CASE STUDIES

Success for us is never static. Our endeavour is to constantly increase the benchmark and redefine the threshold of success at every milestone.

logical-operations-case-study

Train Leaders on the go using Learning Nuggets

Logical Operations

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About the client
In the competitive working landscape, every organization realizes the need to train its employees to gain a professional edge. Logical Operations is an organization which develops and delivers high-quality professional training solutions for a varied array of clients. For more than 30 years, they have been dedicated to the creation of impactful and innovative training, by mingling modern educational tools and newer technologies to help new-age learners realize their educational and professional goals. Logical Operations collaborated with G-Cube Solutions to develop a solution for this daunting challenge – the LogicalCHOICE digital platform.

Business Requirement

  • While firmly believing in the strength of instructor-led trainings to make a meaningful experience for learners, Logical Operations realized the need for sustained learner support that extends beyond the confines of a classroom.
  • Continuing re-enforcement in the classroom format has logistical barriers which makes it a cost and time-prohibitive proposition.
  • For the professionals of the corporate world, time is a luxury and they want learning as per their convenience and schedules. Today's tech-savvy professionals need a flexible learning platform to provide them with the necessary learning support and multiple learning opportunities anywhere, anytime, and on any device they choose.

Solution implemented

  • The delivery of content on the platform's learner interface is designed on the concept of the Windows 8 tile-based interface. This provides a visually attractive and intuitive layout design, which is graphically enhanced and user friendly. The tile interface also kept the UI design clutter-free, allowing for learner-ease with the system.
  • The platform has fifteen tiles in all, with six main tiles including the Classroom, eBook, Collaborate, Twitter, LearnTO, and Checklist.
  • The Classroom tile provides access to classroom sessions assigned to a learner and allows him or her to 'add a course' as per need and the eBook tile allows the learner to download or print classroom notes and reference materials for supplementary reading.
  • The Collaborate tile provides a direct link for the learners to engage with social media forums, wikis, blogs, and discussion boards to create an avenue for collaborative thinking and discussion outside the realm of the classroom. Students can also access Twitter through the application, to talk about their learning experiences and learn from the experiences of others.
  • The Checklist tile provides the learner quick access to reference material in a learner-friendly format.
  • The learner can also access the LearnTO library from the platform, opening an array of short instructional videos for instant support. The availability of the LearnTO videos in the platform helps the learner derive more out of the learning experience. Keeping the videos short and light, it is made sure that they render well on the mobile platform – creating a strong audio-visual connect with the learner.

Business benefits

  • Enabling the student with tools to succeed post-class, LogicalChoice increases learning retention while decreasing the need for class re-takes, overall improving training ROI.
  • Tools like Checklists, Collaboration and LearnTO videos have an extra edge of superior learner engagement and deliver well through the mobile platform. They provide instant support, create instant re-enforcement and deliver instant refreshers
  • The experience of learning as a whole has been both enriched and enhanced. Learners are more enthusiastic to engage in a technology-enabled solution – which saves their time and effort all the while imparting practical learning for their benefit.

schneider-electric-case-study

Reduced Carbon Footprint using e-Learning

Awareness course on Transportation CO2 Emissions

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About the client
Schneider Electric is a global specialist in energy management with operations in more than 100 countries. With its focus on making energy safe, reliable, efficient, productive and green, the Group's 140,000 employees are actively commitment to help individuals and organizations make the most of their energy. Their mission tackles two of the major sustainable development challenges: solving the energy dilemma with green solutions for energy efficiency, the smart grid, and smart cities; providing access to energy to the 1.3 billion people who are still energy deprived today.

Schneider Electric is actively conscious of its responsibility towards the environment. Even though it falls in the low emission zone—it does not release as much carbon emission as other industrial organizations—it still wished to set an example in the reduction of energy consumption by applying its own solutions. Schneider Electric began by defining its new carbon emission reduction targets for the period 2012-2014:

While Schneider Electric's processes to measure CO2emissions and the efforts to bring out measurable changes were in place, they wanted to convert the information into a format which would find an instant appeal among their employees. G-Cube partnered with Schneider Electric to create an interactive training on "Transportation CO2 Emissions." As a solution provider, G-Cube's main responsibility was to understand the subject, collate information about the harmful effects of CO2 emissions and highlight the organization's initiatives to curb it.

Salient Features of the Solution

  • Schneider Electric wanted their training program to be engaging for the learners. They wanted to inculcate a strong connect with the help of real facts and figures to encourage employees to get involved in taking proactive measures to reduce CO2 emissions. Keeping this in mind, G-Cube created a green-initiative course, which was engaging as well as effective. Moving away from a dry and formal approach of content presentation, G-Cube infused the course with graphics, animations and multimedia to invoke a deep sense of responsibility for the environment and a commitment to take accountable measures to curb CO2emissions.
  • The user interface is simple and clean – devoid of any elements that might disturb the calm green-and-white background. Navigation is easy and straightforward, keeping in mind that many employees may be new to the concept of self-paced e-learning.
  • The Introduction shows the course structure – allowing employees to plan and chart their way through the course.
  • A 2D mentor is introduced to 'speak-out' to the employees. Animations, charts and graphs are liberally used, ensuring that even the most complicated topics can be easily explained and retained. All technical tabulated data is converted into charts and graphs, so that the learners can easily assess the environmental changes that have happened over time.
  • Extensive use of animations and multimedia ensured that even the most complicated topics could be easily explained and retained.
  • Questions were added after every concept taught, to provide the required reinforcement of knowledge gained by the learners. A varied array of questions was created – from simple ‘True or False’ and Multiple Choice questions to the interactive drag-and-drop type. This made sure that the employees were suitably challenged and provoked to think about the knowledge gathered.
  • We concluded the course with a comprehensive post-assessment test and certification. While Check-Your-Understanding tests were included at the end of each topic in both the courses, the comprehensive test checked the understanding of the employees with a broader perspective. This strategy ensured that learners go through all the content in the course carefully and get certified in order to work toward Schneider Electric’s goal of meeting 10% reduction in transport CO2 emission.

Solution implemented

  • The delivery of content on the platform's learner interface is designed on the concept of the Windows 8 tile-based interface. This provides a visually attractive and intuitive layout design, which is graphically enhanced and user friendly. The tile interface also kept the UI design clutter-free, allowing for learner-ease with the system.
  • The platform has fifteen tiles in all, with six main tiles including the Classroom, eBook, Collaborate, Twitter, LearnTO, and Checklist.
  • The Classroom tile provides access to classroom sessions assigned to a learner and allows him or her to 'add a course' as per need and the eBook tile allows the learner to download or print classroom notes and reference materials for supplementary reading.
  • The Collaborate tile provides a direct link for the learners to engage with social media forums, wikis, blogs, and discussion boards to create an avenue for collaborative thinking and discussion outside the realm of the classroom. Students can also access Twitter through the application, to talk about their learning experiences and learn from the experiences of others.
  • The Checklist tile provides the learner quick access to reference material in a learner-friendly format.
  • The learner can also access the LearnTO library from the platform, opening an array of short instructional videos for instant support. The availability of the LearnTO videos in the platform helps the learner derive more out of the learning experience. Keeping the videos short and light, it is made sure that they render well on the mobile platform – creating a strong audio-visual connect with the learner.

Benefits

  • The e-learning approach enforced the key rules and worldwide standards regarding measurement of CO² in transportation for all stakeholders across the organization. This aided building of a sense of community on the ‘transport carbon’ topic and unified all to work towards minimizing its harmful effects.
  • The approach also made relevant information available for all in simple and executable messages all across the length and breadth of Schneider Electric. Global offices, which are spread across different geographies and time-zones, could access the course as per their schedules and gain immediate insight.
  • As a direct impact of the course, the employees of Schneider Electric are now more sensitive and concerned about reducing CO2 emission. They are empowered to take informed decisions. As a direct result, Schneider Electric has been able to deduce a 14.8% decrease in CO2 emission in Q4-2012 as opposed to the target of 10% for the period of 2012-2014.
  • This achievement is a huge step toward creating a sustainable model for reducing CO2 emissions. Its success is a testimony to the fact that –by understanding the seriousness of the greenhouse gas emissions and charting a sustainable way to reduce the emissions – it is possible to create a cleaner and greener environment for the generations to come.
  • The success of the model also proves that the same can be built for a number of organizations and industries. With a proper, impactful channel of knowledge delivery and sustained effort of the people, every organization in the world can work toward reducing harmful emissions and saving the environment. Schneider Electric is now working towards creating similar models for its clients, so as to create a global awareness on the issue of CO2 emissions and create a solution for the same.

naspghan-case-study

Aware patients using a interactive course on IBD

Inflammatory Bowel Disease Awareness Program

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Overview and Business Requirement
NASPGHAN (North American Society for Pediatric Gastroenterology, Hepatology and Nutrition) is a non-profit organization devoted to improving the care of children and adolescents suffering from digestive disorders by promoting advances in clinical care, research and education. They believe that educating young patients on the impact of the disease is the first step towards empowering them to deal with it. Inflammatory Bowel Disease (IBD)is a disease which affects more than a million patients in America – both children and adults. In children and young adults, in addition to the usual symptoms of diarrhea, abdominal pains and stomach ulcers it also adversely affects nutritional and hence, growth. NASPGHAN had prepared a special information booklet for children and adolescents, rich in information on the disease and the treatment options available for them. While the booklet was informative, NASPGHAN realized that it needed to align itself more to the young patients and connect with them to have a perceptible change in their outlook towards the disease.

G-Cube partnered with NASPGHAN to create an interactive course that was simple, profound and informative – that spoke directly to the young audience. NASPGHAN wanted to connect more with their audience, but not by compromising on the depth of information provided. The content was detailed but every detail was necessary for a complete understanding of the disease, its effects and treatment. With that identified as our main objective, we embarked on finding ways to create a course that would include all the necessary details but provide them in a way that is learner-inclusive.

Salient features of the solution

  • It was important for us to make our learners comfortable and at ease with their diagnosis. We introduced a ‘buddy’ – Ashley, a 17 year old girl living with IBD. For young patients, peer connect is essential. Ashley is just like any other teenager – vivacious and energetic. She finds instant connect with the audience and they perceive her as ‘one of us’. She affirms that ‘you are an expert on you’ – giving the learner the confidence to face and manage the disease.
  • The buddy talks about her condition in simple terms and bears testimony to the fact that it is possible to lead a normal life – beyond the realities of the disease.  She is the one introducing all major topics in the course. The accompanying audio maintains a conversational tone, maintaining an informal approach to instruction.
  • Keeping the vast nature of the content the course structure was broken down into 12 modules.  The introduction section laid down the structure of the course for the learner. In addition to information about the disease, details of tests and treatments, ways of managing the disease, maintaining nutritional needs and vaccinations were also given.
  • The way ahead was also charted with the help of transition tips to deal with the disease in adulthood and getting the right psychological support to be strong in the face of the disease. In all, it was a ready reference for the learners that would help them dealing with the disease now as well as going ahead in life.
  • Navigation between the modules was made simple and easy. The learner could move ahead in the course or skip a section, if he or she perceived the need. This learner-centric approach encouraged the learner to be responsible for their own learning. Newly diagnosed patients could take the course in entirety while patients who have been living with the condition for some years could skip to relevant parts.
  • Images and graphics played an important role in cutting down text-content substantially. The complex working of our digestive system was shown by life-like graphics and various inter activities like pop-ups.
  • Interactive and printable resources encouraged the leaner to interact more with the content of the course and find better utility of the information shared. For instance, the ‘Office Visit Form’ was shared with the learners. With the help of animations, each field was highlighted and the learner was shown how to fill the complete form. This form was also made printable for the learner. This helped the learner to be better prepared for the next doctors’ visit when he or she could fill it beforehand and save time and effort.  Similarly, a ‘Things-to-do’ form, a ‘Food log’ and a ‘Growth log’ was also shared with the learner to help him or her get involved with dealing with the disease themselves.
  • A special section was devoted to dealing with the financial aspect of coping with the disease. This module laid out the types of insurance policies and how they cover the disease. Since the disease would had long-lasting effects well into adulthood and could also necessitate surgery, practical advice and tips to choose the right insurance cover was shared in a simple language – that made sense to the patients as well as their guardians. 
  • The psychological need of the patients was also not ignored in the course. Real-life scenarios were shared, with experiences of actual patients and their success stories. Practical advice on work-load at home or school was given, along with the right lifestyle choices that would make coping with the disease easy. Meditation and self-relaxation techniques were also shared for the young learners that would help them deal with stress as well as pain that accompany the disease.  Sound and practical advice on issues- like smoking and alcohol consumption, which are sure to confront young adults, was also shared in a non-intrusive manner.
  •  At the end of each module, the learner was given a chance to test their knowledge with the help of a series of tests. Varied types of questions were posed, including True/False, Multiple Choice Questions and so on. A final assessment test was also included at the end of the course, to check the overall understanding of the learner. These tests were scored and helped NASPGHAN understand the impact of the course across the learner group.

