Are you ready for digitalisation?
More than 117,000 employees in the BASF group strive to contribute to the success of their clients from virtually all sectors and almost all countries worldwide.
We have collated the portfolio in six segments: Chemicals, Materials, Industrial Solutions, Surface Technologies, Nutrition & Care and Agricultural Solutions.
In 2019, BASF achieved worldwide revenues of around EUR 59 billion.
Needs assessment for the
The digital transformation is shaking up almost all business processes. It is both a challenge and an opportunity for companies. BASF has rolled out digitalisation training worldwide to upskill all employees. In the first instance, this involved finding out the degree of digital readiness among the workforce.
The goal was to go beyond a strict needs assessment and also give the employees the opportunity to test their own knowledge. Intuitive operation and time-efficiency were crucial requirements for the solution.
An assessment for all target groups
The digital readiness check is used to assess all target groups. Based on the test, subsequent professional development measures can be tailored to the users’ starting point.
The app can be accessed from all devices, and be used from the office computer or the mobile phone. The readiness check measured the user’s competence in five subject areas: mindset (growth or fixed), business models, collaboration, agile methods and technology & analytics.
Rather than testing knowledge based on abstract facts, the digital readiness check uses specific examples. That makes it easier for the user to transfer any new knowledge acquired to their daily life, and ensures that all employees understand the core of the questions.
Kick-starting the transformation
The digital readiness check enabled the professional development organisers at BASF to quickly and clearly determine the standard of the employees’ digital education. Knowledge gaps were revealed and learning needs identified.
The test allowed employees to reflect on how much they actually know about digitalisation and digital work methods, and what else there was for them to discover. The readiness check therefore became the foundation for the subsequent group-wide education initiative aiming to enable all employees to utilise digitalisation for their own work in a smart way.
The digital readiness check is also available to the public at: https://basf.trainfordigital.com/
Get your grey matter in top form
Brain cells always need new stimuli to stay fit. Together with the mobile communications provider Mobilcom-Debitel, we developed a brain jogging app which offers a personalised training plan to achieve that goal.
Logic, concentration, orientation, reaction and memory are trained with scientifically proven methods.
Exciting brain training for customers
Mobilcom-Debitel wanted to offer its customers a special feature for smartphones: a brain jogging app that trains the grey matter with scientifically proven methods. It was crucial that the app would be intuitive to operate to ensure users could get started without stumbling blocks.
The training goal was to spark the users’ ambition. Unlike many other apps, it was meant to respond to each customer’s individual requirements to facilitate an optimal challenge at all times. This aimed to make the app particularly efficient while also keeping training fun.
Uniform processes and time-savings
With “Gehirn Coach” ("brain coach"), the imc team developed a brain jogging app for smartphones that trains all five cognitive skills: logic, concentration, orientation, reaction and memory. The five skills are trained in different game formats.
To start off, the current status is determined with a fitness test. A personalised training plan is created based on the results. In addition, users can define their own priorities – for example, if they want to concentrate on memory training. After training, users can track their personal progress with the fitness tracker. User can see their fitness level in each skill, as well as their personal overall fitness in a special view for the current week, month or year.
“Gehirn Coach” was developed in collaboration with TU Kaiserslautern. The researchers investigated thought processes in depth, and conducted studies to optimise the effectiveness of the app. Thanks to usability and eye-tracking tests throughout the development, the app is intuitive to operate. Mobilcom-Debitel customers can add “Gehirn Coach” to their mobile phone contract as an optional extra, or download the app from the app store.
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.
A slightly different kind of
Audi is one of the leading German premium automobile manufacturers. Based in Ingolstadt, Germany, the company has been producing top-end vehicles since 1909 and is now part of the Volkswagen Group.
With more than 91,000 employees in locations around the world, Audi generated revenues of EUR 59 billion in 2018.
Motivation for an unloved topic
When employees hear the word “fraud” or find out that they need to attend compliance training, enthusiasm tends to be rather modest. Learners often already dismiss the training before it even starts.
Yet, in recent years – and in relation to the diesel issues – it became apparent that employees in the automotive sector are not immune to gaps in their knowledge about fraud prevention or detection.
That is why Audi decided to take an unconventional approach to compliance training that would ensure a clear understanding of the necessary knowledge while aiming to make the training fun.
Web-based training of a different kind
“Welcome to Fraud City. The city “eats” its residents – skin, hair and all. We hope you’re up to it. Enter at your own risk.” This intro sounds ever so slightly different to the traditional “Click here to start your training”.
The entire web-based training course with motion design adopts the style of “Sin City”, and takes the brave participant to a corrupt city full of dangers and suspect colleagues – accompanied by Detective Fraudless who is always on the brink of solving yet another crime and starts off by explaining the rules.
As the employee navigates through the training course, the criteria for identifying cases of fraud are revealed, as are the behavioural patterns that call for special attention.
Positive feedback on the intranet
Audi demonstrated great courage with this unconventional concept – and reaped the rewards: The elaborate and polarising concept leaves a lasting impression, creating a buzz among almost all employees. Similarly, the intranet feedback was predominantly positive, and many employees praised the web-based training, as Laura Schumacher from the Audi training department confirms.
- “Great job! This makes ‘learning’ fun!”
- “Very pleasant WBT, executed superbly. That’s what I’d call modern. Let’s have more of this.”
- “I thought the presentation of the WBT as a homage to Sin City with L.A. Noire elements was extremely original. A great example for knowledge transfer in an entertaining package. Keep it up!!!”
- “We need a lot more web-based training in this style. It gets the message across in an entertaining and easy-to-understand manner, well narrated with cool stories!”
With chatbot and WBT to the
Villeroy & Boch is one of the leading premium brands for ceramic products worldwide. Founded in 1748, the family business based in Mettlach, Germany stands for innovation, tradition and abundance of style.
As a renowned lifestyle brand, Villeroy & Boch has a presence in 125 countries with its bathroom, wellness and fine tableware products.
Fit for the leading trade fair
The ceramics manufacturer Villeroy & Boch needed to train around 400 sales representatives worldwide for a trade fair. Each employee attending the fair had to complete mandatory virtual product training so they would be able to present the new products.
The greatest challenges were:
- Time pressure: training had to be complete by a certain date
- Ensuring mandatory participation
- Subsequent testing of learning success
- Catering to different ages with different e-learning skills
Virtual product training
Two different web-based training courses (WBT) were created for the predominantly technical products. For all other new developments a chatbot was developed.
The chatbot was filled with short learning units aka learning nuggets, each taking 3 minutes to complete. Each participant moved through different topic areas and product training units.
Each employee arriving for the trade fair was required to complete these training courses in advance and demonstrate in a test that they had understood the learned content.
The training received a strong response and achieved high levels of acceptance. Employees provided extremely positive feedback.
Villeroy & Boch therefore plan to work with equally innovative, digital training concepts for future trade fairs.