GALA EVENING
27 November 2019

Park Plaza Westminster Bridge Hotel, London, UK

  •  The Learning Technologies Awards 2019

    The Learning Technologies Awards 2019

  •  Have you got what it takes to win in 2019?

    Have you got what it takes to win in 2019?

  • Award entries for 2019 awards opening soon!

    Award entries for 2019 awards opening soon!

  •  Awards gala evening - 27th November 2019

    Awards gala evening - 27th November 2019

  •  Dates for your diary:

    Dates for your diary:

    Closing date for entry registrations: 29th June 2018
    Closing date for submissions: 31st July 2018

2018 shortlist

Here is the 2018 Learning Technologies Awards shortlist and includes many well-known names both from within the learning technologies industry and beyond. The awards recognise the commitment, enthusiasm and passion for learning technologies across the world, and to be to be shortlisted is an achievement to be proud of.

Finalists were selected by our independent judging panel of experts organised by the eLearning Network. Over 400 entries from 22 categories were whittled down to produce a robust 185-strong shortlist showcasing learning technologies.

Nominees must now make a further presentation to the judging panel later in September and October from which the winners will be chosen. The winners will be announced at the glittering gala evening on 21 November at the Park Plaza Westminster Bridge Hotel in London, UK.

Best learning technologies project- UK commercial sector

AVADO and GSK

AVADO and GSK

GlaxoSmithKline’s mission is to help people do more, feel better and live longer. Having set a strategic goal to ‘put customer experience at the heart of our output’ they identified a need to upskill and empower their team to become highly proficient marketers in the digital age.

As an innovative, global company on the cutting edge of healthcare and pharmaceuticals, GlaxoSmithKline (GSK) needed a training partner with fresh ideas and exceptional digital execution capability. They selected AVADO to implement a global learning and development programme designed to enable GSK marketers to become truly customer-centric, capable of delivering intuitive, multichannel campaigns and wholly improving the customer experience.
Engineering Real Results

Engineering Real Results

Our immersive On-Site Virtual Reality delivers a system which allows inexperienced construction apprentices to practise high-demand first-fix and second-fix tasks in the safe environment of our virtual world whilst on the building site before carrying those tasks out physically on-site.

Our system cuts training and wastage costs by 81%; increases achievement and provides fully qualified workers to bridge the skills gap.  We’ve revolutionised the way in which new skilled construction workers are trained on building sites.
Highfield and M&S

Highfield and M&S

Marks & Spencer (M&S) identified a clear requirement to further improve the operational compliance and performance of its duty managers and wished to achieve this through interactive and immersive e-learning.

The course that was created by Highfield e-learning used interactive video technology to create realistic and extremely serious in-store scenarios to test learners’ application of their knowledge, as well as refresh it. Based on its incredible success over the last 2 years, M&S has generated £20 million in cost savings, significantly improved compliance relating to reported incidents and even saved customers’ lives.
HT2 Labs & Astrazeneca

HT2 Labs & Astrazeneca

AstraZeneca undertook a multi-year initiative to overhaul how they designed, developed, and delivered global leadership development programmes. Using HT2 Labs’ Curatr software, AZ successfully engaged more than 12,500 learners in a ‘social’ style of online learning, on a global basis. Vast savings have been made in delivering leadership development with this new digital approach, staff satisfaction levels have risen, and evidence of behavioural changes occurring in the workplace have been uncovered. The project continues to go from strength-to-strength as part of AZ’s 2020 strategic plan
Mitchells & Butlers and Kineo

Mitchells & Butlers and Kineo

Mitchells & Butler’s (M&B) 46,000 employees now learn with Mable, a robust solution that seamlessly integrates social learning and gamification and is personified as a sassy, but supportive, gym instructor. From alignment with business needs and stakeholder engagement to a clever launch campaign, this project has achieved results. Although UK Norovirus cases were on the rise in 2017/18, M&B suffered minimal disruption, increased food quality scores by 5%, boosted coffee sale profits by £1m profit, and cut costs by over £1m. Learning across the brands is now centralised with requests coming through the L&D team rather than commissioned in silos. 
Godiva and LEO Learning

Godiva and LEO Learning

Selling boxes of chocolate often worth over $100 each is an art as well as a science. Godiva and LEO Learning injected passion into aspiring Millennial retail staff in Godiva’s chocolate ‘Boutiques’ (retail outlets) using an ingenious mobile-first solution which combined five modules of e-learning with a parallel multi-level game called Chocolate Quest: Guardians of the Cocoa Bean.

Employees embraced this approach to learning wholeheartedly, giving it an average rating of 8.9/10.0. Most importantly, a follow-up evaluation proved they were applying the learning in store, which contributed to Boutiques represented on the programme growing significantly faster year-on-year than Boutiques that weren’t.
Tesco and Media Zoo

Tesco and Media Zoo

Media Zoo were asked to overhaul Tesco’s entire learning framework for front-end store operations. The aim was to redesign the overwhelming and process-heavy paper-based content.

The new solution needed to provide new starters with clear learning journeys with accessible, interactive resources to support their development in any aspect of retail. From their first day on Checkouts through to specific departments, colleagues now receive practical, mobile ready content to help them thrive.
Standard Life Aberdeen and GoodPractice

Standard Life Aberdeen and GoodPractice

Our purpose is to invest for a better future and build a world-class investment company. In 2017, Standard Life Aberdeen was created through a merger to become one of Europe’s largest investment companies. It was the start of a major change for the organisation.

With over 9,000 employees in 30 global locations, learning and development needs to be accessible, scalable and flexible, and help our people with the challenges they face. Developed in partnership with GoodPractice, The Leading Edge Challenge Series enabled us to support colleagues at a time of significant change and put inspiring learning at their fingertips
O2 and The Working Manager 

O2 and The Working Manager 

The way in which people communicate, interact and learn is changing. In today’s digital world our people need to be flexible, mobile, personal and reactive to deliver for our customers.

So, we introduce O2 Campus - our new corporate university. A community where people connect, learn and grow. Much more than a new learning platform, O2 Campus is designed around the user’s experience. It’s a space where all UK employees gain skills and knowledge to share with colleagues across our network. Somewhere for current and future employees to get excited about the O2 brand.

O2 Campus – Endless possibilities. 
TUI UK&I & Wildfire

TUI UK&I & Wildfire

With 138 modules to develop for Retail Apprentices in just 8 weeks and with limited budget, it was necessary for TUI UK & Ireland to look for a new delivery approach. They identified a development tool using Artificial Intelligence to rapidly develop quality learning content. 

This approach brought other challenges; TUI worked collaboratively across skillsets and reworked internal testing processes. A robust implementation plan engaged learners early and involved them with the build.

Being flexible and ‘brave’ with this new approach, saved TUI 6 months of effort, around £438,000 in development budget and £15,000 in salary costs.

Best learning technologies project- international commercial sector

Bridgestone and SweetRush

Bridgestone and SweetRush

Bridgestone Consumer Tire Education is an innovative and all-encompassing learning ecosystem for extended enterprise sales associates, combining highly engaging eLearning, mobile learning, games, instructor-led training (ILT), and story-driven 3D animated videos. All these elements are tied together by a unifying brand, a gamified learning portal, and an incentives program. The project’s many components use a full array of learning technologies that work together to offer a highly effective and unique program for the largely millennial and Generation Z audience.
EY

EY

EY is a purpose-driven organisation dedicated to building a better working world. The design and implementation of our chatbot, Sophia, embodies how Global Advisory Learning is approaching that purpose, as we strive to provide a variety of learning opportunities and experiences to our people at the time of need, in a format which is accessible, both in time and resources, regardless of location.

Sophia is an ambitious project designed to support our learners in an engaging way: she is humorous and approachable, knowledgeable and helpful. She embeds an understanding of our complex digital landscape and helps our people 24/7.
Generali & Games for Business

Generali & Games for Business

Generali has introduced a new, 100-day long pre- and onboarding process in autumn 2017 to improve the company’s retention rates, which resulted in an 18.6% increase in the sales results of new hire colleagues within 9 months.

Generali has applied the Games for Business learning platform to enable employees to plan their development during the first 100 days and to acquire knowledge about several topics on Generali within an engaging and motivating framework.

Please watch the summary video of the system.
Hilti and Fuse Universal

Hilti and Fuse Universal

This ground-breaking partnership between Hilti and Fuse Universal showcases how ingenious learner-centric content and design is delivering business change in Next Generation Learning Environments.  

Ours is a story about the art of the possible – capturing tacit learning and converting this into tangible, shareable, real-time learning experiences. 

Against compressed timescales, we’ve positively impacted the attitudes and performance of 25,000+ employees, delivering greater learning appetite and accountability, and faster Time to Performance - with proven results.   

Thanks to Fuse Universal’s consultative approach, deep design thinking and the intuitive technology of its revolutionary social learning platform – together we’re delivering Hilti’s mission and goals.
Jack Daniel’s and Purple Media

Jack Daniel’s and Purple Media

Brown-Forman needed to ensure their brand ambassadors – internally and at their many worldwide agency partners - understood the history, heritage, and future of the Jack Daniel’s family of brands.

We created ‘Jack’s Way’: a first-person digital tour of their famous distillery, with each location hosted by a real member of the Jack Daniel’s team and containing a wide range of learning interactions and media relevant to a key learning objective.   To make ‘Jack’s Way’ accessible to external staff we supplied a custom version of our own LMS. The result: An immersive learning experience which keeps brand values at its heart.
MHI Vestas Offshore Wind and Cadpeople

MHI Vestas Offshore Wind and Cadpeople

MHI Vestas Offshore Wind and Cadpeople have done pioneering work in introducing digital training simulators in the wind energy industry. The most remarkable results are:

  • Costs cut to 1/3 compared to traditional simulators
  • Improved mobility
  • Inexpensive to replicate
  • Easily updated to match technological development
     
“The new tools have been received very well by employees and we can do courses around the world instead of here in Denmark”, says Elisabeth Mygind Thorsen, Manager of Technical & Safety Training, MHI Vestas Offshore Wind. “We have taken training to a new level where safety, quality, flexibility, employee satisfaction and costs have all improved”. 
TrainTool & ABN AMRO

TrainTool & ABN AMRO

Banks nowadays have fewer moments of interpersonal communication, which makes these all the more valuable. ABN AMRO aims to increase their NPS through better listening and understanding by more than 5000 customer-facing employees. Limited capacity meant they were only provided one live training day, so online preparation and retention training was essential. An online video role play programme and app were designed, which started a cultural change within the organisation to service clients with more attention and really listen to their questions. As a result, the business goals of higher NPS and happier clients are achieved. 

Find user reviews, client testimonials, case studies and more on our website.
Vodafone and Purple Media

Vodafone and Purple Media

Vodafone wanted a thought-provoking and engaging way to raise employees’ awareness of issues surrounding diversity, without being patronising or judgemental. We created a learning campaign, leveraging Vodafone’s sponsorship of London Pride, and centred around a unique learning experience that blended host-led video with quick-fire interactions; testing and challenging the learner’s assumptions and decision-making processes, before discussing their choices in a non-judgemental way.

Viral video content and a library of additional resources allowed learners to further develop their understanding of diversity at Vodafone. The result: a dynamic, interactive learning experience that opened up discussions about sensitive topics in a respectful way.

Vodafone and RMMBR

Vodafone and RMMBR

The Vodafone Business Partner Academy is a fast-paced, HTML5 responsive mobile-first responsive learning environment where Vodafone sales representatives get up to speed about the Vodafone product portfolio.

Through Challenges the Academy determines an employee’s level and then offers a tailored blended program of micro-learnings and classroom training.

As soon as an employee enrols in a classroom training, the Academy offers a short, but intensive online preparation before the classroom training and an online reflection afterwards. This way the Academy activates prior knowledge as well as cements learning. All to improve the skills of employees and boost sales.
Volvo and RMMBR

Volvo and RMMBR

To enhance the driving experience and improve fuel efficiency Volvo asked us to develop a new Vehicle Handover training presented in a mobile game; A hybrid app that truck drivers can use anytime, anywhere.

Content is created for each truck configuration to ensure a hyper relevant learning experience. Micro-learnings, VR experience, leader boards and rich interactive content appeal to the user’s way of content consumption.

Combining learning- and fleet management data helps Volvo to pinpoint and push learning content in the app that contributes to higher fuel efficiency. A higher fuel efficiency score means a lower carbon footprint and less maintenance costs.

Best learning technologies project - public & non-profit sector

Education and Training Foundation with LEO Learning

Education and Training Foundation with LEO Learning

Side by Side is an online resource for learners across the Further Education and training sector providing engaging learning about extremism and radicalisation, staying safe online, critical thinking and British values. 

