This becomes easier with the right tools, integrated to meet your needs. Take Degreed and Workday. Together, Degreed and Workday create a unified skills ecosystem that turns insight into action. The integration helps you close skill gaps faster, adapt to change, and align development directly with business priorities.

Turn Skill Gaps into Growth Opportunities

In many organizations, skill data is scattered across multiple platforms. That slows workforce planning and creates a mismatch between talent and business needs. The Workday and Degreed integration solves that by connecting skill data in both directions, creating a single, reliable source of truth.

It also replaces generic, one-size-fits-all learning with highly personalized experiences. By combining Workday’s role and performance insights with Degreed’s AI-powered curation, personalized experiences, and 80+ content providers, employees get the right learning at the right time.

Whenever the market shifts, agility becomes a competitive advantage. Shared taxonomies, labor market intelligence, and real-time skill validation make it possible to pivot quickly and confidently. Most importantly, every learning activity can be tied directly to measurable outcomes—linking Degreed activity with business targets in Workday, like retention, productivity, and promotion rates—so you can prove ROI, not just report on activity.

Proof in Action: State Street

State Street uses Degreed to assess and grow skills, then syncs validated skills to Workday only when proficiency is met. The results:

• Employees who spend 5–10 hours/month learning in Degreed report higher engagement.
• 300K+ Validated Skill Ratings powering internal mobility
• 97% User Activation, driven by integration into internal mobility
• 72% Monthly Active Use (and growing)

Your Advantage

Our Skills and Learning integrations have a Workday Design Approved badge. That means they are reviewed and approved by Workday, built in close collaboration with the Workday Product team, and guided by real client use cases. Together, we deliver one source of truth for HR and L&D, a connected and personalized employee experience, and the agility to pivot quickly, measure impact, and invest in what works.

Don’t wait for skill gaps to slow your growth. Discover how Workday + Degreed can help you close them. Imagine the impact you could see in just 90 days.

The post Use Workday and Degreed Data to Fill Your Skill Gaps appeared first on Degreed.

Your competitive edge? Skills.

And yet, most organizations still struggle to connect skill intelligence to workforce strategy. They face disconnected systems, manual processes, and siloed data. All of it holds teams back.

That’s why we’re excited to share that Degreed is now an SAP Endorsed App. This is more than a seal of approval. It’s the highest level of SAP endorsement, reserved for solutions trusted to deliver secure, scalable, and innovative value to enterprise organizations. For your business, it means verified integration between Degreed and SAP SuccessFactors—and a big leap in aligning skills development with workforce strategy.

The Power of SAP + Degreed

The SAP Endorsed App designation confirms what our clients already know: Degreed and SAP SuccessFactors are stronger together.

This new level of integration provides your organization with:

• Unified Learning Flow–Assignments, completions, and catalog data from SAP SuccessFactors automatically sync with Degreed—, no manual work, no lost records.
• Smarter Personalization–Degreed taps into SAP profile and job role data to serve up AI-driven learning tailored to each employee’s unique needs, goals, and growth path.
• Bi-Directional Skill Sync–Skills from SAP Talent Intelligence Hub and Growth Portfolio flow directly into Degreed, ensuring learners get personalized, up-to-date learning recommendations and insights. In addition, skill updates in Degreed—such as those gained through completed learning—can be sent back to SAP via Open Content Network (OCN)*, enabling those skills to appear as recommendations in Growth Portfolio. This keeps development aligned—no double entry, no wasted effort.
• Cross-System Discovery–Degreed-curated content shows up right inside SAP SuccessFactors Learning, so employees find what they need, when they need it, in the flow of work.*

*This is a planned integration.

Why This Matters Now

Let’s face it: Disconnected systems and outdated skill data aren’t just frustrating. They’re holding back progress.

By 2030, more than half of the global workforce will require new skills, according to the World Economic Forum.

That’s not just a learning challenge. It’s a business imperative.

With Degreed and SAP, you can pinpoint critical skill needs, helping leaders make smarter talent decisions and employees focus their development where it counts most.

You can personalize learning at scale, cutting time to productivity, boosting engagement, and increasing internal mobility.

Just as important, you can connect learning directly to strategic business goals and prove impact with the kind of reporting and data-driven insight today’s leaders demand.

Let’s Transform Your Workforce—Together

Whether you’re tackling talent shortages, scaling digital transformation, or launching a skills-based strategy, Degreed + SAP gives you a unified system to make it all happen—faster and smarter—with a lot less guesswork.

Ready to see what’s possible?

The post Degreed Is Now an SAP Endorsed App. Here’s Why It Matters appeared first on Degreed.

“Workplace skills used to last you for pretty much your whole working life,” noted Rosemary Hoskins, Global Capability Lead at AstraZeneca. “Now, that working life is getting longer. But the skills don’t even last for five or ten years.”

L&D departments in large, long-standing companies like AstraZeneca are looking at the future of their workforces and rethinking how to keep employees skilled long-term. More and more, progress requires a new learning strategy, a better learning technology ecosystem, and better ways to ensure L&D programs deliver real, and measurable, business impact.

