Results Based Learning.

TM

Video Name My Learning Guide

Client Name ICICI Lombard

Module _
Name
AE Name _ AE Number -

Sub Part _ Sub Part Number -

Name
Activity Type Interactive Number of Minutes 7.5
Conversation
Treatment Vyond Video Number of Words
and Level of
Interactivity

Details / Content /Voice Over
Riya: Hi, are you looking for someone, can I
assist you?
Amit: Yes, my name is Amit and I joined ICICI
Lombard recently. I am looking for someone
to take me through the journey of learning
and growth in ICICI Lombard.
Riya: Sure, my name is Riya and I will be your
Learning Companion today. First of all,
welcome to ICICI Lombard and let me
introduce you to the learning and growth
opportunities at ICICI Lombard
Results Based Learning.TM
On Screen Text Graphic Instructions
My Learning Companion The video will start with the company internal premises
and people moving around and working on
computers and the ICICI Lombard logo on the wall.
A man in a western formal attire is standing and finding
someone.
Then a lady in western in formal attire walks towards
the man. (They both need to have the ICICI Lombard
cards on display).
Conversation starts….

Riya: We view learning as both a competitive
advantage and a crucial differentiator at
ICICI Lombard, as learning is essential for
sustaining a competitive edge in this
knowledge-intensive industry and serves as a
key employee value proposition.
Amit: That is an excellent thought. So, who
helps drive this at ICICI Lombard.
Riya: Internally, we have branded Learning
Team as "Deeksha Learning Centre." Under
the leadership of Mr. Bhushan Kulkarni, our
team oversees various interventions such as
onboarding, domain capability
enhancement, managerial skill
development, leadership development, and
overall organizational capability building.
Riya: At ICICI Lombard, we embrace the
"leaders as teachers" philosophy. Our DLC
Council, comprises of Subject Matter Experts,
who develop and deliver all functional
training content. Our philosophy involves
various Business Leaders who conduct session
like One IL One Team - Synergy yearly (which
we will discuss later)
Results Based Learning.TM
Learning
Competitive Advantage This should come out as points… one after the other
Key Differentiating Factor (whiteboard animation)
Key Employee Value Proposition
ICICI Lombard L&D Use the logo of Deeksha Learning Centre
Deeksha Learning Centre (DLC)
Leader- Mr. Bhushan Kulkarni
L&D Team Responsibilities Highlight Mr. Bhushan Kulkarni’s name.
Onboarding Use infographics to present the responsibilities nicely
Domain
Managerial
Leadership
Organizational Capability Building
We believe in the philosophy of Leaders
Use infographics/whiteboard animation to present the
as teachers
pointers in a flow
DLC Council
Subject Matter Experts
Creates functional training content

Amit: That sounds interesting, ‘Leaders as
Teachers.’ What is the strategy that DLC team
works on?
Riya: I am glad you asked that question. Our
strategy is to ignite a culture of growth and
hence we view learning as a catalyst for
present and future growth. We empower our
employees for success by leveraging the
collective power of many (teams and
culture), while driving the Potential of One,
that is, their Individual Excellence.
Amit: The Power of Many and the Power of
One… that is very powerful!
Riya: Yes, it is! I would also like to share that
the foundation of our L&D strategy is built on
five essential pillars - Relevance,
Engagement, Format, Effectiveness
Feedback, and Reach. (also known as refer)
Results Based Learning.TM
Show a classroom session where people are sitting in
groups and interacting with an instructor and each
Our Learning & Development Strategy other.
“Igniting a culture where learning is the Show call outs with following messages.
catalyst for growth by equipping We agree!
employees to succeed now & in the I strongly feel…!
future, by leveraging the collective As a team, our decision…!
Power of Many (Teams & Culture) and I have learnt to ……!
driving the Potential of One (Individual
Excellence).” Highlight the content in sync with the voice under
inverted comma.
5 Pillars of L&D Strategy
1. Relevance
2. Engagement
3. Format & Effectiveness
&
4. Feedback
5. Reach
 Results Based Learning.TM

Riya: Further to this, at ICICI Lombard, we 4 A framework of ICICI Lombard Show this in 4 sections:
have a 4 A framework of programs for Section 1: A person moving from one building to
employees: - Acquire another – both should have the Logo of IL on it
- Acquire – Programs that support new (Acquire)
hires and colleagues with a role change - Achieve Section 2: A person sitting on their own desk and
in the organisation. achieving targets (Achieve)
- Accelerate
- Achieve – Programs that support you Section 3: A person taking ownership (Accelerate)
becoming effective in your role. - Advance Section 4: A person walking up the steps of victory
- Accelerate – Programs that recognise (advance)
sustained distinguished performance.
- And Advance – Programs that confirm
potential to move forward.

