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.
The methodology developed by our experts
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. Learning path 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 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.
Customer's added benefits
As a result , our customer fulfilled its goals while preparing its teams for new business transformation challenges. The implemented solution was essential in achieving the following benefits
- Adaptation to market changes: thanks to targeted training courses, employees are better prepared for future challenges. Targeted communication has created a meaningful and motivating commitment to the training programs.
- Employee commitment: co-designing learning paths with role-based staff fostered team commitment and motivation.
- Continuous improvement: the Sofrecom training approach enabled real-time adjustments to be made based on active listening to employee feedback, thus enhancing training relevance.
- 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
We drew upon a wide range of complementary areas of expertise :
- Change management & Agile methods and facilitation tools
- Training engineering: design and implementation of tailored training pathways
- Project management: overseeing digital transformation projects
- Internal communication: communication strategies to promote employee engagement
- Monitoring and evaluation: establishing evaluation and continuous improvement mechanisms.
