Learning Business Council
ADP’s Learning Business Council consists of senior leadership executives from each business unit, as well as learning leaders from across the enterprise. The council collaborates to discuss and influence key strategic projects, issues and future opportunities.
For example, as a result of the pandemic, our training strategy had to pivot suddenly, enterprise-wide. Every program went virtual—often while in-progress. Every new-hire class stayed on schedule, every key initiative progressed without fail and critical regulatory support was delivered. Additional training and performance-support programs were rapidly implemented to guide clients and associates though FFCRA/CARES Act payroll legislation.
ADP believes empowering clients and associates through learning is integral to its success, evidenced by strategic organizational goals tied directly to learning. ADP’s functional learning and performance division, Enterprise Learning (EL), is entrenched in achieving these goals by helping clients, associates and ADP thrive as our products, technologies and business practices transform. This is achieved through our mission to drive an effortless and dynamic learning experience that positions our stakeholders for success.
Redesigning training with AI
We optimize personalized, modern learning experiences and outcomes throughout ADP by leveraging technology, data, design and talent to ensure our programs are engaging, insightful and impactful. In part, this is achieved through our investments in digitized learning solutions that help associates and clients do their jobs efficiently and effectively, including (but not limited to):
- NextGen knowledge management — This online knowledge base houses information that helps associates service clients. It uses modern authoring techniques and advanced search technology to answer queries with relevant and fast search results in the moment of need, with content that is easy to scan and consume.
- In-product learning — We embed guided walk-throughs within ADP’s products that provide instructional support to clients and associates in the flow of work, thus reducing effort, affording them the opportunity to learn how to get optimal use out of our products while completing their day-to-day tasks. These walk-throughs can be added or updated quickly, enabling us to deliver new instruction whenever there are new technologies or legislative changes.
- Learning Management System (LMS) — This system is our library for the virtual, on-demand training courses that we design, deliver and manage for associates (myLink2Learn) and clients (myLearning@ADP) alike, providing instruction on everything from product knowledge to soft and technical skills.
- Augmented Reality On-boarding — With more and more associates getting on-boarded remotely, we faced a new challenge of how to start the training process without in-person guidance. In response, we introduced augmented reality on-boarding materials that allow new associates to scan a code on their phone where they are greeted with a welcome message and instructions for getting set up and started. This seamless, augmented-reality introduction provided our new associates with links to HR information and videos about getting started in their learning journeys.
Worldwide Sales Operation Learning and Leadership
ADP pays special attention to our client-facing sales organization in regard to on-boarding, tenured and leadership training. We support over 7,500 sales associates, as well as additional sales support staff.
Our focus on modern sales contains an emphasis on ethical selling including a diverse and inclusive approach to our buyer personas, roles, industry and market needs. We believe this creates a salesforce that can fit ADP’s solutions to each unique buyer for a positive and productive future for all.
With new salespeople added to ADP’s sales teams each year representing ADP in over 140 countries, each sales associate experiences a blended on-boarding journey involving their manager, mentor, peers and sales learning consultants, engaged with digital self-paced and instructor-led coaching and classes.
Classes average between 160-240 hours for on-boarding training, with the average length to first sales between 4-12 weeks, depending on the role and buying cycle of the targeted market.
By maximizing data-driven sales, modern tools and a robust technology stack, we place a large emphasis on sales and leadership training. Sales Leadership starts when our successful salespeople mentor their first peer. Entering a multifaceted leadership development program, intertwined with ADP Enterprise Learning’s Career Growth planning, our sales leaders value the unique characteristics of each of their team members. From the formal classwork for developing leaders, new leaders and executive leaders, they engage in role supportive, timely and relevant on-demand classes, connection calls and leadership mentoring sessions to fine tune their leadership skills.
In 2021, we virtualized these training programs, allowing them to be administered digitally across our operations to ensure that consistent and high-quality training is available to our associates. We also introduced two new training packages focusing on remote selling: “Remote Selling the ADP Way,” and “Mastering Remote Selling.”
With a strong emphasis on promoting great talent within ADP, our commitment to learning and development is a keystone to ADP’s future success. By making significant and impactful connections with our associates and partners, and employing effective and appropriate communication, we create a dynamic team culture that will drive performance.