With dedicated data to long-term growth and better forecasting
Quality “made by STIHL” is a core brand promise that dates all the way back to 1926. Since then, the one-man operation founded by Andreas Stihl in southern Germany has blossomed into an international mechatronics company.
Today, STIHL is the world’s top-selling chainsaw brand. The company employs over 20,000 people and has a presence in 160 countries across five continents.
How to share decades of knowledge
All STIHL tools, whether chainsaws, lawnmowers or hedge clippers, are high quality, safe and easy to use, and built to last. Therefore, many people keep their STIHL tools their whole life and have them serviced and repaired at their local specialised dealerships.
Consequently, employees at the 50,000 dealerships worldwide must be able to repair any older model at any time. And to enable that, employees and sales partners need access to detailed information on all STIHL products. This information needs to be in digital form, quick to access, and available worldwide.
One learning platform for all
STIHL needed to ensure staff could access its product and service training courses at any time, from anywhere worldwide. So, in 2020, the company decided to implement the learning management system (LMS) developed by imc AG.
imc business consultant David Jost advised STIHL on the implementation of the imc Learning Suite. “The fact that STIHL is structured into several national operating companies posed a particular challenge,” he says. “Between them, they had six different systems that now had to be migrated in standardized form to our LMS. Hence, we had to discuss the requirements in great detail and run through a range of scenarios.”
STIHL e-learning and training manager Leandra Deininger was the customer contact for this project.
“We also attached huge importance to delivering a quality learning experience,” she says. “We wanted all users – from internal STIHL staff to dealers – to be able to find exactly the learning content they need, quickly and easily. And for that, the system had to be simple and intuitive to get to grips with.”
Better forecasting thanks to learning analytics
After the global rollout of the system and the progressive retirement of the legacy systems, STIHL intends to go a step further. It wants to put its data to work. This is where the imc Learning Platform’s learning analytics dashboard functionality comes in. It can be used to visualize learning success.
As David Jost explains, this is about more than tallying up the number of courses completed. Or even calculating average training hours. It’s about providing answers to questions like the following:
- How can we enable our course managers to make sound decisions based on solid data?
- How can we enable learners to achieve optimal learning?
- How and in what way do professional development courses contribute to corporate objectives?
Once you have answers to these questions, learning programmes can be aligned with long-term corporate strategy. The impact of this corporate learning on achievement of the corporate strategy can then be visualised using learning data.
A future-proof LMS and rapid e-learning programme for 50,000+
The Birmingham 2022 Commonwealth Games
The Commonwealth Games brings nations together in a colourful celebration of sport, culture, and human performance. Ahead of the complex international event, Birmingham 2022 Commonwealth Games commissioned imc to implement a highly scalable learning management system (LMS). What was need was a future-proof digital learning platform, plus an easy-to-use content creation tool to generate e-learning materials at speed.
Starting from scratch under time pressure
The Commonwealth Games have a mammoth training requirement. With a workforce of over 50,000 employees, volunteers and contractors to upskill rapidly, Birmingham 2022 needed an LMS to streamline the training process. The team had to start from scratch just nine months before the event with no existing LMS in place.
A sustainable digital learning platform
Systems and contracts carry over from one Commonwealth Games to the next. For that reason, Birmingham 2022's aimed to achieve a better knowledge transfer between each organising committee. The team sought a solution that could be reused for the 2026 and 2030 Commonwealth Games.
Meeting the learning needs of a diverse audience at speed
Time was limited before the Birmingham 2022 Commonwealth Games, so the team needed everything to come together rapidly – without any risk of scope creep. Implementation of the LMS had to remain on brief, on budget, and on time.
Another challenge were the needs of a very diverse audience of learners. Different ages, languages and levels of technical ability among the volunteers and employees required the LMS to be extremely user-friendly and fully intuitive to navigate.
A future-proof LMS and rapid e-learning programme
All employees, contractors and volunteers involved with the Birmingham 2022 Commonwealth Games attended face-to-face orientation sessions. The purpose of the four-hour sessions was to help the workforce familiarise themselves with the procedures specific to each venue. A blended learning programme was the best approach to deliver the learning. In order to protect the limited amount of face-to-face training time available, the team used the LMS to host other bite-size training and support.
