Elevating capability across diverse businesses through a unified, data-driven learning ecosystem
Large, diversified groups face a common challenge: different businesses, geographies, and cultures—yet the need for one capability language, predictive workforce insight, and learning in the flow of work. This case study outlines my consultative approach to build a Group-wide learning ecosystem that enables personalization, cross-company knowledge flow, and measurable business impact.
Five-Pillar Strategy (playbook) 2025
- Purpose-Aligned Personalized Journeys
Adaptive learning paths grounded in Group values and future skills; journeys evolve with role, level, and aspiration. - “One Group” Learning Ecosystem
Integrate LMS/LXP, content libraries, knowledge bases, and communities to create a single experience across businesses—easy for a plant technician and a data scientist alike. - Predictive Workforce Capability Planning
Use AI and analytics to forecast emerging roles/skills (e.g., EV, digital, green/ESG) and inform hiring, internal mobility, and reskilling. - Learning Tied to Business Impact
Link learning OKRs to strategic imperatives (product launches, digital ops, safety/compliance), shifting from completion metrics to outcome metrics.
Scale stories, SOPs, and innovations from factories, farms, service centers, and tech teams—turning employees into creators and mentors.- Purpose-Aligned Personalized Journeys
Operating Model
- Group CoE + Business Pods: A central CoE sets standards, taxonomy, and analytics; business L&D pods localize for context.
- Skills Taxonomy & Career Architecture: Shared competency model spanning core, functional, leadership, and compliance.
- Data & Governance: Quarterly council (HR/L&D/Business/IT) to review skills coverage, adoption, and ROI; clear ownership for versioning and change control.
12-Month Roadmap (phased)
0–90 days (Foundations)
- Discovery across 3–5 flagship businesses; map roles/skills and current tech.
- Define skills taxonomy and content standards; pilot “One Group” LXP hub.
3–6 months (Scale pilots)
- Launch personalized journeys for 2–3 priority themes (e.g., EV, digital ops, safety).
- Stand up analytics dashboards (adoption, skill growth, impact signals).
6–12 months (Industrialize)
- Expand to additional businesses; federated content ops, SME communities.
- Quarterly capability reviews; embed insights into workforce planning and hiring.
Expected Outcomes (what’s in it for the Group)
- Unified capability language across companies and geographies
- Faster skill development via adaptive pathways and field-led content
- Mobility & succession through transparent proficiency data
- Stronger business alignment (learning OKRs linked to growth/safety/ESG)
Operational efficiency from shared platforms and content operations
Success Metrics (Illustrative)
- Skills coverage by role/family; time-to-proficiency; percentage of critical roles with ready successors
- Program/experience NPS; engagement/completion for priority pathways
- Cross-company mobility; internal fill rates; reduction in duplicate content/tech spend
Popular Tags:
- Group L&D
- Corporate Academy
- One Group Ecosystem
- Personalized Journeys
- Predictive Capability
- Skills Taxonomy
- Competency Framework
- AI in Learning
- Learning Analytics
- Workforce Planning
- Business-Linked Learning
- Co-Created Learning