Case Studies

Case Studies 

FMCG

Challenges: Our client was a top-notch FMCG manufacturer who wanted to improve performance through labor upskilling. It seemed a daunting task for it. Our partner suffered a major supply chain challenge due to the pandemic. Due to the shifting of talents in foreign countries, our FMCG client had to teach them English to be able to face the pandemic.

 

Solutions: We wanted our client should have a workforce that is ready to face all the challenges of the future. For this purpose, we supplemented our eLearning with podcasts and articles, so the employees could imbibe the maximum amount of information. The company wanted its employees to be more responsible for their work. It didn’t restrict the number of hours spent by them in training. It also reimbursed all the money spent by them in training. Our programs focussed on various kinds of learning, including language classes for non-English natives. This was important because the company had many employees who didn’t know English. We also provided prepared e-learning modules for non-graduates, which helped them complete their degrees in business and operations-related topics. When the FMCG giant opened distribution plants outside foreign countries, our e-learning modules helped it train its employees. Our FMCG client also had to hire employees, and the recession prevented its hiring. But our e-learning modules allow it to do internal hiring. Since employees had broader talents, they could gain new experiences in new geographies. Our FMCG partner also expanded the range of its learning experiences. It opened its own online learning platform, which focused on using artificial intelligence to suggest personalized pathways for various kinds of employees. These kinds of pathways were suggested after assessing an employee’s skill levels based on his interests and connections with employees. The main aim of this online learning platform is to have employees gain skills for the future.

The trained employees were then connected with the HR so that they could be shifted to newer roles. It was up to the employees to gain more skills or shift to better opportunities. This is how our client ensured that employees were able to understand the importance of learning and development.

Challenges: Our client was a Banking giant that helped people with its solutions. Its main problem was to teach compliance to its employees.  The biggest stress was that the banking employees didn’t have much time on their hands for this kind of training. 

Solutions: We had to use eLearning and simulations to make employees completely informed of the latest banking regulations. And simulations to keep them updated with the compliance laws.

 Bank Secrecy Act requires all banking employees to ensure that they have done due diligence on customers to prevent any kind of anti-money laundering. Hence, it’s important to know the source of funds before banks accept deposits.in fact, the banking employees were shown simulations on how to follow the KYC regulations. 

Such regulations require employees to check everything possible about their customers so that they don’t bring money collected through fraudulent sources.  We made sure our client was delighted with the results. There were also assessments included to check the knowledge of banking employees. Our modules also taught banking employees about the Truth in the Lending Act(TILA).  This act was enacted in 2008. The bankers had to disclose certain information to the borrowers, which is necessary before granting loans. This law requires bankers to reveal the annual percentage rates. TILA requires that borrowers are protected from massive rates of credit cards. We clearly showed our client that the lenders are not required to provide commission to loan originators other than the loan amount as per regulation Z of TILA. 

K12

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