Subject

Our client, one of Poland’s largest universal banking group with more than 8,000 employees, sought to promote continuous learning within their organization. Their primary focus was on professional development and the prevention of employee burnout. 

The customer faced numerous challenges:

• Lack of system flexibility in handling various types of training.
• Lack of transparency for users regarding training completion dates.
• Difficulties in automatically assigning training when an employee’s position changes.
• Performance issues with the system when handling large amounts of data.
• Manual data collection in Excel spreadsheets.
• Manual work in many aspects.
• Limited reporting functionality.
• Performing actions outside the tool.
• Inability to track the history of employee training.
• Inability to mark attendance at training sessions.
  

It was important for the company to create an environment where employees felt comfortable pursuing training without seeking permission. This approach contrasts with the common corporate practice of viewing learning as a necessity rather than an opportunity. 

The client was also very keen on ensuring that the processes we created were not just for the present but were designed as global solutions with the future in mind. They considered scenarios such as changes or staff turnover, aiming to optimize the process to be utilized by anyone.

Scope

The implementation of this project was crucial for the client’s organizational culture. 

1 step: Gathering necessary data.

2 step: Restructuring the team, modifying activity sequences, and condensing the Proof of Concept (POC) phase were carried out without compromising quality. 

3 step: The client had numerous mandatory training sessions, many of which were legally required and specific to various departments and roles within the organization. They initially faced challenges with their previous system, where all training types were mixed, leading to confusion. In the new Cornerstone system, we distinctly separated mandatory and optional training. This clear distinction improved transparency and eased the management of training requirements.

4 Step: Automating several processes previously handled manually by the client. By creating specific groups and streamlining assignments, we significantly reduced their administrative burden. We have also developed special programs such as the Finance Academy and Development Fridays, promoting them through an engaging community format within the system.

Result

As a result of the tight deadlines, our team had to adapt quickly. The project is currently in the hyper-care phase, where users are actively engaging with the new system and participating in training sessions. A second phase, which includes the migration of historical data, is planned. We are also planning to make improvements to a customised welcome page, which will be even more user-friendly.

The most significant challenge was the awareness that this project was of enormous strategic importance for the client. It was not a simple system upgrade, but a global initiative that was aligned with the company’s core values and future plans. Adapting our solutions to these precise requirements required a high level of creativity and expertise.

Client satisfaction is evident in their continued involvement in the second phase and the support services. Despite the complexity and time-intensive nature of the project, our team’s dedication ensured that we met the client’s sophisticated needs. The integration team consisted of 2 members from the beginning, while the implementation team included 5 members. Our client appreciated our consultants’ clear communication, expertise, and helpful approach, recognizing us as knowledgeable and professional partner.