Delivering The Right Skills—at the Right Time

For years, AstraZeneca was known mostly in Europe. But thanks to its partnership with Oxford University and its focus on enhancing learning, the research pharmaceutical company is now famous worldwide for rapidly producing and distributing its COVID-19 vaccine.

In 2019, AstraZeneca leadership set a goal of creating growth through innovation, and leaders knew L&D would play a big role. That meant creating a place where people knew what skills they had. Moreover, it meant inspiring people to increasingly embrace the go-getter mindset required to gain the skills they still needed. 

At the time, the company was drowning in a whopping 75 learning systems that delivered a small, mostly English-language offering to about 110,000 workers. Employees struggled every day to find learning content they could use to perform better.

Worse, much of the content was designed for in-person learning; it certainly wasn’t serving the company’s hybrid working model, in which most learning professionals sit in separate business units or disparate regional markets.

Driving Strategic, Radical Change with Degreed

L&D leaders started by identifying seven key areas of change, evaluating their current state and setting goals for the future.

Content Discovery and the Employee Experience

Hoskin’s team envisioned a learning tech stack that made finding content easy for employees—and delivered analytics needed to drive learning initiatives. The team chose Degreed as the primary AstraZeneca learning platform because it powers each stage of content discovery.

With Degreed, employees can:

• Know about available content
• Easily navigate to that content
• Receive personalized content suggestions

In addition, AstraZeneca chose Degreed to ensure employees can learn whatever they need when they need it, said Maria Jewell, Talent and Development Functional Lead at AstraZeneca. “We want to make sure that wherever you are in the business, whatever your job role is, that you can learn anywhere that you want to, anytime, and on any device that you’ve got available to you.” 

Content

To ensure finding the right content was easy, AstraZeneca identified groups of skills, selected five to prioritize as a company, and identified content that aligned. Then they trimmed redundant content to save money.

Degreed also enabled the company to pivot away from its primarily in-person offerings to self-led global online content, asynchronous social programs, and live programs. The learning team also translated a significant amount of English-only content into the 14 languages the company uses to conduct 90% of its business.

Analytics

While Hoskins’s team ensured all content could be measurable, Jewell’s team zoomed out to rethink how AstraZeneca measured learning.

Initially, AstraZeneca measured learning in three ways:

• Consumption: Are employees attending and completing trainings?
• Experience: Is feedback positive? What are net promoter scores?
• Impact: How does learning impact the business?

Measuring consumption was key to meeting compliance regulations, but Jewell wanted to dig deeper, so she automated how the team measured consumption. And instead of leaning on surveys to measure experience, L&D counted content likes and shares. These shifts allowed L&D to focus on measuring business impact—which the learning team did by capturing stories about how people were applying their skills at work, and how that affected business outcomes.

AstraZeneca & Global L&D Impact

AstraZeneca started 2019 with 75 learning systems, and trimmed that by 91% in just five years. The company now has only eight learning systems, all united by Degreed, which has 50,000 active users at the company. Employees have completed more than one million modules, and 90% of them have developed new skills.

Importantly, a focus on measurability ensured AstraZeneca could track significant boosts. Nearly all (97%) of employees say they apply their learning, and 90% say it will contribute to better business performance.

The employees’ embrace of continuous learning helped AstraZeneca drive innovation when the COVID-19 pandemic hit, AstraZeneca succeeded in delivering more than three billion doses of its COVID-19 vaccine to 177 countries in fewer than 18 months. Two-thirds of those vaccines went to low- and middle-income countries. AstraZeneca is a name now recognized worldwide.

The Right Learning Tech Ecosystem: A Moving Target

AstraZeneca embodies the future of workplace learning, but learning leaders there say it’s only the beginning.

“We’ll never be done,” said Jewell, adding the company’s learning team constantly reviews the state of L&D programs and the efficacy of technology solutions. “We look to enhance the systems we’ve currently got, but we also listen to our learning professionals when they believe there’s a gap. We do proof-of-concepts with them, and it may be that proof-of-concept can lead to something where we add something back into the ecosystem.”

Find out more.

Check out the Degreed guide Building Your Learning Tech Ecosystem to see how you can use the right technology to deliver the right learning at the right time.

The post AstraZeneca Builds Learning Tech Ecosystem for Global Impact appeared first on Degreed.

My guess is not so good. 

A closed approach to building your learning stack—using, essentially, a single vendor solution from end-to-end—might be enticing for HR. It often sounds simple. And it can help short-term operations.

But it isn’t good for your people. A closed learning tech stack mortgages your company’s future by denying employees the learning they need to stay ahead of your competition.

Whether you’re integrating with skills vendors or traditional HCM vendors, LMS vendors, talent marketplaces, or content vendors, we believe you benefit when Degreed takes an open approach.

Embracing Competition

An open approach has led Degreed to partner with companies we compete with directly, companies of all sizes, and we always advocate for an interoperable future. It has made friends out of competitors.

