Individual, transparent, motivating: How HR manager Sarah is reshaping learning
Sarah, the HR manager, is convinced: A company will only remain sustainable if learning is an integral part of daily work. But in practice, she often notices that learning only takes place selectively – for example, when compulsory training is due. She wants to change that and establish a learning culture.
Sarah takes a structured approach with Evalea. First, it determines learning needs by conducting surveys, evaluating competency assessments, and using feedback from employee appraisals. This makes it clear where individual and organizational development areas lie. It then provides learning opportunities – from e-learning courses to classic face-to-face seminars.
To make these offerings effective, Sarah combines them into individual learning journeys tailored to the specific needs of employees. She finds it particularly effective that Evalea also supports approaches such as gamification, which make learning more playful and increase motivation.
All measures are transparent and clearly documented: Employees can see what learning goals they are pursuing at all times, while managers keep an eye on progress. This creates a new openness in dealing with learning.
In the long term, Sarah succeeds in firmly anchoring learning in the corporate culture. Through regular evaluations of the effectiveness of the measures and the integration of learning progress into employee appraisals, it becomes clear that learning is not only a compulsory task, but a central component of development – for each individual and for the company as a whole.
Modules used in Evalea
Steps to define the project
1.
Determine needs:
With Evalea, learning needs can be identified through surveys, competence assessments or employee interviews.
2.
Provide learning opportunities:
Evalea enables the provision of a wide range of learning formats – from e-learning to face-to-face seminars.
3.
Design individual learning paths:
Evalea helps to promote learning in the company, e.g. by using gamification approaches.
4.
Promoting learning:
With Evalea, learning needs can be identified through surveys, competence assessments or employee interviews.
5.
Making learning visible:
With Evalea, learning needs can be identified through surveys, competence assessments or employee interviews.
6.
Anchoring a learning culture in the long term:
Through regular evaluations of the effectiveness of the learning measures and integration into employee appraisals, learning becomes an integral part of the corporate culture.
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