The resources may be used fully online or in groups in a blended learning mode.  To meet the needs of a broad range of learners, ETF, with LEO Learning, designed a product that is highly visual, uses video and drama to engage, stop motion animation to reinforce learning and interactive exercises and assessments to check learning.
Hampshire Fire and Rescue Service

Hampshire Fire and Rescue Service

A lot can be accomplished in four days.  This is the amount of time saving that was made over a year when Hampshire Fire and Rescue Service redesigned their Learning Management System (LMS) Moodle.

Following an increasing amount of dissatisfaction with the current Moodle we started a project that would knock down and rebuild a better and frustration free Moodle.

Using a user centred design methodology, the project created a system that received an overwhelmingly positive reception (95% of users said it was an improvement) with users remarking that the system was:

  • Easier to use 
  • More attractive
  • Quicker to navigate
Highfield, NaCTSO and M&S

Highfield, NaCTSO and M&S

The National Counter Terrorism Security Office (NaCTSO) and the Crowded Places Information Exchange (CPIE) identified the need for an e-learning course designed to support the government’s counterterrorism strategy (CONTEST) and replace Project Griffin.

Action Counters Terrorism (ACT) Awareness was designed by Highfield to provide not-for-profit nationally accredited corporate counterterrorism guidance to help individuals better understand, and mitigate against, current terrorist methodology.

This free course for businesses, sponsored by Marks & Spencer (M&S) and the Mayor’s Office for Policing and Crime (MOPAC), was initially designed for the members of CPIE (including M&S), before being rolled out to all UK-registered businesses.
Kashida – Riyali

Kashida – Riyali

Rowad Riyali is an Arabic financial literacy for Entrepreneurs program, aimed at empowering entrepreneurs with the financial management skills and knowledge needed to be able to run and manage their businesses successfully and effectively. Kashida developed the Rowad program for SEDCO as one of the many CSR programs funded by the company.

We based the program on an approach that ensures knowledge retention and provides practical methods for financial management within the entrepreneurial journey. The resulting solution was delivered in a self-paced format on the Riyali platform and a blended format in collaboration with start-up incubators across Saudi Arabia.
NEJM Group and Area9

NEJM Group and Area9

Doctors are some of the most demanding and time-starved workers in the world. Traditional training approaches to Board Certification preparation are time consuming and do not adapt to the needs of individual practicing physicians. Physicians who were first-time test takers passed the American Board of Internal Medicine-Certifying Exam (ABIM-CE) at a significantly higher rate than the national average by using NEJM Knowledge+, a first-of-its-kind platform with smart technology that adapts to clinicians’ learning goals, pace and knowledge gaps. NEJM Knowledge+ is a collaboration between NEJM Group, publishers of the New England Journal of Medicine, and Area9 Learning.
Royal National Lifeboat Institution 

Royal National Lifeboat Institution 

Navigation training has historically been delivered entirely as a face to face programme over 4.5 days at the RNLI College.  Lifeboat crew were required to travel from all over the United Kingdom and Ireland to attend this training. The programme encompassed theory in the classroom and hands-on training on the lifeboats. Increased RNLI maritime competency standards resulted in additional classroom time being required and reduced practical learning time. Novice learners from non-maritime backgrounds struggled to assimilate the large quantities of theory and knowledge. An eLearning course was developed to address this learning need and improve efficiency of our learning delivery.
The Football Association

The Football Association

In the UK, 12 young people die from sudden cardiac arrest (SCA) every week. Unfortunately, understanding of this event is poor – which leads to misdiagnosis and, ultimately, death.

Football has been particularly affected by SCA. To address this, The FA’s internal development team created an innovative e-module: through animation, case studies and interactive video, this solution helps learners to understand who’s at risk of SCA, how to recognise when it happens and how to respond appropriately.

Impact has been excellent, with dramatic increases in self-reported knowledge, and both learners and stakeholders highlighting that this module may save a life.
TrainTool & Wageningen University

TrainTool & Wageningen University

Wageningen University & Research is aware that communication skills are essential to become a successful professional after academic education. Thanks to an online training programme developed by TrainTool, students are now working efficiently on negotiation skills. For the first time, their soft skills can objectively be measured and show an average growth of 33%. Because of the use of innovative Smart Video Role Plays students are more engaged with the programme and teachers are saving 75% of their time in assessments. Students themselves are just as happy with the new way of learning.

Find user reviews, client testimonials, case studies and more on our website.
University of Southampton

University of Southampton

The Keeping safe and well (KSAW) eLearning module delivers critical health and safety training to international students at the University of Southampton (UoS), and has made a huge and lasting impact on their well-being. The excellent feedback it has achieved is chiefly as a result of its empathetic design, successfully conveying the message that we genuinely care about our students. Another reason for its success, is that it clearly aligns with UoS’ strategic vision, particularly in its focus on equality and diversity, with the designer’s commitment to accessibility contributing to UoS becoming the first UK University to achieve Disability Confident Leader status.

Excellence in the design of learning content - UK commercial sector

ABP and The Moment

ABP and The Moment

Associated British Ports (ABP) required an impactful training solution to raise the awareness of safe practice around Heavy Goods Vehicles (HGVs) on site for all employees. The Moment developed an unforgettable 3D interactive and narrative-led training solution to catalyse a companywide culture change.

The solution encourages learners to develop a sense of personal accountability for safety by exploring the direct implications of poor safety practice around HGVs in a replica port environment. The solution contributes to the learning and performance of ABP’s employees on an individual level, encouraging the relevant transfer of key learning messages into their daily practice.
Engineering Real Results

Engineering Real Results

We are the first company to produce Virtual Reality specifically for use on building sites. We had to make the system one that required minimal training and was extremely easy to use.  These key factors, together with the level of realism, would determine whether or not this new technology would be accepted on building sites.

Our system cuts training and wastage costs by 81%; increases achievement and provides fully qualified workers to bridge the skills gap. 

We’ve revolutionised the way in which new skilled construction workers are trained on building sites.
EY and Lumesse

EY and Lumesse

Professional services organisation EY is on a mission to become digital from every angle. With a goal to empower colleagues to “have more conversations about digital”, you’d be forgiven for thinking that the EY ‘Let’s Talk Digital’ programme played a minor role in bringing this mission to life. In fact, it ignited a new era of digital across the organisation. With an overhauled approach to online learning and insight-led content, the programme has given colleagues world-wide confidence and understanding of digital, and the ability to guide customers through this new landscape. More than simply increasing EY’s digital fluency, it has enabled EY to be reinvented as a digital consultancy leader.

Godiva and LEO Learning

Godiva and LEO Learning

Selling boxes of chocolate often worth over $100 each is an art as well as a science. Godiva and LEO Learning injected passion into aspiring Millennial retail staff in Godiva’s chocolate ‘Boutiques’ (retail outlets) using an ingenious mobile-first solution which combined five modules of e-learning with a parallel multi-level game called Chocolate Quest: Guardians of the Cocoa Bean.

Employees embraced this approach to learning wholeheartedly, giving it an average rating of 8.9/10.0. Most importantly, a follow-up evaluation proved they were applying the learning in store, which contributed to Boutiques represented on the programme growing significantly faster year-on-year than Boutiques that weren’t.
Greencore Group

Greencore Group

This nomination recognises the innovative, visionary work of Greencore in partnership with Ontrack International, a global learning consultancy and Grapple a bold digital agency. We’ve reinvented learning at Greencore, from conventional and traditional to learning that happens in the everyday, on the go, just-in-time, peer to peer. Not only that, we continue to meet the changing needs of our line managers by data driven design. The first of its kind for Greencore, and leading edge in the L&D space, we have successfully created a truly tailored programme that has our people at the heart of it.  
Highfield and M&S

Highfield and M&S

Marks & Spencer (M&S) identified a clear requirement to further improve the operational compliance and performance of its duty managers and wished to achieve this through interactive and immersive e-learning.

The course that was designed by Highfield e-learning used interactive video technology to create realistic and extremely serious in-store scenarios to test learners’ application of knowledge, as well as refresh it. Based on its incredible success over the last 2 years, M&S has generated £20 million in cost savings, significantly improved compliance relating to reported incidents and even saved customers’ lives.

Excellence in the design of learning content - international commercial sector

FT | IE Business School Corporate Learning Alliance

FT | IE Business School Corporate Learning Alliance

Making ethical decisions isn’t always black and white. A concern facing all 3300 Clifford Chance fee-earners around the world is insufficient time for reflection, engagement and debate on ethical risks. The international law firm is addressing this now rather than reacting to possible future ethical breaches that would damage its integrity. It also sends a message to clients on how seriously Clifford Chance takes ethical behaviour. 

This innovative global programme, exploiting interactive learning methodology, involves Financial Times news content, and an online psychological profiling platform utilising a bias-busting algorithm.

The programme attracts an overall average rating of 4.5/5.0.
Funkis Multimedia and Volvo Group University

Funkis Multimedia and Volvo Group University

Meet the Customer is a virtual learning game played in four consecutive team meetings. In between meetings a self-study is done. The learner meets customers, experiences their operations and solves their challenges.  The filmed, virtual facilitator guides the team through the game. In a face to face setting or via Skype, the team must solve the customer’s challenges. When using this learning approach, we are able to combine the rich advantages of a face to face training with the efficiency of digital distribution and a shared message. It becomes a democratic and enriching learning experience.
Honda Motor

Honda Motor

A quest to rapidly address critical performance gaps and learning challenges, saw our training team leveraging insight and technology to craft new user-centric learning content and methodology – with outstanding results. 

At the core are innovative ‘video branching’ technologies which have boosted unprecedented interaction and embedding of learnings. 

Today, 1047 Service Advisors across the UK, France, Germany, Italy and Spain have benefitted from transformative interactive training experiences (in five languages) helping them to enhance customer-facing behaviours and meet customer satisfaction targets – with record 95% completion rates. 

Despite an urgently compressed six-month timeframe, we’ve over-achieved against all six of our learning targets.  
Johnson & Johnson

Johnson & Johnson

The company’s Health Care Compliance policies and processes were seen as too numerous and complicated, or merely as an additional step after the business decision was already taken, rather than as an essential element to be incorporated into the design of any activity. There was a need to change this mindset by breaking down barriers between compliance and the business and stimulating open honest discussions about the broad principles rather than the details. Business peer involvement ensured a relevant non-threatening discussion, and the Accountability Program provided content alignment, flexibility, and support while ensuring engagement and interactivity.
Lobster Ink

Lobster Ink

ProChef® represents the coming together of over 70 years of culinary training experience and the latest in blended online learning techniques. The result is fit-for-purpose, interactive training that expedites experience, reduces seat time and teaches the professional skills, knowledge and behaviours required by leading kitchens today.

Like great food, learning is a science. From the use of Experience Nodes as the building blocks of each lesson to actively managing cognitive load through relevant production techniques - ProChef® leverages the latest in learning science and online learning innovation to solve an industry-wide training challenge and skills shortage.
Mondelēz and SweetRush

Mondelēz and SweetRush

Leading Myself is a multifaceted learning program that develops leadership skills and mindset, but with a unique twist on leadership programs: It targets all employees throughout the enterprise, not just management. Leading Myself embraces a combination of eLearning, virtual instructor-led training (vILT), coaching / self-reflection exercises, and performance support. The extensive use of storytelling— brought to life through relatable, 3D avatar-driven animations—is compelling and engaging for learners. This innovative program embraces diversity, creates an emotional connection with learners, shows all employees how to be leaders, and demonstrates that Mondelēz cares about their personal growth and development.
PayPal and eLearning Brothers

PayPal and eLearning Brothers

To overcome the challenges of presenting potentially dry material in this PayPal compliance course, we emphasized the natural conflict elements by utilizing them in an immersive story format. Using the course design, we placed the learners in real-world situations, but set against the backdrop of nefarious evil. The learners’ mission? Use their detection skills, learned during the course, to thwart the money-laundering efforts of the sinister group The Society of Anarchy in a globe-trotting adventure.

Learners encounter hi-tech dashboards, video of world cities, villain dossiers and interactive scenarios to catch The Society in the act.
Saudi Aramco

Saudi Aramco

Saudi Aramco’s new Performance-based Program (PBP) provides foundational academic skills in a manner appealing to more than 3,000 tech-savvy young Saudis entering the company’s apprenticeship program each year.

The PBP uses iPads to teach core skills that apprentices must master to progress to advanced vocational training. Creating this accessible, tailor-made program required designers to extend the capabilities of iBooks Author by using JavaScript to create interactive learning objects that made content more engaging. Designers also incorporated a feature to store the learner’s progress.