In a healthy, cost-efficient, competitive ecosystem, everyone can use the best tools and watch the best courses.

Do you remember when there was only one real option for eLearning content? It was the worst era of modern learning. But today there’s Udemy and Coursera and Pluralsight and TED and MasterClass and BookClub and EdX and OpenSesame and getAbstract. It all adds up to a competitive learning landscape—and that means it’s a healthy learning landscape. 

And we haven’t forgotten the ultimate promise of Degreed is to enable learning over a lifetime, not learning that happens with a single employer or provider.

Fostering Innovation

The Degreed commitment to orchestrating an open ecosystem advances the L&D industry. It’s part of the reason we set up Degreed the way we did. 

I founded Degreed to recognize all your learning and skills. And now, we’re living through the shift toward the skills-based world I’ve been dreaming about for the last two decades. Indeed, skills-based organizations are 79% more likely to provide a positive workforce experience and 63% more likely to achieve results.

The Degreed skills journey is following a path we’ve seen before—as learning has gone from being a closed, often exclusive, and expensive experience to an open one. A democratized one.

Consider the consumption of music. You used to have to go to a store and buy an entire album. Now, with Spotify and Apple Music, you can listen to any piece of music you want, when you want. You can create playlists of different songs, across artists and genres. 

Consider the TV experience. We’ve gone from three channels to an explosion of options—hundreds of cable channels, dozens of streaming services, seemingly millions of shows and movies. Not to mention an explosion of content on YouTube, TikTok, and Instagram.

All at your fingertips. All available to everyone.

All enabled by technology. All enabled by openness and interoperability.

Orchestrating Workforce Change

Today, you can use Degreed to curate playlists of learning content from across providers.

You can orchestrate personalized pathways—and use automations to deliver learning when and where you need it.

You can give your people an AI coach that provides the feedback and support they need. 

And now, we also see an explosion of new providers tackling different challenges surrounding developing, assessing, and verifying skills. 

At Degreed, our take has always been this: It shouldn’t matter where or how you developed a skill. Our job is to enable openness and interoperability across the learning ecosystem as it grows. That enables everyone to travel the best path and use the best tools that work for them. It’s how we deliver value to you and your employees.

Learn more.

Let’s talk about your learning tech ecosystem. Contact us today to request a Degreed demo.

You can also watch Degreed Vision 2024 on demand—for a deeper dive into our latest product innovations.

The post Your Business Benefits from an Open Learning Tech Ecosystem appeared first on Degreed.

At Degreed, we know effective upskilling is about more than just predicting trends. It’s about creating a lasting roadmap for talent growth.

That’s why we’re thrilled to announce a new partnership with Pearson. We’re combining our strengths to help you pinpoint essential skills, personalize learning, and measure meaningful progress.

The Power of Pinpointing Skills

Imagine trying to prepare your team for tomorrow’s challenges without a clear picture of which skills will be most relevant.

With Faethm by Pearson market intelligence embedded in Degreed, you can create a roadmap for your company’s future. You’re armed with insights into skills not only trending today but forecasted to grow, evolve, and impact your industry tomorrow. It’s a level of detail that allows you to visualize your organization’s strengths and spot gaps at the macro and micro levels.

By comparing your current workforce skills to industry standards, you can take proactive steps to keep your team agile and prepared for what’s next.

Think of it as seeing around the corner—a glimpse into the future that helps HR leaders like you make informed choices on the skills that matter most.

Crafting a Personalized Learning Journey

What good is knowing your destination if you don’t have a map to get there? With the Degreed platform enhanced by Faethm data insights you’re able to chart a learning journey uniquely tailored to the demands of your organization and the personal development needs of every  employee.

Instead of a one-size-fits-all approach, you’re now guiding employees through development experiences directly tied to their roles and the unique growth targets you’ve set for them.

Let’s say you have an employee looking to advance in project management or data analytics. With Degreed, you can deliver personalized content to help your employee meet their goals, or you can create a pathway that will hone their skills in ways that will directly impact your organization’s goals. This targeted learning not only enhances engagement, but it also accelerates the journey from learning to impact.

“AI is rapidly transforming the way we work,” said Vishaal Gupta, President of Workforce Skills at Pearson. “And one thing is clear. The future belongs to those who are prepared with the right skills at the right time… As AI continues to reshape the way we work, this partnership between Degreed and Pearson ensures your workforce is not just ready for today but for the future ahead.”

Measuring and Celebrating Real Change

How do you know your efforts are paying off? That’s where our integration with Credly by Pearson comes in, bringing a level of validation that transforms progress into achievement.

Each milestone and newly acquired skill can be verified with digital badges, providing a clear, shareable proof of the journey your workforce is making. With these badges, you’re not only fostering a culture of accomplishment, but you’re also creating a visible return on learning investments.

For HR leaders, this verification is a powerful way to measure progress in real time, celebrate the gains made, and make data-driven adjustments to learning strategies when needed. It’s a way to showcase the tangible growth happening across your teams and create momentum around skill development that benefits your people and your organization.

