Rosbank (Websoft HCM (formerly WebTutor))

2022: Flexible environment for continuing learning

Rosbank is an active user of the Websoft HCM system - a portal for employees is based on it. At a certain point, the bank decided to rebuild the service so that employees constantly learn, share knowledge, achieve their own and strategic goals of the company.

What they faced

1. Changing events. Under the 2025 strategy, the bank has set ambitious targets. But in 2020-2022, the general context of the situation changed, which led to new needs for corporate training, which related to both topics and formats.

High demand for training and tight development time. In the previous version of the portal, mainly e-courses were posted. Each course takes a month or more to develop. With the growing demand for training, it was not possible to respond to all the needs of employees in a timely manner.

The tasks are to reduce the "Time To Market" of training products, save resources on their creation, anticipate trends and reflect them in training materials, and implement the concept of continuous training for employees.

2. Employees need vectors. After deep interviews, it turned out that employees wanted vertical or horizontal growth, but did not understand what skills to acquire and what subject areas to master in order to effectively work on their goal without interruption from the workflow.

The tasks are to "legalize" the time of employees and managers for training in the work schedule, increase the involvement of employees in training, create conditions for the implementation of the concept of a self-learning organization.

3. Insufficient data and control tools. Those responsible for training experienced a shortage of tools to control in order to fully track the metrics and progress of employees in training.

The challenge is to implement more metrics, as well as tools for employees and their managers, so they can control their training.

4. You need a user-friendly interface. Despite the fact that the portal of the previous version was quite comfortable, employees sometimes experienced difficulties in understanding the interface.

The task is to create an intuitive, convenient resource for learning.

5. It is necessary to transform the portal into a full-fledged training system for workers. The portal is needed not only so that users can take electronic courses and tests. Any desire of employees for training and development should be associated primarily with the portal.

The task is to create opportunities for employees on the portal to learn about all the bank's educational activities, register for webinars, leave feedback, sign up for a consultation with an internal expert and share their work, declare yourself as a speaker or expert, draw up an individual training track or use ready-made.

Project scale

12 thousand employees use the bank's portal from more than 60 regions of Russia. The bank's network has over 200 branches. Employees work in full-time, remote or hybrid format. The portal has more than 2500 units of training content.

Stages

Before the launch of the project, employees of the distance learning department were trained within the framework of the bank's internal school in order to learn new ideas and understand which one is worthy of implementation.

Launched MVP in 2021: posted on the portal cards of electronic courses of the bank, tests, external videos, courses and articles, links to books. The pilot was launched and, following its results, decided to develop the portal further.

We have developed a "tree" of metrics to measure a number of indicators: cross-country learning to the end, the number of users every month, the period of their maximum activity, the most popular content and others.

Conducted user experience studies:

• "How and what you learn - look for new knowledge on the portal or on third-party resources, from a T&D partner or manager";
• What is the convenience and inconvenience of the portal of the previous version.

The results of in-depth interviews formed the basis of all transformations on the portal. The initiators of the project confirmed the hypotheses that it is difficult for employees to find time for training, they need vectors to understand which direction to move in.

The project "Leadership Fridays" was implemented. Bank employees can undergo training on the selected current topic every Friday from 9 to 10 in the morning. Training takes place in the format of webinars from internal or external speakers. Outlook books the time of the training event so that no one sets up an appointment for the employee at the same time.

We began to design the interface of the new portal with the designers. Layouts were also tested among users and were immediately edited. As a result, the training system was redesigned.

We launched the Feedback Tool - a completely custom solution. The initiator can select from 3 respondents and ask them for feedback about their growth zones, project interaction, etc.

We launched a full-fledged working custom version with training tracks - a set of materials on a given topic, which are used for the adaptation, retraining, retraining program. Both product experts and training experts are involved in creating the tracks.

We implemented a service for recording for individual consultations - a one-to-one meeting with experts on career issues or professional skills (how to make presentations, how to work in Excel or JIRA, etc.).

Launched mailings with training recommendations. Training information is available not only on the portal, but also directly in the work mail of employees.

Introduced a set of events on the topic of career ideology. The corresponding webinars are posted on the portal.

