Case Study: How Citi Built the L&D Team of the Future

Sarah Danzl

Martes, 2 de Julio de 2019

Compartir

When Citi transitioned to a SaaS learning vendor — away from an on-premise LMS — it forced a change in how they operated, which meant new processes and roles. Specifically, Citi had to make shifts across operations, technology, and L&D functions in order to be able to support the new model.

Using Degreed, they set out to redefine what skills numerous roles within their organization actually needed. “We look at how we evaluate the skills for their employees and what changes we need to make so that they can find what they need, but we’ve had to look internally at their own departments to make changes for how we can reevaluate what we’re doing,” said Peter Fox, Citi’s Global Head of Digital Learning and Talent Technology.

As part of that shift, Citi invested in three new roles:

1. Governance

Citi created a governance team to make sure that their system is aligned with global strategy, while ensuring it’s always being evaluated.

2. Data and Analytics

Citi’s L&D team hired a data and analytics specialist to look at the data they got back from employees. The goal is to leverage the data to make sure employees are getting what they need, and to inform larger strategy decisions.

3. Innovation and Emerging Technology

Innovation is a cross-functional role that keeps a pulse on what’s happening in the industry and makes sure Citi remains innovative. This person also works with internal teams to understand their business problems and gaps, and then finds or creates solutions based on best practices happening in the industry.

Want to know more about the learning journey at Citi? Read their recent success story below.