The transformative power of tech-driven learning and upskilling

In a world where technology is reshaping industries and workforce dynamics, the role of learning and development has taken on a new dimension. The rapid evolution of skills and knowledge acquisition has become essential for both personal and organizational growth. Anjali Byce, Group CHRO of STL, delves into the transformative landscape of technology-driven learning and development. Excerpts:

How has technology-driven learning and development transformed how employees acquire new skills and knowledge within your organization?

STL, a tech-driven organization with 650 patents, ranked in BCG’s Top 100 Tech Challengers and certified as a Great Place to Work for three years, embodies digital at its core. Starting with process optimization via platforms like Salesforce and SAP, our digital journey has infused all aspects of our operations. We’re pioneering smart factories, leveraging data analytics for Machine Learning and AI. Our digital solutions tackle intricate customer issues, and our central R&D develops AI-based resolutions, such as sensing tech for proactive threat detection in the fiber network. We’re tech-centric in HR, too, combating biases for workplace equity. Our extensive tech integration spans operations fueled by cutting-edge tools that reshape our learning ecosystem and contribute to our ongoing success.

Our company has a digital corporate culture that empowers our employees to constantly adapt, learn, develop new solutions, push for unrelenting change, and upend the status quo. For instance, quick modules on smartphones offer learning during breaks. We analyze data for insights and optimize training. Upskilling is swift with access to Ivy League University courses through EdX. TechWise, an online learning journey, offers snackable courses, with 1000+ employees onboard. We have partnered with Udemy which speeds digital skills. Our People First Program is for People Managers, and our Hi-Potential Development programs (Accelerate, Evolve) stem from Succession Planning.

We are also integrating Gamification into training as a captivating way to engage employees and enhance their knowledge retention. Interactive games can be played on various devices, including laptops, television consoles, augmented reality eyewear, or simulators, leaving a lasting impression.

Can you share examples of innovative tech solutions that have effectively personalized employee learning paths while aligning with the company’s strategic objectives?

Our Learning Architecture is something we have designed with a lot of care, as it sets out on a big mission to help all of us grow. It’s not just a plan on paper; it’s like a vibrant fabric that’s carefully designed to help us improve in different ways – like becoming better leaders, excelling in our jobs, getting sharper at technical stuff, and even growing personally.

We leverage AI tools for employee assessments, D&I training, and communication to keep everyone engaged. Our latest addition, STELLA, an AI Chatbot, takes charge of onboarding and offboarding. It ensures smooth transitions for new joiners, reducing steps and improving information flow. Real-time AI checks staff sentiment, supported by a mood-tracking chatbot. This proactive system helps us maintain employee morale and a positive workplace.

Our Learning Management Systems (LMS) is like having a personal guide for learning. It’s pretty cool how our system understands where I am in terms of skills, where I want to go in my career, and even how I’m doing in my current role. So, let’s say our company is all about giving people the chance to move up within the organization – the LMS could map out a learning journey for me. It would lay out the right courses to help me gain the skills I need to step up the ladder. We have on-demand learning which means that our employees don’t have to wait for scheduled training sessions or workshops and can learn at their own pace and convenience.

Like I mentioned before, we’re adding Gamification to our training methods. It’s like bringing the fun of games into learning! It’s not just about having a good time, though – these games stick in your mind and help you remember what you’ve learned. It’s such a cool way to make training more engaging and effective.

In what ways does your company leverage data analytics to identify skill gaps and tailor training programs to meet the evolving needs of the business?

Our organization is committed to engage, energize and empower teams through a focus on skills, accelerated career growth, talent mobility, automation, and leadership development, supporting employees’ ethics, beliefs, and values. We use data to find out where we’re strong and where we might need a boost. For example, if there’s a gap in certain skills across the teams, data shows us that. Then, we create training programs that specifically fill those gaps. It’s like having a tailor who designs clothes just for you – our training programs are custom-made to keep up with what our business needs. It’s pretty awesome how data turns into action that keeps us growing and improving.

How are you keeping pace in a hybrid work environment?

The successful implementation of remote working was a lifesaver during the pandemic, enabling us to stay connected and productive despite the physical distance. However, there’s a certain intangible essence of the office environment that remote work can’t fully replicate.

Throughout the pandemic, our manufacturing plants continued to operate at full capacity, demonstrating our commitment to maintaining essential operations while ensuring the safety of our workforce. It’s a testament to the resilience and adaptability of our team that we could navigate such challenges and continue our operations seamlessly.

We employ a blend of in-person and virtual programs, including platforms like edX and action learning projects that facilitate the practical application of acquired knowledge to address critical and strategic business challenges. Our EAP offers confidential, no-cost counseling to our employees and their families 24/7. Expert counselors are available to help with everything from stress management to relationship challenges to budgeting. We introduced Flexi-Holiday (Optional Holiday Plan) where employees have 7 Fixed Holidays across India and 3 Flexi holidays to choose from a defined holiday list.

Our latest addition, STELLA, an AI Chatbot, takes charge of onboarding and offboarding. It ensures smooth transitions for new joiners, reducing steps and improving information flow. Real-time AI checks staff sentiment, supported by a mood-tracking chatbot.

Today, as we return to our offices, there’s an undeniable energy that permeates the air. The buzz of conversations, the shared laughter, and the spontaneous interactions contribute to a unique sense of camaraderie that’s hard to replicate remotely. Being physically present allows us to experience the company’s culture firsthand and forge connections that go beyond mere work discussions. Our offices are once again vibrant with people, embodying the essence of collaboration, teamwork, and shared purpose. It’s a heartening sight and a reminder of the enduring strength of our community.

What strategies or platforms have you employed to foster continuous learning and upskilling among employees, ensuring they remain adaptable to industry shifts?

Being customer-centric is at the core of our strategy and includes other key elements, cultivating a culture of technology and innovation, embracing a global mindset, and ensuring excellence. This strategic alignment enables us to transform lives, drive innovation, expand our global footprint, deliver superior customer experiences, and achieve sustainable growth in an ever-evolving connected world.

Our strategic roadmap has led to a dual success story – wins for both the business and our talent. On the business front, we align our people strategy with STL’s long-term vision, enhancing efficiency, growth, and profitability. Simultaneously, we prioritise our employees’ well-being and growth. Programs like Elevate, Accelerate, Evolve, and Act Up, blend foundational training, career advancement opportunities, and future-oriented skill-building to harness our talent’s potential and drive business impact. This creates a mutually reinforcing cycle of success between STL’s achievements and employee motivation.

We take pride in building a High Performing Organisation and developing Leaders for Today & Tomorrow, with a focus on career growth and leadership development. Our robust succession planning and development framework categorises talent as Ready Now, Ready 2-3 years, and Ready 3-5 years. We continually upskill our leaders to keep up with STL’s scaling efforts.

aanchalg@cybermedia.co.in