HORNE serves an array of industries, and some—including government services—require the firm to take on contractors. As a result, HORNE needed a Learning Management System (LMS) capable of delivering a focused mandatory training curriculum to an expansive audience of non-employees, keeping contractors fully compliant and allowing them to hone in on the topics that matter most.
Through Bridge’s subaccount functionality, HORNE was able to share courses and other learning items with contractors while providing them with a protected learning environment. In practice, this means that HORNE contractors only access the learning content they need, keeping the compliance process simple while reserving HORNE’s primary account and sensitive learning resources for its own employees.
Following its success in using Bridge to deliver mandatory training to its contractors, HORNE has begun to incorporate the platform into its onboarding process. In light of a 600% expansion in its workforce since 2020, HORNE’s L&D team expects to use Bridge to house mandatory onboarding documentation, providing its high volume of new starters with an introduction to the company that doesn’t involve an overwhelming quantity of HR emails.
To offer professional services to client organizations ranging from banks and credit unions to healthcare institutions through a diverse mix of capabilities including auditing, automation, cybersecurity, and disaster recovery.
Enacting Cultural Change by Developing Soft Skills
As an employer, HORNE is committed to a compassionate working culture that fosters a sense of belonging, courage, and positivity among its employees.
Consequently, although HORNE’s services often take the form of highly technical work, the company is equally dedicated to improving its people’s soft skills, from leadership and emotional intelligence to communication.
That’s why HORNE wanted to create a meaningful, months-long learning project designed to improve the culture of feedback among its employees and managers. This extensive learning program was designed to train HORNE’s staff on stripping away the negative connotations of receiving feedback while accentuating the positive aspects of giving it.
In an effort to establish the project’s long-term impact, HORNE wanted to deliver the courses that comprise its feedback program over an extended period of time, giving learners the chance to reflect and complete additional assignments between training sessions.
Building and Automating a 2-Month Learning Journey
HORNE’s ‘Roadmap to Feedback’ project was delivered with the help of Bridge Journeys. The eight-week learning journey consisted of four live sessions every other week, supplemented by self-study assignments set in the intervening periods. These scheduled checkpoints incorporated items like surveys, reflective tasks, and feedback practice challenges which each cohort of learners experienced together as they traveled through the program.
As a learning journey, the ‘Roadmap to Feedback’ project allowed HORNE to schedule and automate each stage of its delivery, ensuring that each learning cohort was aligned on every session’s talking points and able to complete their training at appropriate intervals without feeling overwhelmed.
Merging Bridge With Internal Communications and Workflows
Employee responses to HORNE’s ‘Roadmap to Feedback’ learning journey were enthusiastic, with its learners demonstrating an appetite for receiving training where and when they needed it.
As a result, HORNE has begun the process of weaving Bridge into its workflows by presenting its learners with monthly training opportunities through its intranet.
By giving learners frequent and consistent opportunities to sign up to training programs, HORNE has applied the principles of its initial learning journey to its ongoing programs, combining Bridge’s learning infrastructure with the organization’s own internal avenues of communication.
SHARE THIS STORY ON SOCIAL MEDIA