Fifty: quantifying the effectiveness of an AFEST training system using KPIs

Les trainings In traditional companies, they encounter many pitfalls: they are often disconnected from professional realities, and are sometimes too focused on theory. In this context, employees have difficulty putting freshly acquired knowledge into practice. It is to solve this problem of the transition from knowledge to competence that Fifty has developed its web application. This platform was designed to help workers move from theoretical knowledge to practical application in real work situations. To do this, our solution uses KPI (performance indicators) to assess the effectiveness of the system of training AFEST set up.

The employer and the training obligation

In its article L6321-1, the Labor Code recalls that the employer must “ensure the adaptation of employees to their workstation, ensure the maintenance of their ability to hold a job, in particular with regard to the evolution of jobs, technologies and organizations. In this sense, it can offer trainings who contribute to the development of skills, as well as to the fight against illiteracy.”

As such, the employer is bound by an obligation to training towards its employees. The breach of this duty exposes him to compensation to the injured employee, even if the latter has never taken the initiative to seek a training.

In the vast majority of cases, companies comply with their obligation and strive to implement a policy of training internally. The objective is twofold: to support employees in their skills development, and to adapt to the structural and organizational changes induced by the digital revolution that affects all sectors.

However, it must be noted that the devices of training classical studies present a major shortcoming, namely the absence of specific, concrete, and detailed learning objectives in order to describe observable and quantifiable behaviors in the workplace. Sometimes, there is a gap between what employees are taught during training sessions and the reality of the tasks they perform on a daily basis as part of their work. But also, employees encounter difficulties in putting into practice the theories acquired during these sessions, in particular due to the lack of post-operative follow-up.training.

The solution developed by Fifty aims to respond to these problems. In addition to supporting employees in the acquisition of new habits on an individual level, this platform also makes it possible to assess the impact of training at the organizational level thanks to KPIs performance (of course, the results are anonymized).

The platform makes it possible to draw quantifiable data concerning the effectiveness of the AFEST system implemented within the company. With this information, Human Resources managers will be able to become aware of the effectiveness of eDoing in relation to training face-to-face or eLearning, which have lower retention rates.

The aim of Fifty is to make employee training more effective. To do this, we propose a precise and practical educational approach based on the behavioral economics of nudge theorized by Richard Thaler, 2017 Nobel Prize in Economics.

Once connected to their personal space, each employee receives personalized actions to perform in a work situation. These are automated thanks to an algorithm based on Artificial Intelligence.

The learning process is adapted to the skills targeted, and the knowledge acquired during the simulation sequences can be consolidated during the reflexive phases with the support of a tutor. The practice is done gradually, which gives the learner time to fully master everything that was learned during the training.

Fifty: optimize the effectiveness of your training sessions thanks to performance KPIs

A platform that delivers actions to be carried out in the workplace in order to improve the business skills and soft skills of employees, Fifty meets the needs of businesses who want to measure the effectiveness of their system AFEST training using KPI of performance.

The platform developed by Fifty relies on digital tools and integrates both the educational path, the mode of proof and cold reflexivity. The change is quantified, allowing the learner to measure the progress made.

This pedagogical approach was designed in such a way as to arouse the motivation of employees: the Nudge allows them to maintain their attention and promotes the application of the knowledge acquired. As for A.I., it makes it possible to develop a unique career path in perfect accordance with the objectives sought.