The tool that helps your employees move from good advice to action in the field. All in a measurable way.Discover Fifty
The training training courses are often disconnected from the realities of the workplace and sometimes focus too much on theory. In this context, employees find it difficult to put their newly acquired knowledge into practice. Fifty developed its web application to solve this problem of moving from knowledge to competence. This platform was designed to help workers move from theoretical knowledge to practical application in real work situations. To do this, our solution uses KPIS (performance indicators) to evaluate the effectiveness of the AFEST training system put in place.
In its article L6321-1, the Labour Code recalls that the employer must "ensure the adaptation of employees to their jobs, and maintain their ability to hold a job, particularly with regard to changes in jobs, technologies and organisations. To this end, he may offer training courses that contribute to the development of skills and to the fight against illiteracy".
As such, the employer has an obligation to provide training to his employees. Failure to comply with this duty exposes the employer to liability for compensation to the injured employee, even if the latter has never taken the initiative to seek training.
In the vast majority of cases, companies comply with their obligation and endeavour to implement an internal training policy. The objective is twofold: to support employees in their skills development, and to adapt to the structural and organisational changes brought about by the digital revolution which affects all sectors.
However, a major shortcoming of traditional training systems is the lack of precise, concrete and detailed learning objectives to describe observable and quantifiable behaviours in the work situation. Sometimes there is a gap between what employees are taught in training sessions and the reality of the tasks they perform in their daily work. But also, employees find it difficult to put into practice the theories acquired during these sessions, especially due to the lack of post-training follow-up.
The solution developed by Fifty aims to address these issues. In addition to supporting employees in acquiring new habits on an individual level, this platform also makes it possible to evaluate the impact of the training on the company's performance (of course, the results are anonymised). training at the organisational level through KPIs performance (of course, the results are anonymised).
The platform allows quantifiable data to be drawn on the effectiveness of the AFEST system implemented within the company. With this information, Human Resources managers will be able to see how effective eDoing is compared to face-to-face training or eLearning, which have lower retention rates.
The aim of Fifty is to make employee training more effective. To achieve this, we propose a precise and practical teaching approach based on the behavioural economics of nudge theorised by Richard Thaler, Nobel Prize in Economics 2017.
Once connected to their personal space, each employee receives personalised actions to be carried out in a work situation. These are automated thanks to an algorithm based on artificial intelligence.
The learning process is adapted to the targeted skills, and the knowledge acquired during the simulation sequences can be consolidated during the reflective phases with the support of a tutor. The practical application is done progressively, which gives the learner time to master everything learned during the training.
Fifty is a platform that delivers actions to be carried out in the workplace in order to improve the professional and soft skills of employees. It meets the needs of companies that wish to measure the effectiveness of their AFEST training using KPIs performance.
The platform developed by Fifty is based on digital tools and integrates the educational pathway, the mode of proof and cold reflexivity. The change is quantified, allowing the learner to measure the progress made.
This educational approach has been designed to motivate employees: the Nudge keeps their attention and encourages the application of the knowledge acquired. As for AI, it allows the development of a unique course in perfect harmony with the objectives.