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How Sopra Steria became a learning organization – Discover our interview!

The Sopra Steria Group, a major player in the European Tech sector, is fully committed to developing the skills of its 55,000 employees to become a true learning organization.

In this video interview, discover the testimonies of Louis-Maxime Nègre, Human Resources Director at Sopra Steria, Adrien Kéruzoré, Head of Learning Experience and Innovation at Sopra Steria Academy, and Marianne Abadie, Training Manager at Sopra Steria Academy!

Sopra Steria, a major Tech player in Europe

As Louis-Maxime Nègre reminds us, Sopra Steria is a Group that is constantly preparing for the world’s major transformations, in an environment that is constantly changing. This reality is characterized by societal, social, environmental and ethical changes. As a European leader in Tech, recognized for its consulting, digital services and software publishing activities, Sopra Steria is committed to supporting its customers in their digital transformation, thus contributing to a more sustainable world.

Training is of crucial importance at Sopra Steria. It is the key to helping the company’s 55,000 employees develop their skills, both technical and behavioral, and thus ensure customer satisfaction.

How to build a learning organization

Sopra Steria Academy has a clear ambition: to build a learning organization at all levels of the company. The idea is to enable each employee to become a player in his or her own learning process, and to encourage continuous skills development.

To achieve this objective, Sopra Steria has set up various training systems. Among them, the Coorpacademy by Go1 platform plays a central role, covering needs in three key areas:

1. Management & Leadership: For coaching and cross-functional management.
2. Behavioral skills development: for learning to learn and stimulating creativity.
3. Technologies : For an introduction to digital and emerging technologies such as Artificial Intelligence, Digital Sustainability, Data, and Security.

The latter theme has been widely covered since the merger with Go1, which offers a wide range of short courses on the subject.

Make training an event and create learning rituals

To anchor the learning culture within the Group, it is necessary to make training an event and create learning rituals. To this end, the Group organized several events throughout the year:

– The Learning Month

According to Louis-Maxime Nègre, it’s essential to make training an event to create learning rituals. Last June, Sopra Steria launched its first “Apprenticeship Month”. The aim was twofold:

1. To embody the learning culture by involving all employees through a unifying event.

2. Introduce rituals to change the mindset towards training.

– “Learning World Tour”: June in two highlights

As Adrien Kéruzoré, Head of Learning Experience and Innovation at Sopra Steria Academy, explains, the month of June featured two highlights. Firstly, the “Learning World Tour” on June 7, 8 and 9, with the theme “Skills for a Greener Future”. The company is committed to increasing skills in green and sustainable skills, crucial for a more environmentally-friendly future.

Then, from June 12 onwards, Sopra Steria distributed Coorpacademy or customized educational content on a daily basis, created by Sopra Steria Academy experts, to encourage and anchor learning rituals among employees over the long term. Modules were shared to train employees in digital transformation, a strategic priority in the company’s training plan.

Engaging employees in training: the benefits of Digital Learning

Personalization and gamification are essential levers for engaging employees in their skills development. The functionalities of the Coorpacademy platform make the learning experience pleasant and motivating, which, as Adrien Kéruzoré reminds us, “makes employees want to go on the platform and encourages emulation”. In this way, several factors encourage commitment:

Easy integration into everyday life

Marianne Abadie, Training Manager at Sopra Steria Academy, comments: “The accessibility of the platform and the diversity of formats make it easy to integrate training into my daily routine”. She often sets aside half an hour a week for regular training. These courses have helped her in specific situations, such as managing international projects in hybrid mode, which encouraged her to take the module on “Intercultural communication”.

Diversity of learning methods

Adrien Kéruzoré emphasizes the diversity of the modalities on offer, including podcasts on technological developments and forward-looking issues. These varied formats enable learners to choose what best suits their needs and learning style. Marianne Abadie also cites other features, such as the revision mode, which enables learners to revisit concepts they have already learned, and innovative modules like Cluedo and Trivial Pursuit, which make learning fun. It is through this diversity that every Group employee can learn, at his or her own level, pace and needs.

How to prolong the learning dynamic?

The learning dynamic doesn’t stop with “Learning Month”. The Sopra Steria Group continues to innovate in order to maintain training as a lever for day-to-day development.

New highlights are organized throughout the year to maintain training as a lever for day-to-day development. A new training catalog format has been rolled out, making it easier for employees to find their way around their learning path. The catalog contains numerous Coorpacademy modules carefully selected to enrich training paths.

As Louis-Maxime Nègre reminds us, in an ever-changing world, it is essential to offer relevant, up-to-date content, available in several languages, to meet the challenges of international transformation. This is how Sopra Steria ensures that its employees remain prepared and competent to face the challenges of the future.

