review all input, look for patterns, and report additional findings.

As we said last January, our rationale is simple. We believe that listening is important. We’d rather create LMS technology that fits your needs than force you to accept our worldview. And ultimately, we hope that a spirit of open, collaborative dialogue will lead to stronger learning solutions for all of us in the business of talent management and development.

Here’s to even better learning in the years ahead!

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Note from Gordon: To learn how your organization can benefit today from continuous learning through ExpertusONE, take a 30-minute test drive right now. Or, feel free to contact us for a personalized consultation and demo.

Learning Management and the Swiss Army Suite

Is Your LMS at Risk in a Super-Sized HCM Platform?

By Ramesh Ramani, Founder and CEO, Expertus

Ramesh Ramani, CEO, Expertus

If you’re like me, you’re curiously attracted to innovative gadgets – especially pocket-sized multi-tools. First, it was the familiar red Victorinox Swiss Army knife. Then Leatherman tools followed. Now countless other ingenious variations are available – even some the size of credit cards.

Each year, a slew of new options are introduced just in time for Christmas, and I find myself tempted to buy the latest, greatest designs. However, I resist. Not because I have too many of them. And not because they’re expensive. But because I realize that I simply won’t use them.

When I need to tighten a screw, I dig into my toolbox for my favorite screw driver. When I need to wrap a package, I grab the full-sized scissors from my desktop. Meanwhile, my Swiss Army knife gathers dust – tucked away in the corner of a drawer.

This actually reminds me of what’s happening in the talent management and learning technology space. After high-profile acquisitions involving LMS companies like Plateau, Learn.com and GeoLearning, some industry analysts are heralding the arrival of the all-in-one Human Capital Management (HCM) platform.

Without seeing sales figures for these “super-sized” HR-talent-learning suites, you might conclude that enterprise organizations are abandoning their dedicated LMS platforms in droves, hoping that the switch to all-in-one HCM will satisfy every need. But I’ve seen analyst data that suggests otherwise. And the behavior of our prospects and customers confirms that this just isn’t the case.

Why not? Essentially, for the same reason I hardly use my prized pocket knife. On one hand, it’s reassuring to know that it’s always available in a pinch, and that it promises a broad spectrum of functionality. On the other hand, it doesn’t perform exceptionally well in any capacity. And it certainly isn’t my “go to” choice for specific tasks.

Don’t get me wrong. We understand that all-in-one models are attractive, in theory. We often meet prospects who assume from the start that a “Swiss Army” suite would be ideal. But when they look more closely at their learning requirements, and consider the value that a highly adaptive, dynamic LMS can add to their HCM infrastructure, they usually recognize that a kitchen-sink solution demands too much compromise. Here are several reasons why:

1) Learning is Complex

On the surface, organizational learning may seem like a relatively simple and intuitive process – particularly in a networked environment. However, the practice of enterprise learning and performance support brings challenges that are unexpected by those from other operational areas, such as HR or IT. Representatives from those areas are often involved in purchasing integrated suites – but because they aren’t deeply familiar with learning needs, they’re likely to overlook critical decision criteria. This can be a costly mistake. We often see this after-the-fact, when customers seek us out to rework or replace an LMS that never fully delivered.

2) Learning is Specialized

It’s logical and legitimate to think of learning and development within the context of career progression and talent management. However, the ideal solution isn’t necessarily standardization on an all-in-one HCM suite. It’s naive, at best, to assume that any organization’s particular learning needs will be fully addressed by LMS technology that happens to be available within the “mother” suite. One size does not fit all. Would a surgeon select a Swiss Army blade over a scalpel? Success depends on matching the tools to the context at hand.

3) Learning Reaches Beyond Employees

Increasingly, enterprise organizations are grappling with how best to serve the learning needs of communities that exist outside traditional corporate boundaries – customers, channel partners and the contingent workforce. These learning experiences must be seamlessly integrated with internal information systems and business processes. However, HCM functions by definition focus on internal resources. Therefore, it’s risky to assume that all learning bases will be covered by an HCM suite. Instead, it’s essential to clarify how the LMS component will enable learning and knowledge-sharing across diverse internal and external global audiences.