Preparing for What’s Next—Together

Our partnership with Pearson is designed to transform the way you approach skills, learning, and talent development. It’s about more than just filling gaps; it’s about future-proofing your organization.

Degreed enhanced by Faethm data empowers you to navigate the unknown with confidence. As the future unfolds, you’ll have the insights, tools, and strategic perspective to make sure your team is prepared for every twist and turn.

With Degreed and Pearson, the future of workforce readiness is clearer than ever. Join us in shaping a proactive, data-driven approach to learning and growth that will carry your organization forward.

Learn more.

Preparing your workforce for the future is complex. But with the right partners and technology in place, it doesn’t have to be overwhelming. Together, let’s turn the talent you have into the talent you need to stay ahead in today’s ever-changing world.

Watch Degreed Vision 2024 on demand for a deeper look at our latest product innovations.

The post Future-Proof Your Workforce with Degreed + Pearson appeared first on Degreed.

If there’s one thing we’ve learned, it’s that running a skills-based organization requires more than insights from content vendors and learning programs.

Putting skills first to power talent decisions requires skill validation—often in multiple ways. Identifying skill gaps, building accurate baselines, and making the right decision means assessing and confirming the skills your people have and the skills they need.

That’s why we’re thrilled about our new and enhanced Skill Validation Partnerships with HackerEarth, iMocha, Workera, and Skillable, which join a number of existing assessment and badging integrations including Pluralsight, CredSpark, and Credly. These partnerships are designed to seamlessly integrate verified skill data into the Degreed platform—from multiple sources and in multiple ways—bringing the assessment data you rely on into the learning environment you’re using to make valuable talent decisions and drive change.

Expand your range of skill validation.

Businesses will need a major skills upgrade, according to industry analysts at the McKinsey Global Institute. “Demand for technological skills could see substantial growth in Europe and in the United States (increases of 25 percent and 29 percent, respectively, in hours worked by 2030 compared to 2022). . . Demand for social and emotional skills could rise by 11 percent in Europe and by 14 percent in the United States. Underlying this increase is higher demand for roles requiring interpersonal empathy and leadership skills.”

Whether your team needs to validate programming abilities, AI competencies, data literacy, or hands-on technical skills through virtual labs, we’ve got you covered. Each of our partners brings unique expertise. Moreover, their services can be customized and aligned to your specific needs.

Workera, for example, offers an advanced skills assessment platform that does more than simply test knowledge. Using AI-powered measurement, Workera provides deep understanding of people’s proficiencies—so you can benchmark your workforce by comparing your employees’ skill levels across teams, against your industry, to best-in-class tech talent, and more.

“This measurement possibility is the tip of the spear of pretty much every enterprise talent strategy,” said CEO and Co-Founder Kian Katanforoosh. “Because if you don’t understand your skills, then you can’t make the right talent decisions. You’re essentially shooting in the dark. You can’t develop your people effectively. You can’t match them to the right projects. You can’t identify opportunities internally for them.

“We provide a measurement system that is reliable, accurate, fun to engage with for the learner, and that gives you something back that is not pass-fail but is actually extremely rich in the type of skills, insights that it can give you.”

Get key insights within Degreed.

Workera assessments are highly granular, using adaptive algorithms to provide detailed insights into a person’s skills in as little as an hour.

With verified skills data from Workera—or our other partners—integrated directly into Degreed, you can align your team’s skill profiles with your organizational goals, ensuring every employee has the right tools to succeed.

The role-based assessments provided by HackerEarth are already trusted for talent acquisition. The integration with Degreed enables learning professionals to embed HackerEarth assessments and upskilling solutions into the core learning experience.

The extensive iMocha skill library means learning professionals can now assess more than 2,500 skills, covering a broad range of technical and business functions, directly from the Degreed platform.And Skillable learning and skill validation means learning and business leaders validate the real-world application of employee skills with confidence.

Expanding your skill validation capability is especially important as skill requirements shift.

For example, yesterday’s marketing professionals focused on communications and creativity. Today, they also need to know how to prompt and work with generative AI tools. A research scientist now needs Python programming skills in addition to lab methods expertise. This blending of technical and role-specific skills is becoming the norm, and it’s critical for companies to have a system in place that not only tracks but also validates these evolving skill sets.

Learn more.

Running a skills-based organization is complex, but with the right partners and technology in place, it doesn’t have to be overwhelming. 

With Degreed Skill Validation Partners, you can confidently pinpoint where skill gaps exist, provide personalized development opportunities, and measure the impact of those efforts over time. Together, we can help you turn the talent you have into the talent you need to stay ahead in today’s ever-changing world.

Join me and attend our Nov. 13 webinar Degreed Vision in Action: Ecosystem. We’ll explore emerging Degreed features, integrations, and connections available through our expanding partnerships.  Don’t miss this opportunity to dive deeper into our latest innovations.

You can also check out our Degreed Ecosystem Directory to find tools, content, and resources that integrate with Degreed. 