To find out more about our customers and Digital Learning, follow our newsletter! To become a learning organization yourself, make an appointment with one of our experts.

Engaging employees in training: what our customers think of Forever Learning, our animation program

While the summer is sometimes synonymous with desertion in the office, another aspect of working life is affected: training.

The conventional wisdom is that it can be difficult to motivate and engage employees in training during the holidays, and rightly so. However, at Coorpacademy by Go1, our ambition is to engage learners in training, all year round.

Because continuous learning is crucial for anchoring knowledge, every year we work on a program to animate our customer platforms, in order to offer an impactful and effective learning experience.

So, as every year, our Summer Learning Camp was held from 26 July to 16 August 2023. This year, we put forward a fun playlist, designed to offer innovative and engaging formats on a variety of themes.

Increasing commitment

The good news is that it works! Just when you might think that learners don’t connect to the platform during the summer and don’t want to learn, our animation proves the opposite. But that’s no longer a surprise to us, given the results generated by the same event in 2022.

During the 2023 Summer Learning Camp, which attracted over 17,000 participants, we saw a 5% increase in user connections compared with the 2 weeks prior to the event. Positive results, both literally and figuratively. The number of courses started rose by 14%, and 23% of courses were completed.

To motivate learners even more, 3 winners are drawn at random from among the participants to win a prize, including this year 1 year’s subscription to an audio book and podcast application.

Positive feedback from our customers

Our ongoing support in running our customers’ training platforms is highly valued. Saving time, engaging learners, providing expert advice and setting up learner communications, our team of Customer Success Managers is a real asset for maximising the impact of training within your company.

Recently, our customer GrantThornton warmed our hearts with this feedback on our support and the activities we offered:

Support throughout the year

Our “Forever Learning” programme, developed in close collaboration between the Communications and Customer Success departments, promises many highlights throughout the year. This personalised support is essential and takes into account the expectations and recurring issues that our customers tell us they have. In this way, the programme meets the needs of our customers and covers the major training themes that concern companies undergoing major transformation.

What’s the next event?

In order to raise your employees’ awareness of the environmental transition, our “Forever Learning” programme will soon be launching a new activity to coincide with European Sustainable Development Week, which runs from 18 September to 8 October. Learners will be offered a brand new playlist.

La Française des Jeux, the operator of France’s national lottery games, wins the French Award “Prix des Cas d’or du SIRH 2023” for its DigiLearn training project!

We’re delighted to announce that our customer, La Française des Jeux, the operator of France’s national lottery games, has won the “Cas d’or du SIRH 2023” award in the “Training” category!

This French award recognizes the best digital solutions and devices for Human Resources.

In addition to this distinction, FDJ was also awarded the “Grand Prix”, testifying to the exceptional quality of their training project, launched in 2017 with the aim of boosting the FDJ Group’s digital transformation.

We are celebrating and would like to share with you the success story of their DigiLearn training platform, which enables all employees to be trained in CSR.

A unique training experience

Jérôme Pesenti, Head of Training at FDJ, emphasizes the importance of the training experience offered by the DigiLean platform.

DigiLearn: the FDJ Group platform

DigiLearn, a platform developed in collaboration with Coorpacademy by Go1, is accessible to all FDJ Group employees. It has been designed to accelerate the digitization of training courses by focusing on accessibility, short and engaging formats, and a catalog of native and tailor-made content.

And it works! Learners are delighted, like Sophie, an FDJ learner who regularly uses the DigiLearn platform:

DigiLearn’s objectives and development

The DigiLearn project was launched in 2017 with the aim of boosting the FDJ Group’s digital transformation. Since then, the project has seen several key milestones, including the introduction of new training courses focusing on Soft Skills and the opening of the platform to the various subsidiaries in 2019. In 2021, the group CSR program was launched via DigiLearn, followed by the creation of a Diversity and Inclusion (D&I) playlist in 2022. Finally, in 2023, FDJ innovated by introducing a profit-sharing criterion based on the completion of a playlist on the environment.

We congratulate FDJ on this well-deserved recognition: both the “Cas d’or du SIRH 2023” award in the “Training” category and the “Prix du Jury”. The DigiLearn project has been a real success in terms of CSR training. We’re proud to be working with FDJ to offer a unique training experience to all their employees!

Green skills training: a look back at the Digital Learning Club on June 8, 2023!

On Thursday June 8, Go1 brought together its customers for its Digital Learning Club in Paris. Twice a year, this event brings together our corporate customers to share news and learning experiences, as well as best practices.