Benefits

  • The course was made available free of cost on the NASPGHAN website. The website is often frequented by patients suffering from IBD and the course found a steady audience on the website.  Parents and caregivers also frequent this website for the latest medical advances, research and treatment of IBD. They too found the course informative and helpful.
  • The progress of every learner through the course was tracked in the course. Popular sections and elements like printable resources were identified. This insight was helpful in creating a better resource pool for the learner. For instance, the ‘Food Journal’ was found to be a popular tool. It was then made available in the resource section of the course and the website – apart from being available on the course.
  • Built-in assessments were tracked by our proprietary WiZDOM LMS. In addition to practice questions at the end of each module, a final assessment was presented to the learners and scored. Regular analysis of the number of learners accessing the course and their respective scores gave a clear understanding of how impactful was the course. More and more learners continued to access the course and their success in the final assessment clearly reflected in the success of the course among its intended audience.
  • The course also sought to create an update-able database of patients with IBD. An interactive exercise built-in within the course indicated the patients to identify the type of IBD they had. This made a clear demarcation between the two variants of the disease – one that can be treated with clinical medication and the other requiring surgery. This database was indicative of the growth of the disease in terms of its variants and was useful in bringing out the number of patients inflicted with this disease every year.
  • The success of the course, as reflected by the ongoing learner assessments, coupled with a growing database of patients became a strong weapon of advocacy for this disease in the corporate and social circles to generate funds. The course was a step – that promised to make way for a greater global awareness of the disease that would help millions of patients of IBD all across the world.

unilever-case-study

Training Salesforce on Dealer Network

Unilever

unilever-case-study 2 Game Based Learning

Overview and Business Requirement
Hindustan Unilever Limited (HUL) is India's largest Fast-Moving Consumer Goods (FMCG) company, with a country-wide presence. It has more than 16,000 employees. Of these, a sizable group is engaged in the Sales function at the ground level.

Training the sales team is an ongoing challenge for the L&D team in HUL. While most of the Territory Sales Officers (TSOs) have considerable theoretical knowledge of their job, they often find it difficult to apply that knowledge in the actual work scenario. One of their key responsibilities is to identify good 'Retail Stockists' (RS) in the market and make sure that the association is fruitful for both HUL and the RS. HUL wanted a learning solution that would give the TSOs the opportunity to practice their skills and apply their knowledge in practical scenarios that are part of their everyday work-life.

G-Cube, an end-to-end e-learning solutions provider, conceptualized, created and deployed the business simulation based training 'Retail Stockist Management Simulation' for the TSOs of HUL..

This business simulation, is the first of its kind experience for the sales team at HUL. It created a virtual environment for the sales team, where the team members could hone their skills, compete with each other, learn from their mistakes, and strive to do better the next time! The virtual environment presented them the same situations and challenges that they face in reality. So, though the technology-aided platform was new to them, the familiarity of the setting and the scenario created in their minds the necessary connection with the medium, as well as improved the overall impact of the learning.

Salient features of the Solution

  • The Simulation into three separate stages – RS Appointment, Infrastructure Management and Deriving ROI and a sequential approach is adopted in every stage – but a conscious effort is made to keep the outcome independent, as it is in actual situations.
  • To create a suitable ‘push’ for learning, we made sure that the learner had to complete one stage to progress to another.
  • Every stage has a predetermined score – this is set as the target for the learners. This too creates a suitable ‘push’ for learning and kindles excitement to perform.
  • The simulation presents real-life situations to help learners get used to the new medium. For instance, the learner is taken to a fictitious town where a problem is put forth – the current RS has failed to perform and the learner has to take up the responsibility of appointing a new RS. Four prospects are put forth. The learner has to make the right decision and choose the most appropriate RS.
  • To help the learner make the right decision, detailed background and job aids like a Document List and virtual calculators are also added.
  • A ‘Help’ button is included to assist learners if they take more than the allotted time or make a wrong choice. The ‘Help’ button starts blinking automatically if the learner makes more than 2 wrong decisions or if the allotted time for the activity is getting over. The learner can then choose to get some assistance – but that would mean losing certain points from his or her kitty. This makes sure that the Help button is used sparingly and not as a frequent crutch to get ahead faster.
  • Animation are utilized to help learners understand concepts such as the front-end as well as back-end infrastructure in an RS organization. Though the learner is aware of the information, a quick refresher makes sure that he is able to perform better in the activities that follow.
  • Case studies are shared – adapted from real-life situations that the TSOs often face in the market. Points are given for correct responses and deducted for incorrect ones.
  • To help the learner achieve target points,additional bonus rounds are added in the first two stages. If the learner fails to achieve the target points, he or she has to perform the activity specified in the round to move to the next stage.
  • Feedback is provided at the end of all activities – across the three stages of the Simulation. The feedback is descriptive, explaining why the response is or isn’t correct. This increases the learner’s knowledge as well as aids understanding of the concepts in detail.
  • At the end of the Simulation, the learner is provided a certificate that adds to the feeling of achievement. An actual takeaway from the experience is the added incentive to motivate the learner – to score well and learn more.

Business Benefits

  • With familiar scenarios and case studies, the unfamiliarity of the medium was diminished. Navigation and controls were also kept simple for ease of use. This increased the learning uptake among the users. Learners from remote localities logged on to experience the Simulation and be a part of the learning initiative. For a learning game that is not mandatory, the Simulation got a tremendous response from the learners – in the time-period of just two months from its launch.
  • The learner is free to take the course as many times that he or she wants. So, if the score at the end of the first attempt is not satisfactory, the learner can re-attempt and score better. This builds the competitive learner. Learners can try multiple times to get the maximum scores.
  • The certificate at the end of the course is another ‘push’ to complete the Simulation well.
  • The Simulation follows a ‘forced learning’ strategy, where the learners have to score a necessary minimum to get ahead to the next level. This makes sure that even the most reluctant learners give it their best – not only to perform well, but also to practice and learn.
  • The Simulation also gives supp ort and help to the Learners – as and when they need. This makes sure they do not feel overwhelmed but are encouraged to perform. The job-aids included in the Simulation are familiar to the learners – adding to the ‘reality’ of the scenario presented and improving learner experience.

strides-acrolab-case-study

Pharmaceutical Company Maintains Compliance

Pharmaceutical giant Strides Arcolab adopts WiZDOM LMS to train employees worldwide

strides-acrolab-case-study 2 LMS & Content

About the Client
Headquartered in India, Strides Arcolab is a pharmaceutical company whose key focus is on the development and manufacture of IP-led niche generics and bio-pharmaceuticals. With world- class Manufacturing facilities, an innovative R&D hub in Bangalore, and a strong commercial platform to globally market branded and commodity generics, Strides has earned a reputation for building and scaling profitable businesses in a short span of time. It is a growing company, with offices in major cities of Europe, and a dedicated workforce that is focused on making the company one of the biggest and most respected names in the pharmaceutical industry.

Business Requirement The pharmaceutical industry is bound by many regulations and norms – national as well as inter- national. Each employee has to be trained on the latest regulations governing the industry, and this is a continuous process. Strides Arcolab wanted a system that would automate this training for its 4,500 employees in 9 Manufacturing plants across India.

At Strides, in addition to compliance training, various external and internal SOP (standard operating processes) trainings need to be conducted from time to time. The company had a Document Management System in place, which made the required learning content available to the learners from time to time. But it was becoming increasingly difficult to keep track of learner progress and align to the process of perennial re-training as and when the processes changed. This problem was accentuated by the presence of different sections and job roles within the organization, which had contrasting learning needs.

In addition to e-learning, the company wanted to continue a channel of classroom training – and wanted a system that could manage the classroom sessions and collate the learner data as per each session.

Lastly, though the organization was eager to adopt technology-aided learning, they had to make sure that any new IT system within the organization had to comply with the required validations as per the industry norms.

Solution Implemented G-Cube implemented WiZDOM LMS for Strides Arcolab, providing a cost-effective and customized solution for their needs. WiZDOM LMS was able to provide a robust platform to cater to the perennial learning needs of the users.

Our solution included the following key features:

  • We made sure that WiZDOM LMS was complaint with 21 CFR Part 11 and IQ/OQ/PQ validations, so that it could be seamlessly integrated into the organization. This made sure that the technology platform was following the necessary norms of the industry and could be utilized across the organization for continuous training.
  • The vibrant and visually-attractive user interface and easy navigation of WiZDOM LMS allowed learners, many of them first-time users of e-learning, to be at ease with the system and learn seamlessly.
  • Compliance courses were uploaded for all employees, and the re-certification cycle was automated by setting the required timelines within which the learner needed to re-take a particular course.
  • The LMS was connected with the existing Document Management System. It was able to automatically detect any changes in the existing SOP trainings and pull the course up for re-training purposes.
  • Job roles were mapped with all trainings that were mandatory for an employee. As and when a course was changed or revised, all employees were automatically pulled up for re-training, as per their specific job roles within the organization.
  • Classroom sessions were managed by WiZDOM LMS, and scanned copies of classroom attendance and test responses could be uploaded on the system. This kept track on the number of classroom sessions attended and the marks scored by an employee, and it was possible to generate user data for a quick review of the learner's training activities – both within the system and outside it.

Business Benefits Strides Arcolab derived many business benefits from this system.

  • WiZDOM LMS automated the entire training and re-training cycle for compliance courses as well as all other SOP trainings that the employees had to take.
  • Any revisions or changes in the course content were automatically detected and the need for retraining was notified to ensure that entire workforce was trained as per the requirements of the industry.
  • User data management was streamlined – including data from classroom trainings. Reports were generated as per the needs of the managers to comply with ‘Proof-of-Training’ requirements.
  • Though the training platform was new, the easy navigation and visually-appealing user interface of WiZDOM LMS made change management smooth and hassle-free for the client.
  • The LMS was also implemented across offices in Europe. The interface was localized for different regions to align well to the needs and learning preferences of learners across the globe.

malpani-infertility-clinic-case-study

Patients awareness program on Infertility

Course Educating Couples About IVF

malpani-infertility-clinic-case-study 2 Custom Elearning

Overview and Business Requirement
Dr Malpani is a leading IVF specialist in India, renowned all over the world for his progressive approach to infertility treatments. His approach to infertility treatments, especially IVF (In-Vitro Fertilization) begins with educating his patients with all options available and putting them at ease by answering all their queries. His team works with him to attain this goal, but with increasing number of patients and queries, it is a formidable task to educate them all. The doctor and his team realized that most couples visiting their website or even consulting with the doctors, needed to grasp the concept of IVF and that takes time. They wanted an online learning solution that would be available to their patients and their families at all times, explaining in simple terms what IVF is all about. For modern couples, who lead busy lives but are technology-savvy, e-learning seemed to be the perfect solution.