The post Improve Talent Decisions with Our Skill Validation Partners appeared first on Degreed.

In light of this year’s challenges and changes, Degreed has continued to help L&D with innovative ideas, research, and solutions. Particularly this year, we’ve studied and discussed the most pressing topics in L&D—whether they were time-sensitive, technical, foundational, or forward-looking, we’ve covered them all. 

And everyone likes a present—wrapped or unwrapped. So we’ve compiled some of the big 2023 L&D headlines, research, and strategies for you to unwrap as the year comes to a close.

A Timely Kit For Overcoming Economic Uncertainty

At Degreed, we’re always playing the long game. But early in 2023, Degreed quickly realized the colossal impact shrinking budgets were having on L&D departments. 

L&D teams around the world needed to address the economic issues—quickly. Learning leaders faced dramatic budget cuts, and many were put in the stressful position of convincing their C-suites of the value of learning during an economic downturn. As usual—albeit more urgently—learning leaders needed to get more done with less, and we showed them how in our Recession Survival Kit for L&D Leaders. 

3 Must-Reads for Working With a Tight L&D Budget

While concern of a recession has faded from the news cycle, L&D teams at many organizations are still feeling the squeeze. If you’re anticipating a reduced budget for 2024, we’ve got resources for you. And if you’re still trying to convince senior leaders why they should invest more in learning, our thought leaders have written some excellent articles to help you. 

• “Speaking the Language of Your Peers Through the Right Metrics”

Annee Bayeux’s CLO article shares how to use your learning metrics to convince internal leaders that downturns are actually the best time to invest in upskilling your people. 

• Learning Spend & Impact Scorecard

When money is tight, best to double-check that your spending accomplishes what you’re paying it to do. To help with your learning budget audit, we created an easy and helpful scorecard of common L&D-related investments and their impacts. 

• “Safeguarding Your Workforce During a Downturn”

Degreed’s own Janice Burns wrote on HR.com compelling research that proves how investing in your people sets you up to come out stronger on the other side.

A Technical Guide for Navigating A Crowded Learning Tech Market

As an L&D professional, your main driver is your people’s learning, but it’s not always as simple as that. With tech advancements come more nuances for L&D pros to consider and navigate. It’s a crowded and confusing market, and this requires L&D leaders to have more and more technical know-how. 

Specifically, the C-suite is asking L&D leaders to solve more and more problems, which often requires additional technology. We’re seeing L&D leaders both consolidate their technology to save money and add new technology to address emerging learning problems. This turns their learning tech ecosystems into wild, disorganized messes characterized by gaps, lost information, and more.

Seeing L&D leaders struggle with this issue, we created helpful resources for evaluating, simplifying, and improving any learning tech stack. If your ecosystem is like the Wild West and you don’t know how to tame it, check out the Degreed whitepaper Building Your Learning Tech Ecosystem.

Top Content for Learning Ecosystems

A Foundational Study to Understand How Your Employees Learn 

While there are always technical topics to explore, smart L&D teams consistently take the pulse of learning. They keep current with how employees prefer to learn. They stay up to date with new concepts and skill-building strategies. In other words, they don’t forget the fundamentals.

Degreed prizes itself in putting the learner experience at the center of our platform. This is the reason we spend hundreds of hours gathering, analyzing, and presenting fresh insights into how the workforce learns bi-annually. 

To understand what your employees need to learn effectively, check out our 2023 report on How the Workforce Learns. 

Additional Insights Into How Your Workforce Learns

A Forward-Looking Introduction to Win the Skills-First Future

To recap: in 2023 we’ve covered timely, technical, and foundational topics. What’s left? The future. We’re always thinking about the future, and that future revolves around skills. The World Economic Forum estimates that, amid the lightning-fast pace of technological change, businesses worldwide will need to upskill approximately one billion workers in the next few years. 

The way to fill that skills gap? Help employees learn skills—fast. Of course, L&D will play a critical role in the new skills economy because it provides people with the learning they need for skill development. In many ways, L&D can lead the charge by preparing companies for the quickly approaching future. 

To learn more about a skills-first future and the role L&D will play, check out our quick 15-minute introduction to Embrace the Skills-First Future.

3 Resources to Dig Into The Skills-First Future

After Reflection Comes Ambition and Innovation 

It’s been a turbulent year, and we’ve felt it. But more than ever, Degreed is here to help L&D navigate this tumultuous and exciting time in the world of work. 

• If there is a time-sensitive issue, like an uncertain economy, we’re committed to providing you with resources to help you persevere.

• If you’re getting stuck in the technical elements of your L&D role, we’ll break down those technicalities for you. 

• If you need fundamental information about the state of learning in your workforce, we’ll provide the raw data.

• If you need help seeing the future of L&D, we’ll let you borrow our chic Degreed wayfarers to see what’s on the horizon.

In many ways, Degreed is one of the best in the business at figuring out the complexities coming your way and innovating accordingly. And after reflecting on the challenges of 2023 and our skills future ahead, Degreed has built a product plan that anticipates and innovates. 

