What were we trying to do 2021-23
Drive engagement with the Hub and L4G
Increase enrolment on courses
Build the presence and establish the position of the Hub and L4G
Regional campaigns, such as JAPAC course enrolment and ELMAC L4G engagement
New assets, for example the Learning Journey survey and L4G animation
Learning Hub engagement Jan. ‘22 = 47.5%, Sept.’23 = 87.63% (ex. Contingent Workers)
Learning for Growth engagement
Jan. ‘22 = 32.8%, Sept.’23 = 60.8%
How we positioned the Hub and L4G
For Learning for Growth To strengthen the career development, business effectiveness, and people leadership skills of Amgen Staff in order to help them achieve the organization’s objectives.
In 2021 we offered the opportunity to be “the CEO of your own development”
For the Hub To empower Amgen Staff to self-direct their professional and career development, facilitate knowledge sharing, and strengthen the organization’s learning culture.
We also clarified how these platforms differed from the LMS: The LMS is for technical and regulatory training for your ROLE The Learning Hub/L4G is for professional and career development for YOU.
Next Steps
- Develop chosen approaches into strategic plans WITH engagement targets
- Create project plans with responsibilities and time allocation clarified
- Present to Amgen for sign-off at beginning of Q4