We implemented the Development Week project - intensive for bank employees from leading speakers who conduct training workshops and lectures, which can be recorded through the portal.

How does it work

Portal Home Page

Almost all elements are custom. The search string is located in the most prominent place, so it is easy to find the necessary materials. The page is simple and intuitive, not loaded with additional tabs - the employee is focused on his training and goals. It is possible to leave feedback about the portal, course, training event.

My Training Block

The user has access to his training: assigned and mandatory for passing, as well as optional, selected by him. Mandatory training has a deadline for passing and is highlighted on the portal. Mailing with reminders also helps to minimize the number of delays.

source = "WebSoft Development"

My Goals Block

Employees can set themselves a goal on their own, set a deadline and receive materials that will help in achieving it. You can track your progress and manage your learning yourself.

The bank has implemented a separate Evaluation system - goals for the year. Behavioral and development goals from Evaluation are also integrated into the portal. Employees are offered all the variety of educational content, the study of which contributes, among other things, to achievements within the framework of the annual assessment.

source = "WebSoft Development"

Replenish Material Base button

Bank employees have the opportunity to share their achievements: presentations, articles and other materials. They are moderated and, if they are useful for bank employees and qualitatively compiled, they are published on the portal in the public domain. This approach contributes to the development of the bank as a self-learning organization.

Material Catalog

All materials on the portal are distributed by directions, or super tags. Within each direction, you can make even narrower filtering: by the novelty of publishing materials (from old to new and vice versa), by the level (basic, expert, professional), by the format (courses, video, etc.). By tags, an employee can delve into the topic and find the card that is interesting to him.

source = "WebSoft Development"

The opportunity to earn coins - local currency for bank employees

Passing some training is motivated by koins, for which you can get merch from the bank.

15 training tracks

• There are mandatory tracks that need to be run sequentially and according to the deadline, for example, "Adaptation of beginners."
• There are optional tracks that an employee can assign to themselves and study materials in a chaotic manner, without observing the deadline.

We realized the opportunity to share the track we liked and send a link to it to another bank employee. Large tracks consist of modules, clicking on which you can see their description, number and content of topics.

source = "WebSoft Development"

The track may be linked to an employee's personal goal or a target from Evaluation. The user can independently set the deadline for how long he wants to complete the track, as well as indicate the frequency with which he wants to receive reminders about training: daily, once a week, once a month.

The user sees his progress, all the training activities of the track: completed and not yet started, as well as the training deadline.

Webinar and Training Page - Open Employee Events

Activities are divided by month, then by day. Employees have access to descriptions of webinars and trainings, there is an opportunity to sign up for them, after which they are displayed in the calendar. In the process of redesign: each user will have access to an indication of external paid training, if it is directed to such.

source = "WebSoft Development"

There is a page of projects or schools taking place in the department, as well as the ability to sign up for coaching: free, paid or co-funded, contact for questions to get this service.

Feedback Tool - feedback service

The initiator can choose from 3 to 5 respondents from whom he wants to find out an opinion on his model of competencies and on the assessment of the project. It is possible to use the pre-filled form using the Start-Stop-Continue method and mark one or more evaluation criteria. The response results of at least three respondents to the feedback initiator generate a report in tabular or web format, including comments.

The ability to provide supporting feedback on the portal

You can say "thank you" to a colleague, note his useful or just pleasant action. It is possible to notify both the colleague himself and his leader about the feedback.

Who implemented

The project was implemented by a team of 10 people. More than half are employees of the distance learning department. Employees of the bank responsible for grocery and software training also participated.

Project results

• Reduced "Time To Market" from 1 month to 2 weeks.
• 62% of employees were trained on the portal at the end of 2022. For comparison, in 2021, only 21% of employees of the entire bank used the portal for elective training. The increase in the results of the pilot and transformation for the year is 41%.
• 92% of employees received elective training, up from 72% in 2021.
• 90.8% NPS e-learning is a consumer loyalty index that reflects the attitude of users to e-learning materials based on the OS results after passing the material. In 2021 - 88.8%.
• 57.2% RR in e-learning - response rate showing the ratio of feedback to users who have completed training. In 2021 - 50.2%.
• Domestic customer satisfaction rose to 9.3 out of 10. In 2021 - 8.4.