Integration with a workforce management system
The LMS, branded as 'B-Bright', pulled user data from Rosterfy, a volunteer and workforce management system. For the Birmingham 2022 Commonwealth Games, a simple data transfer service imported the data from Rosterfy. The plan is to integrate the two systems for future games.
Rapid e-learning creation with imc Express
imc Express is an easy-to-use authoring tool that takes the hassle out of content creation. Content creators can easily import text from Microsoft Word, add multimedia content, drag and drop images, and build interactive learning activities to engage learners. To support the most inclusive Commonwealth Games ever, video content was automatically subtitled, making sure it was accessible to the entire workforce.
A future-proof success story
In total, over 50,000 users were trained. More than 85,000 course enrolments by 16,000 users were registered in the first 16 days after launch. Meaning that on average, each user signed up for four or more courses. This is a testament to the quality and value of the LMS, as all content on B-Bright was voluntary, yet it still kept people coming back for more learning.
Beyond 2022, the LMS will be reused for the next two Commonwealth Games, saving significant time and money.
Resource Saving E-learning, by and for Employees
The UNIQA Group is one of the leading insurance groups in its core markets of Austria and Central and Eastern Europe.
It has around 21,000 employees and exclusive sales partners serving over 16 million customers across 18 countries.
Wanted: A sales training course that’s learner-focussed and quick to deploy
In the past, training at UNIQA was very hands-on and traditional. The training documents were created by individual employees who were experts in their fields. These courses often took many weeks and months to create. In most cases, they were too long and inflexible and they offered UNIQA’s teams nothing in the way of modern, digitalised learning.
The company needed a way of harnessing the knowledge of its experts and getting this to its sales teams. This was no small ask, given the employees in question are spread across 18 countries and many work remotely. The solution had to be fast, readily accessible, dynamic and highly efficient.
Rapidly deployable, modern e-learning courses – created by employees and trainers themselves
As a trusted provider to UNIQA for over 20 years, imc was the obvious partner for building an online training campus. The campus is a digitalised platform that makes sales training and development programmes more accessible and efficient for employees. Digitalisation of these programmes means that employees can now engage in learning at any time and from any location.
To fill the online campus with content as quickly as possible, UNIQA implemented the imc Express authoring tool. With this tool, anyone can create training content quickly and easily. It was an instant hit with the test group (sales employees and trainers):
“imc Express helps us make learning mobile”
“The tool is very time and resource efficient”
“With imc Express, content can be created quickly and easily using AI”
imc Express: an easy-to-use authoring tool that streamlines learning
“imc Express is self-explanatory, interactive and multimedia-friendly. It’s actively helping us achieve our goals around voluntary and independent learning,” says UNIQA digital learning specialist Mario Kopic.
It does this by taking the hard work out of creating learning content and by delivering modern, interactive learning experiences. The resulting content, which can be accessed from any device, caters to different learning styles, whether visual or auditory.
In addition, imc Express allows course authors to collaborate on content – during the actual content creation process. No more time-consuming coordination and feedback processes.
The successful implementation of this project in Sales made people elsewhere at UNIQA aware of imc Express. Consequently, departments like Group Operations, Learning & Development and HR are now also making extensive use of the tool for their digital training needs. And what do these departments see as the main benefit of imc Express? Its intuitive usability. imc Express is easy to use, enabling experts to spend more time imparting their knowledge and less time thinking about the tool itself.
When Bricklayers and Gardeners Create Their Own Digital Content: A success story starring imc Express
Arbeit und Leben Berlin-Brandenburg DGB/VHS e.V. is a non-profit adult education organization.
It is supported jointly by the Berlin-Brandenburg branch of Germany’s DGB trade union confederation
and Berlin’s adult education schools (VHS). It was initially founded to support the democratic restart
– including by means of political education – after 1945.
Today, its educational and advisory services impart knowledge, promote critical thinking, and encourage participation in society.
It empowers people who are typically disengaged from educational and advisory services and therefore excluded from work and society.