This edition theme was “How to engage learners & train the workforce on green skills“. How can employees be guided towards greater ecological awareness? How can we recruit and retain employees who are increasingly interested in these issues? How can we make the practical link between HR and CSR? These questions were at the heart of our exchanges, and were the subject of a panel discussion with experts.

Speakers’ panel: how to engage employees in green skills?

Stéphanie Osmont, La Poste Group Director of Social and Environmental Innovation, Julie de La Sablière, President of Little Wing, and Christian Nouel, chairman of the Fondation Croissance Responsable, took part in our Digital Learning Club panel discussion moderated by Amélie Barloy Lancrenon, Director of Partnerships and Content at Coorpacademy by Go1.

During this exchange, the panelists shared their ideas on greening employee skills and, more generally, discussed the challenges of transforming companies to achieve their sustainable transition objectives.

Three key points stand out:

All concerned: CSR is everywhere

La Poste is committed to “crossing the 50,000 Frescos mark internally by the Paris Olympic Games”, explains Stéphanie Osmont. This example of the number of employees to be targeted as part of the Climate Fresco training was a reminder that communicating around precise, measurable objectives is a crucial lever in the sustainable transition of companies.

The Climate Fresco (“Fresque du Climat” in French) is a French tool which objective is to raise employee awareness of the challenges posed by the climate emergency, teaches about the solutions available and encourages participants to get moving, so that everyone can play their part, both personally and professionally. This type of event is one of the building blocks of a company’s commitment to social responsibility, which is increasingly moving away from a silo-based CSR policy towards a genuine commitment to social responsibility.

The committed company: a clear demand from employees

Companies have had to change many times in recent history, proving that their transformation is far from impossible. When companies adapted to the digital revolution, the challenge was to create as much alignment as possible between employees’ personal and professional lives (adoption of everyday tools, reskilling in most professions…).

Julie de La Sablière draws this parallel to explain that, in the same way, companies need to take the measure of their teams’ demands and expectations with regard to the ecological transition. The first step is to listen to them, which is still not done systematically enough. Yet there is a strong expectation and desire not only for training, but also for “power to act” within one’s organization. While one in 2 working people feel that their skills are not up to the ecological challenges (Unédic with Elabe), all employees today see the value of training in these issues. The expectation is real.

His advice to company directors? “Make strong decisions and give employees the means to take action: to do this, you need to align management teams, put in place the right training solutions, but also and above all support employees in taking on board these issues, which are often very anxiety-provoking when they are not turned towards action.”

Leading by example: the duty of major groups

For Christian Nouel, this parallel between digital transformation and the sustainable transition of companies is also interesting from the point of view of the place of the law in these processes. Where the law lagged behind the Internet, it is now an essential pillar of sustainable transition, forcing companies to rethink their strategy and adapt their governance.

It is also necessary to create a group effect, so that large companies enable smaller ones to achieve the sustainability objectives assigned to them by law and regulation. In this way, the ecosystem needs to show solidarity and get moving, around ambitious, shared objectives. To achieve this, Christian Nouel insists on the need to adopt “a totally holistic vision”.

Green Skills Pack: heading for sustainable development week!

After a networking lunch featuring Go1 CEO Andrew Barnes, the Digital Learning Club resumed with an interactive quiz hosted by Nandi Dossou, Head of Customer Success & Support at Coorpacademy by Go1, and won hands down by our corporate client LCL!

This was followed by a presentation of our “Green Skills Pack”, tailor-made for our customers. The heads of our Customer Success team, Capucine Forbin and Morgane Poilleux, explained how to take advantage of Sustainable Development Week this September, but also how to promote the ecological transition every other day of the year. Employee engagement is ensured by dedicated events and interesting, entertaining content, which we organize into playlists designed to help you achieve your green skills objectives.

Our course with the C3D (Collège des Directeurs du Développement Durable), “Understanding the ecological crisis“, was the most popular course in the Coorpacademy by Go1 catalog this month!

Thank you all for your active participation and for sharing your ideas at our Digital Learning Club!

Immerse your learners in your own world of learning!

To enable our customers to customize their training paths, our product is evolving. Engage your employees more in training by creating an environment that reflects your image and your training needs. These personalized pages are also called “Universe Pages”.

Why create a Universe page?

A Universe page allows you to create a personalized space in order to highlight certain content, whether it be course playlists, videos or upcoming events. This will allow you to link different training formats (events, e-learning modules, information, internal visuals, etc.) together within the same space and thus effectively guide your learners through their learning path.

6 reasons to create a Universe page :

Do you want to highlight the launch of a new training program? The Universe pages will allow you to promote your program by adding all the necessary context.

