How to Build Corporate Training in the Age of Pandemic

Contents:

• Reorganization of the training system: the case of the pharmacy chain "36.6"
• Development of a modular system of courses: the case of "Pyaterochka"
• Creating your own team of online course developers: the case of TMK
• Participation in training employees of a partner network: the case of "Stoloto"

Last spring, many companies faced Force majeure forced corporate training centers to seek new approaches to employee training on a limited budget. Importantly, many organizations adapted the content of training programs as the new reality required teams to acquire additional skills. This experience demonstrated that even the most complex problems can be solved. The main thing is not to be afraid of challenges and take action.

Some practices that emerged during difficult times can significantly facilitate life in normal operations, as they optimize processes and help save money. We have collected four examples of projects that participated in the HR Brand Award competition. Perhaps one of these examples will inspire you to implement similar solutions.

Reorganization of the training system: the case of the 36.6 pharmacy chain

The task is to optimize and improve text content to increase its visibility in search engines. It's important to focus on keywords and phrases that are most relevant to the topic. Create clear and concise copy that is easy to read and provides useful information to users. Emphasis should be placed on structure and logical flow to ensure readers can quickly find the information they need. Effective use of headings, subheadings, and lists will help improve readability and comprehension. It's also important to consider the relevance of the content to ensure it meets current needs and audience interests. Given the coronavirus outbreak, the demand for medications and antiseptics increased rapidly last year in a matter of days. This led to significant workload and stress for pharmacy staff, who were unable to keep up with new medications. At the same time, suppliers and manufacturers suspended in-person training sessions where pharmacists and dispensing technicians received information about new products. As a result, alternative methods of training and information arose to ensure the quality of service and customer safety. Pharmacy operations in this uncertain environment were extremely challenging. Fear and uncertainty gripped people, and few understood what was happening. Nevertheless, pharmacies continued to operate. As an educational platform, we needed to provide new knowledge to employees and support them in the face of negative perceptions, especially in situations where essential items such as sanitizer and masks were in short supply. It was crucial not only to train staff but also to create a supportive atmosphere so they could effectively cope with the growing challenges. Yaroslav Dergachev is the Head of the Corporate Training Center at the 36.6 Pharmacy Chain Group of Companies. In his role, he is responsible for the development and implementation of educational programs aimed at improving the skills of pharmacy chain employees. Under Yaroslav's leadership, modern training methods are being introduced and customer service is being improved, contributing to the company's growth and strengthening its market position. The 36.6 Pharmacy Chain faces two key challenges: First, it needs to improve customer service. This includes process optimization, staff training, and the implementation of new technologies to improve pharmacy efficiency.

Secondly, it is important to expand the range of products and services offered in the network. This will help attract new customers and meet the needs of existing ones.

Solving these problems will allow the 36.6 pharmacy chain to strengthen its position in the market and increase competitiveness.

• come up with a new way to inform employees about the product range;
• do everything possible to stabilize their emotional state.

A decision is the process of finding an answer to a given task or problem. It is important to consider that a high-quality decision requires analyzing the situation, identifying key factors, and evaluating possible options. Effective decisions are based on factual data and logical thinking. To achieve the best results, various methods are often used, such as brainstorming, SWOT analysis, and other tools that help systematize information and make informed choices. The right decision not only meets current needs but also considers long-term consequences, making it sustainable and effective in the future.

The company decided to take on employee training in-house. Over the course of four months, from April to July, a new portal and mobile application were created, and online educational programs were developed. These programs were structured into several blocks for ease of training.

• product training on new medications (the pharmacy chain's training center independently organized training on the manufacturers' products);
• service training (how to interact with customers);
• remote team management training;
• personal training. It included techniques for focusing, positive thinking, emotional state management, and so on.

