Cheif Learning Officer Solutions for Enterprise Productivity

The 2008 Learning In Practice Awards

The learning organization had to refresh skills, cross-skill, up-skill and build new skills to maximize talent. Working in conjunction with human resources and recruiting teams, the Satyam Learning Center developed its Re-Skill Service, which set several goals for itself, such as minimizing the time associates wait for project assignments, enhancing the organization’s skills diversity, aiding competency development, promoting associate retention and reducing the number of new hires required.

This year, Satyam’s Re-Skill Service achieved more than 1million associate learning hours, more than 12,000 associates earned internal and external certifications from leading vendors such as Microsoft, Sun and IBM, and at less than 12 percent, turnover is among the lowest of the company’s competitors. The company also estimates that developing its internal staff saved roughly $32 million in new-hire costs.

There were many intangible learning benefits, as well. Re-Skill Service learning initiatives promoted collaboration and teamwork between associates working on competency projects; offered early exposure to a real-life project environment; created opportunities for more experienced associates to act as mentors in specified technology areas; and increased associate confidence levels in their ability to perform their job tasks, as well as their accountability for and ownership of project outcomes.


Marianne Langlois
Vice President, Learning Solutions, Convergys Corp.

As a relationship management solutions provider, Convergys Corp.’s customer service is a key driver of future success. But as a global company with nearly 75,000 employees worldwide, the company has to apply that same commitment to internal support services. Contact-center agents are the key to success on both fronts.


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