The PBP has dramatically decreased the program’s failure rate and improved trainee and instructor satisfaction.
TrainTool & Praxis

TrainTool & Praxis

Praxis deems it good employership to train their employees in handling frustrated and aggressive customers, which to Praxis means employees need to practice and repeat these skills often. New employees have to train right away and should not have to wait for a group to form. Therefore, live training is combined with online video role play exercises. Participants show growth in skill and they are very satisfied with the training programme, while they also feel more capable in the store.

Find user reviews, client testimonials, case studies and more on our website.

Excellence in the design of learning content - public & non-profit sector

AARP and AllenComm

AARP and AllenComm

AARP hired AllenComm to assist in developing the BankSafe Training, a web-based training (WBT) for financial institution employees to address AARP’s social mission goal to reduce financial exploitation of older Americans. The learning content enables financial institutions to recognize, respond to, and report financial exploitation. Driven by a performance objective to help banking members identify red flags for possible exploitation, the course was successful in teaching how to delay or stop suspicious transactions before money leaves a bank account. The combination of excellent learning content and a robust instructional model led to a positive impact on financial institutions.
CCEA

CCEA

The STEM in Minecraft resource provides a range of active learning opportunities, making connections both within and beyond The World Around Us. Included are a number of STEM enquiries to connect Science and Technology to a topic traditionally viewed as a History only one. For a blended approach to learning we have signposted the STEM in Minecraft Quests. They are aligned to the curriculum so that pupils are applying learning through online gaming. Pupils become the Viking protagonist, facing a series of choices and challenges on a journey towards mastery.
DanChurchAid

DanChurchAid

DanChurchAid’s Learning Lab’s (LLAB) Village Savings and Loan Association (VSLA) Training App is an example of a technological contribution that connects end-users with proven methodology that strengthens livelihoods in developing contexts. LLAB worked closely with target users in the development, prototyping, and testing of the app and has delivered a product generating consistent enthusiasm about the potential to deliver needed training at a higher quality and higher rate. This report details the process, challenges, and results of this project that brings gamification, problem based learning, and theoretical knowledge to those who otherwise would not be able to access it.
Digital Training Solutions

Digital Training Solutions

The Frontline Humanitarian Toolbox (FHT) was designed by Digital Training Solutions (DTS) on behalf of the Norwegian Refugee Council as an innovative solution to help support humanitarian efforts and save lives in Syria. 

DTS used their cutting-edge Near-Life™ gaming technology to provide an immersive, experiential learning platform to support local partner staff in safely negotiating and managing access in Syria. Delivering a comprehensive overview of humanitarian principles and a hands-on means of understanding best practice in aid provision, FHT enables outreach to staff who would otherwise be unable to access training due to the remote-management context.  
Education and Training Foundation with LEO Learning

Education and Training Foundation with LEO Learning

Side by Side is an online resource for learners across the Further Education and training sector providing engaging learning about extremism and radicalisation, staying safe online, critical thinking and British values. 

The resources may be used fully online or in groups in a blended learning mode.  To meet the needs of a broad range of learners, ETF, with LEO Learning, designed a product that is highly visual, uses video and drama to engage, stop motion animation to reinforce learning and interactive exercises and assessments to check learning.
Highfield, NaCTSO and M&S

Highfield, NaCTSO and M&S

The National Counter Terrorism Security Office (NaCTSO) and the Crowded Places Information Exchange (CPIE) identified the need for an e-learning course designed to support the government’s counterterrorism strategy and replace Project Griffin.

Action Counters Terrorism (ACT) Awareness was designed by Highfield to provide a not-for-profit nationally accredited corporate counterterrorism guidance to help individuals better understand, and mitigate against, current terrorist methodology.

This free course, sponsored by Marks & Spencer (M&S) and the Mayor’s Office for Policing and Crime (MOPAC), was initially designed for staff members of CPIE (including M&S), before being rolled out to all UK-registered businesses.
RCPCH and Learning Pool

RCPCH and Learning Pool

There have been positive recent developments in the treatment of muscular disorders in children but diagnoses of these conditions has not improved much over the years and children have missed out on vital treatments that can improve their long-term condition.

This lack of progress was the driver to provide high quality education on neuromuscular disease to frontline healthcare professionals. An online learning programme was developed that is rich in interactive video that highlights what normal and abnormal development looks like.

The programme has had a huge impact and has been described in the industry as a game changer in improving the quality of children’s lives.
Royal National Lifeboat Institution 

Royal National Lifeboat Institution 

Navigation training has historically been delivered entirely as a face to face programme over 4.5 days at the RNLI College.  Lifeboat crew were required to travel from all over the United Kingdom and Ireland to attend this training. The programme encompassed theory in the classroom and hands-on training on the lifeboats. Increased RNLI maritime competency standards resulted in additional classroom time being required and reduced practical learning time. Novice learners from non-maritime backgrounds struggled to assimilate the large quantities of theory and knowledge. An eLearning course was developed to address this learning need and improve efficiency of our learning delivery.
Samaritans and Brightwave Group

Samaritans and Brightwave Group

Samaritans identified a need to create workplaces where employees feel supported and no one has to cope alone. With Brightwave and sponsored by the Lord Mayor's Appeal they designed an unforgettable e-learning experience which permanently raises the bar.

From personal testimonials to professional-level guidance, this video-based interactive tool brings decades of active listening expertise into the workplace, starting with the City of London.

Since launch, the free tool has gained 18,300+ views, been accessed by 600+ organisations, and adopted by five leading City firms.

100% of participants now feel confident discussing mental health with a colleague – a staggering 68% uplift.
The Football Association

The Football Association

n the UK, 12 young people die from sudden cardiac arrest (SCA) every week. Unfortunately, understanding of this event is poor – which leads to misdiagnosis and, ultimately, death.

Football has been particularly affected by SCA. To address this, The FA’s internal development team created an innovative e-module: through animation, case studies and interactive video, this solution helps learners to understand who’s at risk of SCA, how to recognise when it happens and how to respond appropriately.

Impact has been excellent, with dramatic increases in self-reported knowledge, and both learners and stakeholders highlighting that this module may save a life.

Best use of mobile learning

Cambridge Assessment English

Cambridge Assessment English

The Product Tutor app was created for our business development staff in response to their requests for an on-the-go product information and sales messaging learning/support tool. It contains:

  • Product Information, consisting of
    • Key Info on our products
    • Competitor Key Info per each product
    • Free and pay-for support for each product 
  • Top-level sales messaging
  • Key sale messages for each product
  • Competitor positioning statements for each product
  • Key recognition information
     
Product Tutor demonstrates that it is possible to build a staff app that meets both the requirements of users/stakeholders and fulfils the organisational learning goals with a low budget.
EduMe & Tigo

EduMe & Tigo

Tigo Honduras is the country’s largest mobile operator with close to 5 million customers. Its agents are its distribution network, responsible for selling a wide range of products and providing excellent customer service. Tigo was looking for a way to deliver training and information in a concise, accessible manner that fits around the agents’ busy schedules. EduMe’s microlearning app makes it easy for agents to upgrade their skills and learn about new products. Sales of Tigo agents increased by 66% just three months after the launch of EduMe, proving the value of providing easy, streamlined access to training and information.
FrieslandCampina and RMMBR

FrieslandCampina and RMMBR

The Digital Learning Hub is the mobile starting point for all learning around the Digital Transformation and New Ways of Working within FrieslandCampina global.

We apply what we train; Design Thinking, Scrum, Agile and Lean. The product and concept are scalable and technically future proof, and grows along with the organizational needs in terms of features and content.

Working like a startup: start small, think big and scale fast.
GCSEPod

GCSEPod

GCSEPod has developed hugely since its beginnings in 2010 as an independent learning and revision tool.  This evolution has been catalysed by the changing pressures facing schools: time-strapped teachers, slashed budgets, tougher linear examinations and higher expectations.  Not only has GCSEPod adapted to changes in the UK, it has expanded into 30 countries and is trusted by a 300,000 strong user community in 1,300 schools worldwide. Cultural sensitivities and differing school environments have necessitated innovative ways to engage both facilitators and learners alike, whilst driving results through mobile learning.
Health Education England e-Learning for Healthcare

Health Education England e-Learning for Healthcare

Paramedic e-Learning is a suite of Continual Professional Development modules for the modern Paramedic. The online modules have been developed with the aim of providing ‘bite-sized’, interactive learning experiences that function well on a variety of mobile devices.

e-Learning for Paramedics is freely available to all College of Paramedics Members. The modules (made up of 100 e-learning sessions) have had editorial support from expert Paramedics, with technical support from the e-Learning for Healthcare Instructional Design team and steering group oversight from the Association of Ambulance Service Chief Executives, the National Educational Network for Ambulance Services, the College of Paramedics Educational Advisory Committee and the Forum for Higher Education in Paramedic Science.
John Lewis Partnership

John Lewis Partnership

The solution supported John Lewis Partners who serve customers in its shops to use a new mobile device and apps to deliver great customer service and drive omni-channel sales.  To enable Partners to use the device and its functions quickly, a series of bite-size, self-led web app resources were made accessible via the device. The mobile solution reached larger numbers of Partners, received very strong positive feedback from Partners who used it, and demonstrated clear organisational impact through increased sales. The project blazed a trail for future mobile learning, supporting the growth of a digital culture in John Lewis shops.
L'Oréal and Growth Engineering

L'Oréal and Growth Engineering

In 2017, Growth Engineering and L’Oréal Travel Retail APAC (will be referred to as L’Oréal) embarked on a hugely exciting learning technologies project. They worked together to create My Beauty Club, a social and gamified mobile learning app. L’Oréal were looking for an effective implementation process that would allow them to introduce their learning app to their employees around the world. 

Throughout this submission we hope to show you the positive impact My Beauty Club has had across L’Oréal and why this mobile learning platform is truly award worthy!
RBS

RBS

To enable true customer obsession and support our ability to “get things right” first time we require a simple, easy and accessible knowledge tool to support our colleagues when interacting with our customers, whether face to face, over the phone or via webchat.

Our current My Knowledge remains the go to place for our colleagues generating over 1.5million page views and providing 600k answers to their questions every month. However, as our customer experience continually evolves it is vital that the way we share knowledge with our colleagues develops at the same pace removing the need to be reliant on desk top PCs, providing alternative digital solutions.
SBI Card & G-Cube Webwide Software

SBI Card & G-Cube Webwide Software

SBI Card was launched as the joint venture of State Bank of India and GE Capital. It is the second largest credit card provider in the country, with a card base of over 4 million. It has won several awards for customer support, branding, marketing and product innovation. 

G-Cube is an eminent e-learning services provider and has worked in collaboration with numerous clients on a global scale. It has developed substantial expertise in the conceptualization of learning units, designing and developing content, as well as providing support for interactive mobile-based solutions. G-Cube developed mobile-based online courses for SBI sales staff to provide training at the point of need, motivating them to access more courses and enhance workplace productivity.

TrainTool & Air France - KLM

TrainTool & Air France - KLM

Air France - KLM employs thousands of people who also volunteer to be in touch with the affected’s family in case of an accident. These employees need to have their communication skills updated regularly to always be ready for such a conversation. Online video role plays proved to be the solution: light and user-friendly enough to train via mobile devices, active enough to really improve soft skills. Participants are very satisfied and Air France - KLM notices higher skill levels than in the previous live training setup.

Find user reviews, client testimonials, case studies and more on our website.
Lever - Transfer of Learning & Bayer

Lever - Transfer of Learning & Bayer

Creating behavioural change is key to any learning initiative. It’s proven that following up learning with a coaching component will deliver far superior results than training alone. With time poor managers and limited resources to invest in outsourcing coaching solutions, what can you do?

Pharmaceutical giant Bayer and learning transfer specialists Lever – Transfer of Learning collaborated on a new AI learning transfer chatbot, a powerful mobile learning tool to support learners in transferring their learning, creating real behavioural change.
VinciWorks

VinciWorks

Our new mobile course: ​MyStory: Harassment and Bullying at Work (“MyStory”) ​ directly applies the lessons of the #MeToo movement to the training sphere. We know traditional anti-harassment training is ineffective. When the message is hollow, the training will never work. But telling stories does. #MeToo proved that. ​MyStory​ does not subject users to legalistic definitions of harassment. Instead, it brings to life the real impact of bullying and harassment in the workplace through hard-hitting stories, connects users to a global movement, and gives them a chance to have their story, and their solution, heard.

Volvo and RMMBR

Volvo and RMMBR

To enhance the driving experience and improve fuel efficiency Volvo asked us to develop a new Vehicle Handover training presented in a mobile game; A hybrid app that truck drivers can use anytime, anywhere.