To turn learners with limited literacy skills into producers of learning media.
Arbeit und Leben (English: work and life) Berlin-Brandenburg provides support to people from many backgrounds. These include apprentices, job-seekers, low-skilled workers, and people with limited digital literacy and limited skills in reading, writing, and math.
To combat the skills shortage, it aims to help people from many different (educational) backgrounds through further training and improved preparation for workforce entry.
Accordingly, it trains instructors and apprentices and advises businesses and educational institutions on implementing targeted learning in the workplace.
But it wanted to incorporate modern, digital learning methods into its offering. And for that, it needed a tool that was easy for teaching staff to integrate into their teaching practice. The idea was to facilitate greater long-term retention of knowledge by turning the learners themselves into producers of learning media.
Collaboration using AI and automated translations
After much comparison and testing, Johanna Lambertz from Arbeit und Leben’s vocational training department chose the authoring tool imc Express.
“We were impressed with imc Express right off the bat,” she says.
“The tool is intuitive and easy to use, particularly for people with low literacy and media skills or from migrant backgrounds. And the great thing for our teaching staff is that its integrated AI takes care of layout, dubbing and translation. What’s also really helpful is the option to summarize things in simple language with its built-in ChatGPT features.
What’s more, the integrated image database means that our instructors don’t have to worry about legal issues like copyright. They can prepare their teaching materials and then invite the learners to generate content – which the learners find extremely motivating.”
87 new items of learning content in the space of three months
So, how has it all worked out in practice?
“The learning units we created in cooperation with the Steinbeisschule Stuttgart school illustrate this perfectly,” Johanna Lambertz explains. “We shot some videos with young apprentices. This content was then used to create learning nuggets showing in detail the steps involved in building a wall. Other learning videos deal with construction site safety, as well as specialist tools and how to use them.
“These subjects are much easier to show visually than explain in words, so the videos are great. We are also currently producing learning content for horticulture under a partnership with the foundation Stiftung für Mensch und Umwelt (English: foundation for Humans and Enviroment) in Berlin that concerns itself with environmental questions.
“To give another example: a job centre employee used the tool to create a learning unit that shows her clients how to use the centre’s website. Similarly, the interactive elements, such as multiple-choice questions and flipcards, are ideal for integrating occupation-specific prose styles and specialist vocabulary.”
Five months on, imc Express has been used to create 140 learning nuggets. In addition, 44 instructors are now using the tool on a regular basis.
Arbeit und Leben Berlin-Brandenburg is now looking at using imc Express to support even more learners in sectors such as construction and nursing. To quote Johanna Lambertz:
“The potential applications are virtually unlimited.”
More about the project
ABConnect - "Connecting work, education, opportunities. Networking, professionalising and strengthening actors in work-oriented basic education for digital teaching".
Funding rate of the funding body:
The ABConnect project (funding code W1497BAOG) is funded by the Federal Ministry of Education and Research as part of the "National Decade for Literacy and Basic Education 2016 - 2026".
Remember when you last joined a company? How did you feel? What did you care about?
The Department of Health and Human Services (DHHS) plays a critical role in the health system of the state of Victoria in Australia and is responsible for meeting the health needs of Victorian locals.
They deliver policies, programs and services that support and enhance the health and wellbeing of all of Victoria, Australia, and represent a large and complex state department showcasing leading service and innovation across the health sector.
With over 11,000 employees across four operational divisions, they oversee and coordinate the delivery and funding of services and initiatives across 17 areas of the state.
Creating one unified onboarding experience
When the department first approached imc with their needs for orientation, it became clear that policy, compliance and general information had become their core focus.
The department was in need of a digital orientation experience for all new and existing employees. A unique and innovative solution that actively began to establish and recognise a greater vision of their employee experience lifecycle and culture as a whole. But the department is a large and complex organisation that has the challenge of hosting a very dynamic and diverse audience that works across multiple sectors.
A core challenge imc had to achieve was to bring these diverse users together through one unified onboarding experience.
What an employee experiences as they should be joining a new organisation should be personalised, compelling, and memorable. Onboardings, orientations and inductions represent three of the most significant opportunities to provide a human-centred approach to an employee’s experience.