Conclusion

These are only a few of the reasons for corporate learning professionals to be cautious about embracing an integrated HCM. But these concerns are important. They point to the need for thoughtful discussion about learning requirements – and a thorough analysis of the fit with any “Swiss Army” suite.

Bottom-line: If your LMS is indispensible – in the same way that a good screwdriver often is for me – then you probably want a platform that is optimized for your organization’s unique learning requirements. Don’t just settle for one that is available when you can’t find the tool you really want.

If you’d like to discuss how this applies to your learning environment, we invite you to schedule a consultation or a demonstration of our award-winning dynamic cloud LMS, ExpertusONE.

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Note from Ramesh: What are your thoughts about “Swiss Army Knife” HCM suites, and how LMS platforms should fit in? To learn more about how ExpertusONE stands out as a best-of-breed LMS, and yet fits into any enterprise HCM infrastructure, visit our website. Or email questions and comments to me at rameshr@expertus.com.

Choosing an LMS: Finding True North

When to Take the Plunge and Commit to New Learning Technology

By Caleb Johnson, Director of Strategic Accounts, Expertus

Caleb Johnson, Director of Strategic Accounts, Expertus

In recent years, we’ve seen a fundamental shift in how professionals view enterprise learning. It’s no longer considered synonymous with a series of training events. Instead, it’s now widely embraced as a learner-centered process.

In keeping with this evolving mindset, L&D leaders are re-envisioning all aspects of their organizational development strategies – including their LMS platforms. It’s wise to consider new technologies that can better align with evolving business needs. But these days, the task can be daunting.

Navigating a Sea of Confusion

Learning decision makers shouldn’t have to be overwhelmed or frustrated by the selection process. But unfortunately, too often, they are. The complexity and perceived risks can paralyze even the most motivated organizations. Contributing factors arise from within the enterprise, as well as from external sources. For example:

INTERNAL ISSUES

• Weak IT standards
• An uncertain infrastructure roadmap
• Miscommunication with technical staff or disagreement about business requirements

EXTERNAL ISSUES

• The rapid pace of industry change and technology innovation
• Inability to track or evaluate the vast selection of available platforms and tools
• Confusing or conflicting messages from various vendors about features and functionality

Raising the Stakes in a Brave New Enterprise World

One very visible challenge is the ongoing industry debate about the relevance of LMS platforms in an era of cloud computing, the social enterprise and an increasingly mobile workforce. Late last year, we hosted a Think Tank about this issue, featuring key trends from Bersin & Associates and reactions from top learning executives. (Download “Talent Management Trends and Best Practices of High-Impact Learning Organizations.”)

This year, the discussion moved into high-gear, after several large-scale talent management suite vendors acquired LMS platform providers. Analysts continue to weigh-in on the implications for learning management systems in the talent management mix. For example, former Gartner Group learning technology expert, Jim Lundy, recently suggested that “resistance is futile” and standalone LMS offerings “will be absorbed.”

Other observers seem eager to declare the demise of LMS platforms. However, as I explained in a recent post, this would be a mistake.

Learning industry advisor, Craig Weiss, agrees. Recently he debunked the “LMS is dead” myth in deep detail. While outlining the capabilities of 500+ learning management systems he tracks, Craig offered this summary:

“The LMS is not dead. It’s not dying. It is not requiring an extensive set of variables in order for it to grow. It is not requiring talent/performance management to be an essential feature. It is not becoming a human capital management system. It is becoming something people need and want. And that is a fact…”

Waiting For an LMS Safe Bet?

All these varying opinions beg the question: Is it wise to commit to technology that seems at risk of becoming obsolete?

