Case Studies
DBS Bank case study

Induction Program

Localization of Content and Medium


DBS Bank case study
About the client

Induction programs are an integral part of the corporate world. However, organizations often struggle with the challenge of conducting induction trainings across spreading geographies, different time-zones and busy schedules – all this while keeping the program interesting to sustain learner interest. DBS Bank, a client of ours, was facing a similar situation and wanted an effective training program that would reach out to new recruits all over India. G-Cube created an innovative training program for them which aimed at reaching out to learners in an interactive manner. Moving away from a traditional instructor-led classroom approach, the training was infused with animation, audio and video which enabled the learner to retain information in a self-paced manner.

The training was based on the theme of ‘travel’. A mentor introduces the learner to the organization’s background and beliefs – moving on to India specific details of structure and policy. Rich media elements like attractive graphics, organizational video clips and accompanying audio voice-overs ensured that the training infused a sense of belonging for the new recruit. It also kept alive the basic instructional nature of training with the help of accompanying quizzes and games to check learner progress from time to time.

Salient features of the Solution

  • It was important to create an interest in the course right from the beginning and sustain it throughout the entirety of the course. A mentor was introduced in a travel theme, creating a personal connect with the learner.
  • Further breathing life into the mentor was a 3D element, which was made available in all the introductory screens. The learner was provided with a toggle option of switching between 2D and 3D for specific slides. Though the colour ‘red’ was chosen to be predominant throughout the course, it did not work for highlighting the 3D feature. This hitch was overcome by converting the navigating bars into ‘green’ in for 3D option, while the rest of the text remains unchanged.
  • For the purpose of imparting information, textual content was kept crisp and presented in bulleted form. A conscious effort was made to introduce audio before or after textual content – so that the learner is able to concentrate on text and retain the information without any distractions.
  • A ‘maze’ structure was constructed in the course, through which the learner travels. At suitable intervals quizzes were presented to garner learner evaluation and the learner had to answer at least 80% of the questions correct in order to proceed further in the course. This provided suitable evaluation metrics as well as a sense of achievement for the learner.
  • Videos are included to make the course more appealing. For instance, a video of CEO of DBS India welcoming the learners is shown in this module. This provides an instant connection for new recruits. To further strengthen this connection, a video of employees sharing their experience of working with DBS is also included.
  • The course concludes with the assessment, which has a passing percentage. The questions in the assessment are simple recapture of information covered. A certificate generated at the end on the basis of successful completion is personalized with the employee details captured at the start of the course. This can be printed by the learner for personal pin-up. If the learner hasn’t performed well, then he/she is given an option to retake the course.

Business Benefits

  • The main objective behind creating this course was to increase the reach of training, while retaining effectiveness. New recruits across India were trained with the help of this course, but the online platform made it all possible without the logistical barriers of travel and conflicting schedules. This providing time and cost savings for the client.
  • It is imperative that induction trainings provide the same kind of support and knowledge to all new employees, irrespective of their role or designation in the organizational structure. This turn, ensures that the employee is able to learn about the organization and feels connected to it. In the absence of different instructors for different learner groups, the course also provided the assurance of uniformity in how the training was conducted across offices in different locations.
  • DBS Bank traditionally conducted inductions spread out to 7 days, and felt that many learners lost interest on the way. The crisp nature of content and innovative delivery medium reduced the length of the course to about 1.5 learning hours. Suitable relief was provided with interactive audio-visuals from time to time and attractive graphics made sure that the visual appeal of the training does not let any tedium set in.
  • Not only the client, but the learners also asserted that the course was indeed very impactful. Learner feedback from the course on course content as well as delivery was very positive - indicative that the course was able to achieve the results that it sought.
  • The employees felt a greater connect with the organization and the values it inculcated. In addition to skills required for the job, this connect is as important and factors greatly in individual success.
  • The employee was more aware – knowing the geographical spread of the organization helped them to realize organizational goals better and align their individual goals accordingly
  • The course provided clear indicators on learner progress and retention. This not only helped to boost the confidence of the learner but their superiors as well, who were assured that the new employee was starting work with appropriate knowledge of the organization and its expectations out of him or her
  • With the success that this course has achieved in India, DBS is also planning to spread out the scope of this course to international offices as well. With suitable localization of content and medium, DBS wants to conduct induction program in all their offices across the world, in the same interactive manner.

 



 




  • "Awesome job done by the team!!! It was a great job done by the team on the alpha versions till now. Looking forward to the similar support in other modules that are yet to be sent."
    Karen Arethina | Assistant Manager HR at Cavinkare

    Cavin Kare


  • "I just wanted to let you know that I am crying right now. Tears of joy! Sections 1-6 look amazing. You did a stellar job and there are only TWO OIL items! One requires an Xpaner to address first before you can proceed. The other is for GCube: Thank you so much! Fantastic work!!!"
    Rene Smid | Account Manager, Xpan

    xpan


  • "The intermediate result is very good and it looks like a good support to learn risk assessment and management. You can encourage the team developing the course, it is yet quite impressive."
    Karthikeswaran Velayudam | Program Manager - Learning Solutions, Schneider Electric.

    schneider

G-Cube is an award-winning eLearning services company that designs, develops and delivers technology-based learning solutions. Its solutions help organizations to improve their performance by using learning as a tool. Its Learning solutions are broadly categorized into e-Learning Design, Courses Development and Learning Delivery Solutions. G-Cube's elearning services include custom content development, mobile learning.

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