When done well, they get new hires up and running smoothly and can empower your people to think, act and see your company as one which delivers exceptional service.
At imc, we have felt privileged to have the opportunity of co-designing with over 50 employees across the department to deliver something meaningful: a core staple of their employee experience.
Co-designing to bring people together
By co-designing directly with the people imc was designing for, the team at imc could address a lot of the needs and challenges the department was experiencing more directly.
When taking the time to communicate with them, the team could quickly unlock insights that lead to success. They asked people to develop several personas of what “great” looked for them. Then these insights were used to define the common factors and principles of success through their eyes.
So imc discovered that they could align department employees more effectively by providing an experience that enabled them to explore the culture openly. The key to success was to empower their ability to guide themselves to find information and support when needed.
From the workshop insights, the team applied a co-designed content strategy to deliver a meaningful experience for employees.
A fully-realised digital experience for employees
The result of this was a 20-minute mobile-first orientation experience for the department. Using a chatbot style interactions, the learner is greeted and guided by characters of the department in a conversational format and narrative. They are asked questions and provided with micro-sized content as they progress through their learning experience.
imc included multiple elements of personalisation, such as stories from the people we were designed for. That way, it felt like an experienced they owned.
The project won the Platinum award in the category Best Design Thinking Talent Strategy in the 2020 LearnX awards. The international award program honours innovative and creative projects in the fields of learning and design every year.
Working side by side with end-users
By co-designing directly with the people we were designing for, we could address a lot of the needs and challenges the department was experiencing more directly.
When we take the time to communicate with the people we are designing for, we can quickly unlock insights that lead to success. We asked people to develop several personas of what “great” looked for them. We then used these insights to define the common factors and principles of success through their eyes.
We discovered that we could align department employees more effectively by providing an experience that enabled them to explore the culture openly. The key to success was to empower their ability to guide themselves to find information and support when needed.
From the insights we gathered from our workshops we applied a co-designed content strategy to deliver a meaningful experience for employees.
Upscaling an organisation’s LMS in the time of crisis
The Department of Health plays a critical role in the health system of the state of Victoria in Australia and is responsible for meeting the health needs of Victorian locals.
Capability-building a new response unit in record time
With the rise of the coronavirus pandemic in Australia in March 2020, the Department had a sudden, urgent need to upscale their learning management system (LMS) to accelerate the transfer of knowledge to a COVID-19 task force.
The speedy nature of the national emergency created many major challenges, which included recruiting new staff, implementing various new systems, the rapid development of new learning content, training an influx of newly recruited staff members, and the ongoing challenge of developing processes for combatting an unknown and quickly evolving virus that was threatening the health of Victoria.
Dealing with many unknowns
The major challenge facing the implementation of new training content was the scale of which COVID-19 was evolving throughout Victoria in 2020. This then lead to the up-scaling of the Department’s COVID-19 response group, who also had to pivot away from face-to-face training to consuming their mandatory compliance training and other important information via a largely online environment.
Building the COVID19LMS in several days
The Department’s solution was to work with their existing LMS vendor imc to develop an additional system (referred to as the “COVID19LMS.”)
The LMS was set up and ready to use in several days to assist with the rapid response to COVID-19. It was set up to accommodate a rapidly expanding workforce who were in need of individualised training through a role-based learning pathway.
A successful system that is still in use today
The successful delivery of COVID19LMS enabled the Department staff to access and complete their compliance training, in rapid response to the unfolding pandemic.
After onboarding the initial COVID-19 response team onto the system in March 2020, the Department has continued using the LMS for compliance training and it continues to provide a critical service for the Department to this very day!
imc and the Department of Health Victoria were recognised as Gold winners in the 2021 LearnX awards, in the category Best pandemic response: Compliance Training. The international award program honours innovative and creative projects in the fields of learning and design every year.
At the cutting edge with
The Hager brand stands for straightforward and safe electrotechnical installations in residential, industrial and commercial buildings. The portfolio covers everything from energy distribution and cable routing through switch and building technology to door communication.