The truth is – waiting to choose a next-generation LMS is probably your riskiest move. Technology decisions are naturally complicated, and the context surrounding innovation is inherently complex. Therefore, in a world where workforce skills, knowledge sharing and performance improvement often lead to competitive advantage, delaying a learning platform decision can be more costly than moving forward with the best fit among today’s strongest contenders.

A smart way to get started is to learn more about how next-generation platforms are transforming learning in real-world environments. For example, to find out about the benefits of dynamic, cloud-based platforms like the ExpertusONE LMS, I recommend you download the Bersin research bulletin “ExpertusONE and the Dawn of the Continuous Learning Management System.“

Or to learn about continuous learning in action, read case studies like this: Software Giant Lowers Training Costs and Improves Readiness of Global Tech Team with Virtual Learning. (No sign-up required.)

And of course, whenever you’re ready to discuss your needs with learning technology experts, we’re happy to help you consider available options.

Whatever you do – I recommend you get started now. A whole new world of learning lies ahead.

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Note from Caleb: To see if a cloud-based continuous learning platform like the ExpertusONE LMS makes sense for your organization, learn more at our website or feel free to contact us anytime for a personalized consultation and demo.

Your LMS Wish List – Then and Now

By Gordon Johnson, VP Marketing, Expertus

Astronaut Neil Armstrong once defined research as “creating new knowledge.” In the workplace, new knowledge has potential to create business value – so for corporate learning professionals, research can be a worthy endeavor.

Gordon Johnson, VP Marketing, Expertus

Last year, we created a bit of new knowledge when we partnered with TrainingIndustry.com to conduct an industry survey about LMS trends. We gathered opinions and preferences from nearly 150 learning professionals, and we published key findings in a report called “The Current and Future State of Learning Management Systems.”

That report offers some helpful insights about what matters most to L&D professionals. But of course, it only reflects a snapshot in time.

Meanwhile, business and technology are zooming along at breakneck speed. So last January when we launched this blog, it seemed wise to check-in again with other learning professionals, to see if LMS expectations shifted during the past year. That’s when we re-framed a critical question as a poll: “What’s On Your LMS Wish List?”

Now, 6 months later, it seems that the more things change, the more they stay the same…

LOOKING AHEAD THEN & NOW: 3 POINTS OF COMPARISON

1) LMS Satisfaction – Still a Long Road Ahead

In 2010, only 15% of survey respondents said their LMS deserved an “A” grade, while almost half (45%) chose “C” “D” or “F.” This year, not one respondent said they’re satisfied with their LMS. That’s right – no one.

What’s behind this apparent lack of enthusiasm for the status quo? Of course, it’s possible that satisfied customers aren’t interested in a “wish list” poll. It may seem short-sighted, but how much would they gain if their needs are already being met? On the other hand, you might assume that whenever a person is asked to share product improvement ideas, it’s natural to fill-in the blank with at least one suggestion. We agree that both of these factors might be at work here.

However, our poll features a prominent “satisfied as is” option. Also, it’s designed to accept multiple answers. That means even “satisfied” LMS users can vote for improvements. Yet thus far, no one has endorsed their current learning platform. It suggests that there’s still a significant gap between the reality of today’s learning technologies and the ideal that most learning professionals envision.

2) Putting Learners First is Vital. No, Really

Both in 2010 and today, “personalized learning paths” were chosen as the most essential feature of a future LMS (capturing 15% of all votes in 2010 and 18% this year). Yet learning paths are already available in today’s advanced learning systems, and they’re the most popular feature by far (with 62% usage reported in the 2010 survey).

What’s behind this enthusiasm for learning paths of both today and tomorrow? We believe it’s about more than the desire for incremental feature improvements. Rather, it suggests a more strategic desire to re-engineer LMS platforms altogether, from a learner’s perspective.

Who wouldn’t agree that learner-centered technology is a great concept? It’s the training community equivalent of supporting mom and apple pie. But it’s also much more easily said than done. Many vendors have found that the road to LMS effectiveness is paved with failed interfaces and integrations.