Content is created for each truck configuration to ensure a hyper relevant learning experience. Micro-learnings, VR experience, leader boards and rich interactive content appeal to the user’s way of content consumption.

Combining learning- and fleet management data helps Volvo to pinpoint and push learning content in the app that contributes to higher fuel efficiency. A higher fuel efficiency score means a lower carbon footprint and less maintenance costs

Best use of social and collaborative learning technologies

Arch Apprentices

Arch Apprentices

This entry details how the use of social and collaborative learning technologies, Squared Online and Hive Learning make a real difference to our digital marketing apprentices and their employers. We genuinely believe that the use of these platforms opens the doors for networking, idea generation and the broadening of the learning received within the actual apprenticeship. All whilst making it easy for learners to get involved and discover wider business insight outside of their current employer.
GP Strategies

GP Strategies

Through the use of a social learning collaborative experience, participants learn and apply strategies to help them more purposefully create a learner-centric culture. Techniques such as collaborative conversations, coaching from more experienced practitioners, and a “life imitating art” digital experience focused on learner needs throughout the Modern Learning Transformation provide Merck’s Global Learning & Development team with the tools it needs to create this cultural shift.
Halma and Hive Learning

Halma and Hive Learning

FTSE100 Halma PLC recognised that to remain competitive with the arrival of Industry 4.0, creating a culture of shared learning across their 50 diverse and geographically dispersed technology businesses was critical to driving innovation and growth.

Halma partnered with Hive Learning to create a mobile-first, social learning experience in HalmaHub - one of 7 core growth enablers contributing to record profit and growth in 2018.

HalmaHub enabled 2,500 employees from 19 countries to share ideas, knowledge, skills and experiences everyday - leading to the creation of entirely new business models and accelerating the pace of change across the group.
Hilti and Fuse Universal

Hilti and Fuse Universal

Hilti and Fuse Universal’s winning partnership is enabling proven global business change through the successful choice and implementation of social learning and collaborative technologies. 

Thanks to deep design thinking and smart use of social and collaborative technologies - which address the psychology of learning and the psyche and needs of learners today – together we have achieved radical shifts in mindset and future-proofed Hilti’s learning environment to support business growth. 

Fuse’s video-driven social learning solution captures, curates and ‘surfaces’ exactly what employees need to perform – when, how and where they need it – in 34 languages – accelerating Time-to-Performance and boosting learner engagement.
Hilton

Hilton

  • Company: One of the largest and fastest growing hospitality companies in the world
  • Goal: To boost career perception, nurture a coaching culture and give employees at Hilton the right resource of knowledge on-demand
  • Engagement: More than 850 users logging in an average of once per week
  • Learning: Users offering to share an average of 13 skills and looking for connections to help them develop an average of 2 skills
  • Results: 98% of team members learnt something they can apply to their work, 95% had a great experience connecting with colleagues and 100% would recommend the team member they’d connected with to others. 48 points NPS Score.
Mitchells & Butlers and Kineo 

Mitchells & Butlers and Kineo 

With employees already active on Facebook groups and WhatsApp, Mitchells & Butlers (M&B) wanted to put social at the heart of their learning. Their 46,000 employees now learn and develop with Mable, a robust solution that seamlessly integrates social learning and gamification and is personified as a sassy, but supportive, gym instructor. She’s helped drive interactions, collaboration, and inclusion as an approachable character. She’s also helped drive results: M&B suffered minimal disruption despite UK Norovirus cases rising in 2017/18, increased food quality scores by 5%, boosted coffee sale profits by £1m, and cut costs by over £1m.
Swiss Re

Swiss Re

Swiss Re is a Global Reinsurer with 14,800 employees on all continents.   Swiss Re's "Digital Inter-Active Learning Programs" (DIALs) are tailored corporate in-house MOOCs, that don't exist anywhere else in this form: This ground-breaking learning approach combines on-demand learning, facilitated social learning, structured multiplier meetings, guided implementation plans and value reporting, that involve different networks of each participant, making social learning the key element of this program. Additionally, DIALs revolutionise learning at Swiss Re, as they offer fully responsive learning solutions for the company's 2,200 line managers, replacing the former global workshop campaigns with a results-oriented, collaborative approach to learning.
YBS Group

YBS Group

YBS Group set about creating a new social learning space back in 2014. Struggling with outdated HR technologies, but convinced it was what colleagues and the business needed, a stand-alone site was created and launched in 2015. Three years later, the team has learnt a whole lot about what makes a good social learning community – and the latest version of the site which launched in January 2018 is proving to be a big success. Colleagues are connecting with people they’d never usually know, sharing brilliant ideas and best practice with each other, which ultimately is helping improve our customers’ experience.

Best use of learning technologies to ensure compliance

ACCA Global and Saffron Interactive

ACCA Global and Saffron Interactive

Data is a valuable asset for ACCA, so cultivating a proactive workforce that can effectively handle data is vital. One of the core aims of this intervention was to help ACCA take a step forward on its data maturity journey. To achieve our stated goals and deliver genuine behaviour change, we created a truly memorable experience that had lasting cultural impact. This solution combined purposeful storytelling, impactful game mechanics and behavioural science techniques to deliver a unique learning experience that exceeded expectations and had a tangible business impact.

AskAlrijne and Xprtise

AskAlrijne and Xprtise

Upon request of the management board of the Alrijne hospital, the Alrijne Academy, in co-operation with Xprtise, has developed an innovative learning solution by which nurses can prove their obligatory mastery of medical arithmetic skills, called AskAlrijne. 

AskAlrijne integrates two innovative learning solutions:  • Performance support • Adaptive learning

The performance support element empowers nurses to work more effective at every moment of need. It provides exactly the right amount of information at the moment of apply1. Adaptive learning helps nurses to continuously keep their math skills up to date.  
Highfield, NaCTSO and M&S

Highfield, NaCTSO and M&S

Highfield has worked closely with the National Counter Terrorism Security Office (NaCTSO) and Marks & Spencer (M&S) to launch an e-learning course that will ultimately be responsible for protecting lives.

Action Counters Terrorism (ACT) Awareness was created to provide a nationally accredited corporate counterterrorism guidance to help individuals better understand, and mitigate against, current terrorist methodology. This course was initially made available to M&S staff and the staff members of the Crowded Places Information Exchange (CPIE), before being rolled out to all UK-registered businesses. NaCTSO’s compliance goal is for all UK businesses to take this course
PwC and Brightwave Group

PwC and Brightwave Group

Leading professional services provider PwC identified a requirement to prepare over 18,000 learners to significantly improve reported human error incidents relating to information management and security.

Brightwave created an immersive elearning programme, using style and production as key motivators of change, innovative ‘safe-to-fail’ scenarios and a ground-breaking ‘point-of- behaviour’ assessment mechanism

Its impact includes a significant increase in email data incident reports, hundreds if not thousands of voluntary revisits of the programme, and widespread mitigation of risk to clients and resultant reputational damage. It shows PwC and Brightwave are leading the drive to improve security standards and trust through compliance.

Royal Mail and LEO Learning

Royal Mail and LEO Learning

Although Fire Safety training has always been part of the Royal Mail safety strategy, the content it used really didn’t inspire. With mountains of dry paper and machinery throughout its locations, the threat of fire is real and ever-present.

In a bid to re-engage the population in the real dangers present, and elicit a wholesale culture change, Royal Mail radically overhauled the training programme with a gritty new approach, making great use of the latest in interactive video content. A time-delayed, externally-conducted impact evaluation proved not only that learners enjoyed this new approach, but crucially they did indeed change their behaviour and reduce risk.
TalkTalk

TalkTalk

We’re TalkTalk, a challenger brand in the world of Broadband, Phone, TV and Mobile. Our job is to bring the best value connectivity, to everyone. We believe every customer matters, so we offer products and services that are simple, affordable, reliable and fair. 

We’re designing for everyone at TalkTalk and in our fast paced and unique culture it’s important that we deliver the right learning at the right time to enhance the customer experience and deliver our business objectives. Our solutions should be inclusive, easy to understand, and easy to consume.
Tesco and Media Zoo

Tesco and Media Zoo

Alcohol licensing regulations in Scotland require anyone that sells alcohol to have a personal alcohol licence. This licence is obtained by passing an exam containing a range of technical questions, and proof that each licensee has completed at least 2 hours of revision.

Tesco, one of the largest retailers in Scotland, approached Media Zoo to build an interactive course with unique and memorable interactions to support revision for a nationally accredited exam. The solution provided a highly visual adventure game designed to meet new legislation.
Vodafone and Lumesse

Vodafone and Lumesse

Managing compliance within Vodafone’s vast infrastructure (100k+ employees/25+ countries/half a billion customers) is monumentally challenging, but for Vodafone, how it operates is as important as the results it achieves.

Vodafone pledged to drive up its integrity as a business by launching a programme called ‘Doing What’s Right 2.0’ – an innovative training programme to help employees behave more responsibly and ethically on a day-to-day basis.

Striking for its global scale, automated escalation/reporting, interactive gamification and communications, creating a culture change programme relying so extensively on learning technology was a brave, yet well-founded decision. Achieving (above target) 95% completion rates, it embedded a shared understanding and upholding of Vodafone’s Code of Conduct.

Most innovative new learning technologies product

Anders Pink

Anders Pink

We all need to continuously learn and stay updated. This means going beyond formal courses to discover and curate relevant content from the web.  But it’s not easy to scan multiple sources every day.

Anders Pink is an AI-powered curation tool that saves time and keeps teams smart.  Learners define exactly what topics and sources to track. Algorithms scan millions of items, filter by your preferences and keep it current and relevant. Embed into tools like Slack for a seamless experience. 

With integrations into multiple platforms, enterprise clients and 7500+ users, we’re making curation easier for the world’s learning organisations.

Degreed

Degreed

Degreed is a better, smarter way to discover, learn and certify the skills you need for the future. Degreed connects all the resources people use to learn and grow, including corporate learning systems and millions of courses, videos, books, articles, podcasts, and subject experts from thousands of sources. Then we add data science and machine learning to provide people and businesses with the tools, analytics and feedback they need to target development at the skills gaps -- however and wherever they learn. Founded in 2012, Degreed is headquartered in San Francisco, with additional offices in Salt Lake City and Amsterdam. 
Download Learning

Download Learning

Download is the first product to harness the neuroscience of how the brain forms Long Term Memory to deliver significantly improved learning outcomes through a scaleable digital learning product.

Download, uniquely, forms long-term memory from just one, hour-long video.

In this paper we aim to demonstrate the unique approach to Instructional Design, the business benefits and impact that we are having for our clients, and to demonstrate the considerable evidence based research supporting our claims.

These benefits that have the potential to be transformative within the L&D space.  
Emoquo

Emoquo

Emoquo is an award-winning technology platform that drives emotional intelligence at work. It provides companies, and employees, with a simple digital solution that guides workers through difficult issues - boosting emotional resilience. It helps employers, via machine learning, to see in real-time, the emotional health of their organisation. A real-time emotional heat map helps employers use Emoquo to help improve morale, performance, and drive significant financial impact. Emoquo won the AXA PPP Health Tech innovation award for best preventative mental health in the workplace and was one of just 12 scale-ups chosen from 200 entrants for PwC’s ‘Future of Work’ programme.
BNY Mellon & EmpowerTheUser

BNY Mellon & EmpowerTheUser

EmpowerTheUser’s product delivers Realized Business Value from two perspectives: 

The Platform:

  • Collaboratively build simulations quicker than industry benchmarks
  • Deploy simulations as a viable alternative to time-consuming traditional training methods
  • Recoup this seat time and redeploy as billable hours, saving full-time equivalents (FTEs)
     

The Simulations, which are built on the platform to address specific business challenges:

  • Gather real-time analytics to enable precision understanding of skills and behaviours of any organization’s workforce
  • Significant learner satisfaction levels
  • Provide safe and supportive environments for developing and practicing skills and behaviours
Leverage decades of award-winning PhD research in the field of learning, analytics and simulation
Engineering Real Results 

Engineering Real Results 

We are the first company to produce Virtual Reality specifically for use on building sites. 

After practising using the On-Site Virtual Reality the majority of Apprentices are sufficiently competent to carry out the task physically on the first occasion.  A property developer has calculated that the Virtual Reality has reduced the training, wastage and damage costs by 81% for each Apprentice.  That's a saving of £8,748 per Apprentice per year.

