Personnel adaptation with the help of LMS Collaborator learning paths – the case of PizzaDay company
Adaptation is an important process whereby an employee becomes familiar with the company, its culture, and its processes. How successful the adaptation is depends on whether the new employee will become a part of your team. That is why it is important to make the process of a new employee joining the company as comfortable and effective as possible.
How with the help of LMS Collaborator learning paths PizzaDay managed to improve the process of adaptation of newcomers, Alina Havrosh – Head of Training Center at PizzaDay told us.
PizzaDay company info
PizzaDay is a network of pizzerias in 16 cities of Ukraine. The company cares about the emotions that the client receives from the contact with them. PizzaDay has developed its own formula for success – quality service and quality pizzas. The company currently has more than 800 employees. Therefore, the management faces the task of quickly and clearly informing the team about changes, innovations, sharing experiences and learning. The introduction of a system for distance learning helped to solve this problem. With the help of LMS Collaborator it was possible to cover many employees and systematize the learning process.
– Alina, tell us more about the adaptation of employees and the training of interns. How do the learning paths help you in this?
– Since our pizzerias are open 7 days a week and a trainee can start training any day of the week, we have a need to automate the training process from the start. The learning path is convenient for us, because we can control the learning process from a distance: gradually complicate the learning process, apply surveys, quizzes, videos, limit the tasks in time.
Newcomer’s learning path
Visualization of the path for the user
Once the internship is completed, the newcomer’s adaptation process automatically begins and receives continuous learning, with no intervention needed to check results and no need to wait until Monday when we will be at work and can assign a new development program.
Interested in organizing continuous employee training? Leave your request and we will demonstrate how this can be done using the LMS Collaborator.
– What does an adaptive learning path consist of? What format of tasks and type of content do you use in the paths?
– We use different types of presenting and reinforcing information – videos, bright visuals, instructions, simulators, quizzes, surveys.
Adaptation consists of repetition of internship material, new information on work processes – in-depth details to improve performance. Learning content is provided gradually each week, includes interim quizzes, and finishes with an adaptation survey. This helps us get feedback and provide relevant content.
post-adaptation survey
– Do you use microlearnig in your learning paths?
– Not yet, but we are preparing such learning. We will experiment with the frequency of assignments and the format, and we will find our ideal training model.
– What is the duration of the learning path?
– The internship lasts up to 10 days, the adaptation lasts up to 30 days. We adjust to the newcomer’s learning speed and abilities.
– If an employee does not or cannot complete the path, what then?
– We get feedback from the newcomer and their manager and decide which materials need to be repeated or change the direction of learning.
– Do you use any methods of encouragement and motivation for employees to complete the training?
– We have an internal system of non-financial motivation of newcomers and employees on the results of training – ratings and ochevkas (awards in the form of badges given to employees for certain achievements), stimulating to pass training on time and of good quality.
– Has learning changed since the introduction of the path, and how exactly? What are the main advantages you can point out?
– There is no more need for manual control of tasks and quizzes, the next task is assigned automatically after the completion of the previous one. In this way we are sure that the learning process is gradual and the beginner does not start doing more complicated tasks without having learned the necessary material for it.
– In what areas do you plan to develop further?
– We plan to introduce more gamification – game content, challanges to keep the interest of the team. There are also plans to develop training of the employee’s choice, so that they can choose the programs they are interested in.
– In the 21st century, the entire focus is on digital; companies automate as much as possible all the processes that can be automated. The same happens with staff training and development. In your opinion, what should an LMS include to solve this problem?
– Maximum automation elements. Possibility to form a dashboard and rating on the platform. Assignment of paths according to the given start date. Detailed reports on the paths – reflecting all the quiz attempts. Possibility to choose the seniority of an employee as a criterion in the automation rule. Rating of employees depending on the length of service. And, of course, checklists.
Organize newcomers training with LMS Collaborator trajectories. Leave a request, and our managers will help you with the choice of tools and demonstrate all the features of the platform.
Read our other cases:
- Sales department training: onboarding, support training and certification. The case of the company ViYar
- Using LMS Collaborator for student internship – UKRSIBBANK case
- Gamification of learning in LMS Collaborator – Attestation marathon
- Corporate hero as a branding tool – the case of Datagroup
- Personnel training – experience of the “KreditMarket” company
- Personnel Adaptation – Experience of Planet Kino
- Development of corporate culture with the help of LMS Collaborator: KNESS Group experience
- Peculiarities of training pharmacists – the case of «ANC» company
- How KERNEL and ViYar advertise and engage learning
- The use of the training rating – the case of SOCAR Energy Ukraine