In other words—bring it, 2024! We’re ready for you.

The post 2023 Unwrapped: Big Headlines, New Research, and Emerging Strategies appeared first on Degreed.

Why is that percentage so low? There are lots of possibilities—a lack of growth mindset or even a weakness of business partnering and leadership—but David Perring, Fosway Chief Insights Officer, believes the most significant barrier is expertise: These companies “don’t have the level of expertise to execute learning technology well.” 

If your company is part of that vast 80% that aren’t advancing their learning tech, whatever the reason might be, then you’re on the wrong side of that Fosway statistic. If you’re on the wrong side of the statistics because of a lack of expertise, don’t despair. You have options.

At Degreed, we do more than create learning technologies to power open learning ecosystems. We also consult. We advise. We guide. We can jump in next to you to get the work done. And we take great pride in doing so. We’re more than a platform provider.

We’re a partner and want to help you advance your learning technologies in custom ways that make sense for your specific organization. The Degreed Professional Services team operates at the core of these efforts. 

Providing You with Learning Technology Expertise

Understanding, purchasing, integrating, and using learning technology is perhaps the most daunting part of an L&D pro’s job. While most have tremendous knowledge and know-how when it comes to learning techniques, methodologies, styles, and approaches, they’re not always experts when it comes to learning ecosystems, skill data analytics, APIs, and other tech acronyms. And let’s not forget that new learning technology is purchased because of the desire for transformation. Transformation is change and change is hard.

This is why Degreed offers clients technical consulting. Through our Professional Services offerings, we can help with anything from streamlining admin processes to integrating Degreed into your existing learning tech ecosystem. And when your technical needs evolve—and they will—we’re here to work with you through the changes and answer all your technical questions.

Boosting Engagement and Adoption

Degreed Professional Services offers more than technical expertise. If you need a marketing and change management guru to make your learning technology stick, we can help with that too. All too often, a new learning tech platform fails because of a lack of consideration for the people side of the technology. To help you avoid this, our Professional Services team has implementation and adoption down to a science.  

Our team has worked with hundreds of customers to implement the Degreed platform. With every new project, our knowledge grows with theirs. We’re confident we can recommend the right implementation and adoption strategies based on your company’s goals, size, and industry. 

Translating Metrics into Business Impact

L&D tends to struggle with turning learning metrics into business outcomes. That process is a bit like alchemy, requiring some science, a bit of art, and a sprinkle of what can seem like magic. 

The struggle is very real: The Brandon Hall Group in 2021 found that while almost every company (87%) expressed the need to align learning and goals, only 13% said they could get the job done. Let us know if you, like many other L&D professionals, struggle to prove your team’s business impact. Degreed Professional Services can help.  

To make Degreed Professional Services as effective as possible, we’ve carefully assembled a team of industry experts and ex-CLOs who love to consult with prospective clients. These team members understand from their personal experiences how difficult it can be to “speak C-Suite.” That’s why we’ve developed innovative methods you can use to deliver L&D metrics that excite your C-Suite.  

Activating Learning AND Skilling 

While we’re on the topic of appealing to your C-Suite, nothing gets senior executives more hyped than internal skill development. Nay-sayers might argue that accountability for skill development belongs with your HR or Talent teams, but what’s the key ingredient to developing internal talent or developing new skills? Learning.

If your senior leaders want to activate skills, they’ll need mature learning technologies for metrics and skills-based learning. Our team has been actively helping clients grapple with technologies like these for years. Degreed is one of the few learning tech platforms with a track record of helping clients understand the skills their organizations have and the skills they need to win in the future. By helping clients connect the gears of learning and skills, organizations unlock insights and intelligence not otherwise possible.  

How? Clients use Degreed to build insights based on a wide range of analytics our systems generate. Our learning tools and partner integrations enable employees to obtain credentials, which in turn provides L&D even more data for insights. And Degreed helps people develop skills by connecting employees with a talent marketplace, which lets your organization share and resource skill projects, internal gigs, and more. 

Check out our article about the Degreed Product Suite to see all the other ways we support business impact.

It’s time to invest in your digital learning technology. 

“The world is moving so fast,” Perring noted in the Fosway report. “Not think[ing] about how technology can deliver transformation . . . is dangerous.”

In other words, if you’re part of the 80% of companies not using advanced digital learning technology, you need to make a change. 

Don’t let your lack of learning tech expertise, confusion about implementation techniques, adoption strategy, vision for skills, transformation for learning, or inability to speak C-Suite keep you from developing your L&D ecosystem. If you work with the right partner and resources, exploring and engaging with new opportunities can—and should be—a smooth and successful experience.  

Get started today. Book a private consultation with the Degreed Professional Services team.

The post Opening Your Organization to Learning Technologies appeared first on Degreed.

We’ve always been proud of our partnerships here at Degreed, and our relationship with SAP® is especially gratifying. Why? It’s because of the value our shared product integration drives for clients.

Flexible and inclusive.

An additive experience.

Providing everything you might need for all kinds of learning.

