As part of a large organizational overhaul project, a B2B operator sought to develop tailored training pathways for its employees to align with its new strategy.
Customer's need
This need translated into a dual objective: the creation of reskilling pathways to enable employees to transition to new roles, and upskilling pathways to enhance skills in existing roles. The goal was to structure these two programs and adapt them to each role through a systematic approach and continuous dialogue with teams to ensure the achievement of the ambition.
Our step-by-step approach to address this need
To meet these expectations, we proposed a collaborative approach and a step-by-step participatory methodology:
1. Opportunity study and launch: our consultants engaged in discussions and active listening with all stakeholders to ensure the relevance of the investment. This phase was crucial for securing buy-in from everyone and laying the groundwork for fruitful collaboration.
2. Pathway engineering: once the opportunity was validated, we proceeded with detailed engineering of the pathways with key contributors. This step allowed:
- Identification of key contributors: Who are the key players? How to involve them?
- Analysis of the Gap Analysis between today and the future vision: Assessing current skills against target skills to define training needs.
- Co-constructing the various pathways by gathering feedback from stakeholders, ensuring an iterative design tailored to actual needs.
3. Promotion and implementation: to ensure employee engagement and buy-in, a communication plan was established, combining in-person meetings and digital communication through the company's platforms:
- Creation of pathways on appropriate tools using various digital platforms.
- Planning & organizing different meetings.
- Launching communication campaigns (job flash, job café) to generate interest and engagement among employees.
4. Recruitment and start: this step managed the recruitment process for learners and ensured effective onboarding, which included:
- Application tracking: selecting suitable profiles.
- Kick-off: official launch of the pathway, with a clear presentation of objectives and expectations.
5. Operational management: once the pathway was launched, it was essential to ensure operational management of the project:
- Follow-up interviews: regular evaluation of learners with mentors.
- Organization of validation juries: ensuring that training objectives are met.
- Continuous improvement: collecting feedback to adjust and optimize pathways.
Concrete benefits for the customer
At the end of the project, the client was able to achieve its ambitions and prepare its teams for the new challenges of its business transformation. The implemented approach was essential, and several benefits were identified:
- Adaptation to market changes: with targeted training pathways, employees are better prepared for future challenges, and the communication established helped give meaning and motivate them to engage in these pathways.
- Employee engagement: the co-construction of pathways with contributors by role fostered buy-in and motivation among teams.
- Continuous improvement: Sofrecom's methodology ensured real-time adjustments based on active listening to employee feedback, thus maintaining the relevance of training.
- Resource optimization: by identifying key skills and offering tailored training, the client maximizes the use of its human resources.
In conclusion, the redesign of training pathways for this B2B operator effectively addressed the company's transformation challenges. Through a structured and collaborative approach, the client not only succeeded in adapting its teams to new market demands but also strengthened employee engagement and motivation. The observed benefits, such as continuous skill improvement and resource optimization, highlight the importance of a participatory approach in talent development. This project illustrates how a well-thought-out training strategy can become a crucial lever for supporting organizational transformation and ensuring the company's sustainability in the face of future challenges.
Sofrecom's expertise
In this project, Sofrecom mobilized a wide range of skills and expertise:
- Change management
- Agile methods and facilitation techniques
- Training engineering: design and implementation of tailored training pathways
- Skills analysis: assessment of existing skills and identification of needs
- Project management: overseeing digital transformation projects
- Internal communication: communication strategies to promote employee engagement
- Monitoring and evaluation: establishing evaluation and continuous improvement mechanisms.
