December AP

Developing a Learning Organisation

Academy Pack December 2024

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Stephen Batchelor

Training Hours

Executive Summary

EiC Level 1 Pass Rates

Overdue EiC

PDP Progress

EiC Pathways

Apprenticeship

Skills Matrix

Index

Industry

Succession & Talent

Away Day

We support the cultural shift towards a learning organisation by creating, acquiring and transferring knowledge, to underpin observed and measured change.

Skills Matrix:Initial completion is still underway, breakdowns are within the pack. We’re currently working with each department to adapt the insight dashboards to align to their individual usage needs. Excellence in Claims: The first EiC Pathway completion data is included this month. The team continue to work full steam ahead on the outstanding Pathways to be delivered in 2024 Succession & Talent: The succession tool needs to be completed for everyone by the end of Q4. Any questions, please contact claimssuccession@allianz.co.uk Regular reports: Training hours, EiC pass rates/overdue exams, PDP completion & apprenticeship progress are all stable

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Training Hours YTD

MK CHC

8%

Training hours up 8% on last month

BH CHC

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EiC Pass Rates 2024: Level 1

13

Level 1s taken in November

Passes

Index

Distinctions

BH CHC

EiC Pass Rates 2024: Level 1 - CHCs

MK CHC

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MK CHC

Overdue EiC Level 1

Currently no overdue Level 1s in Birmingham

Tech

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Example from Motor Pathway:

EiC Pathways

The Level 2 Pathways launched on 9th September They are hosted on AllianzU Click on the EiC logo to go directly there:

Pathways to be completed by year end: Motor Motor Tech Property Casualty BI Casualty Non-BI Pathways to be created in 2025: Fraud ICHC Non-disclosure and Misrepresentation Civil Litigation Disease Financial Lines

Why storytelling works

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EiC Pathways

Pathway Completion Rates Click on the boxes for breakdown by module:

Motor Tech

Motor

CP

Fraud

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PDP Completion

80%

Development Homepage

Tools for Managers

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Skills Matrix

The Technical Skills Matrix has now been launched across Claims, along with the Knowledge Hub, both of which can be found below:

Click on the CHCs below for breakdown:

Skills Matrix

Knowlege Hub

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Skills Matrix

With initial dashboards up and running, our focus now is on tweaking the visualisations to maximize the value that each department gets from their data. Here is an example of how We’ve been asked to present a view of competency within a current authority band vs readiness for the next band along under each of the four key competency areas.

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How do the Skills Matrices and EiC Level 2 Pathways fit together?

Skills Matrix

Whilst both tools are still in their infancy, Dave Fox is already putting his Data Apprenticeship learnings to great use, and spotted a promising correlation when reviewing the first EiC Pathways completion data.

We’ve combined the Motor Pathway modules completed, and the skills most often marked as “Learning/development need identified” in the Skills Matrix into four common themes, and plotted them together here: Not only does this validate our insights gained from the Skills Matrix, but it also indicates that the Pathways are being used to upskill on areas where it matters in a timely manner. It’s still early days, but very encouraging.

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Allianz Claims Technical Apprenticeship

Study Modules

Update

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Allianz Claims Technical Apprenticeship

Apprenticeship commenced September 2024

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Allianz Claims Technical Apprenticeship

Study Modules

The 2024 Cohort have just begun their apprenticeship journey in September 2024. Mentors have been allocated. All four apprentices have completed the first assessment and are studying for IF4 and will shortly be booking on to the assessment. Joe Cleveley has already booked on to his assessment for 13th December.

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Succession & Talent

Timeline Jul 24: – Deadline extended until end of Q4 Aug 24: Initial report created based on data collated until end of July Dec 24: Deadline for completion of tool by all leaders Jan 25: Data cleanse, analysis & report. Jan 25: Database available for all leaders Jun 25: Deadline for Succession ‘25 Conversation 1. Jul 25: Data cleanse, analysis & report. Jul 25: Database available for all leaders. Dec 25: Deadline for Succession ‘25 Conversation 2. Jan 26: Data cleanse, analysis & report. Jan 26: Database available for all leaders

The Claims Succession Management database - aligns to our Strategic Workforce Planning needs and helps us to: Identify individuals ready for their next career step. Captures new career and development opportunities. Supports the capture of individual career aspirations and aids development activity and conversation. Recognises opportunities and mechanisms to build experiences and expertise in the right way. Encourages meangingful conversations between leaders and their people Nudges towards utilising PDPs Our fundamental aim of the tool is to be able to support our people, retain our talented staff and contribute towards our goal to become a learning organisation through growth opportunities.

Succession Platform

Leaders Guide

Index

Industry

5 Learning and development trends 2024

Utilising the power of AI

Article from theaccessgroup.com

Developing skills for leadership roles

Learning and development has seen a big change in recent years – the rise in artificial intelligence has caused a stir across all sectors and shown how technology can impact the way people carry out their roles. These are some emerging trends in learning and development that will have an impact on the L&D landscape going forward

Diversity, Equity and Inclusion

Why storytelling works

Learning in the flow of work

Shaping a culture of learning

Index

Link to article

Away Day

Last week, the wider Continuous Improvement area congregated in Milton Keynes for our first Away Day as a department in it's new structure. We welcomed Central Operations in to the fold, and had individual presentations from each team about what they have been working on in 2024 and plans going forward.