Dr. Malpani's Clinic launched an interactive social learning website with the purpose of creating a well-rounded awareness on IVF. G-Cube, with its extensive experience in the field of e-learning, has collaborated with Dr. Malpani and his team to build an engaging and informative e-course on IVF and other assisted reproduction treatments.

G-Cube developed an interactive learning module for them, the first ever e-learning course on IVF in India. The course aimed at educating couples who were considering IVF as an option. Built with attractive graphics and recurring human figures, the highlight of the course was that it was able to insert the element of conversation and use that as the learning tool. The learner was not given a didactic discourse only the benefits of IVF but taken on a three-part interactive module explaining 'when is IVF done', 'what is IVF' and 'how is IVF done'. This approach of creating a background for IVF before getting into the details was successful in imparting information as well as getting the learner comfortable with the idea.

The course was put up on the clinic's website, where patients search of information. The structure of the website is interactive, with a separate section for questions to the doctor, online consultation, blog and a rich article section. The patients are encouraged to become a part of the community and actively participate in various social activities of the website including sharing forums and games. The patients can also read-up and gain knowledge. For this informal reading material like small booklets and comics are available. The IVF course is part of the informal knowledge repository, which the patients can read for gaining insight into IVF. The course was made part of the social activity on the website, to instill in them the feeling that they are not alone and there is a solution to the condition of infertility.

Salient features of the Solution

  • Considering the sensitive nature of the course, the first concern for G-Cube as developers was that the language, tone and graphics should all converge to make the learner at ease and comfortable.
  • Audio played an important role in the course and voice-overs run through the entire duration of the course. In addition to text, it gave the course a much needed ‘human touch’. The inclusion of male as well as female voice kept in mind that learners of both genders should feel comfortable with the course. Though the option of muting the audio feature was kept open, it made a significant contribution in reaching out to the intended audience.
  • The course provided a background for IVF and helps patients understand if that is the best option for them. Click-able extras- like infertility chart and information booklets give the option of reading more, if the learners chose to.
  • The second and third modules are information heavy and extra care was taken to make sure that the learners did not have an information overload. Frequent summarization and charts are included from time to time to make sure that information is made available in simple language and in a way that laymen can understand.
  • Short videos are also included to impact the learners visually and explain by demonstration. This made understanding complex scientific procedures simple. For easy viewing, streaming the video was made possible. This helped in retaining the high-end graphics of the video, which due to their size, made the course very heavy. With the streaming option, the viewers could watch the video as it was being downloaded.
  • Practical aspects like costs and expenses are also tabulated along the course. A special section on common myths and misconceptions is given to counter the innumerable fears concerning IVF.
  • An infertile couple is also under tremendous pressure – emotionally as well as socially. In addition to providing information, the course also provides support for infertile couples to deal with the pressures of infertility. A special section suggests coping mechanisms to counter uncertainty and doubt that often accompany infertility.

Business Benefits

  • With the launch of the e-course, couples can now read up and prepare before the actual consultation. Practical aspects like costs and time can also be read. This creates a basic knowledge base, on which the doctor can further build on. It also forges a strong doctor-patient relationship which is necessary to embark upon the route of IVF.
  • Social pressures regarding IVF often bog-down infertile couples. This in turn, affects the decision-making time for them. The website provides the basics of IVF, in a nutshell, along with comprehensive lists on myths, misconceptions and the risks of IVF. Reading up on the basics, along with family and fellow decision-makers helps the couple decide quicker. This saves precious time, which can now be spent better in charting out further course of action.
  • In addition to a rich knowledge repository, the website is also fast becoming a resource-center that patients often re-visit to refresh, gain new insights or just interact and share experiences. Out of all visits in a month, about 73% are new visitors while the rest of 27% are repeat visitors.Since the IVF course can be read free of cost, visitors often refresh what they have read before.
  • The immersive nature of the course content makes sure that it holds the attention of the learner anytime that he or she accesses the content. The course is built in such a way that the learner has the option to choose from its modular structure the part of the course that he or she wants to read again. This provides a sense of control to the learner, and encourages repeat visits to the course – as and when necessary.

abc-airlines-case-study

IT application training for aviation staff

AVANA Group

abc-airlines-case-study-2 e-learning Consulting

AVANA Group is a leading organization that develops innovative learning solutions that help organizations reach their goal and individuals achieve their full potential. Keeping in mind their expertise in the area of training and learning, the Department of Energy, Resources and Tourism has commissioned them the 'Welcoming Chinese Visitors' program that aims to educate tourism operators across the country and equip them to cater to inbound Chinese tourists.AVANA realized that the program needed to be technology-enabled, keeping in mind the audience profile and the need for just-in-time delivery. They approached G-Cube to develop a solution that would present the audience with a unique learning experience and help them excel in their area of work.

The program aimed to enhance the capacity of the tourism industry to understand and service the Chinese traveler better. By increasing their capabilities, they would truly become 'China Ready' and successfully become a true asset to their country. While AVANA provided content, G-Cube provided the technology expertise to build the program in a way that would suit the tourism sector best. We understood that the audience would be frequently away from their desks and will need to access the courses through different devices, as per their convenience at that time. To increase accessibility and deliver just-in-time learning, we developed the web-based courses to ensure that they are compatible with all major devices – desktops, laptops and mobile devices. The courses can be accessed on all desktops and laptops that have Windows 7 and later operating systems and for all Android (4.0.4) devices. The courses are web-based and the minimum browser compatibility is IE9. However, the highlight of the program is the uniform user-experience it provides with the help of the latest in technology. The courses are developed with Responsive Web Design (RWD) – making every course Web Responsive. This ensures that course automatically re-sizes itself and adjusts to the capabilities of the viewing device. This unique feature successfully delivers uniform user experience and, hence, ensures fruitful learning.

Salient features of the Solution

  • The ‘Welcoming Chinese Visitors’ program is developed using HTML 5 and has an intuitive and user-friendly RWD. The courses are made available on all popular user-devices. The RWD creates an optimal viewing experience along with easy reading and navigation. It also ensures minimum re-sizing, panning, and scrolling – so that content is not only available on multiple devices but is altered to suit the screen size and other device capabilities like available bandwidth, screen resolution and so on. There is no need to create or maintain multiple versions of the same courses. The learning experience is strong and effective on any device that the user chooses – be it desktop monitors, or mobile devices.
  • The courses are also SCORM and Tin Can API compliant, providing pertinent user data at all times – irrespective of the device choice of the user. This ensures a closer look into learners’ progress. It also enables custom reporting and analysis – all at the click of a button.
  • We also took into consideration that in order to reach out to the learner effectively, the courses had to be interactive and visually appealing to the learner. All this needed to be accomplished within strict timelines. We utilized HTML templates while developing the courses that would render well on multiple devices. This ensured that the courses had a visually appealing and standardized look. It also gave us the opportunity to direct more efforts towards developing other elements within the courses in order to create a greater appeal for the learner.
  • The courses are built with easy navigation and ease-of-use as high priorities. On-screen text is kept minimum and advanced functionalities are built in to highlight images and graphics. In addition, the web-responsive device also supports this design by maintaining uniformity of viewing and reading experience.
  • The course is also built with a horizontal gallery structure that befits all devices – especially smaller screen sizes. This provides a better viewing experience for the user and he can better navigate through the course – choosing to go ahead or go back as per the requirement.
  • For further viewing ease, ‘flip cards’ are developed within the course. The viewer is not taken to a different page for smaller descriptions but can just click on relevant images and read short descriptions on the cards. These cards successfully decrease on-screen text and make the user experience hassle-free.
  • Videos are a prominent feature within the program. Taking into consideration that the video element renders well on the mobile platform, we included a number of video snippets to make the courses interesting. As per the users’ choice, videos can be viewed within the window as well as on the full screen. The size and resolution remains uniform across all devices.
  • Audio also plays an important role in the course and makes it fit for a strong mobile delivery. Even when reading is not an option, the learner has the choice to listen to the course and learn. The learner, however, has the choice to turn off the audio, as per his ease.
  • The courses use various strategies for learner reinforcement and practice. These include multiple true and false, multiple choice, and so on. These assessments can be accessed through multiple devices, giving the user the choice to learn and assess whenever he perceives the need. The scores and progress are automatically synched and the learner can pick up from where he left.

Business Benefits

  • Through the option of mobile delivery, the program achieves this business objective by reaching Australian tourism operators located across the wide spread of the country – even in the remotest of locations.
  • We also made sure that a variety of mobile devices are made compatible for delivery of content – including smartphones as well as tablets. This opens more options for accessibility and helps increase its reach even more.
  • With RWD, the delivery of the content is uniform across all devices. This ensures that the impact of learning is also uniform, irrespective of the user device. It also adds value to the program, as learners across the country can learn from the same course and enjoy the same experience. This ensures that the knowledge spread is uniform and so is its expected application.
  • Businesses that have completed the program have found that the information is easily implemented and integrated into their existing business models.
  • The benefits of the implementation are already being witnessed through an increased inflow of Chinese tourists coming to their establishments.
  • Another benefit is clearly reflected in the increase of positive feedback from Chinese tourists after they have experienced the business.
  • With continued flow of ready information, the tourism industry as a whole will steadily get better equipped to cater to Chinese tourists.

dbs-bank-case-study

3-D Based on-Boarding Program for Bank

UDBS Bank

dbs-bank-case-study 2 Custom Content Development

Overview and Business Requirement
Induction programs are an integral part of the corporate world. However, organizations often struggle with the challenge of conducting induction trainings across spreading geographies, different time-zones and busy schedules – all this while keeping the program interesting to sustain learner interest. DBS Bank, a client of ours, was facing a similar situation and wanted an effective training program that would reach out to new recruits all over India. G-Cube created an innovative training program for them which aimed at reaching out to learners in an interactive manner. Moving away from a traditional instructor-led classroom approach, the training was infused with animation, audio and video which enabled the learner to retain information in a self-paced manner.

The training was based on the theme of 'travel'. A mentor introduces the learner to the organization's background and beliefs – moving on to India specific details of structure and policy. Rich media elements like attractive graphics, organizational video clips and accompanying audio voice-overs ensured that the training infused a sense of belonging for the new recruit. It also kept alive the basic instructional nature of training with the help of accompanying quizzes and games to check learner progress from time to time.

Salient features of the Solution

  • It was important to create an interest in the course right from the beginning and sustain it throughout the entirety of the course. A mentor was introduced in a travel theme, creating a personal connect with the learner.
  • Further breathing life into the mentor was a 3D element, which was made available in all the introductory screens. The learner was provided with a toggle option of switching between 2D and 3D for specific slides. Though the colour red was chosen to be predominant throughout the course, it did not work for highlighting the 3D feature. This hitch was overcome by converting the navigating bars into green in for 3D option, while the rest of the text remains unchanged.
  • For the purpose of imparting information, textual content was kept crisp and presented in bulleted form. A conscious effort was made to introduce audio before or after textual content – so that the learner is able to concentrate on text and retain the information without any distractions.
  • A maze structure was constructed in the course, through which the learner travels. At suitable intervals quizzes were presented to garner learner evaluation and the learner had to answer at least 80% of the questions correct in order to proceed further in the course. This provided suitable evaluation metrics as well as a sense of achievement for the learner.
  • Videos are included to make the course more appealing. For instance, a video of CEO of DBS India welcoming the learners is shown in this module. This provides an instant connection for new recruits. To further strengthen this connection, a video of employees sharing their experience of working with DBS is also included.
  • The course concludes with the assessment, which has a passing percentage. The questions in the assessment are simple recapture of information covered. A certificate generated at the end on the basis of successful completion is personalized with the employee details captured at the start of the course. This can be printed by the learner for personal pin-up. If the learner hasn't performed well, then he/she is given an option to retake the course.

