Originally posted on Data Center POST

SUMMARY:

This case study explores how one of the world’s leading global internet content providers leveraged Innovorg’s cutting-edge skills analytics and personalized learning platform to overhaul its technical training and workforce development strategy. Previously hindered by a one-size-fits-all training budget, the company faced challenges in tracking skill gaps, aligning training with business goals, and maximizing ROI. By partnering with Innovorg, they not only streamlined their training approach but also empowered employees with tailored learning paths that drove both personal and organizational growth.

THE CHALLENGE:

The digital era demands that companies continually adapt, and a 2022 Gartner report revealed that 58% of the workforce will need new skills to succeed by 2025. Yet, many companies, including this one, struggle with the growing skills gap, especially within technical teams. Key challenges included:

  • Limited visibility: The company lacked insights into its technical workforce’s true capabilities, leaving skill gaps unchecked.
  • Ineffective training budgets: The previous $1,000 annual training per employee wasn’t aligned with business priorities, resulting in wasted spending.
  • Outdated skill development: The company’s training couldn’t keep pace with the evolving demands of digital transformation, putting them at risk of falling behind competitors.

Recognizing the urgency, the VP of HR set out to find a solution that would not only close these gaps but also align training efforts with strategic business objectives.

THE INNOVORG SOLUTION:

In September 2022, the company turned to Innovorg’s AI-powered skills analytics and personalized learning platform, rolling it out first within the engineering department. A strategic, phased approach followed, ensuring broad adoption and measurable results:

  • Phase 1 (Sept-Dec 2022): Focused on engaging engineers with personalized skill assessments and targeted training.
  • Phase 2 (Jan-Mar 2023): Expanded the platform’s reach to roles like project managers, product managers, and DevOps teams, aligning training with cross-functional project needs.
  • Phase 3 (Apr-May 2023): Reached infrastructure and operations teams to build proficiency in emerging technologies tied to the company’s core digital services.

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