Taking off safely with LMS and
Lufthansa Aviation Training (LAT) is a wholly-owned subsidiary of Lufthansa AG, providing training and development for flying personnel in a global market since 1997. In addition to the flight operations of the Lufthansa Group, more than 200 other airlines also have their crews trained by LAT.
The product portfolio includes basic training of pilots and flight attendants, flight simulator training, emergency and service training.
Strict guidelines and highly flexible
Highest quality standards for pilots and flight attendants: That is the mission of Lufthansa Aviation Training (LAT). To achieve this goal, the company utilises proven didactic concepts, experience and state-of-the-art learning technologies. The wholly-owned subsidiary of the Lufthansa Group is among the pioneers in the use of e-learning in training and development. Even in the 1990s, the company employed multimedia web-based and computer-based training courses, transitioning from face-to-face events to an online format.
However, this was still not enough to achieve swift implementation of the different airline’s diverging requirements. Moreover, guidelines and instructions from the Federal Aviation Office (LBA) must be strictly observed, often requiring inclusion in the curriculum.
“LAT’s training business is very volatile. When one of our clients buys new aircraft, defines new learning content or needs more flight attendants, we must be able to respond quickly,” says E-Learning Team Leader Udo Link at LAT. The solutions the company had in place were no longer sufficient. A consistent, modern and professional development platform had to be implemented that would instantly be ready for action.
Learning management system in the cloud
In the summer of 2010, LAT decided to implement a learning management system (LMS). Choosing imc as their supplier was an easy decision: At the headquarters of the Lufthansa Group, the imc Learning Suite was already a great success.
LAT decided on the cloud-based version of the multiple award-winning imc Learning Suite, the learning management system by imc. Together with Microsoft, imc is offering an instantly available and easily scalable LMS solution as Software as a Service. It allows LAT to always respond flexibly to changes in real time, both in relation to the number of trainees and the learning content. The LMS also facilitates smooth and intelligent dovetailing of online training and pure face-to-face training.
For instance, future flight attendants must complete a 2-day online training course before arriving for their first face-to-face training. With this approach, LAT ensures that all participants are sufficiently prepared and have the same level of knowledge. The Learning Suite facilitates the implementation of a uniform and consistent blended learning approach while significantly reducing administration costs.
Flexibility and furthering motivated learners
Following a test phase, the entire curriculum for flight attendant training was transitioned to the blended learning concept with the Learning Suite. LAT primarily utilised LMS-based e-learning to provide trainee flight attendants with straightforward access to learning content at any time and from anywhere.
Being able to implement changes and adaptations swiftly also played a key role for the Lufthansa training centre. LAT leverages the full spectrum of comprehensive imc learning technology, way beyond the basic functions of the LMS such as provision of multimedia learning content, participant administration and tutor support.
LAT firmly believes that highly motivated learners achieve better results and promotes this. For example, trainees can use mediated chats to speak to a tutor in the chatroom. A self test is scheduled at the end of any major learning unit, allowing each participant to assess their own performance. LAT uses mandatory tests for the Federal Aviation Office’s (LBA) learning content that requires documentation. A certificate is issued to prove a participant has passed such a test.
Modern training for heterogeneous
Headquartered in Hamburg-Eppendorf, Eppendorf AG develops, produces and distributes products and services for laboratories all over the world. These products are often used in the pharmaceutical, biotechnology and food sectors.
The company is the world market leader in many areas of laboratory technology. Across its global operations, the group has more than 3,000 employees at 34 locations.
Knowledge acquisition in record time
Increasing legal requirements, fast global growth, more employees, a more extensive portfolio and a shorter time to market – A few years ago, Eppendorf AG faced all of these challenges. They all require both employees and external service providers to acquire the knowledge necessary to offer customers competent and needs-based advice in record time as soon as new products or services are developed.
Mastering these challenges is even harder when old-fashioned and time-consuming training processes slow down progress. This is where the professionally set-up blended learning concept within a cloud-based solution comes to the rescue.
An open professional development concept
As part of an integrated e-learning strategy, the imc Learning Suite was implemented across the entire company as “Eppendorf Academy”. Hosting in the Microsoft Azure Cloud ensures virtually unlimited scalability and immediate availability
The objective was to systematically complement or replace existing face-to-face training courses with e-learning offers to create a blended learning experience.
The imc authoring tool “Content Studio” was chosen for the creation of interactive and multimedia learning content.
90 % of users rate the courses
Obtaining continuous feedback from the course participants was a priority for Eppendorf AG, and this facilitated swift identification and rectification of gaps in the content.
Moreover, the dialogue with the learners serves to review directly to what extent the content shown helped the learners perform their daily tasks, and where further improvements were needed.
The participants’ feedback is impressive: A staggering 90% of users to date rate the courses as helpful or very helpful.
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.