KLA CORPORATION: WORKDAY LEARNING LAUNCH
Over the course of four years, KLA Corporation determined that in order to improve productivity, development, and the employee experience, it needed to move to two learning management systems (LMSs): its current one focused on administrative needs for highly technical certification programs that track hundreds of skills across thousands of engineers on multiple products; and another focused-on user-based needs of the total population that is requesting self-service solutions to manifest their professional and personal goals.
In 2024, KLA launched Workday Learning (WDL) as the new LMS for all “enterprise learning.” This rollout required educating 15,000 employees on a new paradigm for learning access going forward. Additional training was required for 2,000-plus managers and numerous administrators.
Program Details
The training aimed to help Workday Learning users:
- Understand the differences between WDL vs. KLA’s technical certification platform and when to use each one
- Access compliance courses in WDL
- Navigate WDL to find courses that match their needs
- Enroll, complete, and track WDL journeys
- Leverage manager tools in WDL, as appropriate
- Use administrative tools in WDL, as appropriate
For the training, KLA leaned into self-service modules in Workday that would address many of the questions and needs. The learning content comprises change management overviews, step-by-step job aids, Webinars, and video walkthroughs of common actions.
KLA tied and leveraged the WDL launch to a major program—the construction of a “MY KLA CAREER” Website. After launching WDL at the beginning of 2024, KLA launched the career Website on April 1, supported by weekly Webinars. The Website consolidates all of the organization’s career resources, including 23 new courses that were built in WDL in 2024. These courses addressed many of the niche challenges employees were asking about, including topics such as networking for career growth, job shadowing, and job crafting. Between the April career Webinars and the internal banners on WDL, the soft launch drove more than 1,000 completions, pulling employees into WDL (where they saw other course recommendations).
Every new employee now is auto-enrolled into the basic “Welcome to Workday Learning” course. KLA continues to introduce new courses, and the monthly newsletter contains WDL tips and tricks.
Results
- LMS/learning-related help desk calls decreased nearly 44 percent for the first three quarters of 2024 vs. the first three quarters of 2023, despite this being a new system.
- Course creation and release overhead has improved by a factor of more than 10x over KLA’s previous LMS.
- KLA saw a 5-point increase in engagement net promoter score (eNPS) for the “I feel I’m growing professionally” question on its annual engagement survey.
MEDICAL SOLUTIONS: COMPASS PODCAST
Experiencing a high level of new employees, acquisitions, and the trend in digital content, Medical Solutions’ Learning & Development (L&D) team created the Compass podcast to educate the organization on the broader areas of the business to help employees enhance their business acumen, drive connections, and build a culture of learning.
Program Details
The internal video podcast can either be watched or tuned into via audio. Content was selected by reviewing company initiatives, collaborating with key stakeholders, and determining current cultural trends and company goals. Several podcast guests came from the senior leadership team such as the VP of Recruitment and the directors of Sales; Client Success; and Diversity, Equity, Inclusion, and Belonging (DEIB). When selecting podcast guests, the L&D team made sure multiple branches of the company and roles were represented.
Each podcast had a different timeframe from creation to implementation. Duration varied due to schedules, forming outlines, and prepping podcast guests. Per episode, it took approximately three to four weeks to schedule, prep, record, edit, and post each podcast.
Marketing reviewed each episode prior to launch to ensure it was on brand and messaging was in alignment with the organization’s goals.
Each podcast was posted on an internal company Website, accompanied by an article that reinforced key points discussed in it. The Website allows viewers to engage before, during, or after watching the podcast by liking it or starting a comment thread specific to the materials. Medical Solutions can track views of the article, engagement with the materials via comments and likes, and views of each podcast. Each episode also referred to upcoming and prior recorded episodes and allowed viewers to self-nominate or nominate other departments they want to learn from.
Results
Medical Solutions surpassed its 25 percent total reach goal, with 27 percent of employees listening/ watching content and more than a quarter of those actively engaging in the content with likes and comments on the episodes. It incorporated 60 percent of business branches within its episodes.
