Spaced Learning: An approach to increase knowledge retention at Maruti

Conducting successful and scalable training for all is a fairly large and cost-intensive challenge. Especially if you are Maruti Suzuki India Limited, one of the leading manufacturers of passenger vehicles in India. With 3904 service centers, 3617 sales outlets and 1934 cities covered by service network, MSIL has one of the largest workforces, spread across different regions, with multi-variate skill requirements and levels. To maintain the brand value across this vast network and their ‘unbeatable First Time Right Score’ at the service centers, regular training for the MSIL workforce, including external dealers, was an imperative. Singular events of training the service engineers, sales rep or customer service executives were simply not enough to ensure that the training given to these employees was effective enough to maintain the brand goodwill continuously.

With our 20+ years of experience in the learning industry, GCube was approached to analyze the challenges specific to the automobile industry. One of the key results they were looking for was an increase in knowledge retention based on role, responsibility and KPIs. To counter the major issue of loss of knowledge after a few days of training and lack of engagement with the training content, GCube developed a problem specific learning solution called the Spaced Learning Program.

The Spaced Learning Program was designed to reinforce learning and improve performance through greater training recall. The idea was to define the pre-training and post-training engagements for the batches who are to go through the training programs. The entire program was divided into multiple knowledge bites in various formats and scheduled even before the training has taken place. The training triggers a chain of events which engages the learners at every step, before and after the training while ensuring they remember their training.

What problems did the Spaced Learning Program solve?

Increased engagement

For Maruti, engagement was critical on 3 levels: cognitive, emotional, and behavioral. Poor information retention, passive learning, and a lack of commitment were factors leading to training and development challenges. Once the training program was scheduled for a group, the Spaced Learning Program was designed to identify the training content for defined group based on the pre and post training knowledge. This was then shared with the attendees throughout the course period. These exercises encouraged learners to participate in constructive problem-solving, which improved cognitive engagement.

Multi-media content for different learning habits

Maruti manufactures 1.5 million cars a year with over 150 variants, services almost 46000 cars everyday and has around 15,945 employees. Keeping up with the industry standards and latest technologies, is a must at MSIL. Once the trainer planned and delivered their training strategy successfully, it is implemented through the Spaced Learning Program which included different types of training content like customized e-courses, game-based learning, case studies, surveys, articles, videos, and assessments.

Training schedule, communication, and tracking

The above mentioned numbers are a challenge in itself and to keep a track of the progress made by the employees involved can be simply termed as ‘impossible’. But to ensure training progress MSIL had to plan content around the training program and send it out to attendees at regular intervals along with pre-determined notifications to ensure participation and knowledge retention. To capture the attention of the attendees and ensure better knowledge retention for longer duration, the Spaced Learning Program created an automated learning schedule even before a trainee joined. This gave the trainee view of what they will learn, when they will learn it and what the company expects from them without anyone having to keep a track but progression happening automatically.

Spaced Learning for Maruti in a Nutshell

Let us have a look at some of the benefits of a Spaced Learning Program:

• Administrators and trainers may use the Spaced Learning Software to incorporate refreshers or continuous learning programs to classroom training. This curriculum may include a SCORM course, an assessment, an HTML course, or links to other resources. These learning styles can be time sensitive, and learners are notified via email/SMS when new ones become available.
• The Spaced Learning Program module is configurable and can be switched on/off based on the requirement in an automobile company.
• Stand-alone classroom training or time-bound non-blended programs or courses can be added to the Spaced Learning program.
• Repetition and reinforcement of information is delivered through different formats to improve understanding and increase recall.
• Engagement and application strengthen key learning and improves retention.
  
  

The auto industry has people at the core of all business innovation and growth. Upgrading to a learning and information acquisition approach allows the people to remember their training and apply what they’ve learned. This in turn minimizes errors for the organization and helps people see growth in their careers. With GCube’s Spaced Learning Program, Maruti, helped their trainees to better recall a wide range of topics covered during the training session, which in turn played a strategic role in improving organizational performance.