We feel that our On-Site Virtual Reality system brings innovative use of hardware and software which sets a new standard for learning technologies.
forMetris

forMetris

Only 10% of people make a sustained change to their behaviour after a learning experience. As a result, the full potential of learning is never realized for organizations and learners. To prevent this “scrap learning’, forMetris has developed the first AI-driven self-coaching application, FIL. It is the first fully digital and scalable solution that focuses on methodology rather than content to help learners move on from learning objectives to personal objectives and concrete actions. More than 5,000 people have already used FIL with outstanding results: a 20% increase in learning impact and a 25% increase in learners’ engagement.
Rabobank

Rabobank

Rabobank works with Furhat (a social AI robot) to train employees on their soft skills. Participants get to practice realistic client conversations so that they can improve their skills and the desired behaviour to offer an excellent client service.

Why using a robot as a trainer?

  • An employee can use a soft skill trainer robot 24/7 whenever it suits him or her
  • He or she is not dependent on the availability of a human trainer/actor
  • It is very easy to practice: anytime-anywhere & anonymously
  • Future skills can be added easily, because a robot can learn quit easily
  • It is easy to repeat trainings
     
Watch this video to find out more.
Saberr

Saberr

We believe that the hardest problems of today’s world require teams not individuals in order to be solved. Collaboration is the key to our successes so we want to make it easier and more enjoyable. Our software predicts and improves team performance enabling teams to improve dynamics, resulting in happier teams and higher performance.

CoachBot is the world’s first digital team coach. It’s built on the principle that technology should make us interact offline more, not less. Understanding relationships within the team and increasing communication can help improve trust and ultimately help teams collaborate better in the workplace.
The Open University

The Open University

OpenStudio is a visually-rich digital learning platform with a firm foundation in collaborative design thinking. Developed by the Open University for use within its Virtual Learning Environment, it helps remote students feel less isolated and learn important feedback skills that would more naturally be developed in a physical space.

It has successfully evolved from a small pilot to an important part of the OU’s teaching delivery toolkit, enhancing the student experience, and supporting learners in developing skills they need to succeed.

By blending technology, user-centred learning design, and academic research we have created a natural and vibrant social learning environment.
Trivantis

Trivantis

Throughout 2017 and 2018, Trivantis was on a mission to develop an innovative immersive learning platform with the power to disrupt Learning and Development. With a laser focus on ease of use, the game-changing impact of virtual reality, and the power of xAPI analytics, Trivantis successfully launched CenarioVR. By removing barriers to entry and empowering training professionals to create truly impactful content with cutting-edge technology, CenarioVR has the potential to radically alter training content, elevate the role of training professionals, modify learner behaviors and performance, and provide a powerful impact on any organization with superior, measurable training outcomes.

Best learning game – UK

ABP and The Moment

ABP and The Moment

Associated British Ports (ABP) required an innovative training solution to raise the awareness of GDPR for managers. With a small budget and timeframe, The Moment developed an interactive narrative-led game to explore the real-world consequences of GDPR negligence.

Inspired by the successful mechanics of commercial games, The Moment created a simulated interface with interactions that mimic the daily actions of learners and test the learner’s comprehension of GDPR principles. The result was an effective learning game that outperformed its reach goal by 25% in just one month of deployment and documented a high percentage of post-training test scores over 89%.
BBC

BBC

BBC iReporter was created by BBC News and Aardman Animations to help give 11-18 year olds the skills to identify fake news and false information. The game gives players the experience of being a BBC reporter covering a breaking news story and deciding which sources to trust and publish and which not to. It gives them the skills to check and verify sources and spot the difference between comment and opinion. Designed and built in collaboration with 11-18 year olds and senior BBC editors BBC iReporter can be played on mobile, tablet and desktop. 
Business Smart International

Business Smart International

The Arm Big Picture Simulation is a bespoke business game, which is used in employee on-boarding events.

The purpose of the simulation is to introduce Arm’s business model and culture in an interactive and engaging way – including some healthy competition and team collaboration.

The game scenario reflects Arm’s unique & complex business model and their customers, with learners working in teams to complete a series of challenges and gain the highest score.

It has proven to be an engaging, interactive and fun learning experience. It’s received rave reviews from participants and internal sponsors. It continues to be used as an essential tool on the on-boarding journey.
CCEA

CCEA

The STEM in Minecraft resource provides a range of game based active learning opportunities, making connections both within and beyond The World Around Us. Included are a series of STEM in Minecraft in-game Quests. They are aligned to the curriculum, so that pupils are applying learning through online gaming. Pupils become the Viking protagonist, facing a series of choices and challenges on a journey to mastery. To promote a blended approach there are a number of STEM enquiries to connect Science and Technology to a topic traditionally viewed as a History only one.
Domino's & Autonomy Multimedia

Domino's & Autonomy Multimedia

Domino’s vision is to be the #1 pizza company in the world and in every neighbourhood. The role of Learning and Development is to deliver training solutions for store teams, aiding them to deliver this vision. 

‘Aces In Their Places’ is an engaging online business game that has been produced to compliment Domino’s Effective Shift Management program. In collaboration with Autonomy Multimedia, Domino’s L&D have produced a simulation of a store environment where Shift Managers set up a game plan to maximise staff efficiency for a busy shift.

Knowing how to set the store up in an organised and timely manner whilst maintaining Domino’s store standards is vital to a store’s success.
Godiva and LEO Learning

Godiva and LEO Learning

Selling boxes of chocolate often worth over $100 each is an art as well as a science. Godiva and LEO Learning injected passion into aspiring Millennial retail staff in Godiva’s chocolate ‘Boutiques’ (retail outlets) using an ingenious mobile-first solution which combined five modules of e-learning with a parallel multi-level game called Chocolate Quest: Guardians of the Cocoa Bean.

Employees embraced this approach to learning wholeheartedly, giving it an average rating of 8.9/10.0. Most importantly, a follow-up evaluation proved they were applying the learning in store, which contributed to Boutiques represented on the programme growing significantly faster year-on-year than Boutiques that weren’t.

Best learning game – international

Bridgestone and SweetRush

Bridgestone and SweetRush

Counter Intelligence is the capstone component in Bridgestone’s extensive learning program for sales associates. This challenging, sophisticated, stand-alone, scenario-based mobile gaming experience is perfect for this largely millennial audience. It’s innovative, both technologically and instructionally, and is a hit with learners!
Funkis Multimedia and Volvo Group University

Funkis Multimedia and Volvo Group University

Meet the Customer is a virtual learning game played in four consecutive team meetings. In between meetings a self-study is done.

The learner meets customers, experiences their operations and solves their challenges.  The filmed, virtual facilitator guides the team through the game. In a face to face setting or via Skype, the team must solve the customer’s challenges. When using this learning approach, we are able to combine the rich advantages of a face to face training with the efficiency of digital distribution and a shared message. It becomes a democratic and enriching learning experience.
Harvard Business Publishing

Harvard Business Publishing

The immersive IT Management Simulation: Cyber Attack! teaches students key management issues encountered when responding to an IT crisis in real time. Faced with time pressure in the midst of a cyber attack, students assess priorities and practice making sound decisions that reinforce data preservation. Navigating the complexities of making meaning in a crisis and communicating in a fast-paced environment, students will learn the importance of crisis preparedness. This synchronous, multiplayer simulation is ideal for teaching IT management, information security, decision making, or crisis and risk management. It can be played in 30 minutes on a computer, tablet, or mobile phone.

Novartis & The Ludic Group

Novartis & The Ludic Group

The TRD Game was developed to educate 2800 Novartis employees in 9 countries over 5 continents on the importance of TRD, to reinforce behaviour change across the organisation and to enable TRD to become an even more effective partner in the Drug Development Process. 

This sophisticated and interactive game effectively achieved global participation by allowing players to collaborate, take control of their learning and get rewarded for their achievements in a fun and engaging way. As a result, TRD are one of the leading teams in Global Development, role modelling ‘Blue Culture behaviour’ as recently announced by the company CEO.  
Ryerson University

Ryerson University

“Skills Practice: A Home Visit” is a Virtual Gaming Simulation (VGS) that transforms conventional pedagogical approaches by incorporating digital learning games into Nursing Education curricula. The game provides a safe training environment that eases students’ transition to clinical practice through experiential learning, thus compensating for the sector-wide scarcity of clinical placements. Licenced as an open educational resource, it may be incorporated into courses or used as self-study learning object. It is freely available online, allows users to play over and reset, and has received very positive feedback from users.

A promotional video can be accessed here.

Shell and MPS Interactive Systems

Shell and MPS Interactive Systems

The multi-player Shell Bitumen Simulation Game developed by TIS ups the ante on business games by setting teams against one another to assess their abilities to think and act quickly and ethically in tough business situations, changing regulations, and stress-inducing deadlines. It’s a game where players come together, analyze business cases and take collaborative decisions synchronously or asynchronously with team members from across the globe.  
Shell and NIIT

Shell and NIIT

The SLR/IDF game is a real time 3D training intervention on Ethics and Compliance designed for senior leaders at Shell and is based on a learning by doing approach. The training simplifies what might otherwise have been hours of click-through training into a true to life, rich, and engaging game where they can learn at the speed of business. Senior executives are able to complete the training in multiple sitings if necessary, take decisions in real time throughout the narrative, and replay any parts they need to revisit for a truly flexible and real-world experience.
Volvo and RMMBR

Volvo and RMMBR

To enhance the driving experience and improve fuel efficiency Volvo asked us to develop a new Vehicle Handover training presented in a mobile game; A hybrid app that truck drivers can use anytime, anywhere.

The content is gamified for optimal user experience and managing user flow through the content. The core game mechanics revolve around earning points, collecting tips & tricks and winning trophies.

Combining learning- and fleet management data helps Volvo to pinpoint and push learning content in the app that contributes to higher fuel efficiency. A higher fuel efficiency score means a lower carbon footprint and less maintenance costs.

Best use of simulations or virtual environments for learning

Babcock and Network Rail

Babcock and Network Rail

Network Rail owns and operates the railway infrastructure in England, Wales and Scotland on behalf of the nation. That’s 20,000 miles of track, 30,000 bridges and viaducts and thousands of tunnels, signals, level crossings and points. They also manage rail timetabling and 20 of the largest stations in England, Scotland and Wales.

NR employees and contractors work round-the-clock to provide a safe, reliable experience for the millions using Europe’s fastest-growing railway each and every day. The company turned to Babcock Learning Solutions to develop a set of innovative VR scenarios which reflected its activities, the risks teams working on the track face and the rules and standards needed to work safely on the railway.

The Virtual Reality Track Safety Scenarios were developed to enable users to effectively identify correct unsafe acts and unsafe conditions, delivering an engaging, interactive learning experience closely matching the live experience.
BNY Mellon & EmpowerTheUser

BNY Mellon & EmpowerTheUser

BNY Mellon partnered with EmpowerTheUser (ETU) by using its platform to address a business case which deployed a program of 3 Simulations. ETU’s Simulations enabled BNY Mellon to:

  • rapidly develop and deliver this solution for assessing and training to a global population of 6,000 managers;
  • achieve significant cost savings;
  • return positive learner engagement and feedback results;
  • capture and analyse remarkable learner analytics on decisions, skills and behaviours;
  • provide learners the opportunity to self-assess;
  • ensure awareness of the risks inherent in their jobs; ensure the firm is aware of any risks.
EDF Energy

EDF Energy

EDF Energy’s objectives were to improve Risk Perception training for Hinkley Point B power station employees following a number of accidents and lost time incidents. The solution was a virtual reality power station, where employees could interact in spaces where hazards are present, without the actual risk involved. 

This ground-breaking approach to health & safety training has been a huge success, with 90% of staff enjoying the experience. 1,000 people have carried out the training so far and since implementation the number of incidents were halved, and costs reduced by 95%.
Engineering Real Results 

Engineering Real Results 

We are the first company to produce Virtual Reality specifically for use on building sites. 

After practising using the On-Site Virtual Reality the majority of Apprentices are sufficiently competent to carry out the task physically on the first occasion.  A property developer has calculated that the Virtual Reality has reduced the training, wastage and damage costs by 81% for each Apprentice.  That's a saving of £8,748 per Apprentice per year.

