The Company
A global IT services company with over 50,000 employees operating in 50+ countries with an annual revenue of $2 Billion.

The Challenge
Over the last few years, the company has seen an explosive growth in business. The company realized that the core premise of the company's long-term success lies in having strong Human Resource processes. To achieve this, the company has been continuously training recruiters, mid-tier and senior HR executives. To facilitate the training process, the company conducts induction training for both fresh and lateral recruits. These offline training sessions are conducted at regular intervals across various locations. The training however had significant shortfalls:

1. The cost and complexity of bringing executives, seasoned trainers and employee as often as once a month has had a huge impact on the bottom-line profits. In addition, there was an increase in the number of “no shows” to these training programs due to conflicting priorities, complexity in communication and logistical challenges.
2. The retention levels of new employees post induction were fairly. This was because the quantum of information the inductees expected to learn was too high within the time allotted in the company's existing training programs.
3. Quite often new recruits were put on job directly without any induction. This was attributed to time and resource constraints.

Bottom-line: The company needed a training program that was convenient, cost effective and could ensure greater recall of HR process steps and principles.

The Strategy, Approach & Solution
Based on extensive pre-development analysis, it was determined that corporate university type e-learning courses were necessary to institutionalize an induction and assimilation program, which provides effective training to HR members, thereby resulting in enhanced performance levels of the role holders”.

The sub-objectives of the online programs were to:

• Strengthen and enhance the current induction process
• Bring in learning interventions contributing to higher knowledge retention levels
• Enable faster assimilation and reduce the ‘time to market'
• Provide any time, any where person independent learning
• Reduce instructor dependency & create time flexibilities
• Standardize learning methodologies & make learning an enjoyable experience
• Enhance effective application of knowledge in day-to-day operations

Development and Implementation
C&K Management Ltd. developed a 14-hour learning courses distributed in 5 modules. Each of these modules dealt with one specific function of the HR department. The course was structured to communicate the ‘Whats, Hows and Whys' of the various processes being followed. These were presented through interactive graphics using process flow diagrams and animation that engaged the learner and aided recall. The courseware also made appropriate cross-references to the HR manuals.

Results
The course has been developed by C&K and hosted on the company's LMS and is mandatory for new recruits to complete entire program within specific period. Since the introduction of the course and well within the set milestone, the company has seen a significant improvement in the practical levels of field use and commitment to follow corporate process and principles as designed in the course.

Corporate Take-Away : “Total Recall” of process steps and principles associated with a particular area and interpreted within context by the inductee ‘On Demand'. The e-learning program is designed, built and delivered on the core learning principles:

• Scope to evaluate and rationalize the understanding at appropriate levels, instead of final test (formative testing)
• Smooth ‘step up' of knowledge transfer through appropriate sequencing of needed knowledge
• Interactive touch points to promote a "Learning by Doing" approach