At GCube, we have 20 years of experience and 100+ industry awards in learning technologies; and would love to hear your thoughts, queries, and suggestions. Please do write to us at info@gc-solutions.net.

Spaced Learning: An approach to increase knowledge retention

Remote working is a reality one can definitely not look away from anymore. According to a Gartner survey on June 5 2020, 127 company leaders, representing HR, Legal and Compliance, Finance and Real Estate, revealed 82% of respondents intend to permit remote working some of the time as employees return to the workplace. Conducting successful and scalable training for all, when you have a large workforce, spread across different regions, with multi-variate skill requirements and levels, is a fairly large and cost-intensive challenge. To maintain the brand value across a vast network of employees, singular events of training them is simply not enough to ensure that the training given is effective enough to maintain the brand goodwill continuously.

One of our clients in India had a similar problem and training their workforce, including external dealers, was task with layers of challenges. One of the key results they were looking for was an increase in knowledge retention based on role, responsibility and KPIs. To counter the major issue of loss of knowledge after a few days of training and lack of engagement with the training content, GCube developed a problem specific learning solution called the Spaced Learning Program.

The Spaced Learning Program was designed to reinforce learning and improve performance through greater training recall. The idea was to define the pre-training and post-training engagements for the batches who are to go through the training programs. The entire program was divided into multiple knowledge bites in various formats and scheduled even before the training has taken place. The training triggers a chain of events which engages the learners at every step, before and after the training while ensuring they remember their training.

What problems did the Spaced Learning Program solve?

Increased engagement

For Maruti, engagement was critical on 3 levels: cognitive, emotional, and behavioral. Poor information retention, passive learning, and a lack of commitment were factors leading to training and development challenges. Once the training program was scheduled for a group, the Spaced Learning Program was designed to identify the training content for defined group based on the pre and post training knowledge. This was then shared with the attendees throughout the course period. These exercises encouraged learners to participate in constructive problem-solving, which improved cognitive engagement.

Multi-media content for different learning habits

Maruti manufactures 1.5 million cars a year with over 150 variants, services almost 46000 cars everyday and has around 15,945 employees. Keeping up with the industry standards and latest technologies, is a must at MSIL. Once the trainer planned and delivered their training strategy successfully, it is implemented through the Spaced Learning Program which included different types of training content like customized e-courses, game-based learning, case studies, surveys, articles, videos, and assessments.

Training schedule, communication, and tracking

The above-mentioned numbers are a challenge in itself and to keep a track of the progress made by the employees involved can be simply termed as ‘impossible’. But to ensure training progress MSIL had to plan content around the training program and send it out to attendees at regular intervals along with pre-determined notifications to ensure participation and knowledge retention. To capture the attention of the attendees and ensure better knowledge retention for longer duration, the Spaced Learning Program created an automated learning schedule even before a trainee joined. This gave the trainee view of what they will learn, when they will learn it and what the company expects from them without anyone having to keep a track but progression happening automatically.

Spaced Learning in a Nutshell

Let us have a look at some of the benefits of a Spaced Learning Program:

• Administrators and trainers may use the Spaced Learning Software to incorporate refreshers or continuous learning programs to classroom training. This curriculum may include a SCORM course, an assessment, an HTML course, or links to other resources. These learning styles can be time sensitive, and learners are notified via email/SMS when new ones become available.
• The Spaced Learning Program module is configurable and can be switched on/off based on the requirement in an automobile company.
• Stand-alone classroom training or time-bound non-blended programs or courses can be added to the Spaced Learning program.
• Repetition and reinforcement of information is delivered through different formats to improve understanding and increase recall.
• Engagement and application strengthen key learning and improves retention.
  
  

At the core of all business innovation and growth are the people. Upgrading to a learning and information acquisition approach allows the people to remember their training and apply what they’ve learned. This in turn minimizes errors for the organization and helps people see growth in their careers. With GCube’s Spaced Learning Program, you can help your trainees to better recall a wide range of topics covered during the training session, which in turn plays a strategic role in improving organizational performance.

