Posted on 17 Apr 2018

THE CHALLENGES

When Natalie Marsh, General Manager People and Planning at the Department of Industry, Innovation and Science set out to find a new Unified Talent Management solution, she knew four things were essential:

  1. It was easy enough for HR staff to learn the skills to be able to make changes so that technical consultants weren’t required
  2. It was integrated with other systems and provided a seamless experience
  3. It covered performance, learning and development and recruitment
  4. It provided a great experience to employees

“It was about the employee,” explains Marsh. “Something simple that they could use, with single sign on, that looked good and linked everything together.”

 

“I wanted it bigger than just a collection of L&D advertising. The Learning Management System from PageUp gives us the ability to put all sorts of things on there. We can attach a TED Talk and we can put in our own courses”

Natalie Marsh
General Manager People and Planning
Department of Industry and Science

 

THE SOLUTION

The department selected PageUp Recruitment, Onboarding, Learning and Performance. PageUp integrates with their key payroll system (Aurion), Identity Access Management system and other systems, providing a great experience for users and countless efficiencies across the department. They first rolled out Recruitment and Onboarding and the required integrations, before introducing Learning and Performance.

 

THE RESULTS

The new system dramatically improved the experience for new hires. “The advantage for me is the linkage from using the applicant tracking system and the automation to onboarding,” says Marsh. “But for the employee and managers it’s really reduced duplication. The manager, through the system, actually starts the onboarding process, so the successful candidate gets all our paperwork online. We used to have several different areas of the department mail them separately, so everything’s there that they need to be onboarded – fully tailored to different parts of the department depending on needs.”

The improvements are appreciated. “I’ve had some feedback from new starters who said they’ve never seen anything quite like it in the public service. There’s improved productivity from having someone start on their first day and be able to start work, from their engagement and from the fact that we actually can get them working straight away,” says Marsh. PageUp is also used to onboard contractors and volunteers.

Before the Learning module was introduced, people didn’t have a place to go to see what learning and development (L&D) training they’d completed and the process to apply for programs was extremely manual. “I had to think about the different ways people want to learn and how we might do that,” explains Marsh. “I wanted it bigger than just a collection of L&D advertising. The Learning Management System from PageUp gives us the ability to put all sorts of things on there. We can attach a TED Talk and we can put in our own courses.”

The uptake from employees has been promising, as evidenced when the department added a SkillSoft integration, Skillport to the system. The Skillport button was in the system a couple of weeks before HR announced it. “We went in to see how our communication strategies were working and we discovered that before we even told anyone about Skillport, a couple of hundred people had gone in and logged into a course,” explains Marsh. “That told me that people were one, going into PageUp regularly, and two, were actually using it for L&D without us having to do anything. We were really surprised that we had that much interest without us even talking about it.”

The flexibility of the PageUp Performance module was perfect for the department’s approach to performance management. “We actually ran our design thinking process using our own innovation lab – we really wanted to design a system that our employees wanted and not a system that HR wanted,” explains Marsh. The resulting system of regular informal check-ins is facilitated by PageUp Performance.