The head of the corporate training center admits that implementing the project under force majeure conditions was associated with a number of difficulties. Firstly, there was a shortage of technical equipment. No one expected that pharmacies would need microphones and headphones for webinars. Secondly, the level of digital literacy among employees was low. Despite the fact that our chain is getting younger, it still has many elderly workers. Thirdly, trainers had to adapt their soft skills teaching methodology for a distance learning format, which added additional complexity to the learning process. Understanding the existing challenges led to adjustments to the programs, which included a module dedicated to developing digital literacy. This innovation is aimed at improving users' skills in working with digital technologies and resources. Developing digital literacy is becoming increasingly important in the modern world, where information and technology skills are crucial for personal and professional growth. Results are a key aspect of any project or study. They represent the information collected and analyzed during the process. Results can include quantitative data, qualitative observations, graphs, tables, and other visual elements that aid in interpreting the information. Clearly presenting the results allows for conclusions to be drawn and recommendations to be developed based on the data obtained. When preparing results, it is important to consider their structure and accessibility so that the audience can easily understand and use the information. Effective presentation of results helps build trust in your project and improve its perception.

During the pandemic, the company organized 63 online courses on pharmaceuticals and dietary supplements. According to Yaroslav Dergachev, 98% of the network's employees completed at least one of the trainings. The average test score after training was 85%, an excellent indicator of the effectiveness of the educational programs.

Corporate training has undergone significant changes during the pandemic. Companies have adapted to the new conditions by implementing digital technologies and distance learning formats. This has made the process more flexible and accessible for employees. Virtual trainings, online courses, and webinars have become the standard, which not only reduced training costs but also increased its effectiveness. The pandemic has prompted organizations to reconsider traditional training methods, emphasizing the need for continuous development of employee skills and competencies. As a result, corporate training has received new impetus for innovation and improvement of the educational process.

Development of a Modular Course System: The Pyaterochka Case

A task is a specific goal or task that must be completed. Tasks can range from simple everyday tasks to complex projects requiring significant planning and resources. It is important to formulate tasks correctly so that they are clear and achievable. Effective task completion requires organization, time management, and prioritization. Task management helps increase productivity and achieve goals faster. In today's world, the use of technology for task management is becoming increasingly popular, as it facilitates planning and monitoring. Defining tasks and prioritizing them is key to success in both personal and professional life.

The Pyaterochka retail chain began transforming its educational process even before the pandemic, but it was only able to implement it during the crisis.

The changes occurred for several reasons.

• The intensive implementation of various changes within the company required employees to quickly develop new skills and knowledge of business processes. The traditional educational program was no longer adequate to cope with this;
• there was a growing need to develop internal experts who were well-versed in the specifics of their work and could replace external business coaches;
• many requests for training in the same competencies began to emerge from various departments, meaning it was necessary to create a systematic, mass approach to training on such topics.

The company needed a new universal training system, and its development was initiated. The pandemic led to more than 70% of office employees switching to remote work, which required accelerating the project launch. Creating an effective training system became a priority to ensure employee productivity and engagement in the new working environment.

Solving the problem requires careful analysis and a strategic approach. It is important to understand the root causes that led to this situation. To do this, it is worth conducting a comprehensive study, including data collection and analysis, as well as an assessment of possible solutions.

Once the key factors have been identified, effective strategies can be developed to address them. It is important to consider both short-term and long-term measures that will not only solve the current problem but also prevent its recurrence in the future.

Furthermore, it is important to engage a team of specialists who can contribute diverse perspectives and suggestions. This will allow us to find optimal solutions and increase the likelihood of successful implementation of the planned plan.

The solution must not only be practical but also adaptive to take into account changes in the external environment and the needs of the target audience. Therefore, the approach to solving the problem must be multifaceted and flexible.

The Pyaterochka chain of stores has created five innovative stand-alone online programs based on the principles of microlearning. These programs include "Feedback," "Effective Mentor," "Employee Development Strategy," "Learn to Teach Others," and "Functional Expert Mentor." The first four programs were launched in May 2020, during the lockdown, and their content has been continually updated and expanded since then. The fifth program was added a little later. These initiatives are aimed at improving the qualifications of employees and developing their professional skills in the conditions of the modern market.