Business Benefits

  • The main objective behind creating this course was to increase the reach of training, while retaining effectiveness. New recruits across India were trained with the help of this course, but the online platform made it all possible without the logistical barriers of travel and conflicting schedules. This providing time and cost savings for the client.
  • It is imperative that induction trainings provide the same kind of support and knowledge to all new employees, irrespective of their role or designation in the organizational structure. This turn, ensures that the employee is able to learn about the organization and feels connected to it. In the absence of different instructors for different learner groups, the course also provided the assurance of uniformity in how the training was conducted across offices in different locations.
  • DBS Bank traditionally conducted inductions spread out to 7 days, and felt that many learners lost interest on the way. The crisp nature of content and innovative delivery medium reduced the length of the course to about 1.5 learning hours. Suitable relief was provided with interactive audio-visuals from time to time and attractive graphics made sure that the visual appeal of the training does not let any tedium set in.
  • Not only the client, but the learners also asserted that the course was indeed very impactful. Learner feedback from the course on course content as well as delivery was very positive - indicative that the course was able to achieve the results that it sought.
  • The employees felt a greater connect with the organization and the values it inculcated. In addition to skills required for the job, this connect is as important and factors greatly in individual success.
  • The employee was more aware – knowing the geographical spread of the organization helped them to realize organizational goals better and align their individual goals accordingly
  • The course provided clear indicators on learner progress and retention. This not only helped to boost the confidence of the learner but their superiors as well, who were assured that the new employee was starting work with appropriate knowledge of the organization and its expectations out of him or her
  • With the success that this course has achieved in India, DBS is also planning to spread out the scope of this course to international offices as well. With suitable localization of content and medium, DBS wants to conduct induction program in all their offices across the world, in the same interactive manner.

mgi-case-study

Anti-Bribery awareness program

SGI

mgi-case-study 2 Rapid Authoring

About the Client
Serious Gaming Institute (SGI)is aUK based company that creates engaging business learning solutions using modern gaming technology. Working across multiple sectors, they create products and solutions in serious games, games based learning, simulation training, gamification, 3D Intelligent Avatars, Augmented reality, emerging technology and cross platform App development. The learning solutions created by the client are utilized for training across different verticals and for overall organizational efficiency.

Salient features of the Solution The client created a quiz-based game that aimed to train corporate learners on ethics and regulations of the workplace. In particular, the issue of Bribery had to be dealt with, making sure that learners are equipped to handle it at work.

The client wanted to experiment with just-in-time learning by providing key information to the learners just before the quiz, so the learners can not only retain the knowledge but also performs better in the quiz.

After several rounds of consulting, it was decided to deliver a short learning nugget on the Anti-Bribery laws of the country, so that the learners can score better in the game and are compliant with the laws of Anti-Bribery as well. Since the purpose of the nugget was only to provide information in a short duration, it was decided to deliver the learning via a short Video or an animation.

The video had to be created within a stipulated time and budget. As a subject, Anti-Bribery Laws is solemn because it deals with serious consequences. It was also important to consider the seriousness of the issue and handle it tactfully. The video had to present legal information in a way that did not seem tedious or complicated.

Solution Created G-Cube, with more than a decade of experience in the e-learning industry, suggested client to develop a whiteboardanimationvideo as these animations have proved their effectiveness in 'showing' the learner an idea or concept through a series of live drawings.

The key features of video solution are:

  • The video is created with easily identifiable characters with whom the learners find an instant connection. The protagonist of the video is Dave - a young corporate employee, ambitious and upwardly mobile. But he, like any young employee, lacks confidence in the face of new responsibilities and sometimes gets overwhelmed by them. By creating such a characterand a scenario, we were able to create a certain amount of empathy in the learners because they could identify with Dave and the situation he found himself in.
  • The content is infused with humor and light-hearted camaraderie that often exists in working relations between employees. Humor is also introduced to make the characters real – with real fears and real lives. This provides relief for the learners as well as 'humanizes' the characters, so that the learners can further identify with them and thus learn more.
  • The imagery plays a strong role in imparting relevant information, with apt visual clues. Since there is very little on-screen text, the images help the learners to develop visual memory, which is a strong catalyst for assimilation of long-term knowledge.
  • An audio voice over forms the backbone of the video and explains the scenarios and concepts to the learner. The tone is non-authoritative – the narrative style helps to make the learners at ease with the content.

SBusiness Benefits There were many business benefits that the client was able to derive out of the video solution.

  • The production budget of a good video is always on the higher side. With whiteboard animation, we were able to create images using hand-drawn graphics and then utilized suitable graphics software to convert them into required format – all within stipulated budgets.
  • In the absence of real people or places, the animated video was devoid of all racial or cultural bias – and hence suitable for all audiences alike.
  • With a tight balance of information and imagery, we were able to impart learning under 9 minutes. This made sure that the video was impactful yet more palatable for the learner.
  • The infusion of animation videos and games is a novel concept that increased the impact of learning on the whole. The learners were more aware of the Anti-Bribery laws of the land as well as the practical implications of them at the workplace. This created a better working environment for all – devoid of the evil of Bribery.

SUCCESS STORIES

Success for us is never static. Our endeavour is to constantly increase the benchmark and redefine the threshold of success at every milestone.

volvo-eicher-case-study

Drive Learning

Empower Automobile Dealer Network

volvo-eicher-case-study 2

About the client
VE Commercial Vehicles Limited (VECV) is a joint venture between the Volvo Group and Eicher Motors Limited. In operation since July 2008, it is a leading manufacturer of commercial vehicles in India. The company is a significant player in the automobiles industry and provides the complete range of branded trucks and buses, components and engineering design services businesses, the sales and distribution business of Volvo Trucks as well as aftermarket support to Volvo Buses in India.

Business Requirement

  • The majority of commercial vehicles are sold through an extensive network of 270+ dealers all over the country. It is a constant challenge to make sure that the large workforce among the VECV dealers have the pertinent knowledge as well as skills to make successful sales and achieve targets.
  • Traditionally,the dealers were trained to gain competency through classroom trainings. But this approach had a number of drawbacks.
  • The trainings could be arranged sporadically – once in every 6 months or so. This led to large gap in the skill as well as knowledge competency.
  • Due to continued lack of training, a lot of new recruits remained untrained for a long time, which affected their output.
  • The trainings did not have a uniform efficacy as external trainers were assigned to do the job.
  • The measure of training efficacy was also not up to the mark, as it was possible to measure only the percentage of manpower trained.
  • The learning content was not updated and this often reduced the relevance of training.
  • All this resulted in a high attrition rate and low morale among the dealers.
  • Finally, VECV did not have a measure of the total trained manpower available at the dealers, which adversely affected sales and other targets.

Solution implementedTo meet these challenges and to develop a new training initiative, G-Cube partnered with VECV to create a technology-aided platform to support the new training initiative. G-Cube customized its new age WiZDOM LMS to create a learning portal that delivers training seamlessly across the vast spread of the dealer network and, eventually, empowers them to drive their own learning.

  • The LMS creates a job role for each individual to gauge the competence level of learners. Accordingly, a learning plan is created as per the profile of the learner with suitable courses assigned for online learning as well as classroom sessions. The online learning courses include modules on technical knowledge, soft skills, consultative skills, as well as need-based courses on new products or other industry-specific content.
  • The cycle of continuous learning is suitably strengthened by periodic assessments - both online as well as offline.
  • Certificates are issued for chosen courses. This provides a sense of achievement to the learners.
  • The portal also manages national events like Skill Contests. This provides a suitable push for learning and encourages learners to aspire for better scores and come up as Skill Contest winners.
  • The LMS is able to track a variety of data and create logical as well as relevant reports that provide a lot of pertinent information on the effectiveness of the training initiative. The reports can be churned out as per the requirement of the administrator – the criteria of department, region, area, job title, dealers and so on.
  • The portal is equipped to send automatic messages to the users' phone when the User is successfully registered on the system. A text message is also sent every time that a classroom session has been confirmed for the learner. This helps the learners keep track of the learning events better.
  • Classroom assignments as well as other offline assignments can be uploaded on the portal to create a cumulative picture of a learners' progress and true competence.

Business benefitsThe portal has been immensely successful in aligning with the learners' need and the learning objectives set out by the organization.

  • With multi-device delivery, learning is now available across multiple devices, providing more opportunities to learn. Also, since the learners are now more adept at working with mobile devices, the multi-device access was aligned as per their preferences. This helped learning initiative gain instant appeal for the learner group.
  • A variety of relevant courses were added onto the portal and the courses were assigned as per the job role of the learner in the organization. This provided customized learning that aligned to the individual needs. The learners were able to make better use of the knowledge and were able to apply it well to their work.
  • Customized Reports provided accountability for the training initiatives and the stakeholders could ascertain the progress of learners at all times. Findings from certain reports are displayed on the learners' or admin interface for better utilization.
  • The learning initiative was not only successful in creating an easily-accessible platform of learning, it also increased the overall satisfaction of the dealer employees. They were more connected to the organization and had access to the latest learning content. They were able to apprise themselves on newer products as well as schemes for their prospective clients.

kpmg-case-study

4,500 employees

Linked to knowledge portals like Howard Knowledge Center

kpmg-case-study 2

About the client
KPMG is a multinational company which provides a range of services like risk, business and financial advisory, internal audits, tax and regulatory services and corporate governance. With a client base of over 2,000 companies in India, it has a strong presence in serving the industry segments of financial services and information technology, among others.

Business Requirement

  • KPMG is dedicated to knowledge and skill building among its employees, and trainings are conducted on a regular basis to achieve this. However, scheduling and planning for these trainings proved to be a difficult and time-consuming proposition.
  • The Human Resources team needed a seamless process of managing the training process, which would help and encourage the employees to complete the training courses.
  •  They wanted a completely automated solution that would streamline the training function assign relevant courses, course management, user management as well as consolidating user feedback.

Solution implementedG-Cube Solutions, after close understanding of the existing process, presented a solution with the help of WiZDOM Learning Management System.

  • Implementation of WiZDOM LMS upgraded the manual process to complete automation – from scheduling, notifying, maintaining records, and even report generation.
  • At the learner's end, the employees could enroll for trainings in a better manner, as they had the whole year's schedule to plan from. In addition to the employees being able to self-subscribe to the available trainings, Managers and Administrators could also recommend trainings that they thought well-suited their teams and people respectively.
  • Additionally, the LMS also gave the opportunity to the employees to set performance and development goals for themselves, which the managers could keep track of.
  • At the administration end, reports were generated on a regular basis and keeping track of individual performances was a matter of a couple of clicks! With specialized reports on finding the training defaulters and constant drop outs, WiZDOM eased the HR job to notify their Managers. Further, progress charting was easier and so was filtering courses as per the requirement of the learners.
  • The LMS also provided a Podcast management, from a library of podcasts of the company bigwigs talking about the company goals and aspirations. This proved to be a morale boost for all employees, who rarely had access to such communication.
  • Another value-add was a Skill Inventory, developed by the employees themselves. All employees were encouraged to fill in their individual skills, from languages to knowledge of computer software. The skill inventory could be used by the Managers and the Human Resources teams, helping them tap the potential of the employees to the maximum.
  • KPMG follows a mandatory Induction program for its new recruits. WiZDOM has provided them a way to get rid of scheduling these programs again and again. The Induction programs are launched afresh automatically on monthly basis and the new recruits have the flexibility to take them at their ease.

Business benefitsThe LMS is now fully functional in all the offices of KPMG India.

  • Being linked to the Employee Database of Human Resources, it is a robust system catering to the learning needs of about 4,500 employees.
  • The system is utilized to its full potential by providing an opportunity of online training as well as induction programs for new recruits.
  • It is also being linked to other knowledge portals like Howard Knowledge Center, to make online learning from different avenues, available to employees across all offices in India.

maruti-suzuki

15,400 Learners

Learning Efficiently Through 250+ Courses

maruti-suzuki-2

About the client
Maruti Suzuki India Limited (MSIL, formerly Maruti Udyog Limited) is a subsidiary of Suzuki Motor Corporation of Japan. It is the leading manufacturer of passenger vehicles in India and makes more than 1.5 million cars a year with over 150 variants. It has a team of over 15,000 people, spread over 1,422 cities and town all over India.