The Hager Group based in the Saarland town of Blieskastel is family-owned, looking back on 50 years of tradition. Thanks to its continuous development, the company now counts 11,400 employees worldwide.
Making role-based knowledge available
at short notice
At Hager, it is a known fact: Role-based knowledge must be available quickly and at short notice. To ensure this while also providing blended learning and gamification elements for independent electrical engineers, Hager was looking for a suitable partner.
When a new meter cabinet system was introduced all the way back in 1997, information had to be shared with customers almost immediately. Even in those days, the company took a step towards e-learning: Computer-based training (CBT) was recorded onto CD-ROMs and supplied with the products. A lot has happened since. CBT has become WBT. Learners are no longer provided with physical, tangible CD-ROMs on which knowledge is stored. Instead, clicking a link gives them access to the virtual training camp where up-to-date knowledge is transferred.
“Very clearly, the trend in e-learning is to quickly provide learners with role-based knowledge at relatively short notice,” explains Martin Zimmer, Online Training Advisor at Hager.
Instant availability, maximum scalability
and lower costs
Hager has been using the SaaS version of the imc Learning Suite learning management system since 2012. The cloud solution facilitates instant availability and enormous scalability while achieving significant cost savings compared to the traditional on-premise variant.
This learning environment provides learners with a lot more than just access to web-based training (WBT): They can also view webinar recordings or utilise interactive operating instructions in the form of smart lessons – anytime and from anywhere.
But why pick one if you can have it all? Hager leverages blended learning to inform independent electrical engineers about the company’s products. For this target group, imc and Hager have already produced four WBTs on topics such as “Lighting control and dimmers” or “Smart metering” – both of which are key content for energy efficiency.
An effort well received by the learners
Always new WBTs, gamification elements and interactive training courses: The online learning opportunities are well-received by the learners. It shows in the high click rates, as well as in the satisfied feedback. “It’s safe to say: The more up-to-date a WBT is, the greater its acceptance,” Zimmer sums up the feedback.
“The training courses are becoming more sophisticated, and we use a range of interactive elements to communicate the learning content,” he continues. “Our efforts are appreciated!”
The latest web-based training develops know-how on modern cable routing and room connection systems in a playful way. Instead of old-fashioned question-and-answer tests, the partners leveraged realistic exercises in an appealing, virtual world. This training course is more like a serious game than a traditional WBT, and allows learners to compete against and challenge each other.
Two gold awards for
Linde Material Handling develops high-performance intralogistics solutions tailored to specific needs, enabling its customers to achieve long-term competitive advantages.
The company is one of the biggest forklift and warehousing equipment manufacturers in the world.
It has been setting the standard for industrial truck, fleet management, driver assistance system and service solutions for over 50 years. Linde has more than 13,000 employees worldwide.
Playful knowledge transfer
With its new, playful training, Linde Material Handling is pursuing two key goals: Transfer the necessary basic knowledge in the field of intralogistics to all colleagues worldwide, while raising awareness of challenges and improvement potentials in intralogistics among all employees.
A virtual learning environment in the
form of a serious game
The serious game “City of Goods” developed by imc is set in a distribution centre and structured in five training stations. The learner takes on the role of a new employee, receiving a virtual tour of the warehouse.
They gain an insight into different roles and challenges in the workplace, such as high rate of packaging errors, storage space problems or unsafe working conditions.
Each learning station comprises an entrance area, one or two rooms and an office. In the virtual learning environment, the learner communicates with colleagues and obtains first-hand information on the issues at hand and the areas that require action. The player earns points by finding the right solution. Once a certain number of points has been achieved, the player is given access to the office. Here, they must explain the solution they came up with and implemented, before earning a minimum number of points to successfully complete the station.
The game is presented in 3D to make the simulation as realistic as possible.
Gold for “City of Goods”
At the 20th World Media Festival in Hamburg, “City of Goods” scored not once, but twice: The jury of the Television & Corporate Media Awards honoured the serious game with an intermedia-globe Gold Award in the Learning Programmes category.
To top it off, Linde and imc received the Grand Award for best submission in a main category.