At GCube, we have 20 years of experience and 100+ industry awards in learning technologies; and would love to hear your thoughts, queries, and suggestions. Please do write to us at info@gc-solutions.net.

Spoiler Alert: MRO Software Integration with LMS is now available!

There is an Airbus A320 in the hangar that is due for scheduled maintenance and repair. There were some technical issues reported from the cabin during its last flight. There is a brilliant MRO engineer available in the hangar, but another engineer must be brought in from another hangar, or worse, another location because the engineer present did not complete his update training on DGCA mandates for this aircraft. Precious time wasted!

Recently one of the largest names in Aviation reached out to GCube to discuss real time scenarios like the one mentioned above. They challenged us to resolve the issue of training MRO personnel who are least likely to be able to come in for classroom training, but who are most likely to need regular certification as per DGCA or ESA regulations. We spent significant manhours, researching, analyzing, and even hunting down data and we were successful in winning the challenge. Based on our research we successfully created and implemented the GCube Learning Management System (LMS) which had been seamlessly integrated with the company’s Maintenance, Repair & Overhaul (MRO) software.

The World Class GCube LMS for Aviation, integrated with MRO Software is the Game Changer.

Learning Linked to Engineering Info on MRO Software

MRO software captures and contains data as well as information on the various aspects of maintenance, repair, and overhaul. Because structural repair manuals are proprietary information retained by the manufacturers it is up to subject matter experts to keep training manuals ready based on their knowledge and experience. When MRO software is linked to the online LMS, this information is easy to access when the need arises.

Managed Compliance Monitoring and MRO Software

MRO software captures information from the airport authorities, equipment suppliers, and other staff members to ensure smooth operations. When this information is integrated with the LMS, it provides specific learning paths including regulatory compliance training and certifications. For any changes in the online engineering modules due to knowledge updates or ESA/DGCA requirements, the LMS identifies the impacted roles and pushes out the mandatory training to these individuals for completion. The LMS also tracks and reports on completion status so at any point the LMS dashboard provides a view of compliance training completion.

Using MRO Software for Creating and Deploying Maintenance Training

MRO software captures technical failures, faults as well as any issues reported by staff from the cabin or in-flight. The LMS which is integrated with MRO software and the engineering module, can proactively share the maintenance procedure with the MRO personnel. It can also be integrated to inventory software for part availability as well as supplier information for unavailable parts. All in all, the MRO and LMS integration helps make the MRO operations more efficient.

Learning from Anywhere

MRO personnel are working from multiple, far flung locations and so classroom environments are difficult to set up. The GCube LMS created specifically for Aviation is an easy-to-use portal that caters to different work positions, learning styles, and interests, easily accessible through personalized mobile devices such as smartphones and tablets. Therefore, any new training, or update training is received by MRO personnel wherever they are, and they can complete their training, assessment, and certification from anywhere.

The GCube LMS integration with MRO software has helped in the overall learning and growth of personnel especially in roles like maintenance, quality control, engineering, and even pilots and cabin crew. It has also become a proactive partner for regulatory compliance requirements helping the company stay ahead at the time of audits.

At GCube, we have 20 years of experience and 80+ industry awards in learning technologies; and would love to hear your thoughts, queries, and suggestions on this integration. Please do write to us.

Chatbots for Query Resolution of Medical Representatives

 

Yes, LMS integrations as well as chatbot development takes time, money, and resources. Add the challenge of keeping an empathetic and human feel while developing futuristic chatbots for Pharma, and you have the beginnings of a migraine. Good thing then that you are from Pharma and GCube has the answers for seamless integration while staying compliant on regulations.

Challenges in the life of an MR

Medical representatives are the face of a Pharma company and as you know their role is quite challenging. They have to be well versed with medical terms, practices, pharmaceutical data, and have to be able to hold their own when in conversation with trained doctors, who could ask questions at any time of day or night. Phew! Talk about stress.

