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GE Healthcare

Problem Statement

Constant need to upskill the workforce on their products and selling skills
Develop highly consultative nature of the sale for the technical and complex products

Solution Delivered

For a field-force of 2500 selling complex products, GE has been publishing product training content in an interesting micro-learning format for Direct Channel, Indirect Channel and Managers. Individuals with maximum participation and knowledge scores combined are rewarded.

Impact

With a successful introduction in India, the company has now introduced the product in rest of the countries including Africa and ASEAN countries. The app was appreciated and awarded within GE Healthcare.

Rated highly useful on field 68%

Average user rating for iDev 4.5/5

Sales partners being trained 2500

Pizza Hut

Problem Statement

Sustainable talent development and retention in a fast paced environment where conventional learning initiatives have failed
Constant engagement and learning reinforcement

Solution Delivered

A highly personalized development journey for habit formation on key competencies:

Customer Service
Sales Acumen
People Management
Operations Management

Development journeys adopted a “more action and less philosophy” approach. Behavioral content was immediately usable, relatable and locally focused in order to maximize adoption and engagement.

Impact

9X Engagement

Adoption 100%

Overall Completion Rate 84%

Sanofi

Problem Statement

Support digitization agenda
Use a mobile learning platform for entire field force across 10 BUs

Solution Delivered

For a field force of 2000, selling Sanofi products, Sanofi is publishing product training content in a crisp, interesting format via Jombay’s micro-learning platform.

Functional content includes quick explanations around products, explanatory diagrams and visuals, product trials and roleplay videos.

Sanofi also uses iDev for conducting regular knowledge assessments and skill assessments (by enabling the coaching form on the mobile app). The scores from knowledge assessments contribute to the monthly sales incentives.

Impact

Monthly Active Engagement 70%

Average user rating for iDev 4.7/5

2000 field force on iDev

Marsh and McLennan

Problem Statement

Engage young leaders via sustainable on-the-go development journey with coaching touchpoints
Develop young leaders on competencies identified via assessment center results
Track effectiveness tracking and program management

Solution Delivered

Personalized iDev development journey executed as part of “Young Leaders Development Program”. 1 : 1 coaching touchpoints were also conducted as part of the hybrid approach. Key competencies include:

Adhering to Principles and Values
Leading and Supervising
Deciding and Initiating Action
Client Centricity
Persuading and Influencing
Working with People

Impact

Daily Engagement Rate 84%

iDev Platform Adoption 100%

Overall Completion Rate 79%

Gera Outdo

Problem Statement

Provide an on-the-go Learning and Engagement solution for the entire workforce at Gera Developers, a real estate giant based out of Pune and Goa
Organization-wide awareness and upskilling on Gera’s Processes, Quality, Safety and Selling Skills

Solution Delivered

Gera successfully employed iDev to deliver knowledge and insights on behavioral topics such as Time Management, Sales Etiquette, Efficiency Orientation, Customer Focus, Result Orientation, Teamwork, Lateral Thinking and functional topics such as Design, Planning, Inventory Quality and Safety.

Impact

Overall engagement 60%

Average user rating for iDev 4/5

300 Total no. of users

K Raheja Corp

Problem Statement

Wanted a solution for development of High Potential employees at Mid & Senior levels from Inorbit mall chains
The company wanted to leverage its competency framework in best possible way, which was built after investing a lot of time and effort in the process

Solution Delivered

A highly personalized development journey for habit formation on competencies such as

Accountability
Adaptability
Communication Skills

The journey involved an experiential workshop followed by reinforcements through technology interventions and community management.