Business Requirement

  • Propelled by the burgeoning Indian car market, the company – and its workforce – has grown exponentially. Training this huge workforce became a major challenge.
  • The difficulty was compounded not only by the diversity of trades and functions inherent in car Manufacturing but also by the car variants that MSIL introduced year after year – over 150 variants at last count.
  • The continuous influx of recruits and constant transfers within the organization added another dimension to the problem.
  • In addition to the employees, the dealers of MSIL also needed to be trained from time to time to be able to sell their products better.
  • As a result, it became imperative to create a learning platform to address the ever-changing and varying training requirements of the employees.

Solution implementedTo meet this challenge and to develop a new learning culture in the organization, the company started the initiative of creating a digital training academy for its employees – the Maruti Suzuki Training Academy (MSTA). G-Cube customized its proprietary WiZDOM LMS to create the MSTA portal.
Our solution included the following key features:

  • Within MSIL, there are six identified departments and a separate domain was created for each of them. The UI was customized for each domain to suit the individual needs of the learners.
  • Courses were made accessible to the learners – as per their respective departments and roles. With the Course Catalogue feature, the learners could see all the courses available to them, right after signing-on to the system – within a single click.
  • With an enhanced reporting structure, WiZDOM LMS provided custom reports for all departments- as per their requirements and specifications. Managers and administrators could create new report structures and generate them as per their needs.
  • WiZDOM LMS's Skill Gap Analysis empowered managers to assess and rate learner skills from time to time. Considering the perceived skill gap, further trainings could then be assigned from the array of available courses on the LMS – to help the learner to cover up the gap.
  • Dashboards were created on the user interface which shared the most successful courses, departments which had the maximum learning uptake and so on. This helped learners get motivated as well as find suitable courses within the LMS – as per their needs. 
  • The LMS also managed and kept track of the classroom sessions. With the Classroom Training Management Feature, classroom sessions could be created, assigned and tracked on a regular basis.
  • In addition to implementing the LMS, G-Cube also created custom e-learning courses on products, Manufacturing and good practices to educate employees in the area of their work. G-Cube also identified specific soft-skills training needs within the organization and addressed them through courses from their own Off-the-Shelf content library.

Business benefitsThe portal is now well established in MSIL. It caters to about 15,400 learners and has more than 250 courses – with new courses are being uploaded on a monthly basis.

  • One of the biggest benefits of the portal is that it enabled the learner to learn continually and efficiently. With innovative content aligned as per the needs of the learners, most courses enjoyed almost 40% completion rates - a rare feat for voluntary trainings.
  • With automated reporting and user management data, managers were able to assess learners better and create more impactful learning paths for them.
  • The LMS also successfully streamlined Classroom Trainings – which were necessary to provide hands-on skills to employees from time to time.
  • With the dual impact of e-courses and instructor-led trainings the Learners were able to perform better at their jobs.
  • Comparing the costs of conducting traditional trainings and the technology-enabled approach, the organization made savings of up to 60%.
  • As a result of perennial learning through the portal, MSIL has been exceedingly successful in building a continuous flow of skilled manpower –which is helping the organization grow its business further.

strides-arcolab-case-study

Pharmaceutical Compliant Platform

21 CFR Part 11 and IQ/OQ/PQ validations

strides-arcolab-case-study 2

About the client
Headquartered in India, Strides Arcolab is a pharmaceutical company whose key focus ison the development and manufacture of IP-led niche generics and bio-pharmaceuticals. With world-class Manufacturing facilities, an innovative R&D hub in Bangalore, and a strong commercial platform to globally market branded and commodity generics, Strides has earned a reputation for building and scaling profitable businesses in a short span of time. It is a growing company, with offices in major cities of Europe, and a dedicated workforce that is focused on making the company one of the biggest and most respected names in the pharmaceutical industry.

Business Requirement The pharmaceutical industry is bound by many regulations and norms – national as well as international. Each employee has to be trained on the latest regulations governing the industry, and this is a continuous process. Strides Arcolab wanted a system that would automate this training for its4500 employees in 9 Manufacturing plants across India.
At Strides, in addition to compliance training, various external and internal standard operating processes (SOP) trainings need to be conducted from time to time. The company had a Document Management System in place, which made the required learning content available to the learners from time to time. But it was becoming increasingly difficult to keep track of learner progress and align to the process of perennial re-training as and when the processes changed. This problem was accentuated by the presence of different sections and job roles within the organization, which had contrasting learning needs.
In addition to e-learning, the company wanted to continue a channel of classroom training – and wanted a system that could manage the classroom sessions and collate the learner data as per each session.
Lastly, though the organization was eager to adopt technology-aided learning, they had to make sure that any new IT system within the organization had to comply with the required validations as per the industry norms.

Solution implementedG-Cube implemented WiZDOM LMS for Strides Arcolab, providing a cost-effective and customized solution for their needs. WiZDOM LMS was able to provide a robust platform to cater to the perennial learning needs of the users.
Our solution included the following key features:

  • We made sure that WiZDOM LMS was complaint with 21 CFR Part 11 and IQ/OQ/PQ validations, so that it could be seamlessly integrated into the organization. This made sure that the technology platform was following the necessary norms of the industry and could be utilized across the organization for continuous training.
  • The vibrant and visually attractive user interface and easy navigation of WiZDOM LMS allowed learners, many of them first-time users of e-learning, to be at ease with the system and learn seamlessly.
  • Compliance courses were uploaded for all employees, and the re-certification cycle was automated by setting the required timelines within which the learner needed to re-take a particular course.
  • The LMS was connected with the existing Document Management System. It was able to automatically detect any changes in the existing SOP trainings and pull the course up for re-training purposes.
  • Job roles were mapped with all trainings that were mandatory for an employee. As and when a course was changed or revised, all employees were automatically pulled up for re-training, as per their specific job roles within the organization.
  • Classroom sessions were managed by WiZDOM LMS, and scanned copies of classroom attendance and test responses could be uploaded on the system. This kept track of the number of classroom sessions attended and marks scored by an employee, and it was possible to generate user data for a quick review of the learner's training activities – both within the system and outside it.

Business benefitsStrides Arcolab derived many business benefits from this system.

  • WiZDOM LMS automated the entire training and re-training cycle for compliance courses as well as all other SOP trainings that the employees had to take.
  • Any revisions or changes in the course content were automatically detected and the need for retraining was notified. This made sure that the entire workforce was trained as per the strict requirements of the industry.
  • User data management was streamlined – including data from classroom trainings. Reports were generated as per schedules and needs of managers. This streamlined the continual requirement for ‘Proof-of-Training’ as needed by the industry.
  • Though the training platform was new, the easy navigation and visually appealing user interface of WiZDOM LMS made change management smooth and hassle-free for the client.
  • With its immense appeal and success among users in India, the LMS was also implemented across offices in Europe. The interface was localized as per the needs of different regions, so that it aligned well to the needs and learning preferences of learners across the globe.

icts-case-study

Enhancing Security

By Empowering Security Staff with Knowledge

icts-case-study 2

About the client
ICTS Europe is a global expert in providing security solutions for aviation and other public safety industries. They offer the entire security package, including infrastructure, manpower, software and training. ICTS Systems is a special venture of ICTS Europe, based out of UK and with offices all across the world. Their core business is to provide security personnel to their clients and manage the entire working-cycle of the personnel, so as to take care of the process of security.

Business Requirement

  • ICTS Systems provides security personnel and takes the responsibility of training them too – not just technical training, but also compliance training and mandatory certifications. It needed a training process that is continuous -- in order to keep the personnel on their feet and be the best in their jobs.
  • ICTS deployed the traditional mode of training on an offline basis. The personnel were provided with CBT material and were assessed on them on a classroom format, with the help of trainers and instructors.
  • With the increasing number of trainees and the large spread of the company, they started to feel the need to centralize the entire training process.
  • Also, they wanted a platform for automated assessments, which would provide feedback on each and every personnel onboard – at any given time.

Solution implementedG-Cube implemented the WiZDOM Learning Management System for ICTS Systems, providing an impactful platform of online training across 7,000 of their employees all around the world.
Following were the key features of the solution.

  • Existing course material was uploaded to the LMS and made available to all the employees. The trainees could login with the username and password provided and complete the courses as per their schedule.
  • Trainees could also access courses as per their need as a reference or refresher, creating a platform of on-demand learning.
  • Assigned LMS administrators could directly upload new course material to the LMS library, as per the training schedule or learner needs.
  • Compliance and certification courses were also added to the LMS library and automated reminders were sent to the trainees as and when they were due to take them.

Business benefitsICTS Systems was able to automate the entire process of training with the help of this solution.

  • WiZdom LMS was able to provide a centralized platform of training and learning. This ensured uniformity of training across the multitude of organizations who recruited ICTS personnel.
  • Training costs were reduced as continuous training could be provided with no additional costs every time that a training event was planned.
  • With the flexibility of the platform, it was easy to accommodate growing number of trainees across different organizations.

tax-academy-case-study

Helping Customers

To Make Right Financial Investment Decisions

tax-academy-case-study-2

About the client
Tax Academy is a leading online learning portal in USA, providing information on the tax policies for individuals, small businesses and entrepreneurs. Tax Academy believes that in the competitive business atmosphere, it is imperative for all to have the right education about the system that governs our moneys – Taxation. By providing information and guidelines, they help their customers make the right decision about investments and savings – all with the sole objective of minimizing tax and maximizing profits.

Business Requirement

  • Tax Academy had an existing database of relevant courses on the taxation laws of USA and they were adding more to it every day. Though all their courses were available online, with increasing traffic on their site they wanted a Learning Management Solution (LMS) that would streamline the whole process.
  • From assigning courses, user management, and management of courses to consolidating user-feedback – they wanted an automated solution that would take care of the entire learning cycle.
  • Also, Tax Academy developed their courses with the help of a rapid authoring tool – Articulate. They wanted a solution that would be compatible to Articulate and courses could be directly uploaded on the LMS, without any modifications.

Solution implementedG-Cube implemented the WiZDOM LMS for Tax Academy, providing a cost-effective solution to their needs. WiZDOM LMS was able to provide a robust platform to cater to the learning needs of the increasing inflow of users accessing the portal.
Following were the key features of the solution.

  • The user-management features of the WiZDOM LMS took care of assigning courses to users, as per the tokens purchased and generated reports automatically. It also generated reports on user feedback.
  • Addition of new courses was enabled by a single 'click', where the administrators could directly upload new course material to the LMS library.
  • The user interface was kept vibrant and visually attractive, to encourage the users to interact more with the courses.
  • The user-interface was also designed in such a way that it was easy to navigate, increasing ease of use.

Business benefitsTax Academy was able to derive a lot of benefit from this solution.

  • WiZDOM LMS was able to fulfill their learning management needs by automating the entire cycle of user engagement with their courses.
  • It was totally compatible with their rapid authoring tool – Articulate, which enabled them to update the course library continuously and seamlessly. This saved considerable time and effort.
  • The visual appeal of the system and its ease of use were beneficial in garnering user interest and generate more traffic for them.

case-study-lo-choice

Increases Learning Retention

Decreasing the need for class re-takes & improve training ROI.

case-study-lo-choice-2

About the client
In the competitive working landscape, every organization realizes the need to train its employees to gain a professional edge. Logical Operations is an organization which develops and delivers high-quality professional training solutions for a varied array of clients. For more than 30 years, they have been dedicated to the creation of impactful and innovative training, by mingling modern educational tools and newer technologies to help new-age learners realize their educational and professional goals. Logical Operations collaborated with G-Cube Solutions to develop a solution for this daunting challenge – the LogicalCHOICE digital platform.

