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.
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.
Learning management system helps
cut red tape
S&G was founded in 1898. In 1998, on its 100-year anniversary, it was renamed S&G Automobil AG.
The subsidiary S&G Automobilgesellschaft established in 1990 is now the biggest Mercedes-Benz representative in Saxony-Anhalt. Today, around 1,400 employees including almost 300 trainees and apprentices at 11 locations in Baden-Wuerttemberg and 8 sites in Saxony-Anhalt ensure that we keep our promise every single day:
“With S&G, you are in for a good drive.”
Meeting documentation obligations
with mobile learning
S&G wanted to bring the company’s professional development and training measures up to date and drive digitalisation. The objective was to quickly and directly provide information to around 1,300 employees across 19 locations. This required reductions in email traffic while ensuring that employees really do receive information on training courses. Furthermore, all employees regularly need to complete training courses on topics such as money laundering, compliance and data protection. This process was to be uniform and clear to map.
In addition, solutions were needed to equally train employees without permanent access to a desktop computer.
Uniform processes and time-savings
The solution came from imc, featuring a central platform and the learning management system – which S&G named “Lernwelt” – world of learning. Once implemented, the LMS ensured that employees actually receive information and are able to complete the right training courses.
The allocation of training courses and instructions is automated, and employees are assigned groups and receive course information and bookings automatically depending on the group they belong to. For instance, an automated reminder is sent out when its time for an employee to refresh their training on a particular topic.
“Lernwelt” brings greater acceptance
S&G was able to achieve some of its goals immediately after implementing the LMS: The paper and email overload decreased significantly. S&G intensively uses the automated allocation, and automatically assigns advanced training and instructions or sends out reminders for mandatory training to individual user groups. This also simplifies verification and documentation of mandatory training on topics such as money laundering, compliance, and data protection.
The fact that employees can now register for training courses directly rather than having to go through their line manager also helped to cut administration costs. Moreover, transitioning some of the face-to-face training to an online format resulted in major time savings.
The Content Studio also helped to improve course quality, and employees highly appreciate the training units designed by their own colleagues. This boosted acceptance of the LMS.
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.
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.
Advanced training for service technicians
around the world
BSH Hausgeräte AG is the biggest domestic appliance manufacturer in Europe and one of the leading companies in the sector worldwide. The group’s main brands are Bosch and Siemens.
In addition to its eight special brands catering to individual consumers, BSH also serves selected home markets with the regional brands Balay, PITSOS, PROFILO and Coldex.
The product portfolio covers the full spectrum of modern household appliances
Adapting training content to
Global growth of the product portfolio, employee numbers and geographical coverage made it necessary to rethink the professional development concepts used by BSH.
The goal was to adapt the training content to local learning habits in the different countries to fill any gaps in the knowledge of the service technicians in each location. BSH’s intent was to achieve uniform training standards so that customers around the world would enjoy the same high-quality service.
It is of great importance to BSH that service technicians anywhere in the world are able to service appliances, repair them if necessary, and offer competent and professional advice to customers within a short period after the launch of a new product. Moreover, practical training on appliances was to be introduced locally.
What was missing was a modern, multinational professional development concept with a homogeneous database that allowed easy administration of face-to-face training and flexible implementation of tailored online training in real time.
Global professional development platform
for 10,000 technicians
Following an in-depth market analysis, the professional development administrators at BSH decided to implement a learning management system by (LMS) by imc, the “Learning Suite”. They called it the “BSH Learning Universe”.
With this global professional development platform, more than 10,000 BSH service technicians in 50 countries can quickly and easily access the training material tailored to the specific country and use it to support their daily tasks. Easy administration of face-to-face training, reliable assessment functions and reporting round off the solution.
What’s more, the blended learning approach facilitates lasting efficiency gains for the face-to-face training. This saves the technicians up to 20% in training time, while significantly reducing administration costs.
EUR 10 million in savings
The results speak for themselves: Since the LMS was introduced, service technicians have been saving around 20% in training time, which is equivalent to EUR 10 million in total.
Moreover, learners loved how flexible the platform is. The LMS by imc is capable of implementing tailored requirements for each country. This involves more than just using the right language: Basic knowledge relating to fundamental topics like maintenance and repair and customised training on new regional products also differ by country. The “BSH Learning Universe” precisely addresses the requirements and needs of the service technicians at the different locations.
“The imc Learning Suite is highly flexible and adapts to our requirements. The LMS not only covers our need for product training: We also use the system for our health training. Above all, the intelligent training booking processes make our work a lot easier. Since we implemented the LMS, Excel list administration is a thing of the past!”, Peter Tolaini, BSH Learning Universe Administrator, UK sums up.
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.