“It is a great tool and it is a bonus that we do not have to create content from scratch and can modify the pre-built ELMO courses.” – Kim Parkes, Group Culture and People Development Manager, Sime Darby
Sime Darby is a Malaysia-based diversified multinational involved in key growth sectors – plantations, property, motors, industrial equipment, healthcare, energy& utilities – with a workforce of more than 120,000 people in over 20 countries.
Sime Darby Motor Group (NZ) Ltd is part of the Motors division of Sime Darby, and entered the New Zealand market place in 1999 with its first acquisition – Continental Car Services (CCS) , Auckland.
We recently spoke with Kim Parkes, Group Culture and People Development Manager from Sime Darby who is based in Auckland New Zealand, about their experience with ELMO. Kim oversees around 1000 employees across New Zealand and Australia and has been a client of ELMO’s for 2 years.
Sime Darby uses the ELMO LMS (Learning Management System) and Course Builder modules. They are currently looking at the Succession and Performance Management modules.
What were the challenges at Sime Darby that led to the need for a new LMS system?
First, we have a dispersed workforce over 2 countries (New Zealand and Australia) with headquarters in Malaysia. In addition, our staff engagement survey was telling us that our employees felt there was a lack of development opportunities available to them.
We did not have enough in-house training resources to cover both countries to deliver the training required. We also have compulsory training that needs to be completed by new and existing employees. This was not happening to the level required. In addition, our managers did not have transparency of their employees completing training. As a result, we looked at an online training solution to help achieve the above. After looking at various solutions, we choose to go with ELMO.
Building a business case
There were a few things that really stood out during the decision process. First, I attended an ELMO breakfast seminar that had current clients speaking about their organisation’s challenges around HR automation. It was very informative to learn how these companies were using ELMO and how they presented their business cases to get approval.
In addition to that, ELMO was very proactive at offering up information on their system to fit our need and helped us put together an ROI, which assisted in building a solid business case.
It helped that we needed an online training solution. Online training had advantages to us because of our dispersed workforce and the cost of classroom training. We have a requirement to deliver training to various teams across different time zones, and that was easier to do with online training.
Tell me about how implementation went and what you did to get everyone on board with the new system
The implementation was done via the business unit HR teams using training aids that consisted of screenshots and instructions. I worked with ELMO to set the timetable for rollout.
The only real challenge we found was that the system is driven by company email addresses and we have a number of people who don’t have company emails. We also have a policy of not sending company information to personal emails, so to get around this, ELMO suggested that we use a no-reply email address for these people. These people manually needed to log into the system using a generic password. Once they logged into the system they could change their password to make it their own. While this is a bit unusual, it is working and people are logging on.
Prior to the system being implemented, we educated the various leadership teams on what the system was, what it could do for us, and showed them how it all worked. We also prepared a manual with screenshots to help users understand how to log in and manage basic processes. We first rolled it out to people with company email addresses and then to those who did not have an email address. Most people have had no problems understanding the system. While introducing the system to the organisation in a staged approach takes a bit longer, it worked within the capacity of the resources we had available to roll it out.
What has feedback from staff been like?
The bulk of our people are sales or technical, and that group has come back to say that it is great to have the training online and be able to access it 24/7 from anywhere. They like the flexibility of being able to access the training at home or off-site. However, there are employees who are not as comfortable with the option of online learning, so based on this feedback we are continuing with in-house classroom programs and external training programs. Where possible we are combining classroom courses with the online modules. We see this combination of training delivery as right for our organisation.
The feedback from managers is that employees appreciate the online system and feel that it will help improve people’s individual performance and company engagement. It is a great tool and it is a bonus that we do not have to create content from scratch and can modify the pre-built ELMO courses.
What advice would you give to others who are looking to implement a HR automation system?
My advice would be to look at the ELMO solutions. See what other ELMO clients are saying about how they are using the system, go to companies who are using it and see the system in action. I am very impressed with the suite of products ELMO offers. It provides everything we would ever want and more. The reporting capability is fantastic, the part of the system we are using is easy to use and you can customise it. I have been able to stop using spreadsheets and word documents for reporting which is fantastic.
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