Amit: But Riya tell me, how does the DLC 70-20-10 Learning Principle Converstaion to start with Amit asking Riya a question.
Team make sure that for each framework, When Riya responds, show the points in 3 sections:
there are different ways in which learning is - Experiential: 70%
imparted? Section 1: A person interacting with a customer.
- Social: 20% Section 2: A manager giving feedback to a team
Riya: Interesting question Amit! Let me explain member.
the 5 moments of Learning along with the 70- - Formal: 10% Section 3: A seminar/workshop/classroom session with
20-10 Learning Principle. many people sitting in it along with an instructor.
This learning Principle states that 70% of your
learning comes from experiential learning
(such as on-the job, challenging assignments)
20% from social (peers, feedback,
interactions and 10% from formal (workshops,
training programs).

Riya: Now that you have understood the 70-
20-10 Learning principle, let’s look at the 5
moments of Human Learning.
The 5 moments are:
1. Conceptual Learning – which is
Learning for the first time.
2. Learn More – Expanding the
Knowledge base
3. Knowledge Application – 5
Remembering & applying the learnt
concepts
4. Troubleshoot – When things don’t o
according to plan
5. Change Management – When
change occurs
Our Learning strategy for the programs
focuses on the 4 As, leverages the learning
principle of 70-20-10 and aligns to the 5
moments of Human Learning.
Amit: This is all very interesting, but how do
ensure all this is aligned to business?
Riya: The primary goal of the L&D team has
been to maximize participation in learning
activities among all individuals, thereby
contributing significantly to the organization's
overall growth. We do this by having a
structured approach wherein we do a
5 Moments of Human Learning
1. Conceptual Learning – Moment 1
2. Learn More – Moment 2
3. Knowledge Application –
Moment 3
4. Troubleshoot – Moment 4
5. Change Management – Moment
4 A Framework
Moment of Learning
70-20-10
Expected Capability Outcomes
Focus of the L&D Team
‘Maximize participation in learning
activities among all individuals, to
contribute significantly to the
organization's overall growth.’
Results Based Learning.TM
This should come in 5 sets (one after the other), not in
sections.. one comes one goes:
1. A person undergoing a new product training
2. A person learning a new aspect of the
product, learning more information on it
3. A person applying the learnt product
knowledge to a situation
4. A person trying to handle a work challenge
5. A person doing a thing in a new way
Conversation starts with Amit asking a question and
when Riya responds, the following will come up:
Showing the growth of an organisation (IL logo) –
Show a pair of 2 people interacting with 1 person with
the following call outs:
1. As per you what should be….!

detailed diagnostic and get details from
business leaders, managers and frontliners
through discussions and their ICPs (Individual
Capability Plans)
Hence, we require a comprehensive
roadmap to understand the business's critical
needs and assess the long-term requirements
effectively.
Amit: So, there is a lot of work that goes into a
program that is impressive. You had
mentioned earlier that the team has 5 focus
areas, can you explain that some more?
Riya: Sure, let’s look at them one-by-one
Results Based Learning.TM
Action of the Learning & Development 2. What challenges do you foresee….!
Team Show 3 people reviewing 1 document each
- Structured Approach – Diagnostics Use a nice infographic to the show the training
with Business Leaders and Managers roadmap points
- Review ICPs (Individual Capability
Plans) and interaction with
Frontliners
Training Roadmap
• To understand the business-
critical needs
• To asses the long-term
requirements
Use a nice infographic to the show the 5 focus areas
Focus Areas of L&D Interventions
Induction and Onboarding
Domain Capability Program
Managerial Capability Program
Leadership Development
Organizational Capability

Riya: The Induction programs and processes
are bifurcated between HR and L&D and
they deliver their respective programs.
In Induction - New employees engage in a
range of programs tailored to their specific
job roles and business sectors, including
Managerial Induction, Retail Skill Induction,
and SME Induction.
In Onboarding, they undergo Saksham that
helps new employees integrate into the
organisation and become job ready. It
consists of Head Start and Head Start Plus
Amit: How do you ensure that a person
completes all assigned programs and grows
in the organisation?
Riya: Am glad you asked this Amit, as I will
now tell you about how we have colour
coding for various programs.
Results Based Learning.TM
L&D Interventions
Induction Use a nice infographic to the show onboarding and
induction. (Probably show an induction program with a
Based on their job function & business group of people attending it)
vertical, new hires undergo programs
such as:
1. Managerial Induction
2. Retail Skill Induction
3. SME Induction
Onboarding Program: Saksham
It assists new employees in integrating
into the organisation and becoming job
ready. It consists of Head Start and
Head Start+
L&D Interventions Please use the right infographics to explain the right
Domain Capability Program colours

