Elearning! Fall 2007 - (Page 29) sales associates paved the way for a technology-based delivery approach for the merchant training initiative, especially for training at lower levels of the curriculum. The curriculum design team was composed of top-performing merchants and internal learning strategists. Using e-learning tools provided by Convergys, members of the team were able to easily share information such as storyboards, character choices, audio and visuals. This helped streamline decision making and simplify the review process. The design team set out to determine what specific training was needed to increase specific competencies, the appropriate learning sequences. Its mission was to create content that would help shift the role of buyer from a task-driven job to one that emphasized strategy and decision making. The entire training initiative — which was planned to have four curriculum levels — was to reach all merchant positions, from executive to assistant buyer. However, the team started by first focusing on a core curriculum that would address the training needs of assistant The Challenge: Saks’ conventional classroom and on-the-job training were costly, labor intensive, and limited in terms of numbers of learners. Employees did not receive sufficient training for ongoing career development. The Solution: The company formed a unique partnership with the National Retail Federation, which awarded it a grant to develop merchant training as part of an overall effort to build jobs in the retail sector. This gave Saks extra funds for program development, and the NRF obtained rights to use the training for its members. The Results: New e-learning courses were launched in early 2006 by the new Saks University. Through the company’s LMS, employees can register for courses and organize their development plans. The training group can automatically position required courses on an employee’s development plan and track completions. buyers, who are typically college graduates with business or fashion merchandising majors and part-time retail experience. Most come to the merchant position with a career goal of being a fashion buyer within two years. While brand-conscious and somewhat knowledgeable about the fashion marketplace, most assistant buyers do not come to the job with the ability to balance and execute the analytic and creative skills required in the competitive retail environment. The goal of the new curriculum was to elevate the position, lay out and address the competency expectations, and accelerate time to competency in order to expedite advancement. The new courses were highly interactive and included animation, decision tree processes and simulations. To complement courses, the team also developed a variety of accompanying tools, such as links to internal resources, glossaries and coaching guides. Elearning! Fall 2007 29 http://www.elearning.b2bmediaco.com/enews.php http://www.elearning.b2bmediaco.com/enews.php
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