Do you have a training path that needs a little more context? The Universe page can allow you to detail a specific training path and embed the training modules directly within the page to redirect learners to the courses within!

Need to target different learner populations for specific training paths? These Universe pages can be dedicated by profession, in order to direct learners to the courses that correspond to them.

An upcoming event? The Universe page is an opportunity to promote your event and to specify the dates, to redirect your employees to a registration page.

Your learners have something to say! The Universe page can also be a place dedicated to the voice of your employees. Put forward learners’ testimonials, so that they can share their experiences on the platform and their feedback on the courses they have played!

How to create your Universe page?

To create your Universe page, you will need to contact your Customer Success Manager.

In concrete terms, what does it mean?

Before

After

Digital Learning at FDJ: discover in video the backstage of a success

In this video interview, Jérôme Pesenti, HR Project Manager for digital training, and Dora Mosalo, Head of Learning and Development at FDJ, tell us about the success of the Coorpacademy “Digilearn” platform within the leading French gambling group, and share best practices and future challenges for online training at FDJ!

What are the successes of the “Digilearn” online training at FDJ?

Dora Mosalo: Two successes. The first is obviously the implementation of this learning platform, which is known by all our employees. The second success for us is the creation of pure FDJ content. Content that is either legal or compulsory, but also cultural, about FDJ culture.

The 3 advantages of Digilearn, especially for learners?

Jérôme Pesenti: The first advantage of Digilearn is the ATAWAD aspect: Any Time, Any Where, Any Device. This means that the employee can connect whenever he wants, wherever he wants, on any tool (smartphone, PC or tablet).

The second advantage is speed. Indeed, we have quick course modules that use reverse pedagogy, i.e. the employee starts with the questions and if he does not know the subject, he can watch the course.

A final advantage is the gamification of the platform. The more courses employees complete, the more stars they earn and the more they are included in the company’s overall ranking. We also have battles where employees can compete on a subject and find out who is the best.

A key number and a good practice to remember?

Dora Mosalo: The key number is 93.

Because 93% of our employees have connected at least once to the platform.

The good practice, and we are practising it more and more, is to create FDJ content based on what exists in the Coorpacademy catalogue by mixing it with custom-made content with our experts.

Do the learners engage in the game?

Jérôme Pesenti: Even though gaming is our business, we are always surprised to discover the competitive side of our employees. That is to say, when we carry out challenges on the platform, we see an increase in the number of battles carried out.

What are the next big challenges for e-learning at FDJ?

Dora Mosalo: This autumn, we have two major challenges. The first is to use the Coorpacademy catalogue as a prerequisite for our face-to-face training courses as part of the reengineering of these courses. This will be a much more interesting offer.

And our second challenge, as we have just done for the managerial function, will be to create courses which will allow a real progression and deepening of our training offer.

We truly engage learners in their training

Michelin, which employs 125,000 people worldwide, uses Coorpacademy as a platform for digital acculturation for all its employees. Catharina Bot, Group Competency Manager for the IT and Digital professions (3,000 people), spoke at one of the workshops of the We Love Our Clients by Coorpacademy programme about the advantages and positioning of the platform. According to Catharina Bot, one of the main challenges of online training is to succeed in “bringing learners in and constantly renewing their interest! She gives us concrete details of the actions deployed to successfully meet this challenge.

Q.1 : In order to acculturate employees in digital technology, what was important for you in choosing the training platform?

The first criterion was to have content that was completely adapted to our needs, i.e. dealing with “soft skills” associated with digital and accessible in several languages. This training content also had to be available in microlearning mode, so that learners could follow independent five-minute modules on the subjects of their choice.

Another much needed requirement on our side, and one that was much appreciated by the top learners, was to have a mobile application where all the courses on the platform and its progress can be found. This will also allow us to reach the on-site manufacturing agents, who represent about half of the Michelin population.

Finally, the last element that seemed essential to us was the possibility of structuring the online learning paths to avoid the learner feeling lost in the 1700 modules offered, and wondering what to do! Hence the creation and promotion of “digital passports” (3 certifications of increasing level on digital) grouping together the courses considered as fundamental.

In short, the Digital Culture platform is just what we need!

Q.2 : Tell us about the flagship event organised annually at Michelin around digital: the Digital Week!

Digital Week is an annual event that has already taken place twice in person, and which has been transformed into a 100% digital and remote event, due to the pandemic. The aim is to show everyone all the digital achievements made in the group, and to share with as many people as possible the vision of what the group wants to do in this area.

We had to deal with the transition of Digital Week to 100% remote, and to keep the interactive and fun side, we decided to use the platform as a tool for animation during this event.

