Global expansion is often a sign of a healthy, growing business. But an aggressive hiring strategy in tandem with fast-paced M&A activity can lead to less workforce visibility and a more complex recruiting process for remote employees. And if you’re like Bioclinica, a leading provider of technology-enabled solutions for clinical research, you need to ensure both new hires and existing employees gain the education they need to excel in their roles.
Mona Pandeya, director of learning and development at Bioclinica, discusses how the company leverages Workday Human Capital Management (HCM) and Workday Learning to encourage greater employee engagement, stay connected with global offices, and empower every employee to share knowledge through video learning.
Can you tell us a little more about your industry and some of your unique workforce challenges?
Bioclinica is a global organization specializing in creating clarity in the clinical trial process. Our experts deliver exceptional services drawing on deep life sciences industry experience across a wide range of areas, including science, technology, regulation, data management, clinical operations, and therapies. We are the worldwide leader in medical imaging and eHealth services—providing life sciences companies with support for all phases of clinical trials—from oncology and neurosciences, to musculoskeletal and cardiovascular diseases.
Finding the right experts to impact clinical research is crucial, and many times this means hiring remotely. Having a largely virtual workforce can be challenging, so it’s important that we all stay engaged, learn from each other, and remain focused on one mission: positively impacting worldwide health.
Why did you choose Workday and how did it solve the previous issues you faced?
Our world prior to Workday included a lot of manual processes, several systems that were not keeping up with the pace of change, and trying to convert data from those systems. In the last four years, we’ve increased headcount by 550 percent, part of which is the result of M&A activity. Moving to one system for all of our HR information has been hugely important in helping us manage our rapidly expanding global workforce.
It’s very important that every employee who joins us from an acquisition is in the system as soon as possible. We are able to accomplish this with Workday HCM in a matter of hours and have visibility into each employee to start engaging with them right away. It makes for a much better onboarding experience and assimilation process.
Bioclinica went live with Workday Learning earlier this year. Can you talk about what the experience has been like so far?
We knew we weren’t moving from one traditional learning management system (LMS) to another. We knew we were entering an entirely different way of operating for learning and had to be open-minded. With a traditional LMS, you get what you get and know you might have to create some additional workarounds for what you don’t have. But I knew Workday Learning was going to be about rapid innovation, getting feedback from our employees, and having the opportunity to give Workday feedback on new features we’d like to see as the product evolves.
And while the concept of video learning isn’t entirely new for us, our employees are really excited about the ease-of-use and self-service aspects of Workday Learning.
How have employees been using Workday Learning thus far?
There’s a lot of specific education needed for our various systems and processes at Bioclinica, and Workday Learning has made creating educational videos and sharing that knowledge easier. Our IT department just did a redesign of our ticketing system, so they created a video showing the new user interface. We also recently launched Workday Recruiting, so our talent acquisition team has been busy uploading content around using those new features.
“I’d like our culture to move from an expert-teaching-employee mentality to everyone being an expert and teaching each other.”
What we learn about how employees engage with the videos will be great for understanding what content resonates with them. In preparation for speaking and sharing ideas at Workday Rising this year, I launched a feedback video using the interactions feature, and I can see how many views the video has, how employees have rated it, and read their comments. One of the questions I posed to viewers using interactions was, “How do you think using a tool like video will help you learn and teach on a regular basis?,” and I’m getting a lot of great ideas to help us build out our peer learning strategy.
What does your learning roadmap look like, and how do you plan to leverage Workday to get you there?
In the short term, we are focused on connecting our entire workforce. We’d like to encourage everyone in every office across the globe to create and share content so we can capitalize on our in-house expertise, modernize our onboarding, and be more consistent in our learning practices.
In the long term, I’d like our culture to move from an expert-teaching-employee mentality to everyone being an expert and teaching each other. Because Bioclinica puts so much emphasis on engagement, I also want to make sure we don’t get bogged down by compliance and process right away, and instead focus purely on the magic of video learning and peer-to-peer engagement. Eventually, it will be important for us to find the sweet spot between content creation and regulation. But for now, the sky is the limit.
For more on Workday Learning, explore the eBook here.