Summary

The L'Oréal site in Montreal produces many of the most popular hair and skin care products we love and use every day. The site has over 350 employees and 50 production lines and skids. Despite the scale of the production environment, the plant demonstrated great agility and operational excellence during the pandemic when it shifted to producing hand sanitizing gels for hospitals.

"It was hard to gain visibility and track the progress new hires made after completing a mandated 3-week period where they shadow an experienced worker on the floor."

Sarina Doyon-Leroux
L’Oréal, Human Resources

Before implementing Poka, training content and records were decentralized and fragmented across a mish-mash of systems and paper forms. HR alone was responsible for maintaining records. The process was manual, inefficient and time-consuming. As a result, training records were often out of date, and the team lacked the visibility needed to identify training gaps properly.

According to Sarina Doyon-Leroux, advisor for Human resources at L’Oréal , "It was hard to gain visibility and track the progress new hires made after completing a mandated 3-week period where they shadow an experienced worker on the floor."

before-after

This view shows the challenges faced before and after Poka

L'Oréal has scaled from just 40 skills to 259 skills by leveraging Poka's Work Instructions and Skills Management features. Despite this increase in the number of skills, the management and tracking are much easier since it is now digital and centralized. Through Poka, workers and managers have visibility and autonomy to keep skills and training records up to date. As a result, they've increased their training completion percentage from 70 to 80%. Although a 10% increase seems modest, it's important to keep in mind that this was accomplished while their number of skills increased significantly.

Even more compelling, they shared that the quality of training they built and delivered through Poka enabled them to onboard 26 new employees in 2020, and month-over-month saw a 5% improvement in OEE. Historically, any onboarding event would be associated with a drop in productivity. Such was the case in the example they gave in 2018, where they saw a decline of 6% in OEE.

"With Poka, we are able to track KPIs by category and by department, and with this information, we can adapt the Learning Strategy for the program moving forward."

Marc-André Lavoie
L’Oréal, Project Manager

Having centralized, real-time data on training KPIs is a massive advantage for L'Oréal. The dashboards they've created help them identify gaps by department, workstation and skill. They pull daily numbers, review the data to evaluate the success of integrating newcomers into the plant, and plan next month's training priorities. In Marc-André Lavoie's words, Project Manager for Continuous Improvements at L’Oréal, "With Poka, we are able to track KPIs by category and by department, and with this information, we can adapt the Learning Strategy for the program moving forward."