Why storytelling works

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Contacts

Lisa Hewitt

Daniel Morris

Tatum Carter

Steve Batchelor

Dave Fox

Dave Holder-Twomlow

Lauren Robertson

Karen Keenan

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Diversity, Equity and Inclusion training initiatives It goes without saying that fairness, equality and inclusion should be woven into the fabric of your organisation’s values. However, you need to ensure you are also holding your learning materials to the same standard. By doing so, it will ensure everybody can access and utilise learning in a way that suits them most. Consider the following points: • Is the navigation of your training easy to follow? • Can the text be enlarged and is the font legible? • Has the content been tested for accessibility? Utilising technology to ensure these needs are met will give your employees the reassurance that the organisation they work for is taking DEI seriously. When you provide inclusive and accessible learning content, you are empowering all employees by removing any barriers they may be facing.

Update Leo is on track with apprenticeship studies. Leo has spent time with CVT as part of his mini-rotation. Has a keen interest in working in fraud prevention in the future. Leo also spent some time with a Motor Engineer both in the office and out visiting approved repairers. Leo passed the exam for M94 and is about to submit coursework to fully complete the module.

Study Modules

Insurance, legal & Regulatory (IF1) Insurance claims Handling Process (IF4) Cert CII Claims Practice (M85) Motor Insurances (M94) OR Liability Insurance (M96) Dip CII Insurance Business & finance (M92) Insurance Law

Learning in the flow of work Another of the future trends in learning and development is integrating learning seamlessly into the flow of work. By embedding learning opportunities with employee’s daily tasks, they are more likely to seek out different types of training and encourages a more hands-on approach to learning. Learning should be: • Available on demand • Offered in bitesize chunks • Undisruptive to a workflow By embodying these principles, organisations create an environment where learning becomes a natural aspect of an employee's professional journey. To facilitate this, organisations can use a mobile app connected to a Learning Management System that delivers easily digestible content. This makes it convenient for users to undertake training during short blocks of free time. Such an approach not only enhances the effectiveness of training but also promotes a culture of continuous improvement, where knowledge acquisition aligns seamlessly with the demands of the modern workplace

Utilising the power of AIAccording to research carried out by Gov.uk, around one in six organisations have embraced at least one AI technology, showing that Artificial Intelligence and the role of technology in general has a huge part to play in the L&D space going forward. Organisations are looking at ways AI technologies can help with making digital learning more robust and streamlined, including

• Creating personalised learning journeys
• Reducing time spent on administrative tasks
• Providing real-time feedback for assessments

While there is still ways to go for AI automation, the surge in its reliance and the way it has been utilised in the past 12 months paired with the recognition of the L&D opportunities it brings suggests this is only the beginning.

Study Modules

Insurance, legal & Regulatory (IF1) Insurance claims Handling Process (IF4) Cert CII Claims Practice (M85) Motor Insurances (M94) OR Liability Insurance (M96) Dip CII Insurance Business & finance (M92) Insurance Law

Study Modules

Insurance, legal & Regulatory (IF1)Insurance claims Handling Process (IF4) Cert CII Claims Practice (M85) Motor Insurances (M94) OR Liability Insurance (M96) Dip CII Insurance Business & finance (M92) Insurance Law (M05)

Developing Skills for leadership roles The importance of strong leadership has never been more pronounced and this became even more present throughout 2024. Notably, the most recent LinkedIn Learning Report underscores this emphasis, revealing the top three training priorities for managers: 1. Leadership and management skills 2. Role-specific digital upskilling and digital transformation 3. Supporting employee career development These findings are really no surprise: developing staff for leadership roles and presenting them with opportunities that will advance their skillset will lead to job satisfaction, with the same report confirming that employees’ top motivation to learn is progression toward career goals. The feeling of belonging within an organisation will also increase employee retention and create a more resilient and flexible leadership team. When looking to develop leadership skills within your organisation, you should consider undertaking the following activities: 1. Skills gap analysis 2. Performance measuring metrics 3. Targeted management and leadership training

Shaping a Culture of Learning A culture of learning is not just a corporate buzzword; it's a daily process. Beyond merely presenting learning opportunities, organisations must actively support employees on their journey towards lifelong learning. Your organisation should encourage: • Pursuing further learning opportunities beyond training they may view as a box-ticking exercise • Utilising a learning management platform such as an LMS which provides insightful data to measure learning uptake • Fostering a collaborative knowledge-sharing environment • The freedom to undertake learning on a self-guided basis Shaping a learning culture cannot be a ‘top down’ approach, led by senior managers and L&D teams. It has to be a daily line management process. Supporting managers to put the focus onto learning and innovation rather than conformity and process can be challenging, especially when individual targets ultimately feed up into organisational metrics and the demands of external stakeholders.

Study Modules Insurance, legal & regulatory (IF1) Insurance Claims Handling Process (IF4) Cert CII Claims Practice (M85) Motor Insurances (M94) OR Liability Insurance (M96) Insurance Business & Finance (M92) Dip CII Insurance Law (M05)