It was a matter of trying to move the whole learning culture ahead without the business really knowing it needed to move ahead! The team are trying to learn from best practice from other organisations, to understand how people learn outside of work and bring those concepts into the learning experience in an office environment.
ike any Professional Services organisation, Lloyd’s Register is in the business of selling its people’s expertise. Working in a highly regulated sector means its people have to maintain certain levels of competency; at the same time, they need opportunities to develop and grow their careers.
Lloyd’s Register had fallen behind with its focus on development and the CEO had promised to address colleagues’ concerns. They needed a professional learning function that was well-resourced and well-funded. The Lloyd’s Register Academy became one of several strategic initiatives designed to transform the business.
Donna Warrener, Group Head of Learning, took on the challenge of leading the project to design and implement Lloyd’s Register’s first Learning Academy. Her first task was to secure a suitable infrastructure that would support a successful academy and centralise the learning function. The goal was to ensure that learning is truly embedded into culture and seen as a positive activity that can happen in a multitude of ways.
Lloyd’s Register is a heritage-rich yet traditional company, and to some extent still holds the notion that learning has to happen in the classroom. Now that it has the technology, the Academy team are working hard to show people that there are lots of other ways that learning can happen. One of Lloyd’s Register’s main aim is to try and tap into the vast knowledge that in the organisation and enable and encourage colleagues to share that knowledge with each other.
On a mission to provide a truly great individual user experience, the team focused its energies on achieving this by working closely with its technology partners. The team had SAP deliver a health check to ensure it was getting the best from the technology and whilst that proved worthwhile, it wasn’t until TalenTeam, who are specialists in implementing the learning module, repeating the same service, that the Academy was able to see the potential.
To continue to improve the user experience, the Academy team made the decision to switch on the system’s social collaboration functionality – JAM. Now its challenge is to ensure the numbers continue to grow and that content is fresh and relevant. Part of that solution is to implement the integration of a third-party content aggregation tool.
The impact of introducing JAM to the learning technology stack has definitely surpassed expectations. People are setting up private groups on the Learning Zone. The number of groups being set up is increasing steadily. Keeping it going is key, which they are doing with user-generated content and automating our content curation.
From a learning perspective, as a heavily audited organisation, an important change since implementing SuccessFactors is that Lloyd’s Register now has visibility of who is doing what, and when. This is particularly important when it comes to mandatory learning as the organisation can now measure completion rates. It can also see the level of up-take for non-compliance learning.
For the Lloyds Register Academy Team, the ongoing challenge is staying focused on changing the culture and helping people realise that learning can help them in their daily jobs and achieve more, more easily. It’s not just about learning so as to move up into a promotion or tick a compliance box; it’s about a creating a genuinely collaborative learning culture. The organisation now has the technology, the know-how and the ambition to make its modern-day vision of a collaborative learning organisation a reality.
TalenTeam work so closely with the LMS and have deep knowledge of its functionality and how clients use it. So, where we had previously heard ‘no, it can’t be done’, we were hearing ‘yes, we can!