With 200+ ongoing projects GCube was given the task of alleviating the challenges faced by MRs by combining their state-of-the-art Learning Management Systems and chatbot capabilities. Our learning experts with 20+ years of experience got down to analyzing individual challenges and successfully addressed them to help a large Pharma company arm their MRs –  

• launch new products in the market
• achieve sales targets
• provide answers to doctors
• collect market feedback
• represent their company
• keep meticulous records
  
  

Chatbots integrated with GCube’s Pharma LMS are a game changer in the industry.

According to a report by Cognizant, the global chatbot market is expected to reach USD$1.3 billion by 2025, growing at a CAGR of 24%. Having done extensive research into the real-time challenges faced by MRs and keeping in mind these stats, GCube identified and implemented all the elements an effective LMS requires, especially when it comes to integrating with a chatbot or virtual assistant, which can increase an MRs efficiency manifold.

LMS & Chatbot integration for basic problem solving

An LMS should have sessions for objection handling and problem solving that include simulations created from real life objections and problems faced by other MRs. In the field an MR should be able to look up a certain objection or problem through the chatbot phone app and get the ideal responses and information to overcome these objections.

Chatbot integration for asking-a-mentor on the go

Somethings are difficult to explain to a BOT but an experienced MR can make better sense of the information a chatbot is providing. A good LMS allows for the mapping of MRs to mentors, and an MR in the field should be able to reach out to their designated mentor, to ask a more complex question and the mentor is able to use the information in the LMS that the chatbot is providing to explain to the field MR how to address the more complex questions.

Peer-to-peer chat on experiential queries with gamification

The process where a chatbot flow is created to ask peers a question when the bot doesn’t understand a question or can’t answer the query has seen a lot of success. Gamifying this process to have peers earn points with a value attached, for responding to these queries is a sure-shot way to ensure the MR asking the question gets quick and effective responses from his/her peers.

Information from the classroom, available outside the classroom

There is too much information and jargon related to chemicals, salts, compositions, side-effects, studies, and their results, that a MR needs to remember. It is asking for a lot and so having a virtual assistant that brings information from the LMS to them while they are in the field or preparing for a visit with a doctor.

Medical Representatives (MR) are finding chatbots integrated with their LMS to be great partners to help overcome the challenges they face every day and deliver better results for their companies. If you have been pondering the value of incorporating chatbots for your organization, this is the right time to take affirmative action. At GCube, we have 20 years of experience and 100+ industry awards in learning technologies; and would love to share more information with you around our LMS and chatbot integrations. Please do write to us.

Personalized TNI equals effective training based on OJE & KPI

 

As an L&D head, the rapidly changing workplace probably has you mulling over two challenges related to the learning and growth of the large team you are responsible for. And not to forget, the business goals you are expected to deliver.

1. Rethinking the purpose and desired results of learning within your organization.
2. Reinventing learning methods that are effective and relevant to the types of people, roles, and skills within the organization.
   
   

Neither of these can be achieved without in-depth data gathering and analysis of training needs within the organization structure. Training needs identification is typically a long-drawn process that is cost intensive and needs to be repeated at regular intervals.

When the leader of a large company in BFSI threw this challenge at GCube, we caught the ball and dribbled it across mountains of data, and seemingly unsurmountable obstacles, to successfully score the goal.

The DNA of the challenge GCube was faced with:

• Given the various backgrounds and levels of experience the employees came with, there was a need of personalization of training content which was unavailable.
• TNI was being done based on popular assumptions and the process was not data driven.
• The training solutions were not helpful for each individual but worked only for a certain few.
• The training was delivered in an ad-hoc manner resulting in low attendance and poor retention of knowledge.
• Training facilitators also being operations supervisors, were becoming an unintended barrier to quality of training.
  
  

The world class LMS for BFSI from GCube is making TNI reliable, cost effective and compliant.

Based on the concept of “Waste Not-Want Not”, the GCube LMS designed to address the Training Needs Identification challenges in BFSI by successfully implementing the following:

On job evaluation (OJE) of personalized training needs.

Taking the aggregates out of TNI was the first step. The second step was to build a robust system that could capture an evaluation mechanism that uses feedback from stakeholders, managers, supervisors, peers, or clients. Using the pre-defined parameters for performance evaluation used by supervisors and combining business KPIs led to pinpointing the areas of success as well as improvement.