But why not start where the action is – in the lives of learners? Pay close attention to the ways people gain knowledge and competence to perform in the workplace. Look at when, where and how they seek information, insight, instruction, resources and reinforcement. Then define the standards and requirements needed to create a comfortable, relevant learning experience that fits into daily workflow.

It’s not your father’s learning management system. But it is an important part the process we use to develop our cloud-based continuous learning platform. And it’s one of the reasons we call it a learner-centric LMS. We hope it will serve as a model for future advancements.

3) Kitchen Sink? Or Holistic Design?

Our 2010 survey asked closed-ended questions. But in the spirit of open exchange, this year’s poll accepts “other” write-in answers, too. In fact, we encourage it. Consider it an ongoing, asynchronous digital brainstorming session. The more ideas, the better.

Thus far, among “out-of-the-box” responses, the most compelling comes from someone who said, “Really, it’s all of the above.”

Never fails. If you offer people a choice of chocolate, strawberry or vanilla, at least one person will request neapolitan. But this respondent has a point – perhaps the smartest approach is to view the list not as a menu of discrete features, but as a collection of related capabilities that, together, can fully enrich future learning experiences.

We’ll examine this concept more closely in other posts. For now, I hope we keep this constructive conversation going.

WHAT’S YOUR OPINION?

If you haven’t yet voted in the “LMS Wish List” poll, please do. Or feel free to enter comments below. We’ll continue to review all input, look for patterns, and report additional findings.

As we said in January, our rationale is simple. We believe that listening is important. We’d rather create LMS technology that fits your needs than force you to accept our worldview. And ultimately, we hope that a spirit of open, collaborative dialogue will lead to stronger learning solutions for all of us in the business of talent management and development.

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Note from Gordon: To learn how your organization can benefit today from continuous learning through ExpertusONE, visit our website or feel free to contact us for a personalized consultation and demo.

What’s On Your LMS Wish List?

By Gordon Johnson, VP Marketing, Expertus

News flash – 2012 is ushering in a new era for workplace learning and knowledge sharing.

Gordon Johnson, VP Marketing, Expertus

Does that sound like hype? Actually, not so much, if you’ve dug through the mountain of 2011 year-in-review assessments and 2012 predictions. An impressive collection of surveys and analyses focus on the intersection of talent management and digital innovation – where a fusion between corporate learning and the “social enterprise” is shifting into full throttle.

Industry insiders may differ on details, but they generally agree on the big picture. And as a cloud learning platform developer, we share their vision. But we want to take a closer look.

As the year unfolds, we’ll be checking the pulse of those who matter most in this so-called transformation – frontline HR and learning professionals. Is that you? Then we’d like to pick your brain.

We believe technology is great – but only when it makes a difference for your business. So we’d like your opinion about the capabilities that you feel would be most valuable in a learning management system (LMS). Please tell us … WHAT’S ON YOUR LMS WISH LIST?

This isn’t a one-shot question – it’s an open channel. We’ll discuss early responses in an upcoming post – and then continue to gather feedback over time, to see how preferences shift. Think of it as a sanity check that we’ll overlay on industry research – to uncover gaps and inform our own product strategy.

Why are we doing this? Simple. Listening is important. We’d rather create LMS technology that fits your needs than force you to accept our worldview.

You can enter as many choices as you like. So go ahead. Speak up. And if you’d like to leave detailed comments below, don’t be shy.

We look forward to hearing from you!

Here’s to a productive New Year – from all of us at Expertus.

Note from Gordon: To learn about how your business can benefit today from the ExpertusONE dynamic learning platform, visit our website or feel free to contact us for a personalized consultation and demo.

Dow Jones – Engaging Managers in Essential Education

Guest post by Tim Sosbe, Editorial Director, TrainingIndustry.com

Dow Jones & Co. is a somewhat unique organization.