These are just a few of the key ways the Degreed LXP and the SAP SuccessFactors® Learning solution work together. These types of platforms have specific purposes. Clients who’ve implemented our tight integration between these platforms are supporting all types of learning for workforce agility. They can see learning and development activities happening across their organizations — from required compliance training to the most aspirational skill-building underway by individuals, teams, departments, or entire companies.

If you’re using the SAP SuccessFactors solution as your LMS, adding Degreed to the mix enables you to combine all sources of learning in one place to activate and advance workforce learning. 

This means more learning data and less manual data management for you, which provides a more efficient way to empower growth and beneficially track employee development. 

“At Degreed, we truly think that support for an inclusive and varied ecosystem offers the best features, flexibility, and satisfaction for our clients while adding value to all their existing investments,” said Nag Chandrashekar, Chief Product and Platform Officer at Degreed. 

“Partnering with SAP as an LXP partner empowers our clients with the advantage of swiftly implementing a tailored and effective learning and skills strategy while ensuring that SAP continues to remain as the system of record for user profiles and skills.”

A Natural, Collaborative Evolution

Our partnership with SAP really gained momentum in 2016, when the Degreed-SuccessFactors integration launched following a cascade of requests from mutual clients. The move signaled our strong alignment with SAP on customer-centric investment paths.

In May 2022, Degreed availability on the SAP Store was announced.

Shortly thereafter, we were thrilled to welcome Nate Hurto, Head of Solution Go-To-Market at SAP SuccessFactors, who joined a March 2023, panel discussion called Bringing out the Best in Tech Together at Degreed LENS, our annual flagship conference. You can check out that session on demand.

“We know over our several decades of experience in learning that learning is very much an integration business,” Hurto told the LENS audience. “One thing that has been consistent in our relationship with Degreed is that, from Day One, it has been driven by customer desire to bring the best of our solutions together for a truly additive experience.”

Fast forward to this past June, when Degreed achieved Spotlight Status as a trusted SAP partner. This significant milestone reflected the strong performance of Degreed in the SAP Store and a natural evolution of the collaborative efforts from both companies over the past few years. It reflected our commitment to helping our clients build an employee growth mindset and be more informed about their employee’s learning. We’ve successfully navigated today’s market challenges, providing our clients with best-in-class experiences and empowering rapid innovation that helps fuel our customers’ successes. We are so grateful for this ongoing opportunity.

Moreover, SAP specifically chose to partner with Degreed because our LXP helps companies be more specific and intentional around role-based learning, so every employee can excel in their roles, with everything they need and want to learn available in one place.

Degreed’s Spotlight Status moved Degreed even further to the forefront of creating enhanced learning experiences that focus on the critical skills organizations and individuals need. And it further confirmed the robust enterprise-readiness of the Degreed solution.

And we’re not done. Degreed continues to enhance our integrations with SAP driven by customer feedback.

A Closer Look: Better Together

In a truly collaborative fashion, the Degreed and SAP SuccessFactors combo improves the learning experience, which drives employee engagement to be better and faster at driving business impact. That engagement in turn provides your organization with more and better insights into how L&D can build strategies that create real business value. 

Degreed and SuccessFactors work together through four key integration points:

• Catalog. An employee can easily search and discover SuccessFactors using the Degreed unified and AI-driven personalized search. The employee is then directed back to SuccessFactors Learning to access the content.
• Single Sign-on (SSO). Employees can use a single login to securely access Degreed and SuccessFactors.
• Completions. When employees complete a course in SuccessFactors, the course status is automatically updated on their Degreed profiles.
• Required learning: Courses assigned to employees and marked as required in SuccessFactors are reflected in Degreed and highlighted on their “Today’s Learning page.” Completed and verified courses are also reflected on an employee’s Degreed profile.

Clients: We Love It!

Our happy customers tell us the Degreed-SuccessFactors integration has boosted employee engagement by delivering everything employees need to be at their best.

One industry-leading pharmaceutical company wanted to bring required training together at one easy-to-find place. At the same time, it took the opportunity to be more specific and intentional when encouraging employees to embrace role-based learning. 

“We have one place where every colleague can go to see not only what they need to do, but also ways they might grow and build their skills in partnership with peers and partners,” said the CLO of the company. “Everything I need for compliance and required training. Everything I need for role-based training. Everything I have access to for desired learning experiences.”

Want to learn more?

For more information, download our Degreed and SuccessFactors integration fact sheet.

Let’s talk more about your specific needs. Got questions? Want a demo? Contact a Degreed representative today.

The post Degreed + SAP SuccessFactors: All Your Learning in One Place appeared first on Degreed.

At Degreed, our mission is to jailbreak the degree. We realized early on that we couldn’t accomplish this mammoth goal for our customers on our own. We needed partners. And after working with Degreed partners for the past five years, I can honestly say Degreed is an exceptional LXP because of our partners and how we partner with them. 