Business Requirement

  • While firmly believing in the strength of instructor-led trainings to make a meaningful experience for the learners, Logical Operations realized the need for sustained learner support that extends beyond the confines of a classroom.
  • Continuing reinforcements in the classroom format has logistical barriers which makes it a cost and time-prohibitive proposition.
  • For the professionals of the corporate world, time is a luxury and they want learning as per their convenience and schedules. Today's tech-savvy professionals need a flexible learning platform to provide them with the necessary learning support and multiple learning opportunities anywhere, anytime, and on any device they choose.

Solution implemented

  • The delivery of content on the platform’s learner interface is designed on the concept of the Windows 8 tile-based interface. This provides a visually attractive and intuitive layout design, which is graphically enhanced and user friendly. The tile interface also kept the UI design clutter-free, allowing for learner-ease with the system.
  • The platform has fifteen tiles in all, with six main tiles including the Classroom, eBook, Collaborate, Twitter, LearnTO, and Checklist.
  • The Classroom tile provides access to classroom sessions assigned to a learner and allows him or her to ‘add a course’ as per need and the eBook tile allows the learner to download or print classroom notes and reference materials for supplementary reading.
  • The Collaborate tile provides a direct link for the learners to engage with social media forums, wikis, blogs, and discussion boards to create an avenue for collaborative thinking and discussion outside the realm of the classroom. Students can also access Twitter through the application, to talk about their learning experiences and learn from the experiences of others.
  • The Checklist tile provides the learner quick access to reference material in a learner-friendly format.
  • The learner can also access the LearnTO library from the platform, opening an array of short instructional videos for instant support. The availability of the LearnTO videos in the platform helps the learner derive more out of the learning experience. Keeping the videos short and light, it is made sure that they render well on the mobile platform – creating a strong audio-visual connect with the learner.

Business benefits

  • Enabling the student with tools to succeed post-class, LogicalChoice increases learning retention while decreasing the need for class re-takes, overall improving training ROI.
  • Tools like Checklists, Collaboration and LearnTO videos have an extra edge of superior learner engagement and deliver well through the mobile platform. They provide instant support, create instant re-enforcement and deliver instant refreshers
  • The experience of learning as a whole has been both enriched and enhanced. Learners are more enthusiastic to engage in a technology-enabled solution – that saves their time and effort all the while imparting practical learning for their benefit.

CASE STUDIES

Success for us is never static. Our endeavour is to constantly increase the benchmark and redefine the threshold of success at every milestone.

  • logical

    Train Leaders on the go using Learning Nuggets

    Logical Operations

    Mobile Learning Solution

    Click to Open
    schneider

    Reduced Carbon Footprint using e-Learning

    Schneider Electric

    Custom Content & Localization

    Click to Open
    naspghan

    Aware patients using a interactive course on IBD

    NASPGHAN

    Custom Content Development

    Click to Open
  • unilever

    Training Salesforce on Dealer Network

    Unilever

    Game Based Learning

    Click to Open
    strides

    Pharmaceutical company maintains compliance

    Strides Acrolab Ltd.

    LMS & Content

    Click to Open
    malpani

    Patients awareness program on Infertility

    Malpani Infertility Clinic

    Game Based Learning

    Click to Open
  • stuides

    IT application training for aviation staff

    ABC Airlines

    e-learning Consulting

    Click to Open
    dbs bank-

    3-D based on-boarding program for bank

    DBS Bank

    Custom Content Development

    Click to Open
    mgi

    Anti-Bribery awareness program

    MGI

    Rapid Authoring

    Click to Open

SUCCESS STORIES

Success for us is never static. Our endeavour is to constantly increase the benchmark and redefine the threshold of success at every milestone.

volvo-eicher-case-study

Drive Learning

Empower Automobile Dealer Network

volvo-eicher-case-study-2

About the client
VE Commercial Vehicles Limited (VECV) is a joint venture between the Volvo Group and Eicher Motors Limited. In operation since July 2008, it is a leading manufacturer of commercial vehicles in India. The company is a significant player in the automobiles industry and provides the complete range of branded trucks and buses, components and engineering design services businesses, the sales and distribution business of Volvo Trucks as well as aftermarket support to Volvo Buses in India.

Business Requirement

  • The majority of commercial vehicles are sold through an extensive network of 270+ dealers all over the country. It is a constant challenge to make sure that the large workforce among the VECV dealers have the pertinent knowledge as well as skills to make successful sales and achieve targets.
  • Traditionally,the dealers were trained to gain competency through classroom trainings. But this approach had a number of drawbacks.
  • The trainings could be arranged sporadically – once in every 6 months or so. This led to large gap in the skill as well as knowledge competency.
  • Due to continued lack of training, a lot of new recruits remained untrained for a long time, which affected their output.
  • The trainings did not have a uniform efficacy as external trainers were assigned to do the job.
  • The measure of training efficacy was also not up to the mark, as it was possible to measure only the percentage of manpower trained.
  • The learning content was not updated and this often reduced the relevance of training.
  • All this resulted in a high attrition rate and low morale among the dealers.
  • Finally, VECV did not have a measure of the total trained manpower available at the dealers, which adversely affected sales and other targets.

Solution implementedTo meet these challenges and to develop a new training initiative, G-Cube partnered with VECV to create a technology-aided platform to support the new training initiative. G-Cube customized its new age WiZDOM LMS to create a learning portal that delivers training seamlessly across the vast spread of the dealer network and, eventually, empowers them to drive their own learning.

  • The LMS creates a job role for each individual to gauge the competence level of learners. Accordingly, a learning plan is created as per the profile of the learner with suitable courses assigned for online learning as well as classroom sessions. The online learning courses include modules on technical knowledge, soft skills, consultative skills, as well as need-based courses on new products or other industry-specific content.
  • The cycle of continuous learning is suitably strengthened by periodic assessments - both online as well as offline.
  • Certificates are issued for chosen courses. This provides a sense of achievement to the learners.
  • The portal also manages national events like Skill Contests. This provides a suitable push for learning and encourages learners to aspire for better scores and come up as Skill Contest winners.
  • The LMS is able to track a variety of data and create logical as well as relevant reports that provide a lot of pertinent information on the effectiveness of the training initiative. The reports can be churned out as per the requirement of the administrator – the criteria of department, region, area, job title, dealers and so on.
  • The portal is equipped to send automatic messages to the users' phone when the User is successfully registered on the system. A text message is also sent every time that a classroom session has been confirmed for the learner. This helps the learners keep track of the learning events better.
  • Classroom assignments as well as other offline assignments can be uploaded on the portal to create a cumulative picture of a learners' progress and true competence.

Business benefitsThe portal has been immensely successful in aligning with the learners' need and the learning objectives set out by the organization.

  • With multi-device delivery, learning is now available across multiple devices, providing more opportunities to learn. Also, since the learners are now more adept at working with mobile devices, the multi-device access was aligned as per their preferences. This helped learning initiative gain instant appeal for the learner group.
  • A variety of relevant courses were added onto the portal and the courses were assigned as per the job role of the learner in the organization. This provided customized learning that aligned to the individual needs. The learners were able to make better use of the knowledge and were able to apply it well to their work.
  • Customized Reports provided accountability for the training initiatives and the stakeholders could ascertain the progress of learners at all times. Findings from certain reports are displayed on the learners' or admin interface for better utilization.
  • The learning initiative was not only successful in creating an easily-accessible platform of learning, it also increased the overall satisfaction of the dealer employees. They were more connected to the organization and had access to the latest learning content. They were able to apprise themselves on newer products as well as schemes for their prospective clients.

kpmg-case-study

4,500 employees

Linked to knowledge portals like Howard Knowledge Center

kpmg-case-study-2

About the client
KPMG is a multinational company which provides a range of services like risk, business and financial advisory, internal audits, tax and regulatory services and corporate governance. With a client base of over 2,000 companies in India, it has a strong presence in serving the industry segments of financial services and information technology, among others.

Business Requirement

  • KPMG is dedicated to knowledge and skill building among its employees, and trainings are conducted on a regular basis to achieve this. However, scheduling and planning for these trainings proved to be a difficult and time-consuming proposition.
  • The Human Resources team needed a seamless process of managing the training process, which would help and encourage the employees to complete the training courses.
  •  They wanted a completely automated solution that would streamline the training function assign relevant courses, course management, user management as well as consolidating user feedback.

Solution implementedG-Cube Solutions, after close understanding of the existing process, presented a solution with the help of WiZDOM Learning Management System.

  • Implementation of WiZDOM LMS upgraded the manual process to complete automation – from scheduling, notifying, maintaining records, and even report generation.
  • At the learner's end, the employees could enroll for trainings in a better manner, as they had the whole year's schedule to plan from. In addition to the employees being able to self-subscribe to the available trainings, Managers and Administrators could also recommend trainings that they thought well-suited their teams and people respectively.
  • Additionally, the LMS also gave the opportunity to the employees to set performance and development goals for themselves, which the managers could keep track of.
  • At the administration end, reports were generated on a regular basis and keeping track of individual performances was a matter of a couple of clicks! With specialized reports on finding the training defaulters and constant drop outs, WiZDOM eased the HR job to notify their Managers. Further, progress charting was easier and so was filtering courses as per the requirement of the learners.
  • The LMS also provided a Podcast management, from a library of podcasts of the company bigwigs talking about the company goals and aspirations. This proved to be a morale boost for all employees, who rarely had access to such communication.
  • Another value-add was a Skill Inventory, developed by the employees themselves. All employees were encouraged to fill in their individual skills, from languages to knowledge of computer software. The skill inventory could be used by the Managers and the Human Resources teams, helping them tap the potential of the employees to the maximum.
  • KPMG follows a mandatory Induction program for its new recruits. WiZDOM has provided them a way to get rid of scheduling these programs again and again. The Induction programs are launched afresh automatically on monthly basis and the new recruits have the flexibility to take them at their ease.

Business benefitsThe LMS is now fully functional in all the offices of KPMG India.

  • Being linked to the Employee Database of Human Resources, it is a robust system catering to the learning needs of about 4,500 employees.
  • The system is utilized to its full potential by providing an opportunity of online training as well as induction programs for new recruits.
  • It is also being linked to other knowledge portals like Howard Knowledge Center, to make online learning from different avenues, available to employees across all offices in India.

maruti-suzuki

15,400 Learners

Learning Efficiently Through 250+ Courses

maruti-suzuki-2

About the client
Maruti Suzuki India Limited (MSIL, formerly Maruti Udyog Limited) is a subsidiary of Suzuki Motor Corporation of Japan. It is the leading manufacturer of passenger vehicles in India and makes more than 1.5 million cars a year with over 150 variants. It has a team of over 15,000 people, spread over 1,422 cities and town all over India.

Business Requirement

  • Propelled by the burgeoning Indian car market, the company – and its workforce – has grown exponentially. Training this huge workforce became a major challenge.
  • The difficulty was compounded not only by the diversity of trades and functions inherent in car Manufacturing but also by the car variants that MSIL introduced year after year – over 150 variants at last count.
  • The continuous influx of recruits and constant transfers within the organization added another dimension to the problem.
  • In addition to the employees, the dealers of MSIL also needed to be trained from time to time to be able to sell their products better.
  • As a result, it became imperative to create a learning platform to address the ever-changing and varying training requirements of the employees.

