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Bite-size training
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Global solutions
Kategorie #1
Kategorie #4
Leadership & management
Outsourced managed learning
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Case Study
Creating the Amgen Virtual Curriculum and Learning Hub
Amgen, one of the world’s largest biotechnology companies with approximately 23,000 Staff working in more than 20 countries, has trusted Hemsley Fraser since 2016 to partner with them to bring world-class and scalable career development, business effectiveness, and leadership skills learning to their enterprise.
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Case Study
Providing transformative connections and engagement for a European FMCG business in response to COVID-19
Our client utilized Hemsley Fraser’s Learning as a Service approach to support specific L&D initiatives, such as a modular leadership program, performance management processes, and individual contributor sessions so that learners on these fully blended experiences had access to supporting digital learning materials anytime, anyplace.
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Case Study
Providing enterprise workforce development solutions for a global pharma business
A major player in the pharma industry, our client has exacting standards and challenged HF, from the outset, to partner with them to develop their learning organization and bring scalable learning to their enterprise. Having launched the first centralized curriculum some 3 years ago, we’ve been collaborating with their enterprise learning team to steadily grow the portfolio and broaden the delivery modalities. A major development in this process was the launch at the start of 2020 of their customized learning Hub. Now, for the first time ever, everyone in their organization has access to consistent, curricula-aligned, and affordable learning options.
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Case Study
Improving performance through better leadership at EDF Energy
Hemsley Fraser and EDF Energy partnered to empower all employees working in a leadership role, leading to better management and increased organizational performance. Successful leadership is integral to organizational performance. In a highly competitive market, EDF Energy sought to differentiate themselves through an innovative and engaging development program.
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Case Study
Implementing consistent leadership at a global car maker
Each year, our automotive client promotes or hires around 1,300 new leaders around the world. HF worked with our client to design a global program using the most recent & influential research on contemporary leadership, equipping new hires with the personal & people management skills needed to lead their teams & achieve desired business results.
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Case Study
Cascading service excellence at a global defence manufacturer
This global defence manufacturing group wanted to shift its business emphasis from a product orientation to a service focus. With growing competition - and with defence budgets in its major markets experiencing reductions - the group had to evolve its business model beyond the design, development and manufacture of defence systems and equipment.
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Case Study
Delivering globally-consistent management training at a bank
Maintaining a common culture & ensuring consistent development of a talented new management pool was the goal for this client. HF worked with this financial group to create a new management training program that set the standard for consistent operational procedures that are now replicated worldwide. Our partnership has helped the client to set the global standard for first-line managers.
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Case Study
Implementing ‘business partnering’ skills at a global FMCG company
With a desire to focus on business partnering skills as an improved means of working, our client partnered with us to create a high-impact behavioral change program for middle managers. Our global, blended learning solution helps our client's middle managers more effectively influence stakeholders, enhance their personal impact & better manage their internal business relationships.
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Case Study
Collaboratively enhancing performance at a global energy company
When implementing change, many organisations simply impose new processes on their workforce. Rather than creating a sense of ownership, this often leads to resentment and resistance. A better approach is to involve the people who will be affected by any change - and to take their views into account. This thinking is embodied in a new, collaborative approach called team-based organisational change (T-boc).
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