McGraw-Hill Education ("McGraw-Hill") is a leading learning science company and publisher that delivers personalized learning experiences. As the world went digital and technology adoption soared in recent years, McGraw-Hill realized a drastic need to reassess digital delivery options for their content to keep pace with competitors and meet the changing expectations of their evolving customer base. How could they digitize their well-known test prep material in a way that would generate more revenue and not abandon their core business model?  Download this case study to learn how BenchPrep's modern LMS increased McGraw-Hill Education's online learner engagement by 10x.

After new Small Business Market (SMB) sales rep turnover increased and revenue did not meet plan, it was time for Paychex to dramatically re-engineer their sales onboarding. In collaboration with Senior Leadership, the L&D team quickly began gathering data: exit interviews, sales KPIs, a very informative secret shopper report, manager/sales rep interviews, and social media data from clients and prospects - to better understand the problem and help leadership set targets. Download this case study to learn how Paycheck overhauled its new-hire training and realized.. 8% increase in retention 10% increase in business revenue 41% increase in speed to competency 68% reduction in travel expenses

With highly technical products and a clinical sales approach, 3M needed to ensure that their more than 1,000 sales reps could deliver key messaging effectively. An integral part of their sales process involved reps having in-depth discussions with medical professionals that covered not only product knowledge, but also the supporting science and research.  Download this case study to learn how 3M addressed this challenge and the results. 

The Challenge Providence St. Joseph Health is a not-for-profit health system with 119,000 caregivers and employees nationwide. At PSJH, the learning and development team provides award-winning learning content to their workforce. However, learning leaders discovered engagement still proved to be low. When exploring KPIs, staff knowledge retention was measured at 76%. As part of the initiative, leaders set a goal to increase proficiency by 16%, a lofty target but one they felt was achievable. Additionally, another key objective of implementing a new solution included drastically reducing the cost of compliance education - mandatory training that organizations like Providence St. Joseph Health spend over a million dollars per year on. Finally, learning leaders demanded a solution that would enable frontline managers to support caregivers with actionable, real-time learning data, something that's missing from their current learning strategy. In order to boost engagement and proficiency, PSJH described the need to transform their programs to provide a more learner-centric experience.

The world of workplace learning and career development continues to evolve. Many organizations now offer a blended approach to learning with instructor led training as well as online courses to keep their workforce on the cutting edge. However, as outlined in this new research brief, great learning experiences don’t always equal great outcomes. So, what is the real problem with workplace learning? Hint: it’s not content. At Providence St. Joseph Health, the Learning and Development team provides award-winning learning content to their workforce - however, engagement still proves to be low. In order to boost learner engagement, PSJH describes the need to transform their programs to provide a more learner-centric experience. This brief follows the journey from identifying key challenges in today’s approach to workplace learning, to finding unique, innovative solutions that improve career development strategies and save the organization millions of dollars annually. Specifically, the team at Providence St. Joseph Health investigates three learning disruption case studies in this brief, asking, "What if…" Learning was nano-sized? Learning was shareable and personalized? Learning Design was based on data? Download this brief to learn more about how innovative technology is improving workplace learning and impacting business results.

Richardson, a global sales training company, had a problem: their eLearning modules, which were once considered state-of-the-art, had grown outdated. They needed to improve their sales training program fast to address their biggest challenges: Effectively engaging their learners with a new approach Delivering a unique, scalable training solution Administering a seamless go-to-market rollout of an overhauled training program How did Richardson quickly overcome these challenges and deliver a game-changing training solution? By using a modern, configurable online learning platform. In this case study you'll learn how to: Deliver a consistent, intuitive, and clean learner experience at a global scale Leverage blended learning and robust analytics to create a more impactful training program Transform existing training and education experiences for learners, resulting in new levels of efficiency, engagement, and success

Few realize it, but most people interact with Synaptics "human interface" technologies every day. The company’s touch- and voice-enabling technologies are a key part of today’s smartphones, tablets, notebooks, automobiles, wearables, smart homes, and other applications. Synaptics helps users get the most out of their devices through an extensive portfolio of human-interface solutions that enable elegant, intuitive user experiences. The PC, smartphone, tablet and automotive-electronics markets that Synaptics serves are all constantly evolving and highly competitive. New or upgraded products are released at an incredibly fast pace, both by a wide range of competitors and by Synaptics itself. To support and improve upon its market-leading technologies, Synaptics relies on its employees to fully understand both the company’s own suite of products as well as those they compete with. This expertise enables Synaptics employees to think beyond obvious solutions, adapt and apply answers from other functions or processes, and iterate on new ideas. And when that expertise can be shared, it serves as the foundation for the culture of innovation upon which Synaptics’ products are built.

Edmunds believes in the philosophy of making their sellers more effective versus enabling them to sell better. They achieved staggering results utilizing Rehearsal’s video-based practice and coaching platform. Not only does Edmunds have greater confidence that training is being delivered accurately and consistently, but those that practiced with Rehearsal doubled the revenue of those who did not.