The client is a mid-size IT firm with over 40 years of experience in providing technology solutions for data-driven business insights. Previously the client used to run a number of of ad-hoc and utilitarian training initiatives — just-in-time training to live sessions. However, evolving business strategies and goals required them to move beyond just professional development and establish a culture of continual learning.

What was the client trying to solve?

The client was committed to continuous learning to ensure that their workforce was always evolving with business needs. However, most initiatives were done sporadically with different vendors for both content and assessment. The primary challenges that acted as barriers to this learning culture would be as follows:
Scaling skills to business needs.
With their workforce across the globe, the client wanted to execute their L&D operations remotely. Thus, it wanted to identify the necessary technology platform to scale its development initiatives. Besides matching global learning standards, the client wanted to have a strategic partner to understand and execute its objective into a holistic upskilling plan across multiple roles for specific tech domains and competencies.
Integrating different learning interventions. 
The most significant concern was not possessing the right tool that could help identify role-centric training needs in the organization. The company did not have the ideal methodology to deal with them. The company wanted to focus on evaluating the strengths and weaknesses of its employees to nurture and strengthen them holistically. The idea was to create training and development plans that could help empower every individual in the organization by having them learn hands-on.

"Using the ‘learn, practice, apply’ strategy was immensely beneficial to our learners, but subject matter experts had to be committed to their role as mentors — it helps everyone else to see the benefits of signing up."

– Director of Learning & Development

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