We are extremely proud that our system has met all our original objectives: to cut costs, increase achievement and provide fully qualified workers to bridge the skills gap.  
Global and The Moment

Global and The Moment

As part of their ongoing efforts to keep the number of presenter and operator errors low, Global (home of the Heart, Capital, Classic FM, Smooth, Radio X, LBC and Gold radio stations) approached The Moment, with the brief to create an innovative training solution focusing on developing their employees’ ability to handle unexpected and unusual events. The result was a captivating recreation of Global’s iconic Leicester Square studio in an authentic virtual reality environment. A portable training system that revolutionised their traditional onboarding methods and reached over 140 employees in six months.
Hilton and SweetRush

Hilton and SweetRush

Creating Hilton’s highly effective Business Immersion Virtual Reality (BIVR) learning program required extreme technological innovation. This virtual reality–based solution comprises a 360-degree video hotel tour, 3D environments, an animated 3D robot guide that responds to voice commands, and three fully immersive empathy-building interactivities. A tour de force of virtual reality, BIVR gives newly hired corporate team members a true understanding of just how difficult the jobs of in-hotel hospitality workers are. Virtual reality proved to be the ideal onboarding modality, engendering empathy in a way no other learning tool could.
MHI Vestas Offshore Wind and Cadpeople

MHI Vestas Offshore Wind and Cadpeople

MHI Vestas Offshore Wind and Cadpeople have done pioneering work in introducing digital training simulators in the wind energy industry. The most remarkable results are:

  • Costs cut to 1/3 compared to traditional simulators
  • Improved mobility
  • Inexpensive to replicate
  • Easily updated to match technological development
     
“The new tools have been received very well by employees and we can do courses around the world instead of here in Denmark”, says Elisabeth Mygind Thorsen, Manager of Technical & Safety Training, MHI Vestas Offshore Wind. “We have taken training to a new level where safety, quality, flexibility, employee satisfaction and costs have all improved”.
Shell and NIIT

Shell and NIIT

Shell well engineers go through rigorous training before they can work unsupervised on a rig. This includes training on physical simulators installed at Shell’s main offices. The Shell Wells simulator app allows learners to practice basic well control procedures on an iPad in a realistic environment through a scenario-based approach. Learners can learn and practice the correct procedures, identify learning gaps and work at a more advanced level before training on physical simulators.  The app helps reduce costs and time to competence while allowing learners the flexibility to master key concepts at their own pace.

Best online distance learning programme

DPG and Virtual College

DPG and Virtual College

Developing People Globally (DPG) and Virtual College partnered to take DPG’s blended learning Level 5, CIPD accredited Human Resources Management course fully online to offer this high quality training more widely via distance learning. This innovative qualification features a virtual business district where users learn by applying their knowledge to help individual businesses, alongside social learning and recorded webinars. The course now has over 500 enrolled learners with an improved first time pass rate for modules, a withdrawal rate of just 2% (compared to 23% for the blended option) and 97% of learners recommending the distance learning course to others.
HT2 Labs & Tes

HT2 Labs & Tes

Recruitment shortages in Initial Teacher Training (ITT) in the UK are well known and English Subject Knowledge is no exception; English enrolments have declined as applicants shockingly lack subject knowledge. Tes Institute devised an innovative new learning product, Tes Learn, to deliver English Subject Knowledge Enhancement (SKE) training sufficient in content and scope to address the deficiency. Accounting for more than 10% of SKE enrolments in the UK last year, the new Tes Learn platform is built upon innovative technology delivered by HT2 Labs. Clever programme design has mitigated potential fears of doing an entirely ‘online’ approach and 98% of students enrolled go on to complete on time.
IPA and Kineo

IPA and Kineo

The Institute of Practitioners in Advertising (IPA) recently overhauled their online qualifications in order to keep up with the rapidly changing marketing communications world. The IPA pioneered digital learning in Advertising, and continue to stay at the forefront with a robust, modern programme. It provides the latest information from experts and offers the right support and technology to facilitate learning. Not only are the IPA saving well over £100K annually, but they are also able to deliver a better end product year after year. This has enabled them to expand their growth plans globally, via apprenticeships and university partnerships.
Kaplan

Kaplan

Extensive market research into changing students’ needs revealed a challenge – how to create a structured, fully supported course yet offer the flexibility to start whenever students want. Almost the impossible... but we found a way!

Our new OnDemand courses enable students to start 365 days a year and provide all of the types of support students associate with a more traditional classroom course. Using a variety of mediums, it’s both engaging and motivating, as demonstrated by the excellent pass rates seen so far. Valued by students, it’s outperforming our existing distance learning programme and other courses in the marketplace.
KNect365 Learning and University of St. Andrews

KNect365 Learning and University of St. Andrews

The Terrorism Studies programme is the leading and most influential qualification in this realm of study. Over 4,700 learners, in over 130 globally, have studied this online distance learning qualification.

Given the sensitive nature of their job requirements, learners are able to study while in the field, and at the same time are able to study anonymously to protect their identities.

The course is constantly being improved based on the latest insights, trends and methods in counter-terrorism. The results speak for themselves, with high learner engagement; satisfaction ratings and an above average percentage of learners returning for further study.
Learna

Learna

Learna delivers high-quality medical education and continued professional development to healthcare professionals worldwide. 

Established in 2000 by an NHS physician with nearly 20 years of medical education expertise, Learna has become both academically and commercially successful with revenue growing over the last 8 years to nearly £5m (£4,833,740) with an additional £3m forecast this year. 

Learna’s primary learning platform, Diploma MSc, offers online Postgraduate Diplomas and MSc courses.

Diploma MSc Alumni have become leaders in their respective fields, presented their research work at international meetings and generated 27 academic publications in peer-reviewed medical journals.
Speexx

Speexx

Learning professionals are tasked with ensuring not only completion rates but upskilling and staff performance. At the same time, the overwhelmed employee has less time for learning on the job, thus casting corporate training as a source of added stress instead of a tool for employee motivation. Speexx has designed Smart Learning, a blended learning platform for language training that combines microlearning, long-term learning objectives and performance support. By applying AI, mobile accessibility, microlearning and spaced repetition techniques, the solution offers innovative user-centric learning solutions. The result is measurable improvement in learning retention and improvement in ROI on learning programs. 
Swiss Re

Swiss Re

Swiss Re's "Development Compass for Managers" is a personalised on-demand platform that doesn't exist anywhere else in this form: This ground-breaking one-stop-shop for managers combines micro learning and performance support with tailored corporate MOOCs and social collaboration into a unique distance learning programme.  The 2,000+ curated internal and external micro-learnings and supporting material available on this platform can be accessed anytime from anywhere. Users get personalised recommendations and can easily search though the entire catalogue. In addition, managers can register for corporate MOOCs, designed along the 70-20-10 model with a strong focus on social collaboration and immediate application.

Best use of blended learning – UK

Good Things Foundation

Good Things Foundation

We are a social change charity, whose aim is a world where everyone benefits from digital.  We run a range of programmes, but our flagship Future Digital Inclusion programme aims to teach Basic Digital Skills to 1 million digitally excluded people in England by 2019. Funded by the Department for Education, the programme started back in 2014, and since that time has supported ​998,092​ people to improve their basic digital skills. The programme uses the community reach of the ​Online Centres Network​ to support and engage some of the hardest to reach people in society. 
Henry Ford Academy

Henry Ford Academy

The Henry Ford Academy has undertaken vast change in order to bring effective learning to the UK Dealer Training Network. This includes thousands of employees across the Sales and Aftersales Departments.

The Academy is dedicated to this approach and has invested heavily to create a new Learning Technologies department. Headed up by Jack Sumeray, this department now consists of a team of eight, connecting with other teams to expand the Academy’s approach to produce outstanding blended learning.
Highfield and M&S

Highfield and M&S

The Marks & Spencer (M&S) Trading Safely and Legally (TSL) and Learning and Development (L&D) teams required a digital-first blended-learning solution from Highfield to improve operational compliance across the M&S estate, covering food safety, health and safety and first aid. A digital reporting platform was also required to give complete transparency of the results from this solution (provided to TSL and each store). Additionally, the solution needed to improve training delivery time and cost-efficiencies.

The blended solution Highfield has implemented (incorporating e-learning and e-assessment) meets these requirements, generating hundreds of thousands of pounds in cost savings each year.
Highfield and Musgrave

Highfield and Musgrave

The Musgrave Group (Musgrave) is Ireland’s leading grocery, retail and wholesale company.  Musgrave works with franchise owners through their two main brands ‘Centra’ and ‘SuperValu’.  Highfield produced a blended-learning programme with the goal of providing consistent, high-quality food safety training across Musgrave’s entire estate.  A programme was implemented to train a food safety champion (FSC) in each store, who was provided with resources and supporting materials to deliver staff training.

This highly cost-effective blended-learning programme enables training on and off the shop floor, takes account of their IT infrastructure across stores and utilises a bespoke learning management system (LMS).
John Lewis Partnership

John Lewis Partnership

This learning solution supported John Lewis Partners who serve customers in its shops to use a new mobile device and apps to deliver great customer service and drive omni-channel sales. To ensure a powerful and efficient learning experience that took into account different abilities and the shop-floor context, we created a blended solution that incorporated self-led mobile learning resources and on-the-job coaching from Digital Guides. These guides were trained via face-to-face sessions.

KPMG

KPMG

Leading a consortium of 30 world-class Learning & Development (L&D) suppliers and working alongside Civil Service Learning (CSL), KPMG has provided workplace learning to the Civil Service since early 2016. This alliance has already combined blended learning approaches with digital technology to great effect across numerous government departments.

Among all these successes, KPMG’s work with the Home Office stands out. Featuring three management programmes designed to tackle the organisation’s specific cultural and change management challenges, it is a prime example of how modern workplace learning can deliver transformational change.

 

Newsquest Media

Newsquest Media

The Beyond Excellence Development Programme is the first of its kind for Newsquest. It is the first time we have developed a fully blended programme that is learner-centric and focuses predominantly on business outcomes and application in the workplace.

Utilising the functionality of our current LMS and the collaborative apps within Microsoft 365, we have been able to provide a completely new learner experience which is already having a positive impact in terms of performance and productivity.

The approach has now been adopted for all of our development programmes to help drive digital transformation across the Group.

NHS Horizons

NHS Horizons

The NHS School for Change Agents (S4CA) is an annual, voluntary, and free five-week virtual change leadership programme, aimed at junior and mid-level staff across all NHS England. 

By introducing a wholly virtual approach to blended learning, with six rich and engaging core elements, S4CA-2018 has transformed the thinking and action of a large community without a single face-to-face interaction. Year-on-Year achievements include: 

  • End-to-end retention up 5X (11% - 54%)
  • Enrolment levels up 250% (2839 to 6887)
  • Accreditation up 440% (186 to 1017)
  • Confidence to lead change up 20-30% depending on seniority. 
     

A collaboration by NHS Horizons, TWM and Zigit.

Santander and Media Zoo

Santander and Media Zoo

Santander and Media Zoo

Santander hires around 1800 new starters a year into their branches. Historically, all branch induction courses were residential, asking people to stay away from home for 4-16 weeks. This was costly to the business, as well as a strain on families.

Santander were looking to increase the effectiveness of the new starter journey and reduce costs to the business at the same time. It would take a complete change in strategy and a large-scale project to scope, design and deliver the effective change required across 10 roles throughout the bank’s branches.

Tesco and Media Zoo

Tesco and Media Zoo

When Media Zoo were tasked with redesigning Tesco’s entire retail learning framework, they set out to create a blend of interactive resources to support new colleagues in their first few weeks in store.

The aim was to redesign the existing overwhelming and process-heavy paper-based content to a streamlined and blended approach. The new solution needed to provide new starters and clear learning journeys with accessible, interactive resources to support their development in all aspects of retail. From their first day on checkouts through to specific departments, colleagues now receive practical, mobile-ready content with support from existing colleagues to help them thrive.

Best use of blended learning – international

Bridgestone and SweetRush

Bridgestone and SweetRush

Bridgestone Consumer Tire Education is an innovative and all-encompassing learning ecosystem for extended enterprise sales associates, combining highly engaging eLearning, mobile learning, games, instructor-led training (ILT), and story-driven 3D animated videos. All these elements are tied together by a unifying brand, a gamified learning portal, and an incentives program. The project’s many components use a full array of learning and development modalities that work together to offer a highly effective and unique program for the largely millennial and Generation Z audience.

CrossKnowledge

CrossKnowledge

The energy market is in transition from fossil to renewable energy sources. More and more new providers are entering the market in small scale but with innovative products and services, thereby, disrupting the energy market. Innogy needs to boost entrepreneurship and innovation to accelerate speed of change. There is a need to modernize the environment of the place and improve the working climate, strategy alignment and people management skills. Innogy needs to develop their leaders for the needs of tomorrow. The new leadership model will have to address major topics in order for their leaders to be innovative, conscious and ready for the future.

Hamdan Bin Mohammed Smart University

Hamdan Bin Mohammed Smart University

The blended learning approach adopted for this submission focuses on the Post Graduate Diploma in Curriculum Design and Development (PGDCDD) jointly offered by HBMSU and UNESCO to educators in 22 Arab states.  An Arab-centric programme offered fully in the Arabic language, various initiatives at HBMSU such as the Smart Campus, the 4C’s Life-Long Learning Model and the Triple A learning approach were combined with UNESCO’s and Arab expertise and resources to deliver the programme. Tangible increase in participants’ satisfaction from Cohort 1 to Cohort 2 of the programme has inspired plans to upgrade the programme to the Master’s level in 2019.  