In concrete terms, we deployed a program of challenges using the training platform. This enabled us to reach an even wider audience than the one usually involved in Digital Week. Digital should not remain the exclusive preserve of the IT and digital professions, but should permeate all levels of the organisation.

Q.3: How did you use the Digital Culture training platform at the Digital Week event?

The animations aimed to introduce the platform, engage learners, and of course, intelligently complement the other Digital Week workshops and remote presentations. Our aim during the week was to build a coherent and attractive experience to promote digital within the group.

To do this, we first selected the most relevant content and launched this challenge programme. I can think of three animations in particular. The first animation consisted in setting up and promoting a “Digital IQ test” allowing learners to assess their level of digital skills at the beginning of the week, and again at the end of the event. The second, called “Star Week”, allowed participants to obtain bonus stars to move up in the ranking. The third animation, called “Battle Week”, rewarded the participants who had launched and won the most duels (battles) on a series of questions!

As a result, we have seen a 3-4 fold increase in platform activity during the week of Digital Week and the following week.

One of the key success factors was the active collaboration with our Customer Success Manager at Coorpacademy, Catherine McKernan, who helped us to create and coordinate the animations and communication.

Q.4 : Do you have any tips and good practices to share on how to successfully engage learners?

Thanks to the modular courses and the certificates, we really engage the learners in the training. However, we do not impose anything, we rely on events, or on Coorpacademy’s communication, through personalised follow-up emails (Note: intelligent follow-up emails sent automatically by the platform according to the learner’s activity).

Also to boost employee motivation, we offer prizes to be won (purchase vouchers) during the events and games organised on the platform. The winners are also highlighted and promoted via a dedicated Sharepoint.

Soon, we will be running an internal promotion campaign based on learners’ testimonials, following an assiduous collection, so that everyone can see what the platform can do for them and thus increase the number of people and their attendance!

Finally, another avenue that we are exploring is to offer highly specialised, tailor-made content, in response to the natural demand from the professions to have their specific training courses on this platform.

We are constantly trying to reinvent ourselves in order to develop our employees’ commitment to training day after day.

A 360° communication plan to launch a new CSR training programme

As part of our We Love Our Clients workshops, Jérôme Pesenti, HR Project Manager for digital training at FDJ, shared the best practices used to launch their CSR acculturation programme. The objective is simple: train 80% of the FDJ group’s employees in CSR in 9 months.

Q.1: How will you manage to reach 80% of the Group’s 2,000 employees in a few months?

The essential condition was to have a common training platform that was accessible to all of our large subsidiaries. This is the case with the Coorpacademy platform.

On the Coorpacademy platform, we have created a course of 11 CSR acculturation modules at FDJ. We chose to include modules previously created with Coorpacademy and our in-house experts, as well as a mini-series filmed with actors. The advantage is that we managed to integrate this innovative format into Coorpacademy’s, to have the same functionalities and user experience we were looking for.

Q.2 : What communication actions have you put in place to bring 2000 employees of different profiles and subsidiaries to this training programme?

We designed a 360° communication plan: we did everything we could do!

On the intranet, we published an article presenting the programme and its challenges. Newsletters were sent to all employees.

To engage learners, we need to communicate: both internally, but also through Coorpacademy emails, which have a very good opening and click rate.

In order to reach more people, we have therefore established an emailing plan in several waves to reach as many people as possible.

We are also counting on the game and the gamified aspect of the platform. We are going to look for the gambling side of employees, because at FDJ, games are in our DNA! For a month and a half, we pushed a “CSR acculturation” challenge. To earn points, employees had to complete the entire CSR course and compete in battles. This game, where the winners are those who win the most battles, reached the most active learners (about 10%) and allowed them to anchor their knowledge by repeating the questions and answers.

Q.3 : This programme responds to the FDJ Group’s desire to accelerate its CSR shift and its sustainable transformation. How does the Group support the ambition to acculturate all employees?

It’s true that the entire Group is involved.

We have mobilised all our HR referents for the different populations and we are fortunate to have two official sponsors in the persons of Pierre-Marie Argouarc’h, Group Human Relations and Transformation Director, and Vincent Perrotin, Group CSR Manager.

Furthermore, the decision is official: the completion of this programme will be one of the criteria for the incentive scheme this year for all FDJ SA employees.

Q.4: What are the results to date?

At the end of June 2021, i.e. 3 months after the launch, 20% of the teams had already completed the 11 training modules. They have acquired the basic knowledge of CSR at FDJ, and we are confident that we will reach the objective of 80% of employees trained. All employees will thus have the same common base of knowledge on CSR issues within the Group.

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