About Suntory PepsiCo Vietnam Beverage
Challenge
Following the success in building and developing a culture of continuous learning across departments, Suntory PepsiCo wishes to spread this spirit of learning to manufacturing plants. With the goal of digital transformation of training at factories, Suntory Pepsico converts face-to-face training to online training. They started with the program: Good Manufacturing Practices in Plants (GMP).
This is also the time when Suntory PepsiCo faced a big challenge for learners – factory workers:
- The age of learners is spread: from 18-40 years old
- Education level: graduated from high school and above
- A large part of learners are not familiar with technology devices
Where and how to start to change behavior and build learning habits for learners with portraits like this? Let’s find the solution with AMBER!
Solution from Amber
Starting from digitizing training content…
To digitally transform training, the first thing to do is turn face-to-face sessions into online lectures. Suntory Pepsico selected the program “Good Manufacturing Practices (GMP)” as the first content to digitize and apply new training methods for factory workers. With content related to policies and regulations like this, if conveyed in the right way, learners will easily apply it at work, notice the improvement and be open to new training methods. That is why the content of the lecture that AMBER digitizes needs to ensure the following elements:
Make sure it's easy to understand
AMBER chooses to convey with close, easy-to-understand language and always weaves real work examples to illustrate knowledge. Not stopping there, provoking questions and knowledge repetition always appear “surprise” to stimulate learners’ thinking. This is how AMBER cleverly introduces active learning elements into each lesson. In addition, AMBER also breaks down knowledge units (micro learning) so that each lecture lasts only 5-7 minutes. Thus, the acquisition of information will be more effective because learners only need to focus for a short period of time.
Friendliness guaranteed
Excitement Guaranteed
Interest is the key to retaining learners throughout the training process. At this point, AMBER lets gamification (game elements) speak. The whole training program was turned into a contest “Finding excellent employees” by AMBER organized by Suntory PepsiCo. The competition is divided into 4 stages, completing each leg, learners will achieve the corresponding learning goal.
Step-by-step conversion: Face-to-face training -> Combined training -> Online training
Although transitioning from face-to-face to online training is inevitable, it should be done slowly so that learners can adapt to new behaviors and learning habits. The mentality of resistance to change is sometimes so dangerous that it causes a training program to fail, and moreover to be a waste of investments. Therefore, AMBER came up with a step-by-step training method conversion strategy.
The workers at the factory were too familiar with the traditional way of training. At the first point of changing training methods, make the learner aware of the change without feeling pressured to change. AMBER suggests that the training department can use the digitized lectures as teaching materials during the in-person training session. As learners become more familiar with the lectures and instructor operations, gradually assign them a few small tasks that require them to access the online learning platform.
At this point, the new way of learning has become familiar to them ever since, and accessing an online platform is easier for them than ever.
Understanding learners is always a difficult challenge for trainers, because each learner is different, we need a different training strategy to properly meet their needs, making them master. kinematics, and optimize training investment.
If you are looking for a more optimal online training solution for your business, contact us right here for detailed advice!