Solution implementedTo meet this challenge and to develop a new learning culture in the organization, the company started the initiative of creating a digital training academy for its employees – the Maruti Suzuki Training Academy (MSTA). G-Cube customized its proprietary WiZDOM LMS to create the MSTA portal.
Our solution included the following key features:

  • Within MSIL, there are six identified departments and a separate domain was created for each of them. The UI was customized for each domain to suit the individual needs of the learners.
  • Courses were made accessible to the learners – as per their respective departments and roles. With the Course Catalogue feature, the learners could see all the courses available to them, right after signing-on to the system – within a single click.
  • With an enhanced reporting structure, WiZDOM LMS provided custom reports for all departments- as per their requirements and specifications. Managers and administrators could create new report structures and generate them as per their needs.
  • WiZDOM LMS's Skill Gap Analysis empowered managers to assess and rate learner skills from time to time. Considering the perceived skill gap, further trainings could then be assigned from the array of available courses on the LMS – to help the learner to cover up the gap.
  • Dashboards were created on the user interface which shared the most successful courses, departments which had the maximum learning uptake and so on. This helped learners get motivated as well as find suitable courses within the LMS – as per their needs. 
  • The LMS also managed and kept track of the classroom sessions. With the Classroom Training Management Feature, classroom sessions could be created, assigned and tracked on a regular basis.
  • In addition to implementing the LMS, G-Cube also created custom e-learning courses on products, Manufacturing and good practices to educate employees in the area of their work. G-Cube also identified specific soft-skills training needs within the organization and addressed them through courses from their own Off-the-Shelf content library.

Business benefitsThe portal is now well established in MSIL. It caters to about 15,400 learners and has more than 250 courses – with new courses are being uploaded on a monthly basis.

  • One of the biggest benefits of the portal is that it enabled the learner to learn continually and efficiently. With innovative content aligned as per the needs of the learners, most courses enjoyed almost 40% completion rates - a rare feat for voluntary trainings.
  • With automated reporting and user management data, managers were able to assess learners better and create more impactful learning paths for them.
  • The LMS also successfully streamlined Classroom Trainings – which were necessary to provide hands-on skills to employees from time to time.
  • With the dual impact of e-courses and instructor-led trainings the Learners were able to perform better at their jobs.
  • Comparing the costs of conducting traditional trainings and the technology-enabled approach, the organization made savings of up to 60%.
  • As a result of perennial learning through the portal, MSIL has been exceedingly successful in building a continuous flow of skilled manpower –which is helping the organization grow its business further.

strides-arcolab-case-study

Pharmaceutical Compliant Platform

21 CFR Part 11 and IQ/OQ/PQ validations

strides-arcolab-case-study-2

About the client
Headquartered in India, Strides Arcolab is a pharmaceutical company whose key focus ison the development and manufacture of IP-led niche generics and bio-pharmaceuticals. With world-class Manufacturing facilities, an innovative R&D hub in Bangalore, and a strong commercial platform to globally market branded and commodity generics, Strides has earned a reputation for building and scaling profitable businesses in a short span of time. It is a growing company, with offices in major cities of Europe, and a dedicated workforce that is focused on making the company one of the biggest and most respected names in the pharmaceutical industry.

Business Requirement The pharmaceutical industry is bound by many regulations and norms – national as well as international. Each employee has to be trained on the latest regulations governing the industry, and this is a continuous process. Strides Arcolab wanted a system that would automate this training for its4500 employees in 9 Manufacturing plants across India.
At Strides, in addition to compliance training, various external and internal standard operating processes (SOP) trainings need to be conducted from time to time. The company had a Document Management System in place, which made the required learning content available to the learners from time to time. But it was becoming increasingly difficult to keep track of learner progress and align to the process of perennial re-training as and when the processes changed. This problem was accentuated by the presence of different sections and job roles within the organization, which had contrasting learning needs.
In addition to e-learning, the company wanted to continue a channel of classroom training – and wanted a system that could manage the classroom sessions and collate the learner data as per each session.
Lastly, though the organization was eager to adopt technology-aided learning, they had to make sure that any new IT system within the organization had to comply with the required validations as per the industry norms.

Solution implementedG-Cube implemented WiZDOM LMS for Strides Arcolab, providing a cost-effective and customized solution for their needs. WiZDOM LMS was able to provide a robust platform to cater to the perennial learning needs of the users.
Our solution included the following key features:

  • We made sure that WiZDOM LMS was complaint with 21 CFR Part 11 and IQ/OQ/PQ validations, so that it could be seamlessly integrated into the organization. This made sure that the technology platform was following the necessary norms of the industry and could be utilized across the organization for continuous training.
  • The vibrant and visually attractive user interface and easy navigation of WiZDOM LMS allowed learners, many of them first-time users of e-learning, to be at ease with the system and learn seamlessly.
  • Compliance courses were uploaded for all employees, and the re-certification cycle was automated by setting the required timelines within which the learner needed to re-take a particular course.
  • The LMS was connected with the existing Document Management System. It was able to automatically detect any changes in the existing SOP trainings and pull the course up for re-training purposes.
  • Job roles were mapped with all trainings that were mandatory for an employee. As and when a course was changed or revised, all employees were automatically pulled up for re-training, as per their specific job roles within the organization.
  • Classroom sessions were managed by WiZDOM LMS, and scanned copies of classroom attendance and test responses could be uploaded on the system. This kept track of the number of classroom sessions attended and marks scored by an employee, and it was possible to generate user data for a quick review of the learner's training activities – both within the system and outside it.

Business benefitsStrides Arcolab derived many business benefits from this system.

  • WiZDOM LMS automated the entire training and re-training cycle for compliance courses as well as all other SOP trainings that the employees had to take.
  • Any revisions or changes in the course content were automatically detected and the need for retraining was notified. This made sure that the entire workforce was trained as per the strict requirements of the industry.
  • User data management was streamlined – including data from classroom trainings. Reports were generated as per schedules and needs of managers. This streamlined the continual requirement for ‘Proof-of-Training’ as needed by the industry.
  • Though the training platform was new, the easy navigation and visually appealing user interface of WiZDOM LMS made change management smooth and hassle-free for the client.
  • With its immense appeal and success among users in India, the LMS was also implemented across offices in Europe. The interface was localized as per the needs of different regions, so that it aligned well to the needs and learning preferences of learners across the globe.

icts-case-study

Enhancing Security

By Empowering Security Staff with Knowledge

icts-case-study 2

About the client
ICTS Europe is a global expert in providing security solutions for aviation and other public safety industries. They offer the entire security package, including infrastructure, manpower, software and training. ICTS Systems is a special venture of ICTS Europe, based out of UK and with offices all across the world. Their core business is to provide security personnel to their clients and manage the entire working-cycle of the personnel, so as to take care of the process of security.

Business Requirement

  • ICTS Systems provides security personnel and takes the responsibility of training them too – not just technical training, but also compliance training and mandatory certifications. It needed a training process that is continuous -- in order to keep the personnel on their feet and be the best in their jobs.
  • ICTS deployed the traditional mode of training on an offline basis. The personnel were provided with CBT material and were assessed on them on a classroom format, with the help of trainers and instructors.
  • With the increasing number of trainees and the large spread of the company, they started to feel the need to centralize the entire training process.
  • Also, they wanted a platform for automated assessments, which would provide feedback on each and every personnel onboard – at any given time.

Solution implementedG-Cube implemented the WiZDOM Learning Management System for ICTS Systems, providing an impactful platform of online training across 7,000 of their employees all around the world.
Following were the key features of the solution.

  • Existing course material was uploaded to the LMS and made available to all the employees. The trainees could login with the username and password provided and complete the courses as per their schedule.
  • Trainees could also access courses as per their need as a reference or refresher, creating a platform of on-demand learning.
  • Assigned LMS administrators could directly upload new course material to the LMS library, as per the training schedule or learner needs.
  • Compliance and certification courses were also added to the LMS library and automated reminders were sent to the trainees as and when they were due to take them.

Business benefitsICTS Systems was able to automate the entire process of training with the help of this solution.

  • WiZdom LMS was able to provide a centralized platform of training and learning. This ensured uniformity of training across the multitude of organizations who recruited ICTS personnel.
  • Training costs were reduced as continuous training could be provided with no additional costs every time that a training event was planned.
  • With the flexibility of the platform, it was easy to accommodate growing number of trainees across different organizations.

tax-academy-case-study

Helping Customers

To Make Right Financial Investment Decisions

tax-academy-case-study 2

About the client
Tax Academy is a leading online learning portal in USA, providing information on the tax policies for individuals, small businesses and entrepreneurs. Tax Academy believes that in the competitive business atmosphere, it is imperative for all to have the right education about the system that governs our moneys – Taxation. By providing information and guidelines, they help their customers make the right decision about investments and savings – all with the sole objective of minimizing tax and maximizing profits.

Business Requirement

  • Tax Academy had an existing database of relevant courses on the taxation laws of USA and they were adding more to it every day. Though all their courses were available online, with increasing traffic on their site they wanted a Learning Management Solution (LMS) that would streamline the whole process.
  • From assigning courses, user management, and management of courses to consolidating user-feedback – they wanted an automated solution that would take care of the entire learning cycle.
  • Also, Tax Academy developed their courses with the help of a rapid authoring tool – Articulate. They wanted a solution that would be compatible to Articulate and courses could be directly uploaded on the LMS, without any modifications.

Solution implementedG-Cube implemented the WiZDOM LMS for Tax Academy, providing a cost-effective solution to their needs. WiZDOM LMS was able to provide a robust platform to cater to the learning needs of the increasing inflow of users accessing the portal.
Following were the key features of the solution.

  • The user-management features of the WiZDOM LMS took care of assigning courses to users, as per the tokens purchased and generated reports automatically. It also generated reports on user feedback.
  • Addition of new courses was enabled by a single 'click', where the administrators could directly upload new course material to the LMS library.
  • The user interface was kept vibrant and visually attractive, to encourage the users to interact more with the courses.
  • The user-interface was also designed in such a way that it was easy to navigate, increasing ease of use.

Business benefitsTax Academy was able to derive a lot of benefit from this solution.

  • WiZDOM LMS was able to fulfill their learning management needs by automating the entire cycle of user engagement with their courses.
  • It was totally compatible with their rapid authoring tool – Articulate, which enabled them to update the course library continuously and seamlessly. This saved considerable time and effort.
  • The visual appeal of the system and its ease of use were beneficial in garnering user interest and generate more traffic for them.

case-study-lo-choice

Increases Learning Retention

Decreasing the need for class re-takes & improve training ROI.

case-study-lo-choice 2

About the client
In the competitive working landscape, every organization realizes the need to train its employees to gain a professional edge. Logical Operations is an organization which develops and delivers high-quality professional training solutions for a varied array of clients. For more than 30 years, they have been dedicated to the creation of impactful and innovative training, by mingling modern educational tools and newer technologies to help new-age learners realize their educational and professional goals. Logical Operations collaborated with G-Cube Solutions to develop a solution for this daunting challenge – the LogicalCHOICE digital platform.

Business Requirement

  • While firmly believing in the strength of instructor-led trainings to make a meaningful experience for the learners, Logical Operations realized the need for sustained learner support that extends beyond the confines of a classroom.
  • Continuing reinforcements in the classroom format has logistical barriers which makes it a cost and time-prohibitive proposition.
  • For the professionals of the corporate world, time is a luxury and they want learning as per their convenience and schedules. Today's tech-savvy professionals need a flexible learning platform to provide them with the necessary learning support and multiple learning opportunities anywhere, anytime, and on any device they choose.

Solution implemented

  • The delivery of content on the platform’s learner interface is designed on the concept of the Windows 8 tile-based interface. This provides a visually attractive and intuitive layout design, which is graphically enhanced and user friendly. The tile interface also kept the UI design clutter-free, allowing for learner-ease with the system.
  • The platform has fifteen tiles in all, with six main tiles including the Classroom, eBook, Collaborate, Twitter, LearnTO, and Checklist.
  • The Classroom tile provides access to classroom sessions assigned to a learner and allows him or her to ‘add a course’ as per need and the eBook tile allows the learner to download or print classroom notes and reference materials for supplementary reading.
  • The Collaborate tile provides a direct link for the learners to engage with social media forums, wikis, blogs, and discussion boards to create an avenue for collaborative thinking and discussion outside the realm of the classroom. Students can also access Twitter through the application, to talk about their learning experiences and learn from the experiences of others.
  • The Checklist tile provides the learner quick access to reference material in a learner-friendly format.
  • The learner can also access the LearnTO library from the platform, opening an array of short instructional videos for instant support. The availability of the LearnTO videos in the platform helps the learner derive more out of the learning experience. Keeping the videos short and light, it is made sure that they render well on the mobile platform – creating a strong audio-visual connect with the learner.