Honda Motor

Honda Motor

In 2017 the launch of the new Honda Civic placed significant commercial expectations on our training department, who are responsible for training over 2,500 Sales Associates, across 16 countries, in the skills and knowledge they need to maximise sales and deliver outstanding customer experience.

High expectations were compounded by a context of historically poor levels of training completion, and we wanted to address the challenge of proving that learning transfer had effectively taken place. 

We responded with a highly innovative blended learning approach, using complementary learning techniques, each playing to their distinct strengths – with outstanding results against our targets. 

ING

ING

ING’s strategy is built around empowerment and the promise to customers to make banking clear and easy, available anytime and anywhere and to keep getting better. The Think Forward Strategy is crystal clear on where we play and how we win.

The Think Forward Leadership Experience amplifies behaviours& skills that leaders and managers need to create and maintain this culture.

5,000+ participants, data driven, 16-week path, 96 participants per cohort, 94 learning objects, 8 different learning technologies, 5 contributors, internal and external facilitators and much more.

Read all about the blended learning program: Think Forward Leadership Experience.

Lonza with TPC – The Performance Company

Lonza with TPC – The Performance Company

In Q1 2017, the Global Head of IT Learning identified an opportunity to repurpose money intended for travel on a single project and use it to develop high quality learning materials that could be reused for future SAP rollouts.

The result represents a transformation of IT learning using a blended approach never seen before at Lonza. Initial cost savings were over 200,000 CHF. Further savings from the reuse of materials amount to over 500,000 in one year and will continue to grow as the concept is used for all future IT projects.

L'Oréal and Growth Engineering

L'Oréal and Growth Engineering

In 2017, Growth Engineering and L’Oréal Travel Retail APAC (will be referred to as L’Oréal) embarked on a hugely exciting learning technologies project. They worked together to create My Beauty Club, a social and gamified mobile learning app. L’Oréal were looking for an effective mobile app that would assist them in their classroom training requirements and wanted to create an engaging blended learning environment for their employees across Asia. 

We hope to show you the positive impact the mobile app has had and how implementing a blended learning approach was a triumph, which is truly award worthy!

SAB and Win-Win Consulting International

SAB and Win-Win Consulting International

WinWin created an engaging and effective blended approach to ethics training which took the form of a facilitator led session, presented to a large group of employees in a half to one day session. We wanted to be sure that employees would leave the training with a real grasp of why ethics is so important to a business, as well as a clear understanding of their personal responsibility for ensuring good ethical business practice. Our approach involved putting ethics training into the hands of the line manager, or team leader.

This meant that line managers across all functions in the business were upskilled to run ethics sessions with their teams. This ensured that the ethics discussions were both relevant and actionable at a team level.

SAP UK

SAP UK

Project AWESOME (so named because of its breadth in terms of scope, multi-media and geographies) is a comprehensive blended learning certification programme for Sales Executives at SAP Education EMEA. The challenge was to create a comprehensive offering for sales teams who are widely dispersed, with varying levels of knowledge of SAP’s solutions and inconsistent approaches in presenting these to customers. The programme needed to bring everyone up to the same level of ability to position and demonstrate SAP’s world-class software and services offerings. The learning successfully addressed these challenges; it was rigorous, practical and showed measurable results.

TrainTool & ABN AMRO

TrainTool & ABN AMRO

Banks nowadays have fewer moments of interpersonal communication, which makes these all the more valuable. ABN AMRO aims to increase their NPS through better listening and understanding by more than 5000 customer-facing employees. Limited capacity meant they were only provided one live training day, so online preparation and retention training was essential. An online video role play programme and app were designed, which started a cultural change within the organisation to service clients with more attention and really listen to their questions. As a result, the business goals of higher NPS and happier clients are achieved.

Find user reviews, client testimonials, case studies and more on our website.

Vodafone and RMMBR

Vodafone and RMMBR

The Vodafone Business Partner Academy is a fast-paced, HTML5 responsive mobile-first responsive learning environment where Vodafone sales representatives get up to speed about the Vodafone product portfolio.

Through Challenges the Academy determines an employee’s level and then offers a tailored blended program of micro-learnings and classroom training.

As soon as an employee enrols in a classroom training, the Academy offers a short, but intensive online preparation before the classroom training and an online reflection afterwards. This way the Academy activates prior knowledge as well as cements learning. All to improve the skills of employees and boost sales.

Westfield Insurance and NIIT

Westfield Insurance and NIIT

In today’s environment, preparing employees against active threat risks aligns with Westfield Insurance’s mission to provide peace of mind and protection.  While Westfield Insurance provides a safe and great work environment, they need to continue their preparations to address these types of potential occurrences.  Training is a vital component of ensuring that employees are aware of active shooter threats and are trained to protect themselves in the unfortunate circumstance of this threat ever being realised. The active threat training initiative at Westfield Insurance is an e-learning programme that enables employees to recognise and respond to violent situations in the workplace.

Best UK learning platform implementation

A.G. Barr with Learning Pool

A.G. Barr with Learning Pool

AG Barr Soft Drinks is a FTSE 250 Company which has been manufacturing and distributing some of the UK’s best-loved soft drinks and refreshments since 1875. Manufacturers of ‘Scotland’s other national drink’, Irn Bru, the business currently employees 950+ employees at multiple facilities across the UK.

AG Barr recognise the need to continually invest in their employees in order to increase skills, develop and retain talent, and support the delivery of ambitious business objectives. AG Barr needed an LMS which would maximise user engagement and would grow with them.

Key requirements for their solution were:

  • a first-class user experience
  • a scalable solution which would accommodate their growth as a company
  • integration with their existing HR system
  • automated ‘digital first’ induction programme, including an on-brand welcome email
  • flexibility to deliver learning and content on a range of devices
  • facilitation of the management of all learning - online, face-to-face, and blended - in a consistent manner
  • clear, concise reporting to ensure compliance
  • automation of recertification of compliance courses
Norgine and Growth Engineering

Norgine and Growth Engineering

In 2017, Growth Engineering and Norgine embarked on a hugely exciting learning technologies project. They worked together to create Pyramid, a social and gamified learning portal. Norgine were looking for an effective implementation process that would allow them to generate maximum levels of engagement throughout their learners. 

Throughout the course of this submission we hope to show that Pyramid has had a massive impact within Norgine’s business, and that the implementation of this learning platform has helped them to meet several organisational and learning goals.

O2 and The Working Manager 

O2 and The Working Manager 

The way in which people communicate, interact and learn is changing. In today’s digital world our people need to be flexible, mobile, personal and reactive to deliver for our customers.

So, we introduce O2 Campus - our new corporate university. A community where people connect, learn and grow. Much more than a new learning platform, O2 Campus is designed around the user’s experience. It’s a space where all UK employees gain skills and knowledge to share with colleagues across our network. Somewhere for current and future employees to get excited about the O2 brand.

O2 Campus – Endless possibilities.

RB

RB

How we can disrupt an industry if we can't disrupt ourselves? At RB we have a powerful vision for learning and development; to truly unleash our people’s potential. We have hand-crafted and implemented our own bespoke learning platform to enable and shape the culture of learning at RB.

To succeed our business must innovate and evolve every day. Our new platform does the same. Flexibility, innovation, low-cost, social learning and agility is in its DNA.

Please welcome - learn.rb.com

Sainsbury’s with Kallidus

Sainsbury’s with Kallidus

Two years ago, Sainsbury’s began a major digital learning transformation journey. At the heart of this programme of change has been the implementation of Kallidus LMS which supports over 145,000 colleagues across more than 600 supermarket and 815 convenience store locations. This innovative platform has had a huge impact on the organisation, creating a world-class training experience and significantly improving resource efficiencies. In the last 12 months Kallidus LMS has enabled tens of thousands of staff working hours to be released back into the organisation, enabling Sainsbury’s to focus even more effort on delivering a first-class customer service.

Virgin Money & GoodPractice

Virgin Money & GoodPractice

With a unique set of values and behaviours, Virgin Money demanded a different and more personalised approach to learning and development. Working with GoodPractice, they established ‘Your Learning Lounge’ - a new breed of learning platform which would drive colleague development. Your Learning Lounge would be unique for every individual, as familiar as consumer apps and powered by the latest Netflix and Amazon style AI technology. Most importantly, it would embrace Virgin Money’s company strategy and values, making learning a pleasure, not a chore.

YHA

YHA

It is important to us that our team are equipped with the right skills and knowledge to fulfil both our charitable and strategic objectives. The effective use of technology, specifically an appropriate Learning Management System, has been key to achieving constant and comprehensive learning for all.

In late 2015, after reviewing data and gaining employee feedback for our existing online learning strategy, it was clear that there was an opportunity for improvement. After research we partnered with Flow and by early 2016 we had agreed an implementation plan, which included the migration of our trainees existing qualifications as well as system integration with some of our existing HR software.

Best international learning platform implementation

GGZ Ecademy and aNewSpring

GGZ Ecademy and aNewSpring

In 2011, 14 Dutch mental healthcare institutions took the initiative to create high-quality, highly relevant e-learning for their sector. In 2018, the initiative evolved and the GGZ-Ecademy-aNewSpring platform was implemented at 54 member organisations serving 15,550 (86%) of the mental healthcare professionals in the Netherlands. This included not only 71 relevant e-learning modules but also a platform as a real sector-wide learning ecosystem—a unique ‘one for all and all for one’ platform implementation!

Hilti and Fuse Universal

Hilti and Fuse Universal

This is a story about future-proofing a learning organisation with a 77-year family heritage, through pioneering social learning technology and deep understanding of learner psychology - to convert learning into high-performance behaviours.

Given imminent requirements to onboard 4-5,000 employees in 2017 into its 25,000+ multilingual workforce Hilti partnered with Fuse Universal to implement a Next Generation Learning Environment - enabling business change in record time. 

Results demonstrate outstanding engagement (83%), faster Time-to-Performance, radical shifts in mindsets, and learners who are teachers able to benefit from and share ‘tacit’ knowledge (in 34 languages) when, how and where they need it.  

International Workplace and ADVETI

International Workplace and ADVETI

International Workplace was invited by ADVETI to build its first ever commercial learning platform, to enable it to deliver and monetise eLearning courses in line with the requirements of the UAE’s public   sector procurement policy.

ISS and UpsideLMS

ISS and UpsideLMS

ISS transformed its employee L&D by creating an ecosystem for learning, called 'MyLearning', powered by UpsideLMS. The vision was to make the training management of its geographically dispersed, multi-lingual workforce simple and centralised with an ability to cater to the individual needs of each country.

‘MyLearning' leverages UpsideLMS's features, user-friendly UI, cloud technologies and integration with other systems to offer a comprehensive platform with 53 portals in 20+ languages and 350,000+ users. It enables ISS to deploy training globally, provide a consistent learning experience across devices to its workforce along with meeting compliance requirements of its global customers and gleaning intelligence.

Pandora and Crossknowledge

Pandora and Crossknowledge

Founded in 1982 and headquartered in Copenhagen, Denmark, PANDORA employs more than 27,300 people worldwide of whom around 13,200 are located in Thailand, where the Company manufactures its jewellery in early 2016, PANDORA embarked on a major restructuring program to support its emerging needs as a global player. This included setting up a new Global Learning & Development team, tasked with providing more effective learning solutions and tools for the whole organization.

Pandora had to embrace the fact that they weren’t a small company anymore, so they undertook a massive reorganization, establishing entirely new regions and business units.

Shinola and Area9

Shinola and Area9

Shinola, founded in 2011, is a US manufacturer and retailer specializing in watches, bicycles, and leather goods. Facing huge growth and opening new stores, Shinola needed an efficient and effective way to onboard new retail employees. Shinola partnered with Area9 Lyceum to make adaptive learning the core of a highly engaging way to onboard the diverse workforce. Over two years, 750,000 adaptive questions have optimized learning for in-store employees leading to per-employee and per-store revenue growth compared to previous training approaches.

Wella and Kineo

Wella and Kineo

As part of Coty’s Professional Beauty division, Wella Company is helping to drive business growth through its visionary education services.

Wella Education’s ‘Intelligent Play’ methodology encourages learners to grow confident and dare to take the next step. Through empowering stylists to work at their own pace and to make the learning their own, Wella are energising and engaging stylists to make their education memorable, fun and effective.

With over 70% of learners accessing the platform and content via mobile devices, Wella Education shows just what can be achieved, when you put training into the hands of the learners.

