By Insight Editor / 26 Jun 2020 / Topics: Workforce Learning & Development (L&D) Hybrid workforce Future of business
Facts at a glance
Client industry:
Industrial manufacturing, energy and related services
Size of company:
- 385,000 employees
- $98.3 billion in global revenue
Challenge:
As the organization sought to expand their mechanical services sales team, they needed a more effective way to get large groups of new hires onboarded and working out in the field in addition to cross-training existing sales team members.
Solution:
Insight designed and developed a custom, blended learning program based on a flipped classroom methodology.
Results:
- Repeatable learning model which can be delivered 100% virtually
- Reduced time to competency for new hires
- Positive response to training exercises from students and staff
Solution area:
Insight’s Digital Innovation solutions help clients incorporate emerging tech into their business operations to improve the end user experience.
A multinational industrial manufacturing and services organization was committed to expanding their share of the mechanical services market. But in preparing to rapidly scale their teams, leadership recognized the need to optimize the onboarding process.
The existing training program for new hires was in need of updating and dependent upon instructor memory. Courses were delivered in person, using traditional methods in a classroom setting.
In order to get large groups of new and current sales team members up to speed quickly and efficiently, the organization required a new approach that could be easily scaled across large numbers and locations.
Having established a relationship through prior initiatives, the organization approached Insight to help them develop and pilot a new type of training program.
Our team began by reviewing existing materials and other documents, as well as working with the current instructor to outline his curriculum. This provided the opportunity to think holistically about learning objectives and the instructional journey. We then used a programmatic approach to build out a comprehensive curriculum based on blended learning and a flipped classroom methodology
Our approach emphasized experimental learning, progressing through multiple lessons including e-learning, self-paced activities and virtual instructor-led sessions. We focused on engagement and interactivity, leveraging gamification, polls, breakouts and group work through GoToTraining.
Together with subject-matter experts, our team worked to create the physical and digital content needed to support the new program — from workbooks and infographics to quizzes and quick-reference guides.
After just a few months of development, Insight teammates observed the pilot of the new training program to a combination of new hires and legacy sales teammates, making updates based on comments, feedback and activities. The training was well-received and has since been embraced by students, who reported the training had been effective at preparing them for work in the field.
The organization now has a repeatable learning model that can be delivered completely virtually, accelerating time to competency for new hires without requiring additional resources. And the timing of the transformation couldn’t have been better as the weeks and months that followed the implementation saw increased demand for remote work.
Insight’s structured, programmatic approach continues to enable employees to develop their skills regardless of physical location.
The organization now has a repeatable learning model that can be delivered completely virtually.
