How Was Training Adoption Measured in Allianz Company? Paper Example

Introduction

Allianz is a multinational company with a presence in more than 200 countries. The company adopted a LinkedIn Learning training program to replace the in-person training programmes that the company from time to time (LinkedIn "Allianz" 1). The physical training was inconsistent due to the vastness of Allianz operations. The adoption of the training was measured by observation of the employee time dedication to the leaning content provided by LinkedIn learning. The company employed a voluntary method where an employee would choose what to learn and when to learn it. After five months of monitoring, 28,000 employees had joined the LinkedIn learning community, and all had watched a combined 30,000+ hours of training videos on the platform (LinkedIn "Allianz" 1). The previous training program at Allianz saw all employees attend around three days of training per year. However, the LinkedIn learning program allowed them to surpass that threshold, train more and provide equal opportunities to their employees around the world.

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Deltek Enterprise is a software and information systems company with presence all around the world. The company has been in operation for more than 30 years and has a human resource of about 2,700 employees. The company adopted a LinkedIn learning approach after their previous eLearning platform failed to resonate well with the workforce (LinkedIn "Deltek" 1). The company measured the adoption of the new system by observing the employee engagement with their jobs, the total annual hours dedicated to training and observing the overall uptake of lessons and integration into the employees' job specification. Employee engagement showed the adoption rate by measuring the values of collaboration, innovation, and creativity shown by the employees. The global average job engagement stands at 32% while job engagement at Deltek stood at 83%. The company set the training hours threshold at 40 hours per annum. The employees who managed to put in at least 40 hours were considered as successful in adopting the LinkedIn learning strategies (LinkedIn "Deltek" 1).

Quadrotech solutions is a technology company that specializes in Microsoft Cloud. The company's workforce increased from 30 to 120, and the management attributes the increase to learning opportunities that open up more business opportunities for the company (Petrone 1). Quadrotech acquired licenses from LinkedIn Learning, and it was optional for employees to join the platform. On the first day, more than half of the employees activated their platforms and commenced watching educational videos. The company achieved a 100% adoption rate when all their employees signed up for LinkedIn learning and watched an average of 30 videos each for the first 3 months (Petrone 2).

How to Measure Training Results (both positive and negative)

Allianz measures the results of their training program by examining the efficiency of the employees who have signed up with LinkedIn learning. The positive results are evaluated by reviewing the employee's skill set and the general delivery of service. For instance, the average shelf-life of a skill at the company was reduced to five years by the new LinkedIn learning method. Allianz management also evaluates the training results by examining the employability of their workforce. The learning platform allowed employees to select subjects that they were interested in and subjects that touched on their career. As a result, the employability rate increased gradually over the five months indicating positive training results. The company notes no adverse consequences from the implementation of the LinkedIn learning program.

Deltek measured the results from their training program by soliciting feedback from employees. The platform allowed the employees to choose the topics and lessons that were related to their work specifications and follow them to enhance their delivery of service. On one occasion, an employee offered feedback that the platform was helpful since it helped them to find information on a meeting that they had (LinkedIn "Deltek" 1). The employee recounted the positive effects of the training and the infinite possibilities provided by the platform since one can even explore lesson videos recommended by peers or other people who experienced value from them. Deltek also saw increased employee confidence and meeting of HR goals since employees were continually searching for ways to enhance their efficiency and service delivery to remain competitive in the dynamic world of business. Deltek management recounts that the change in the training program from one-on-one training to LinkedIn learning showed how a change in tools of business could cause tremendous shifts in strategy outcomes and the general success of a business.

Quadrotech measured training results from their program by seeking feedback from top management on their interaction with the system. Tony Sterling, Quadrotech's head of customer services gave feedback that the system had increased employee engagement and provided an effective learning method to all (Petrone 2). Leah Theil, the Technical product manager at Quadrotech, said that the platform offered her a quick fix for her software and hardware skills (Petrone 2). LinkedIn Learning fit the business model at Quadrotech since the approach aligned with employee schedules and drove positive results across all levels of management. The testimonies from top managers and employees acted as a measure of the benefits accrued from the adoption of LinkedIn Learning.

Works Cited

LinkedIn. How Allianz Used LinkedIn Learning to Scale and Modernize Their Talent Development Program. Retrieved on March 7, 2019, from learning.linkedin.com/elearning-case-studies/allianz-group

LinkedIn. In 2016, Deltek's Culture was Missing Just One Piece - The Right eLearning Provider. LinkedIn. Retrieved on March 7, 2019, from learning.linkedin.com/elearning-case-studies/deltek

Petrone, P. How LinkedIn Learning is Helping Quadrotech Stay Ahead in the Tech Space. LinkedIn, 23 July 2018. Retrieved on March 7, 2019, from learning.linkedin.com/blog/learning-thought-leadership/how-linkedin-learning-is-helping-quadrotech-stay-ahead-in-the-te