juno journey
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Prodware

Prodware built one learning approach across fifteen countries

Four colleagues learning together around a laptop
different employee journeys were created across 15 different countries
1160different employee journeys were created across 15 different countries
of Prodware employees use Juno to upskill every month
79%of Prodware employees use Juno to upskill every month
countries united into one centralized learning approach
15countries united into one centralized learning approach
Industry
Computer Software
Employees
1270
Headquarters
Paris, France
Founded
1989

Journeys

Products

Challenge

Prodware emphasized their ambition to unite all of their teams, which are spread across 15 countries, into one centralized learning approach and space. Their desire to adopt an employee-centric approach to learning proved they wanted the ability to effectively manage learning and development plans for all 1160 employees and tailor to specific skill-sets, gaps, and needs.

  • Tailored paths for professional growth

    Recognized a lack of personalization in employees professional development paths and journeys.

  • Tracking progress

    Inability to track and monitor employees progress across multiple different channels and difficulty overseeing onboarding and learning processes across all 15 countries where Prodware is located.

  • Automating tasks

    HRs and managers were spending significant time on manual tasks which ate up a substantial amount of their time, recognizing the need to automate their processes.

What they built

Automated and smooth onboarding journey

Effortlessly pushing content to employees and tracking their progress all in one analytics hub

  • Managers now have the comfort of locating all learning materials in one space, from which they can easily assign internal and external content to their teams.
  • Building automated and smooth onboarding journeys tailored to Prodware's organizational needs.
Illustrative, example data

Learning Pathways via Channels

Cultivated learning and growth opportunities

  • Receiving personalized content recommendations.
  • Individually tailored development plans suiting specific positions and skill sets.
  • Grouping employees by department, country, and position by creating tailored channels to build organized and structured learning pathways.
Illustrative, example data

Results

  • of Prodware employees use Juno to upskill every month
  • different employee journeys were created across 15 different countries
  • countries united into one centralized learning approach

In their words

“By creating personalized development paths with Juno Journey, we have been able to create an employee-centric learning approach at our organization, which has significantly boosted our employee engagement and satisfaction”
Mariam KoshadzeKnowledge Manager, Prodware