Learning Project Overview:

Mapei began using the Docebo Learning Platform in 2011 as an effective tool to help deliver employee learning programs. Since then, the company’s growing global presence meant that it became critical for Mapei and its subsidiaries to be trained on product knowledge and aligned with corporate guidelines. The internal use of Docebo has gradually been extended to Mapei’s subsidiaries and, today, localized learning and development strategies are an essential piece in Mapei’s ongoing global success.

Customer Challenges:

Learning and development is one of Mapei’s core values and it implemented Docebo to help consolidate its learning culture.

However, when it came to educating its subsidiaries, Mapei was struggling to find a way to incorporate the differing needs of its global offices into one learning platform.

“Training is really essential from a technical point of view because we want to share our technical know-how about our products and solutions with all of our employees and also with our clients and applicators,” says Laura Bosser, Corporate HR & Organization Manager at Mapei.

“We want to share our corporate guidelines, our values, our culture and know-how, which are really essential for us, and we want to also respect local needs and local regulations.”

Solution:

Due to the large scale of its learning and development needs across different countries, Mapei decided to partner with Docebo to have the ultimate flexibility in course creation and language offerings.

Mapei had already been using the Docebo Learning Platform since 2011 but this was purely for internal training at its Milan headquarters. The team recognized that the platform’s use could be extended to help educate its subsidiaries worldwide through Docebo’s Multi-Domain feature.

Multi-domain enables Mapei to set up and manage different learning portals for different audiences. Each custom domain can also be set up with a dedicated look and feel for each group of learners and a different language to match their learning requirements.

In Mapei’s case, each domain has its own local admin who can create courses related to their individual product catalog, market regulations, laws, and procedures.

“The possibility to use multi domain and to have a different layout with different languages helps us a lot because, when working with some countries, sometimes their users do not speak English, so it’s important for us to give them a product in their own local language,” says Bosser.

“We are a very big group with many subsidiaries and many countries to reach,” says Carolina Puzzo, Corporate HR Digital Specialist at Mapei.

“Every subsidiary may ask us to have different features of the platform. One subsidiary required a customized environment, for example, with a different menu.”

“I like the fact that we can give both technical training and soft skills training,” continues Puzzo.

“The platform allows us to create any kind of course that we want, and also allows us to reach as many users as we want.”

Mapei is spread all around the world and we can’t manage all the training systems ourselves so we need local help for the daily tasks. The possibility to have different Power Users, with different permissions and grades of autonomy is essential. Without it our whole platform wouldn’t exist.”

“[Learners] can use the mobile app instead of a laptop or their desktop computer to attend their courses, not only when they’re in the office, but also when commuting from home to work, or in their free time. If they enjoy the course, why not let them do it on their mobile?”

Results:

Since making the move from using Docebo purely for internal use, to now branching it out to the extended enterprise, Mapei has seen a surge in engaged learners during the initial pilot.

“We have extended the platform to more than 20 subsidiaries in Europe, America and Asia Pacific,” says Gabriele Sala, HR Digital Specialist at Mapei.

“And now, in our platform, we have more than 7000 users. So for us, it’s a great result. Our administrators all around the world are creating new content about our products, about success, about anything.”

Internally, there has also been a renewed enthusiasm and engagement in the promotion of knowledge sharing throughout Mapei.

“People that have been in the company for many years are more and more engaged in this process,” says Puzzo.

“They want to attend courses, to make their own courses, and have their own specific product lines. And we’re very happy to hear this because it means we are going in the right direction.”

“The platform is user-friendly, and we have had lots of positive feedback on the courses. People enjoy the courses we have created with them! Mapei has very high standards and we try to meet them in all of our training offerings, for example, in the training where we explain how to apply our products.”

Mapei expects to launch unique domains for the rest of its subsidiaries, totaling over 10,000 learners. As for the next chapter in their global learning story, Mapei’s team ultimately wants to create a one-stop destination for learning and a culture that embraces this continuous journey.

“We are now at the very beginning and I think we will discover some new opportunities in the near future,” says Bosser.

“Our dream is to have a platform at the disposal of all our employees and also, external clients, applicators and third parties. [We want] to create a library where everyone can ask questions and go and choose their training.”