Empowerment of learners to take charge of their learning.

According to PWCs 23rd Global CEO Survey, 73% of CEOs are either ‘extremely concerned’ about the availability of key skills, while only 11% have made ‘significant’ progress in establishing an upskilling program that develops a mix of soft, technical, and digital skills. Research of this 11% showed that people respond better to learning initiatives when they feel it’s their onus to learn and do a fantastic job for their own growth. When training recommendations are based on their personal evaluation, they take charge of their own learning and development. GCube ensured that every participant could view their evaluation on the LMS and feel positively motivated and empowered to be responsible for their learning and performance.

Automation for everything that can be automated.

Once personalized TNI is concluded, the required modules are automatically assigned to individuals. These modules could be pre-recorded sessions fetched from the larger repository of training content already on the LMS. Or it could be a module developed for facilitator-led programs, where the need is for a larger group and there is trainer availability.

Trainer and other resource allocation can also be allocated, along with attendance and completion tracking, all of which is visible on a dashboard giving the leadership a view of the status of personalized training based on the personalized TNI conducted by the LMS.

For regulatory certifications, the LMS tracks and reminds individuals when they must undergo certification training once again and also utilizes the company hierarchy to manage compliance. The LMS also delivers compliance training reports that need to be shared with the regulatory authorities.

Ensure Knowledge Retention

Retention of knowledge and application at the right time is a challenge faced by all industries. To overcome this challenge and to ensure all the work done with personalized TNI and training delivery is not lost to time, GCube has also developed a successful Spaced Learning Program. The Spaced Learning Program increases engagement, addresses different learning habits, and uses multiple types of media for better recall.

With 2 Million LMS users and 100+ industry awards GCube was able to solve the problem of making personalized TNI and training delivery in BFSI efficient, effective, and cost optimized. GCube helps leaders to provide personalized, immersive and on-the-go upskilling opportunities not just for their team’s current profile but for their future growth as well.  

At GCube, we have 20 years of experience and 80+ industry awards in learning technologies; and would love to hear your thoughts, queries, and suggestions. Please do write to us.

Achievement Unlocked: Reduced Time to Productivity

 

Cracking the productivity issue has been a pretty long-term challenge for a lot of our clients. Large product portfolio, high attrition in the industry, complex regulatory procedures – the trials are varied and manifold. The regular complaint has been that longer time to productivity usually always means lesser time at peak productivity resulting is hindered business growth.

Thus, the basic and foremost requirement of any organization is to achieve shorter TTP and here are 5 steps to do the same. All you need is the right LMS.

Step 1: Pre-joining Engagement

The idea is to identify the skills and abilities of each individual right at the time of joining so there is no wastage of time and effort. The information can be captured on the LMS which can then deploy trainings according to the levels at which the employee currently is. A pre-joining training kit which may contain information about the organization, leadership, payroll etc also helps the employees settle down faster with the company with a sense of belonging.

Step 2: Creating Personalized Learning Path

With information gathered and basic training deployed in the previous step, an effective LMS can then assign automated training to a new hire to bring them at par with others in their batch or even move someone to advanced batches if they are ahead of the others. Keeping in mind the different skill levels, talents and learning styles, a good learning management system can create a learning path for individuals based on multiple factors and help them to find what they are good at and truly enjoy doing. This in-turn helps them achieve peak performance faster.

Step 3: Create Immersive Learning Experience

In-depth understanding of the product can be easily delivered through interactive media via an LMS. Trainees can be offered life-like simulations for scenarios, understanding of product combinations and with inputs from sales teams for real questions asked by customers. What they get is an immersive experience and are more confident to achieve peak performance faster.

Small learning nuggets can be sent to the employees at regular intervals, automated through the LMS. This ensures continued and reinforced learning which reduces knowledge loss and creates better customer experience.