The new courses have a unique modular structure, allowing Combine components of five courses using different models and add new content based on learners' needs. This system resembles a construction set or a nesting doll, as one course can be easily integrated into another. The project was named "Matryoshka Five Learning," emphasizing its flexibility and adaptability to educational needs.

We invested more time and resources into developing this program than is typically required for standard training formats. However, this allowed us to create an effective solution that does not require constant updating. The program has become so popular that even with the possibility of returning to offline formats, it continues to be popular among both employees and managers.

Elena Orlova holds the position of Manager of Management Training and Assessment in the Northwest macroregion of the Pyaterochka retail chain. In this role, she is responsible for the development and implementation of training programs aimed at improving the skills of management. Elena actively promotes the assessment of management effectiveness and the development of leadership skills among the chain's employees, which in turn impacts Pyaterochka's overall success and competitiveness in the market.

During the urgent launch of online training, certain challenges arose. One common issue was the failure of some students to complete homework. To address this, an automated log was created that allows for real-time tracking of attendance, completion of intermodule assignments, and assessment of student activity and engagement. Reports are sent to student supervisors, which promotes accountability, as no one wants to appear incompetent in the eyes of management. This approach not only improves the quality of training but also helps maintain discipline among students.

The results are a key element of analysis, allowing for the evaluation of the effectiveness of activities or studies. They help determine whether goals have been achieved and what conclusions can be drawn from the collected data. Regular monitoring of results allows for the identification of trends, improvement of strategies, and the necessary adjustments to future activities. It's important to present results clearly and understandably so stakeholders can easily interpret the information and make informed decisions. Effective presentation of results includes the use of various visual tools, such as graphs and tables, which significantly improves data comprehension. Thus, the results not only reflect the current state of affairs but also serve as a basis for planning future steps.

According to information provided by Elena Orlova, the new training system led to a significant increase in the number of employees participating in training programs from April to October 2020. The number of participants doubled. According to pulse surveys, the average training attendance reached 96%, and the employee engagement rate was 85%. These figures demonstrate the high effectiveness of the implemented system and its positive impact on employee professional development.

Microlearning is becoming increasingly popular in the education sector due to its effectiveness and convenience. This training format offers short but rich lessons that are easy to digest. However, like any other method, microlearning has its pros and cons.

The main advantages of microlearning include the ability to quickly absorb information, flexibility in learning, and content availability at any time. This approach allows students to study the material at their own pace and focus on specific tasks.

On the other hand, microlearning also has disadvantages. Some students may have difficulty deeply understanding complex topics, as short formats do not always cover all aspects of the subject. Also, it is necessary to consider that the effectiveness of microlearning depends on the quality of the prepared material.

In conclusion, microlearning is a modern approach to learning that has its advantages and disadvantages. It is important to consider these factors when choosing a training format to achieve maximum results.

Creating Your Own Team of Online Course Developers: The TMK Case

The task is to clearly define goals and achieve them. Correctly setting the problem helps to optimize the work process and increase efficiency. To successfully complete a task, it is necessary to consider all aspects, including resources, deadlines, and potential risks.

When formulating a task, it is important to be specific and clear so that all participants understand their roles and responsibilities. A clear structure and action plan contribute to better task completion. The focus should be on results, which should be measurable and achievable, which will allow the success of the task to be assessed.

It is also important to regularly monitor progress and make adjustments if necessary. This approach will ensure that emerging issues are resolved in a timely manner and the set goals will be achieved. Successful task completion requires teamwork and effective communication between all participants.

At TMK, there is a pressing need to convert complex process instructions and regulations into online courses. This solution will simplify the memorization of information and the knowledge testing process. The e-learning format will ensure uniformity and accessibility for all TMK employees, of whom there are approximately 40,000 working in various regions. Online courses will be an effective tool for upgrading and enhancing employee skills, which in turn will improve the company's overall productivity.

