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Renault employees self-assess their managerial skills using Domoscio Hub

Renault Group’s Learning & Development department has implemented Domoscio Hub, Domoscio’s Adaptive Learning tool, as part of a pilot project to offer personalized learning methods to the company’s employees.

1. The Renault x Domoscio project 

With the use of Domoscio Hub, Renault wants to provide new managers (and employees who aspire to become managers) with learning plans based on an existing skills framework: “The Renault Way”. The objective? Offering managers individualized learning experiences to develop their soft skills and support them in the transformation of performance evaluation.

Different options are available in Domoscio Hub to diagnose the level of proficiency of employees. For this implementation, Renault decided to test its latest functionality: self-assessment. Self-assessment enables employees to assess their own level of proficiency in a set of skills related to their job. 

To provide a quality learning path for the company’s learners, the Renault learning teams adapted their learning design prior to the pilot with the objective of identifying the learning materials linked to the skills framework. All of this was based on a level scale adapted to the context and environment of new managers. Domoscio’s authoring tool was used by Renault’s Digital Learning Managers to create and implement an Adaptive Learning Experience in just a few weeks. This was integrated into the company’s learning environment (LMS) to offer learners a seamless learning path.

Employees had six weeks to discover the Adaptive Learning Experience “Develop your management skills”. Several key events were held to engage employees in the project. At the beginning of January 2022, the project was officially launched. The aim was to introduce the concept of competency-based approach and the interest of Adaptive Learning solutions to provide tailored learning paths. With this, new managers can increase their skills and follow an engaging learning experience based on their own level and needs.

2. Learner engagement  

The right communication was sent at the right time to encourage employees to follow the Domoscio experience. This communication was effective as 100% of the learners involved in the project started their experience and took their self-assessment. 94% of the learning materials recommended to the new managers were followed: users judged them particularly adapted to their profile and needs. Adaptive Learning has enabled to observe an increase in the skills of employees in this new management role.

The pilot project ended with a series of exchanges and workshops organized in small groups, for Renault (and Domoscio) to gather qualitative feedback on the experience of the company’s employees. The feedback and performance indicators were very positive, both in terms of learning impacts and the added value as perceived by the learners: The new managers all appreciated the possibility of using the tool to monitor their skills development over time in relation to the job requirements defined by their company.

Following this successful pilot, the Adaptive Learning approach should be extended to other learning programs and business units to better support the company’s employees in their upskilling process.