Step 4: Segregate Experience Employees from new ones

Segregation of training programs and content based on who the audience is effectively reduces time lost in futile training or retraining. An LMS is again key to this step to achieve desired results. For example, the same product needs to have two deliveries. For basic level folks who need more detailed explanations and an advanced level for whom it can be a quick upskill intervention. As your LMS already has the learning data of each individual, it can help you identify the right kind of training required for a particular individual who is at a particular level of understanding or experience. 

Step 5: Make Learning an Agile Process

A company that has a tradition of agility will always find it easier to handle bumps in the road. Like most things, training processes and systems also experience fatigue and become outdated very quickly. Companies need to invest in an LMS that are built to handle and respond to update needs in an intelligent way. A good LMS will allow deployment of changes, alerts to roles who need to learn or get certified, and also give leadership visibility to the status of certifications, especially those that fall under the compliance umbrella.

Knowledge is very liquid and relative, especially as the typical time in a role gets impacted by attrition, role change or promotions. Leaders need to be able to get more time per resource at peak productivity and the right LMS can be an ideal partner to help organizations achieve their Time to Productivity goals.

At GCube, we have 20 years of experience and 80+ industry awards in learning technologies. To know more about products and services, please do write to us. 

Troubleshooting MRO Training with Aviation LMS

 It can not be an easy task for one person to work on the maintenance of legacy aircrafts on the one hand and service new models. But your MRO personnel are doing it. They are dealing with standardization issues of airframe manufacturers, which of course requires intricate understanding of each components and signing off on parts and whole aircrafts while at it.

One can only imagine how complex is the network of training and management that is required for the MRO personnel, but we, at GCube, did more than imagine. We researched the pain points that comes with a large, widespread, out-of-office employee base in a highly regulated industry like aviation.

Good news for you, we are here to tell you how customization of the Learning Management System (LMS) helped alleviate these challenges.

Creating a database of domain, roles and specialization

An LMS that has the critical capability to integrate with Human Resource Information Systems is then able to track the total number of on-rolls and contractual MRO personnel who are in the system, their areas of expertise and training/certification required from both knowledge upgrade and regulatory compliance perspectives.

Module creation based on tasks and auto assignment

The LMS which has the ability to integrate with work management systems through which tasks are assigned to MRO personnel, allows for modules for refreshers or new training, to be created. The moment a task is assigned in the work management system, the LMS can assign the training to the individuals as well.

Completion tracking and certification/recertification management

For a largely widespread employee base with diverse skills and specializations, tracking training completions and certification validity is a cumbersome task. This is where the right LMS becomes a partner in business by providing forecasts, alerts on upcoming certification expiries, assigning training and certification assessments automatically, and checking for compliance adherence or escalating through the hierarchy.

License management and tracking

For some job roles the MRO personnel need to get a license to be able to operate or repair certain machinery. The LMS that tracks information on available licenses, personnel trained and eligible to apply for a license, compliance records of these personnel and finally reminders for license expiry and renewals – is a blessing.

Providing critical work knowledge on-the-go

Organizations have multiple mode of dispensing knowledge of their own subject matter experts and also regulatory training material through online manuals, guides and even chat bots. Creating and serving these on-the-go to MRO personnel is easily managed with a mobile-friendly LMS.

Adhering to audit compliance guidelines

The right LMS for aviation provides the feature of read and sign by employees which gets stored in the system. When the time arrives for renewing their signature the LMS can automatically send the required reading material to the personnel once again. Not a feature you can do without when it comes to maintaining the requirements for audit compliance.

Reporting to the authorities

The DGCA and regulatory authorities demand disclosure of certification and compliance training, as well as any changes to any plans shared with them previously. Having an LMS that tracks any changes in course, venue, or trainer, along with the reasons for change and creates a report on-demand, makes it convenient for the organization to stay compliant to the requirements from the regulatory authorities.

MRO personnel carry a huge weight on their shoulders, and they will only thank you for making their lives easier by helping them stay on top of knowledge they must have and staying compliant to the regulatory mandates.

At GCube, we have 20 years of experience and 80+ industry awards in learning technologies. To know more about products and services, please do write to us.