Impact

Active Participation 77%

Positive Feedback on Learning Content 96%

250 Hours saved by L&D team in program mgmt.

Bristol-Myers Squibb

Problem Statement

Identify the HiPos within the organization
Develop young leaders on competencies identified via assessment center results
Constant Engagement and Learning Reinforcement

Solution Delivered

Assessment Center for diagnostic Simulations, Cognitive & Behavioral Assessments and Micro-learning based development journey

Accountability
Innovation
Passion
Speed
Talent Developer

Impact

Daily Engagement Rate 60%

iDev Platform Adoption 98%

Overall Completion Rate 55%

Hafele

Problem Statement

To identify HiPos based on client competency framework at junior, mid and senior levels
Develop HiPOs on identified competencies

Solution Delivered

An end-to-end talent assessment and development center

Behavioral and cognitive assessments
Level-wise HiPO readiness and training requirement analysis
A micro-learning approach for continuous talent development focused on competencies related to
- Customer Focus
- Business Acumen
- Personal Effectiveness
- Change Management
- People Management

Impact

6X Engagement

Positive Feedback on Learning Content 85%

Completion Rate 68%

Mercedes-Benz

Problem Statement

Updating the sales force on new technology and features across the country.
Providing engagement and learning solutions for the entire workforce at Mercedes.
Quality, Safety and Selling Skills

Solution Delivered

Constantly upskilling 1200 sales representatives on the updated products. Mercedes has been regularly publishing lessons to educate their sales team and run quizzes to check the team’s knowledge. Depending on the knowledge score Mercedes go about publishing related content to attain a desired level of awareness.

Impact

Overall engagement 86%

Average user rating for iDev 4/5

1200 Total no. of users

Times Group

Problem Statement

Competency Development of HiPos through continuous learning
Constant Engagement and Learning Reinforcement

Solution Delivered

A highly action-oriented development journey for habit formation on competencies such as:

Adapting and Responding to Change
Strategic Thinking
Relating, Networking, and Influencing
Analytical Thinking
Execution Excellence
Communication
Creating and Innovating
Planning and Organizing
Leading and Working with People

Impact

Active Participation 82%

Positive Feedback on Learning Content 91%

Improvement in Behavior 62%

Contact Us At:

The 360 degree view to Discovering and Developing Leaders

Methodology

Define pivotal leadership values,Aggregate Stakeholder Perception via structured feedback, Enable self awareness through perception gap analysis, Identify strengths & blind spots, Create Individual Development plans, Translate development plans into a personalised development journeys with ongoing impact analysis

Leadership Anchors

Public Leadership, Private Leadership, Personal Leadership, Nurturing High performing Teams, Business Acumen, Fostering Collaboration, Pioneering Change and Innovation, Propelling Vision, Driving Execution and Results

Cognitive Quotient, Emotional Quotient, Aspiration Quotient, Business Quotient, Values Quotient

Tools

360 degree multi-rater feedback, iDev Blend

The Managerial Impact

Methodology

Define development goals via diagnostic assessments, Personalize micro-learning based development journeys, Navigate the participants through Jombay’s Learn, Practice & Teach Model, Community Management for Habit Formation, Continuous engagement and feedback compilation, Impact Analysis

Standard Managerial Impact Programs

Leading from Behind, Feedback that matters,Unleashing Leadership Potential, Nurturing New Managers, Empowering Women Leaders

Tools

Leadership Simulation, Cognitive & Behavioral Assessments, iDev Blend

Nurturing Future Potential

Methodology

Enlist essential behavioural attributes, Identify success factors via probability analysis, Establish eligibility criteria for the applicants, Administer assessment center to gauge potential , Shortlist talent basis established threshold, Define strengths and areas of development at individual/group level , Drive habit-formation through micro-learning

Standard HiPo Anchors

Growth Mindset, Building Collaborative Partnerships, Process and Change Advocacy, Customer Leadership, Analytical Decision Making, Delivering Results

Tools

Inbasket Simulation, Leadership Simulation, Cognitive & Behavioral Assessments, Case Study, Candidate Interview, iDev Blend

Cross-Functional & Next Level Readiness

Methodology

Identify next-level readiness criteria, Establish benchmarks and proficiency levels through analytical insights, Administering assessment center tools for gauging readiness potential, Quantify performance indicators, Analyze candidature via the 9-Box matrix, Design and Implement focused development journey based on the insights derived through in depth analysis

Standard Readiness Anchors

Strategic Agility, Empowering Teams, Operations Management, Customer Focus, Cultivating Learning Culture

Tools

Leadership Simulation, Cognitive & Behavioral Assessments, Case Study, Behavioral Event Interviews, iDev Blend

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