Tim Sosbe, Editorial Dir., TrainingIndustry.com

In terms of employee population, which stands at about 5,500, the company isn’t exactly huge. But as the leader in news and business information worldwide, the reach far exceeds employee size. Under the Dow Jones umbrella are some of the most respected names in journalism, television and information services, including The Wall Street Journal, Barron’s, Smart Money and Factiva, collectively engaging about 42 million people worldwide and influencing a much, much larger audience.

When News Corporation took over Dow Jones operations in 2007, it brought more than a little change, with leadership almost completely turning over. That’s not to mention culture, procedural and managerial changes.

The first step was to bring cohesion to the processes that govern the properties in Dow Jones’ vastly different business-to-business and business-to-consumer branches.

With new leadership in place and some change management safely behind them, the next step for learning leaders was to level out management functions. That process began this past summer, with the launch of a Management Essentials initiative to make sure all managers are armed and ready to operate together, as part of one unified company with one unified approach.

Lorna Hagen, VP of HR & Talent Management, led the charge on the Management Essentials program, which was based on a program she and Greg Giangrande, EVP & Chief HR Officer, rolled out at another News Corp. sister company, HarperCollins. That adapted program has already touched about 40% of the Dow Jones managers, with an eye on reaching all current managers before the holidays.

That’s not a small challenge. Dow Jones has about 1,100 managers eligible for the Management Essentials program, and the classes are being done mostly in-person and entirely in-house, using no external facilitators. They’re learning new policies, procedures and approaches in four general areas: the company’s core management philosophy, manager roles in learning & development, the manager’s role in recruiting and manager participation in compensation and benefits.

That’s all just the start. The first-phase Management Essentials class will continue as an ongoing program as new people join the management ranks at Dow Jones brands. Hagen and her learning teams are also working on expanding the course for alumni, involving managers in determining course objectives and ensuring everyone’s role is connected to company strategy.

“The most important piece was having managers understand that they’re part of a global community,” Hagen said. “Understanding that they’re not alone in this and that they’re part of a global organization is important. They’re not going through certain challenges by themselves and their opportunities and challenges don’t have to be siloed.”

Note from Expertus: Would you like to blend formal and informal learning in a single leadership development solution? Learn more about the on-demand version of ExpertusONE, designed just for that purpose.

Also – do have a real-world enterprise learning story to share? Contact our editor anytime at info@expertus.com.

Baker Hughes – Compliance Training in Hard-to-Reach Places

Guest post by Francesco Turchetti, Director Talent Management, Baker Hughes

Francesco Turchetti, Director Talent Management, Baker Hughes

Compliance is critical in the energy sector. At Baker Hughes, our compliance challenges were compounded by our 34,000+ employees, spread across  a global organization with multiple business units.

The key to our compliance success was to develop a training solution that offered the required employee training while supporting our growing, global workforce. Our learning organization partnered with Expertus to develop a centralized shared-service model that solved a multitude of learning administration issues, such as logistics, training support and report management.

Logistics
Logistics management for 16 hard-to-reach countries was essential for us. So the team established key contacts in all 16 countries and delivered training via CD to employees who were in remote areas with limited Internet connectivity.

Centralized Support
In order to support our  various business units worldwide , the team developed processes flexible enough to adapt to each  unit’s unique needs and a 24×7 support team infrastructure to make the training transition as smooth as possible.

Report Management
We gained key insights for compliance decision making because the team developed reports, dashboards and charts that made it simple for country managers to track compliance and push non-compliant employees to complete their training.

RESULTS

Within 60 days, we increased our compliance from 32% to a record 99.8 %. And while this initiative was not focused on reducing costs, learning administration costs were reduced by more than 40%.

We now have a cost-effective learning umbrella designed to cover the unique needs of our enterprise and our employees, while meeting the industry’s strict compliance guidelines.

Note from Expertus: Would you like to know more about the training outsourcing & reporting solution we spearheaded for Baker Hughes? Or do you have a real-world enterprise learning story to share? Contact Expertus anytime at info@expertus.com.