En 30 segundos
Raquel Peña Alonso, Head of Talent for ASICS EMEA, explains why her team chose Sana Learn. She says the platform helps people throughout the business share knowledge and take ownership of learning rather than relying entirely on a small central team.
- 1Decentralized creationPeña Alonso says Sana offered the ability to create content across the organization rather than only through a central team.
- 2Knowledge in the businessShe expects many answers to come from people in the business and sees the platform as an enabler.
- 3Employees contributeShe says much of ASICS Academy's content was created without her team knowing in advance, reflecting employees' eagerness to share knowledge.
Conclusiones
- Peña Alonso wanted a way to create learning content in a decentralized manner.
- She expects knowledge and answers to come from the business as well as the talent team.
- Employees can take ownership of both creating and delivering learning content.
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Giving employees ownership of learning
Peña Alonso describes a decentralized approach to learning content. She says employees were eager to share what they know once an accessible platform was available.
Raquel Peña Alonso, Head of Talent for ASICS EMEA, says a key attraction of Sana was the ability to create learning content in a decentralized way. Her responsibilities include talent acquisition and learning and development across Europe.
She believes that many future answers will come from the business rather than her small central team. Sana can enable that shift, she says, by letting employees take ownership of both creating and delivering learning.
Peña Alonso says she did not know in advance that much of the content in ASICS Academy was being created. Although the loss of centralized control initially felt surprising, she views it positively: employees were eager to share their knowledge and needed an easy platform to do so.
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