Using Digital Technologies to Improve Learning Effectiveness
Technology is a key component of working life. SGS Kazakhstan and SGS in the Caspian sub-region are taking advantage of the benefits offered by digital tools to enhance their approach to learning and development.
Webinars are popular due to their cost effectiveness and convenience, as well as their ability to facilitate group learning – even remotely – and to enable measurement of participation and outcomes.
To develop a more structured approach to webinar training, the HR team gathered feedback from managers and employees on their learning needs. This allowed the team to develop webinars on key topics, ranging from guidance on recruiting new talent and conducting annual performance evaluations to understanding finance for non-financial managers.
In 2018, quarterly webinars lasting between 60 and 90 minutes will be held. Where possible, group learning will be arranged, to encourage interaction and discussion of the topics covered, with each webinar being recorded for the benefit of employees unable to attend the live session.
In addition to webinars, online training on core topics, such as the SGS Code of Integrity and role specific global finance training, is also provided. Developed by the SGS Global HR team, online training, in the form of e-learning through the Brainshark platform, is particularly suited for mandatory employee training, and is particularly relevant to employees joining the company or moving into new roles.
Digital technology is also used in on-the-job training that employees receive from their managers and supervisors. For example, technical assessments for field staff, such as inspectors, are conducted using a digital tool that evaluates employees’ technical knowledge and skills. SGS Kazakhstan is working with our Minerals; Agriculture, Food & Life; and Oil, Gas and Chemicals business lines to further develop this digital assessment tool.
Assessments are conducted periodically to monitor individual progress and gauge comparative peer performance. However, the primary objective is to identify gaps in knowledge and skills and to address these through individual learning plans. We expect around 200 inspectors to be assessed using this digital tool in 2018, and we aim to continually adapt our tests for different levels of employees, for optimal effectiveness in technical skill development.