Case Studies
An ePortfolio for Norfolk and Suffolk NHS Foundation Trust’s healthcare...
Find out how the NSFT implemented an ePortfolio to support learning for their healthcare support workersFrom learning to application: a workflow approach to enhancing training...
Find out how a company used a learning workflow approach to improve the effectiveness of its employee training programmesDigitising the Care Certificate for Stockport NHS Trust
Find out how Stockport used the platform to support and develop its Healthcare AssistantsManagement development in the workflow
Find out how the platform’s focus on guided learning over time was a real differentiator for this global consumer products company.A digital solution to support blended learning
How our LWP works for training provider Interaction Learning and Development.User Feedback – Induction
A UK Government Department provided us with fantastic feedbackTransforming training delivery
The platform enabled the company to reduce staffing costs and at the same time scale up its business.-
I wouldn’t hesitate in recommending the platform. It is a highly secure platform, which is business critical for some of our clients. It’s very flexible from a programme point of view; it’s completely designed to support the delivery of almost any development programme. Paul and his colleagues are continually evolving the platform, so it never stands still.
Senior Learning Manager -
It has been fantastic to work with you to develop our new preceptorship learning pathway and thank you for all your wonderful support and advice.
The benefits of using the online learning pathway have been wonderful, as the pathway enables us to have online access to the preceptorship portfolios and is a very user-friendly and easy system for our staff to use. Preceptors and preceptees using the system have already commented on how easy the pathway is to use.
The pathway has also become an essential tool in ensuring timely reports on how the preceptees are progressing. As preceptorship lead, I found the pathway very easy to use, when developing our new preceptorship programme and Paul has been a fantastic help.
Preceptorship Lead -
We introduced the Learning Pathway as the platform to support our new Electric Coaching Programme at the end of 2015 and have found its interactive style a very good way of helping candidates really embed their learning into their workplace. Its modular design enabled us to develop a series of short practical activities that encouraged candidates to engage with the self-managed element of our Electric Programme between their attendance at the initial workshop and their final assessment interview.
Managing Director - Coach-Mentoring Training and Development -
People Alchemy understands how learning needs to work and the role learning transfer has in that. The system mimics this thinking. It shows an understanding of what needs to happen for us in L&D to be effective and make a difference. And because of that understanding they develop the technology in the right way. They focus on what it is you need your people to do because the system can enable that.
Head of L&D -
Because mentoring is really embedded in the heart of what People Alchemy does, it started a culture shift from traditional learning to a more experiential model of learning where 70% of the learning is done by the individual leading themselves, and in conversation with their mentors and people within the wider team. People Alchemy is one of the tools that’s enabled us to start changing that mindset.
Group Head of L&D -
People Alchemy showed that they considered the whole problem we were trying to solve, and how their products integrated into a wider solution that would work for us. They didn’t just try and ‘sell us’ their product. It is this considered approach and their conduct throughout the whole bid process that has shown them to be unique in the market and a pleasure to deal with.
Learning & Development Business Partner -
I like the Induction Pathway because it encourages people to learn for themselves, to find their way around systems and processes and to share their learning with their manager. As it’s in modular form, people can dip in and out to refresh their knowledge at any time. It also needs minimal resource to keep it up to date – when processes and policies change people find the most up to date version.
Chartered FCIPD, HR Director