Business benefits

  • Enabling the student with tools to succeed post-class, LogicalChoice increases learning retention while decreasing the need for class re-takes, overall improving training ROI.
  • Tools like Checklists, Collaboration and LearnTO videos have an extra edge of superior learner engagement and deliver well through the mobile platform. They provide instant support, create instant re-enforcement and deliver instant refreshers
  • The experience of learning as a whole has been both enriched and enhanced. Learners are more enthusiastic to engage in a technology-enabled solution – that saves their time and effort all the while imparting practical learning for their benefit.

maruti-suziki

Maruti Suzuki

G-Cube creates a Learning Portal for Automobile Manufacturer Maruti Suzuki

maruti-suziki

About the client
Maruti Suzuki India Limited (MSIL, formerly Maruti Udyog Limited)
is a subsidiary of Suzuki Motor Corporation of Japan. It is the leading manufacturer of passenger vehicles in India and makes more than 1.5 million cars a year with over 150 variants. It has a team of over 15000 people, spread over 1422 cities and town all over India.


Business Requirement To meet this challenge and to develop a new learning culture in the organization, the company started the initiative of creating a digital training academy for its employees – the Maruti Suzuki Training Academy (MSTA). G-Cube customized its proprietary WiZDOM LMS to create the MSTA portal.

Our solution included the following key features:

  • Within MSIL, there are six identified departments and a separate domain was created for each of them. The UI was customized for each domain to suit individual needs of the learners
  • Courses were made accessible to the learners – as per their respective departments and roles. With the Course Catalogue feature, the learners could see all the courses available to them, right after signing-on to the system – within a single click.
  • With an enhanced reporting structure, WiZDOM LMS provided custom reports for all departments- as per their requirements and specifications. Managers and administrators could create new report structures and generate them as per their needs.
  • WiZDOM LMS's Skill Gap Analysis empowered managers to assess and rate learner skills from time to time. Considering the perceived skill gap, further trainings could then be assigned from the array of available courses on the LMS – to help the learner to cover up the gap.
  • Dashboards were created on the user interface which shared the most successful courses, departments which had the maximum learning uptake and so on. This helped learners get motivated as well as find suitable courses within the LMS – as per their needs.
  • The LMS also managed and kept track of the classroom sessions. With the Classroom Training Management Feature, classroom sessions could be created, assigned and tracked on a regular basis.
  • In addition to implementing the LMS, G-Cube also created custom e-learning courses on products, manufacturing and good practices to educate employees in the area of their work. G-Cube also identified specific soft-skills training needs within the organization and addressed them through courses from their own Off-the-Shelf content library

Business benefits The portal is now well established in MSIL. It caters to about 15400 learners and has more than 250 courses – with new courses are being uploaded on a monthly basis.

  • One of the biggest benefits of the portal is that it enabled the learner to learn continually and efficiently. With innovative content aligned as per the needs of the learners, most courses enjoyed almost 40% completion rates - a rare feat for voluntary trainings.
  • With automated reporting and user management data, managers were able to assess learners better and create more impactful learning paths for them.
  • The LMS also successfully streamlined Classroom Trainings – which were necessary to provide hands-on skills to employees from time to time.
  • With the dual impact of e-courses and instructor-led trainings the Learners were able to perform better at their jobs.
  • Comparing the costs of conducting traditional trainings and the technology-enabled approach, the organization made savings of up to 60%.
  • As a result of perennial learning through the portal, MSIL has been exceedingly successful in building a continuous flow of skilled manpower –which is helping the organization grow its business further.

communispond

Communispond

G-Cube develops an award winning Blended e-Learning Solution for Communispond

communispond

The Organization
Keeping in mind the ever-increasing need to train professionals in communication skills, Communispond provides training related to presentation and business communications for sales, management, and individual development. Since 1969, Communispond has helped over 600,000 client associates – including CEOs, board chairs, sales leaders, sports, media, and political figures – to achieve business goals by communicating with clarity and power.

The Business Challenge It was observed that the classroom-only approach had its own limitations – including low retention rates and lesser reach. Communispond realized that despite the evident success that the classroom sessions generate, continual re-enforcements of training are imperative for effective application of the acquired skill in the workplace. They also found that continuing re-enforcement in the classroom format has logistical barriers.

The Learners that enrolls with Communispond for trainings are professionals with very busy schedules of their own. Thus the training re-enforcements must be available to the learners – when they want it, wherever they need it and whichever mode they prefer – be it while they are travelling and have no time to spare or just before moving in for an important presentation to the board.Also, the time for re-enforcement training must be of small durations and cover only the gist of the topic.

The Solution Communispond and G-Cube decided to develop an e-Learning solution that would transform the Classroom only paradigm to Blended Learning approach for trainings.

Thus G-Cube and Communispond created an online/on-demand library of modules called LearnTO™ that extends and expands the Communispond experience beyond the walls of the classroom. Short bursts of learning – not more that 3-9 minutes – target the real-time need of the learner for a refresher.

The LearnTO™ library leverages the strengths of technology – that of easier, faster internet accessibility and portable devices for accessing learning material.

The library can be accessed through a desktop computer or laptop, at home or office, and even while travelling, through smart-phones and other handhelds. The classroom training is thus re-iterated, enhanced, and re-enforced to create a learning experience that best benefits the learner.

Main Features of the Solution

  • The LearnTo Library is based on the G-Cube's proprietary WiZDOM LMS.
  • The library consists of more than 30 modules and over 50 podcasts, with more on the way.
  • The Library can be accessed through multiple platforms – Desktop, Laptop and Smartphones.
  • The Library comes with the unique 'WiZDOM-with the coach' support. This is an online support where learners can interact with experts through the LMS and get answer to their queries.

Solution Benefits

  • Just-In Time learning creates a flexible yet impactful environment where learners gain from quick tips and move closer to being strong communicators.
  • These short bursts of re-enforcement prove to be extremely helpful for the busy professional who might have learnt the intricacies of writing a good presentation but is looking for a refresher on 'how to end it well'.
  • This is a platform where the learner can have individual sessions with experts, to hone skills that they themselves perceive to be weak or work on the feedback of their peers or superiors.
  • The amalgam of the two distinct platforms of delivery – Online and Classroom – complemented each other in ways that made the entire learning cycle more impactful.

G-Cube Advantage

  • G-Cube offered one stop solution to all Communispond – design and development of Platform as well as content.
  • G-Cube's provided all technical consulting for development of the LMS platform. As this was G-Cube's proprietary platform, all features could be customized according to the need of the solution.
  • Communispond does not have any Capex Investment as all human resources and infrastructure was provided by G-Cube.
  • G-Cube's decade long experience in e-Learning industry helped to mitigate risks and develop the solution in minimum required time frame.
  • G-Cube is further developing the solution to bring more features.

coca-cola

Soda giant automates training function with WiZDOM LMS

maruti-suzuki-2

About the client
HCCBPL is the largest bottling partner of The Coca-Cola Company in India. It is responsible for the manufacture, package, sale and distribution of beverages under the trademarks of The Coca-Cola Company including sparking beverages, still beverages and Water.


Business Requirement

  • Client wanted a system to completely automate the training function, with room for training opportunities for employees who do not have access to computers at all times.
  • The learning platform had to be completely synched with the organization HRMS and employees could access the portal with a single sign-on

Challenges

  • A large number of learners had to be trained and made comfortable with the new system, most of whom were not familiar with technology-aided learning
  • Learners had to assigned e-courses as per their requirement on an ongoing basis

SolutionG-Cube customized WiZDOM LMS as per the specific needs of the Client.

  • The UI was completely customized so that learners feel connected with the system. The changes included company logo insertion, system name and the choice ofcolour scheme.
  • The LMS was integrated with the existing HRIS system so that user records in LMS are always in sync with the user base available in HRIS.
  • Special skill gap report created with inputs from both learners and managers to ascertain the courses to be assigned to each learner for personalized learning.
  • Group learning option available, where a trainer can conduct a session for a group of learners who do not have access to personal computers. User data for the group can be uploaded and synched with HRMS to reflect the learners' progress and achievements.
  • A video tour of the system created which helped learners understand the various utilities of the portal and get comfortable with it

Result

  • The visually attractive and easy to operate system found instant popularity among the learners. The video tour further helped learners feel confident about using the system.
  • Personalized learning with the help of skill gap analysis made sure that each learner got assigned job-relevant courses. This helped in increased learning uptake.
  • With the help of customized reports and learner analysis, administrators were able to monitor the training activity better. They could also ear-mark learners who are excelling, the ones who are lagging behind, the ones who are not attempting assigned courses as well those who have to be re-certified within a certain time-frame. This created an efficient and proactive training function that increased the overall efficiency of all learners.

idea

Cellular network provider Idea adopts WiZDOM LMS for continual training and assessment

maruti-suzuki-2

About the client
Idea Cellular is an Aditya Birla Group Company, India's first truly multinational corporation. Idea is a pan-India integrated GSM operator offering 2G and 3G services. With revenue in excess of $4 billion, revenue market share of 18% and subscriber base of over 150 million, Idea is India's 3rd largest mobile operator. Idea ranks among the Top 10 country operators in the world with a traffic of over 1.5 billion minutes a day.


Business Requirement

  • The Client wanted a technology-aided platform to deliver standard as well as customized training content to self-led learners as well as facilitators for classroom training.
  • The platform also needed to have learner assessment capabilities for creating a regular channel of assessing learner progress and understanding.

Challenges

  • Multiple types of trainings needed to be shared with learners and assigned as per recommendations from superiors or individual needs
  • The security of the data available on the LMS was a high priority and a serious concern for the Client.

SolutionG-Cube customized WiZDOM LMS as per the specific needs of the Client.

  • The process of uploading courses was made very simple and administrators or managers could tag the courses when uploading on to the system – as functional trainings, behavioral training or induction training. The learners could see the tags on the catalogue and choose the courses they had access rights to.
  • SMS integration was included with the LMS so that administrators could flag events like start of a training event, important dates or even announcements. Bulk text messages could be then sent to all learners, helping them plan better.
  • The LMS browser restricted right click so that it could not be copied or shared. In addition, print screen was also disabled so that learners could not share the content further.
  • Virtual Classroom(VCR) was integrated with the LMS to help train learners who worked in far-off locations.

Result

  • With the variety of available learning content, the learners found the system extremely useful and aligned to their needs.
  • Frequent updates through SMS provided them much needed reminders
  • The VCR feature was very useful in imparting blended learning to learners who preferred the guidance of instructors over self-paced learning.

sony

Sony Case Study

maruti-suzuki-2

About the client
One of the most recognized brand names in the world today, Sony Corporation, Japan, established its India operations in November 1994. With relentless commitment to quality, consistent dedication to customer satisfaction and unparalleled standards of service, Sony India is recognized as a benchmark for new age technology, superior quality, digital concepts and personalized service that has ensured loyal customers and nationwide acclaim in the industry.

Business Requirement

  • Client wanted a system to deliver self-paced as well as facilitator-led classroom training
  • The learning platform had to provide robust framework for learner assessments as well.

Challenges

  • The L&D team within the organization had to be trained on the working of the LMS
  • Learners had to be assigned e-courses as per their requirement on an ongoing basis

Solution

  • The LMS was integrated with theorganizational ILS ( Integrated Library management System) so that the learners could access the e-courses on LMS as well as find supporting reading material on the ILS with a single sign-on
  • User data updated with HRMS records once a day to make sure learner list is relevant
  • Training request forms available for learners to send to respective managers
  • Web-based training provided to L&D team to help them utilize the platform to the best.

Result

  • A variety of courses and reading material was made available to learners with integration with ILS, increasing learner interest and engagement.
  • The option of choosing courses with the help of their managers made learners responsible for their own learning – ultimately showing an increased interest in continual learning.

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