Page 10 - Q1 2022 Rosendin Corporate Newsletter

2022 WINNER Stephanie Roldan, Vice President Quality & Training

posed by the COVID-19 pandemic. The company’s innovative use of “We needed to find a balance
“Investment in training continued technology kept pace with the need to between allowing some employees
to be fully supported by executives operate remotely during the pandemic. to continue remote or hybrid work
during the COVID-19 pandemic,” L&D leveraged Microsoft Teams and while still maintaining engagement
Hart and Roldan emphasize. “The Jabber in training initiatives to create and connections with their managers
Training team was able to quickly social networking opportunities and and teams,” say Hart and Roldan. “The
adapt to the needs of learners, peer-to-peer communications. “Simply Talent Development team was asked to
including both office and held staff.” using MS Teams is not innovative, but develop a training program that would
the company relies on MS Teams to allow employees and their manager to
Because Rosendin had projects build communities of learners as a work together on a hybrid work plan.”
considered essential when shelter-in- conscious decision to become learning
place lockdowns first took effect, Hart management system-free. This decision The program consists of an automated
and Roldan explain, not all projects was made after considering feedback workflow of assignments using
stopped work immediately. “For those from stakeholders that they did not Microsoft Forms, which is sent to
at jobsites, training remained just as enjoy the user experience of multiple employees and their managers. Upon
important as ever,” they say. “And LMSs,” say Hart and Roldan. “Instead, employee registration, managers can
training has continued to develop the Learning and Development team either approve or reject the employee’s
new programs with the utilization built communities of learning based request for the Hybrid Work Program.
of virtual platforms and to improve on role-specific programs, new hire Upon approval, employees are sent a
current programs to reflect the switch orientation, and intern programs, to series of 10 modules, each consisting of
to virtual instructor-led training.” name a few. An added bonus is that MS a video and written assignment. After
Teams has provided seamless access completing each module, managers can
In 2021, virtual training continued as view employee responses. Modules in
to all of the company’s procedures
the company realized its L&D team was the workflow are sent to the employee
and manuals, offering a full suite of
able to leverage the time saved from 24 hours later. This program helps both
readily available resource materials.”
travel and conducting in-person training the employee and manager develop
to build new content. The savings from LEADERSHIP OF REMOTE TEAMS and implement a plan to maintain
the move to nearly 100 percent virtual communication and engagement
training, and the elimination of travel Regardless of how great the technology while working in a hybrid setting.
within L&D, allowed the department to is, and how creatively it’s employed,
return a significant amount of its budget it won’t do the company any good if EXPERT PROJECT MANAGEMENT
without implementing any furloughs or leaders don’t know how to use it to stay
layoffs. Additionally, the progress and connected to their teams. This required The quality of services Rosendin is
efforts made in the last year has allowed quickly getting people up to speed able to deliver to customers would
L&D to onboard additional employees with new platforms such as Zoom and not be possible without great project
to support new programs and expand Microsoft Teams and providing work managers. Prior to shifting to a
the Quality Assurance/Quality Control groups with ideas to stay connected virtual platform, PM Boot Camp was
(QA/QC) team to support the QA/QC and engaged with each other. One an intensive three-day program
Certification Program and associated initiative to address this challenge designed to get new project managers
training initiatives within the team. was the hybrid remote work plan. up to speed quickly. Members of
senior management attend each

10 | THE FEEDER