Ready-made online programs tailored to the specific needs of a company are unavailable on the market, as the training topics are often highly specialized, such as pipe rolling and steelmaking, metallurgy, and heat treatment of steels and alloys. This necessitated the development of in-house educational products. However, given the scale of the requirements, successfully completing this task required a team of methodologists and production specialists. Only three people at the company possessed the necessary competencies, and it took them between one and a half and two months to develop each course. Creating such programs requires not only time but also a deep understanding of the industry's specifics, highlighting the importance of having qualified specialists on the team.

The decision to expand the development staff often requires careful analysis. TMK adopted a more innovative approach, training employees in course creation methods, even if they had no previous experience in this field. This approach not only develops the skills of existing employees but also creates internal training resources, which contributes to the team's development and overall efficiency.

Solution

In today's world, the need for effective information retrieval and processing is becoming increasingly important. Successful problem solving requires a competent approach and the use of optimal methods. It is important to understand that every decision should be based on data and factual analysis, which minimizes risks and increases the likelihood of achieving goals.

To achieve a successful result, various factors should be considered, such as the specifics of the task, available resources, and timeframes. An effective solution involves not only choosing the right method but also promptly making adjustments to the action plan when unforeseen circumstances arise.

Integrating modern technologies and tools can significantly improve the decision-making process. Using analytical platforms, automation software, and project management systems improves the quality of analysis and accelerates the decision-making process. This, in turn, facilitates a more rapid response to changes and optimizes work processes.

Thus, effective problem-solving requires a systematic approach, consideration of all possible factors, and the use of modern technologies, which ultimately leads to the successful achievement of goals.

Creating an in-house team of training course developers not only saves on outsourcing but also promotes a deeper understanding of the specifics of each TMK enterprise. Professional training content designers, even highly qualified, must still spend time studying the unique aspects of the production process. In this context, training employees who already have experience and knowledge in this field in creating training content seems a logical and effective solution. This approach not only improves the quality of educational materials but also accelerates the development process, which ultimately benefits the organization.

A competition has been announced, open to anyone. Responders will receive a test assignment – ​​creating a full-fledged presentation based on complex text. Participants who demonstrate the best skills will be trained in course creation directly within the project, where each must design their own course on one of the topics of the real curriculum. Final projects are assessed based on criteria such as consistency, simplicity of presentation, and visual design.

The first cohort of those wishing to become methodologists underwent in-person training, while the second and third cohorts studied remotely.

Maria Vorsina, Executive Director of the TMK2U Corporate University, reported that after completing the training, the participants were scheduled to meet in Skolkovo. However, the pandemic postponed this meeting for a year and a half. This, along with the opportunity to master a new, in-demand skill for free, became a powerful incentive for participants to try their hand at the training.

Results play a key role in assessing the effectiveness of various processes and activities. They allow for an analysis of achieved goals, identification of strengths and weaknesses, and determination of areas for further development. It is important to systematically collect and analyze data in order to make informed decisions based on the results obtained. Thus, the results become the basis for adjusting strategy and achieving better results in the future.

In 2020, the company successfully completed an experiment, which gave 19 specialists the opportunity to independently develop unique turnkey online courses. This does not mean they left their previous positions; these employees can join the process of creating training content at any time. According to Maria Vorsina, one of the plant's employees actually changed his position, as his courses were distinguished by high quality, original design, and interactive elements. As a result, he was invited to the corporate university in Moscow, where he has been working in his new role for a year. This experience demonstrates how the company invests in the development of its employees and promotes the creation of high-quality educational content.

Over the course of the year, the new team developed 18 corporate-wide courses and 43 plant-specific programs. More than 15,000 employees completed these courses, demonstrating high interest and demand for training. The cost of developing one course was reduced by more than three times, resulting in a total savings of 27 million rubles. These results highlight team effectiveness and the importance of investing in training to improve employee skills.

