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Allianz Looks to Increase Performance & Productivity with a Hybrid Learning Strategy

Allianz is reorganizing; since 2006 it has transferred a variety of legacy systems to a single business platform used by 10,000 claims advisors and consultants. Which means an ongoing need for qualification. After rather limited experiences with e-learning, a pilot project has pointed the way forward with a blend of classroom training and e-learning.

Allianz Deutschland AG is merging a variety of different IT systems on its in-house developed ABS (Allianz Business System) platform to manage and process many millions of contracts.

I work, therefore I learn!

The new system brings with it new processes. Nothing is as it once was. “Processes must adapt to the new system and not vice versa. The transition to ABS impacts every Division of the business – so we are under constant pressure to retrain,” said Michael Skala, Head of the Allianz Internal Academy.

Alongside updates made throughout the year, Allianz implements four releases annually with major changes. Until now, employees have undertaken classroom training in ABS over the course of several days. Quite apart from the time lost between training and practice, this has the major disadvantage of knowledge degradation. Employees only retain part of what is learned.

Michael Skala, Head of Division, Allianz Deutschland

Processes must adapt to the new system and not vice versa. The transition to ABS impacts every division of the business – so we are un- der constant pressure to retrain.

 

Michael Skala, Head of the Allianz Internal Academy

New ways of learning: support at the moment of need

Allianz therefore sought a user-friendly, simple and intuitive solution; one that enabled them to create digital learning modules in-house, quickly and cost-effectively. Learning should be embedded in work processes, and limited to what is actually required to enable the employee to perform effectively.

A pilot project with two goals

Between May and September 2016 Allianz produced learning modules with a focus on both “self-learning” and “the classroom training and transfer phases”. The benefit was that they could generate training and participant documentation, together with e-learning, in a single pass. They broke the rigid separation between classroom training and e-learning through the integration of e-learning modules in both learning scenarios and electronic reference materials to be used after training. The feedback has been positive. “Employees are asking why we didn’t introduce this some time ago,” Michael Skala reported.