To meet the demands of newly awarded contracts, the company hired a large number of engineers who required training in a variety of proprietary tools and best practices for their new roles. Unfortunately, the systems that had been in place for these processes were inadequate for the speed and scale required to fulfill newly awarded contracts.

In addition to the challenges with the influx of new hires, a large percentage of tenured engineers in the company were retiring, translating to a continuous loss of tacit knowledge. The client required a centralized solution for all training and best practices that would facilitate independent learning and seamless knowledge sharing between the retirees and the new hires.

The client faced long delays in training new hires due to an inefficient process with scheduling issues, poor knowledge retention, and outdated information. Additionally, they lost valuable experience when senior engineers retired.

Bayen Group started with a client-focused assessment to define goals and identify training process challenges. They used wireframes and mock-ups to outline the user experience and set expectations. This step was crucial for planning the technology and organizing, presenting, accessing, and tracking the content.

Within a few months, Bayen Group delivered a customized Knowledge Management System that featured easy to navigate, self-service training content built on SharePoint. This cloud-based tool integrated with the company’s existing Learning Management System and housed all eLearning, best practices, engineering process documentation and evolving standards.

Managers were granted access to a customized, user-friendly dashboard to expeditiously assign courses to new hires and track their progress with the ease of a few clicks. New hires were brought up to speed with a quick start guide and access to their own dashboard to view and complete assignments.

To further support both new and existing employees, the platform included a searchable knowledge base of FAQs and Best Practices resources that fostered independent learning. New hires were also provided direct access to company subject matter experts if they required additional information beyond what was readily available.

Customization of the platform was another desirable feature that allowed each participant to tailor their feeds with information relevant to their job. The platform serves as a central hub seamlessly integrating with several other Enterprise tools such as SAP and Siemens’ eLearning portal for NX related training materials. Additionally, Semaphore, a third-party software was utilized to help manage the taxonomy, auto-tag content and improve SharePoint search.

The platform’s process for onboarding new employees has been effective in benefiting both the new hires and their managers by reducing costs and time. Currently employed engineers and those approaching retirement also contribute to the company by transferring their knowledge and experience to incoming employees.