How Our Degreed Partners Make Us Exceptional 

What makes the Degreed LXP best of breed in L&D is the sheer number and diversity of our partners. As of today, Degreed has 80 content sources, 14 LMS providers, and 12 platform integrations. We believe in maintaining a wide range of partnerships so our clients have access to the best tools and resources from like-minded partners, like TED@Work. TED@Work uses TEDTalks to create discussion-based learning programs for business environments. 

“We want clients to have the best advantage in building their learning and development tech ecosystems. Businesses should lean on tools and content that will efficiently scale with their organizations’ needs to advance employee engagement through learning and deep skill-building. With a variety of partners across the ecosystem, we are committed to working with the best tools, platforms, and content providers to help our clients meet their evolving needs as their organizations continue to grow.”  

— Yael Kaufmann, Head of Partnerships at Degreed

An Open and Flexible Ecosystem

With one of the industry’s largest and most well-rounded partner programs, we help our clients create flexible learning technology ecosystems. Lots of vendors define their ecosystems as “open,” but some are more open than others. The Degreed ecosystem is more than open — it’s flexible.

What does it mean to have a flexible ecosystem? And more importantly, how does it help our customers? Some vendors stick with their preferred partners and expect customers to fit into established ecosystems. But Degreed is a co-collaborator. We can support you in building the best ecosystem for your business, largely through our extensive partnerships, and we’re willing to explore working with whomever you need us to. (Don’t worry, flexible doesn’t mean loose. We ensure any transfer of data is protected and data integrity is safeguarded.)

We pride ourselves on our flexibility because it benefits our clients. As my coworker Dan Carlson, Senior Manager of Ecosystem Insights recently said, “Much like a stock portfolio, the more diversified your tech partner’s ecosystem is, the more easily you’ll be able to adapt and grow your own system to your advantage.” And as we’ve all witnessed in the past few years (thanks to COVID, the Great Resignation, the emergence of generative AI, and other big changes in the world of work), any company needs flexibility to adapt and remain competitive.

How Our Approach to Partnerships Is Exceptional

How did Degreed come to have such a flexible ecosystem and extensive partnerships? Our outlook. When it comes to Degreed partnerships, we focus on three things: our mission, clients, and partners.

Our Mission Focus

Every company has a mission, but Degreed really prioritizes its mission to jailbreak the degree. This matters because it creates more opportunities for partnerships than competition. Many other vendors compete against each other’s learning products and across product verticals (like recruiting and talent acquisition, performance management, compensation, and learning). By focusing on our mission, unlike many other vendors, our decision-making framework isn’t limited by our own product verticals. 

Rather than try to build everything ourselves, we remain committed to our areas of expertise, and we let other experts pursue that same path within their areas of expertise. So instead of limiting our partners and siloing ourselves against competitors, our mission-focused approach allows us to maintain a broad partnership base across LMS, CMS, LRS, HCM, talent intelligence platforms, career navigation platforms, content providers, and other skills-based vendors. 

Our Client Focus

“It is not just a client-vendor partnership. We really feel a degree of co-creation.”

—Ericsson CLO and Global Head of L&D, Vidya Krishnan

When we select Degreed partners, we put our customer’s needs first. When asked how we pick our Degreed partners, I say, “Our customers tell us who they want us to work with.” We realize every organization has different needs, and no one vendor has it all. That’s why we connect with companies making impacts in our industry — so our clients can have it all without sacrificing anything. 

Our clients tell us they need ways to tie skills to external opportunities, so we work with providers like Eightfold and Phenom. All types of learning in Degreed together with career advancement opportunities in talent management systems create a clear, self-directed path for your employees to grow and stretch themselves, with minimal effort from business leaders. 

And we don’t just provide one solution. We give clients the opportunity to choose who they want to work with. For example, SAP and Workday are both human capital management systems with an LMS. We connect with and have established integrations with both. The synchronization of data we have with each modernizes the once time-consuming and burdensome task of combining people and learning data through automation.

Our Partner Focus

Of course, our partnerships are also special because of how we grow and work with our partners. A great way to illustrate this is to tell you a bit about how Degreed connected with one of its earliest partners, CredSpark, an assessment creation tool. The connection began at an industry networking event. Straight away, we recognized that assessments play an integral way in signaling the depth of knowledge of skills learned. We recognized the strength of CredSpark. They recognized our strengths. And we both envisioned working together to provide clients with more data and engaging experiences. This became a way to provide access to tools without having to onboard another system since we’re united.

Degreed and Credspark have grown together. Since the start of our relationship, CredSpark has created an enterprise product for our customers called CredSpark+ and partnered directly with Credly, which is a Degreed badging tool partner.

Want to learn more?

So while we may all cringe when someone says, “Teamwork makes the dream work,” I can’t help but agree — especially when I think about our Degreed partners. Teamwork is the best way forward. No one has all the answers or capabilities, so we need to rely on each other — especially if we’re going to jailbreak the degree.  

To find out more about our exceptional Degreed partners, check out our Degreed Ecosystem Directory. 

The post Teamwork with Our Partners Makes the Degreed Dream Work appeared first on Degreed.