Let’s start with the Domain Capability
Program.
The Domain Capability Program is a part of
Code Orange, which is linked with
confirmation. These domain programs are
designed to equip employees with
knowledge about products, systems, and
applications, enhancing their performance
for higher productivity. Code Orange is a
mandatory module and is directly linked to
confirmations.
To evaluate domain knowledge and foster a
more profound domain expertise, we
conduct annual certification programs
known as Code Maroon, Code Maroon Plus,
and Code Maroon Advance.
Amit: So, what you are saying is, if I only
complete Code Orange will I get confirmed.
Riya: Yes Amit. These are mandatory
modules. Let’s move on to our next focus
area - Our Managerial Capability Program.
An example of this is the Code Blue
certification, which concentrates on
enhancing people management skills for
Results Based Learning.TM
Code Orange: Linked to employee
confirmations and are mandatory
modules
The domain programs enable
employees
• To understand their products,
systems, and applications
• To equip them for enhanced
performance
Yearly Certification Programs
(For deeper domain knowledge &
expertise)
• Code Maroon
• Code Maroon Plus
• Code Maroon Advance
L&D Interventions Please use the right infographics to explain the right
Managerial Capability Program colours. (Show a manager talking to his team and then
align colours)
Code Blue: Focuses on building people
capabilities for managers.
It has 3 Levels:
• Level 1 - People Edge
 Results Based Learning.TM

managers within ICICI Lombard (IL). The • Level 2 - Managers-of-Managers

program comprises three levels: • Level 3 - Emerging Leaders Please use the right infographics to explain a
Level 1 - People Edge leadership development program.
Level 2 - Managers-of-Managers L&D Interventions
and Level 3 - Emerging Leaders Leadership Development Program

Riya: Another vital area of emphasis is Level 3- Emerging Leaders: For

Leadership Development, which aims to Leadership Development ICP, talent
focus on ICPs for leaders, talent exchange exchange and cross pollination
and cross pollination.

L&D Interventions
Riya: Lastly, we prioritize organizational-level Use the right infographics and the following images:
capability development significantly. Our
Organizational Capability Program - To
initiatives, including iLearn, Skill Up, and
build perspective, to improve capability
Synergy are designed to impart the skills and
and to improve efficiency.
competencies required to foster excellence
among employees at the organizational
Our Initiatives:
level.
• iLearn

• Skill Up
Logo for Skill UP is required
• Synergy

Amit: Riya, I have to say I am amazed at the

way learning is so engaging and driven at
ICICI Lombard. This makes a lot of sense to
me.
 Results Based Learning.TM

Riya: I am happy to hear that, Amit. Now
let’s look at our learning philosophy further.
We believe in the philosophy of "Anytime –
Anywhere – Any Device" learning, ensuring
that all our learning platforms are accessible
across multiple devices.
Our learning platforms include IL Learning, a
Learning Experience Platform (LXP), the
People 1st Learning Management System,
Online Library Services, and more.
Our Learning Philosophy Put in nice infographics of learning platforms.
Anytime – Anywhere – Any device
learning IL to share images specific to their LXP, LMS and Online
Library.
Our Learning Platform
IL Learning | Learning Experience
Platform (LXP) I People 1st | Learning
Management System I Online Library
Services

Amit: This is exciting Riya, please tell me more Our Learning Platform Show a person from ICICI Lombard working on their LXP
about the LXP. IL Learning | LXP
This will have a call out for the LXP link/QR code
Riya: The IL Learning LXP is our integrated • Designed to create more
solution designed to craft personalized personalized learning
learning experiences and help users explore experiences
new learning avenues. It combines content
from diverse sources, utilizes artificial • Help users discover new learning
intelligence for recommendations, and avenues
delivers content seamlessly across digital
platforms including desktops, laptops, mobile • Combines learning content from
learning apps, and more. different sources
 Results Based Learning.TM

Amit: Riya, this has really been informative. Global Recognitions of Our DLC Team Start by showing an organisation (IL logo) receiving
The way Learning and Development is awards and then the following logos should come up:
integrated in the growth of ICICI Lombard, I
• Member of Association for Talent
am sure it has seen a lot of success.
Development (ATD)
Riya: Yes, you are right about that Amit. Our
• Multiple times winner of the ATD
DLC team plays a pivotal role in numerous
BEST Award
strategic initiatives within the organization.
We are pleased to share that the global • Part of the Best ATD circle
recognition of our comprehensive learning
strategies is a testament to the effectiveness • Recognized as LearningElite
of our learning solutions. Our organization is a consecutively for 5 years by CLO
member of ATD (Association for Talent Award
Development), and we are proud to have
won the ATD BEST Award multiple times, • Won Brandon Hall, Golden
placing us within the Best ATD circle. Peacock National Training
We have also received the prestigious Award (GPNTA)
LearningElite recognition for five consecutive
years from the Chief Learning Officer Award.
Additionally, we have been honored with the
Brandon Hall Awards and the Golden
Peacock National Training Award (GPNTA).
Amit: That is incredible, and I am really
excited to start my journey in ICICI Lombard.
Thank you for your time today Riya.
Riya: The pleasure has been all mine Amit and
I wish you a successful journey in ICICI
Lombard.
Results Based Learning.TM