Participation in training of employees of the partner network: the Stoloto case

The task is the basis of any A project or process. It defines the goals to be achieved and provides clear instructions for their implementation. A well-defined task helps focus the team's efforts, simplifies planning, and facilitates effective execution. When developing tasks, it is important to consider their specificity, measurability, achievability, relevance, and timeframe. This will help avoid misunderstandings and increase the likelihood of successful project completion. Clearly defined tasks also facilitate monitoring of work progress and help evaluate results. Success in any endeavor begins with a clear understanding of the objectives.

Stoloto is the leading distributor of state lotteries in Russia. Lottery sales are carried out through an extensive partner network, where partner company employees undergo training under the guidance of Stoloto trainers. These trainers regularly visit the regions and conduct classes at partner sites, of which there are over 100,000. Stoloto's corporate university was already facing a serious problem before the pandemic: the number of requests for training significantly exceeded its capacity, and it was only able to satisfy 40% of requests. This underscores the high interest in training and skill development in the lottery business.

With the onset of the pandemic and the introduction of restrictions, a format requiring frequent travel for trainers became difficult to implement. The rapid conversion of live training to an online format encountered technical difficulties and did not solve the problem of resource shortages. This necessitated a change in the approach to education and training.

In today's world, where technology and information are developing daily, it is important to find effective solutions to problems that arise in various areas of life. We propose considering several approaches to solving current problems. The use of innovative technologies and data analysis methods can significantly improve work efficiency. It is also important to consider the individual needs of users and offer personalized solutions. A key aspect is continuous monitoring and evaluation of results, which allows for the adjustment of strategies and the achievement of goals. Thus, an integrated approach to problem solving ensures maximum effectiveness.

Trainings were converted to an online webinar format, and a new role—moderators—was introduced into the training process. Partner company employees have taken on important responsibilities as moderators. They are responsible for coordinating interactions between webinar participants, managing discussions, and ensuring adherence to the rules. Moderators also help create a comfortable learning environment, promoting active participation and engagement.

• Monitor performance and participate in training. Each point of sale has a dedicated program that monitors employee sales performance. If someone is lagging behind on any metric, the moderator sends them a case study and then reviews it.
• Serve as a liaison during online trainings. Moderators act as administrators. The trainer conducts training from the Stoloto video studio, and the moderator, present at the point of sale, ensures there are no technical issues during the broadcast, performs exercises with the group, and sends the results to the company's central office.

To transition to the new model, moderators must first be trained. The training program lasts three months and includes independent remote classes with methodological materials and testing, online webinars with homework and a final exam, and limited in-person training. Proper training of moderators will ensure the effective implementation of the new model and improve the quality of their work.

To encourage partner employees to become moderators, a system of material bonuses was introduced. These incentives are aimed at increasing employee engagement and motivation, which in turn contributes to improving the quality of moderation and increasing user satisfaction.

Results are a key element in any research and project. They provide information on the goals achieved and allow for the evaluation of the effectiveness of actions taken. Analysis of results helps identify strengths and weaknesses and identify areas for further development. High-quality presentation of results facilitates a better understanding of the data and its interpretation, which, in turn, helps make more informed decisions. It's important not only to collect results but also to interpret them correctly and use them to achieve new heights.

Alexey Minakov, Head of Training and HR Development at Stoloto, reported that 17 regional moderators have currently been trained. Thanks to their work, the number of employees trained in 2020 increased by 27% compared to 2019 and the need for in-person regional trainings decreased by 60%. At the same time, the number of educational events increased by 35%. This demonstrates a significant improvement in the effectiveness of educational programs and adaptation to new learning conditions.

Today, we have minimized trainer travel, focusing on training moderators nominated by partner sales managers. We actively motivate and support them throughout their work. Moderators act as our agents, which allows us to effectively interact with clients and improve the quality of services provided.

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