Westhill Consulting for Intercars

Westhill Consulting for Intercars

Drive is an educational gamification platform, that increased the efficiency of sales representatives

  • 1,500 participants,
  • 15 months of intensive growth while travelling along the legendary Route 66,
  • Online Competence Game,
  • Gamified Platform,
  • Educational Content— e-books, tests, videos, quizzes,
  • Dedicated development paths,
  • On-line training enrolments, and trainings aligned with the game path,
  • Responsive Web Design allowing for desktop and mobile use,
  • Tailor-made implementation suited to match client’s brand and target group
  • Video: https://www.youtube.com/watch?v=s-GkUSoBl0s
     

Valuable knowledge that we co-created with the customer.

 

 

Learning technologies team of the year

Beeline (VEON)

Beeline (VEON)

3D Rocket is learning technologies team at Beeline. In 2016 12 members of this cohesive team were not even close to the technologies of eLearning development. Now they are 3D Rocket – a team of experts that developed more than 200 eLearning courses, which is more than 70% of existing needs, for more than 26 000 employees using internal recourses only. As a result, they cut the company’s expenditures, as well as could quickly support all the internal initiatives by eLearning courses. 3D Rocket team supports the innovative spirit of the company and brings new ideas to the Russian L&D market.

EDF Energy

EDF Energy

Advisors who respond in seconds, Nuclear Power Stations designed pre-internet and IT Security so tight it could hide alien conspiracies –but we still innovate and offer value to our business. We’ve saved lives, reduced costs and developed tomorrow’s leaders.

What makes us unique is we’re part of a corporate team, developing our methodology to meet our business’ needs. We value what’s coming just as much as what we have. From this EDF Energy are able to stay a step ahead of the learning curve.

We’re a small team with big ideas.

Good Things Foundation

Good Things Foundation

Good Things Foundation​ is a social change charity, helping people to improve their lives through digital. We do this by working with grassroots community organisations across the country called Online Centres​. The learning team develops courses and learning content for ​Learn My Way​, the free online e-learning website which helps people to improve their basic digital skills. The team also:

  • Support tutors in Online Centres by developing resources to help them support learners. 
  • Support international delivery of basic digital skills training in Australia and Kenya. 
  • Develop and help others with the delivery of training and workshops. 
  • Support other teams by developing learning content for specialist ​digital and social inclusion projects​. 
Lonza

Lonza

The IT Learning Team at Lonza Pharmaceuticals, made up of just three people, has revolutionized the way in which IT learning is designed and delivered. Taking it from face to face lectures with some PowerPoint and no instructional design they now offer effective interactive learning delivered by virtual classroom, face-to-face and e-learning that empowers employees and drives business. The ensuing cost savings run into hundreds of thousands of Swiss Francs.

Such has been the success and impact that other departments throughout the organization are now replicating their approach across 50 countries in 9 languages to 14,000 employees.

Ryerson University

Ryerson University

The award-winning Digital Education Strategies (DES) team plays an integral role in making The G. Raymond Chang School, Continuing Education, Ryerson University the leading provider of online education in Canada by designing and developing forward-thinking, novel solutions and state-of-the-art digital learning experiences for lifelong learners in Canada and abroad. DES is leading research in game-based learning, accessibility, open educational resources, and technology-enabled education, and has received numerous awards for innovation and educational technology research and development grants. Click here to watch a video.

TalenTeam and Vodafone

TalenTeam and Vodafone

New thinking and a different approach moved our team from working tactically to helping deliver the Vodafone purpose. This is the story of how we transformed as a team to create an inclusive and global learning platform. It’s about the mindset shift that took place and how we made learning accessible to everyone who impacts the Vodafone customer experience. During our evolution as a team, we went from back-office player to a recognised partner within Vodafone. Determined to make a difference, our team committed to ‘walking the walk’, and in doing so became a beacon for the rest of the organisation

Train Fitness International

Train Fitness International

Through team collaboration, TRAINFITNESS was able to increase the efficiency of its Learner Support team’s ability to plan, manage and deliver face-to-face assessment and training days by 41%. This resulted in 95% growth in learner bookings, in addition to a cost saving of 10% of revenue. The team’s dedication to improvement has allowed the company to grow to a level that would not have been possible without their efforts to standardise the systems and procedures built into the bespoke eTeacher PRO Learning Management System. 

Learning technologies company of the year

AVADO

AVADO

AVADO is a technology-enabled learning company delivering high-quality, engaging learning programmes globally. We exist to help people close the capability gap in their careers and to enable organisations to bridge their digital skills gaps.

In the last year, AVADO has worked with over 900 organisations to provide targeted learning solutions to meet defined business needs.

Lead by organisational KPIs, our account-management and delivery teams have supported clients making organisational shifts; frequently exceeding their expectations. For example, 100% of Santander’s learners who increased their digital confidence, and GSK who are transforming their global marketing approach through our programme.

Cegos UK

Cegos UK

Cegos UK is a Global L&D provider that helps organisations to develop highly effective people, enabling them to do their best work.

We guide organisations in the deployment of the most effective learning solutions for them, whilst creating the right learning culture and environment. 

We fully support our customers in achieving results by embedding in-work activities and line manager commitment at the heart of our programmes.

EF Education First

EF Education First

At EF Education First we believe that this year more than any before we have succeeded in helping our 2500+ corporate customers grow their businesses, communicate effectively across borders and unlock the potential of their people. We have done this by leveraging our continued investment in innovation and a worldwide account team located exactly where our customers need us, dedicated to their success. As a result, our business continues to grow above industry trends, satisfaction markers are extremely high, and more firms than ever are renewing their relationships with us every year.

Games for Business

Games for Business

The goal of Games for Business is to create a motivating corporate learning system, in which learning is not a task, but a continuous internal demand. Our platform transmits information and coaches behaviour by operating with a multi-layered motivational mechanism that fosters a self-conscious attitude.

The experience-based approach has become more and more important in work environments and in corporate learning. Our unique, user-centred process approach has been successfully applied by multinational clients in various stages of the employee lifecycle.

Please watch our teaser video.

Jam Pan Learning

Jam Pan Learning

It was David Wood’s experience of running a large L&D team, that was the catalyst for him setting up Jam Pan. Why? Because buying learning services from external suppliers was too difficult, too slow and too expensive. Plus, there was little transparency around the procurement process, and innovation was hard to find and deliver. David wanted to make purchasing learning services quicker, easier, cheaper and more innovative.  In the four years since it launched, Jam Pan has grown rapidly. This is the story of how a new breed of learning technology company is transforming the market.

Learning Pool

Learning Pool

At Learning Pool, we believe better informed people power the most successful businesses.  We’ve built a high performing team that puts the customer absolutely at the centre of everything we do. By building long-term customer relationships, we understand the challenges they face and are obsessive about providing world class implementation and service care that increase organisational performance.

The learning community we’ve fostered over the years is one of our biggest strengths. We learn from our customers and they learn from each other and we regularly facilitate free events to bring our current and future customers together. We listen to our customers every day and these conversations inform our products with new features, fresh content and innovative approaches. This means we only invest in new technology which will provide maximum benefit and return for clients.

We’re a respected provider in the market and we’ve doubled in size in the last 2 years.

Media Zoo

Media Zoo

The past year has been one of the most significant and exciting twelve months for our agency since we moved from a small flat in Battersea over ten years ago. Significant new hires, high-value client wins, investment in new technology, a new Glasgow office, plans for further global expansion and an acquisition in the offing have all combined to make every day at the Zoo a real adventure.

In the last twelve months alone, we have welcomed a huge range of new clients. As well as this, we have continued to do work with many of our most significant existing clients that has been exceptionally well received.

Mind Tools

Mind Tools

Mind Tools is a UK-based company that serves over 25 million learners from 160 countries. We offer on-demand management, leadership and career skills training to individual and corporate clients worldwide. Mind Tools provides expertise in supporting clients to engage learners with proven methodologies, helping their learners to become more successful as a result. By offering a wide range of resources, and with support from our Client Success team, Mind Tools Corporate has helped 81 percent of learners to continuously improve their skills. 73 percent of learners also claim that Mind Tools has had a positive impact on their job performance.

Popcorn

Popcorn

Combining the science of learning, expertise in art and design, years of experience in modern learning technology and a strong understanding of the commercial impact learning can have in organisations, Popcorn have brought together a team of experts that are creating an exciting blueprint for the modern learning organisation.

With a generous sprinkling of innovation and making customer relationships their priority, Popcorn is rapidly attracting some large household names to their ever-growing client list.

The secret to Popcorn’s success? Their simple mantra: Never taken your eye off the objective, and give the learner what they want.

Sponge

Sponge

Sponge is among the largest custom digital learning companies in Europe with a reputation for creativity and innovation. When you consider Sponge’s impressive record with world-class clients, it’s easy to forget the company is still a family-run business.  

Sponge’s growth is centred around delivering excellent results for clients, anticipating their needs, building strong relationships and developing internal talent. Financial growth is outstanding at 174% between 2014 and 2017, but the real achievement is that Sponge hasn’t compromised on its commitment to creativity that remains at its heart.

No wonder that Sponge’s clients believe the company “shines out” among learning providers

Unicorn Training Group

Unicorn Training Group

Unicorn celebrates its 30th birthday in 2018! But, over the past two years, the business has grown more rapidly than arguably at any time in the past. Revenue is at record levels while significant strategic acquisitions have fuelled development in our games based and mobile learning capabilities and seen us branch out beyond our core financial services market into the legal and property sectors. This submission reflects on Unicorn’s most recent achievements, focusing on the high quality outputs created to solve critical training and regulatory issues for our clients, and explains how our organizational culture underpins our strategy for future growth.

Learning designer of the year

Kath Jackson Jones - Popcorn

Kath Jackson Jones - Popcorn

Kath Jackson-Jones is the Senior Digital Learning Designer at Popcorn Learning Media. Kath’s unique blended of approachability, humour, stand-out communication skills and incomparable instructional design ability combine to make her an incredible learning resource for every customer she meets.

Kath loves learning, and her personal drive is to make learning accessible, but building long-lasting relationships with her clients is her actual superpower. It’s not surprising really as Kath starts every project trying to outdo the last one and basically doesn’t sleep until she’s succeeded.

Brandon Jordan - The Princeton Review

Brandon Jordan - The Princeton Review

In order to bring the best possible educational opportunities to the broadest possible audiences, Brandon Jordan has focused his career on leveraging technology to revolutionize learning in the online space. His approach to eLearning combines thoughtful design, deep attention to the user experience, and a purpose driven roadmap to achieve short-term wins while building toward a limitless future.

Learning developer of the year

Glyn Chapman - Popcorn

Glyn Chapman - Popcorn

Glyn has been at the forefront of immersive learning design for over a decade. His knowledge, passion and innovation has transformed digital learning for tens of thousands of learning.

His exceptional portfolio is supported by an extensive list of delighted and recurrent customers. Glyn’s playful scripting and technical genius mean every video is entertaining, informative and of the highest production values. With a warm, relaxed demeanour and acute attention to detail, he is a joy to work with; he has a talent for bringing the best out of anyone.

Glyn undoubtedly deserves to be recognised for relentlessly creating irresistible learning.

Joanna Kurpiewska - Wolf Learning Consulting

Joanna Kurpiewska - Wolf Learning Consulting

Joanna is part of the “E-learning Heroes” Articulate community. We’ve followed Joanna’s story from the humble beginnings of her first book “The Adventures of Mickey Mouse” aged just 9, to her embarking on e-learning adventures from Poland to the UK.

Christian Willems - openHPI/openSAP

Christian Willems - openHPI/openSAP

Christian Willems is a passionate developer who focuses his work on developing and growing learning functionalities to further advance online learning. Christian Willems leads a team of developers, students, and PHD candidates, working to develop new, innovative features for online learning at the Hasso Plattner Institute (HPI). HPI offers unique innovation-oriented and practically-based Bachelor’s and Master’s of Science degree programs in "IT-Systems Engineering". In addition, HPI offers a supplemental study program in the innovation method of Design Thinking. Academically structured as the independent Faculty of Digital Engineering at the University of Potsdam, HPI unites excellent research and teaching with the advantages of a privately financed institute and a tuition-free study program.

Over the past six years, Christian has developed a learning platform from scratch, built especially for Massive Open Online Course (MOOC) delivery and manages openHPI, openSAP, openWHO, and mooc.house.

Christian is the ideal colleague to work with – he’s always open to new ideas, suggests further improvements that he identifies, and always finds a solid and sustainable solution. Christian brings these ideas to life and helps to build positive learning experiences for learners across all platforms.

 

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