William-Sonoma

08/22/2023

Implementation Call

Patrycja out sick with Migraine
Aubrey also couldn't attend. She is Senior Manager in charge of budgets, headcount, attrition.
Pam is manager of L&D - keeper of the courses and content.
Tyler is the "building genius" to make sure everything is maintained and functioning.
LMS will be Pam and Tyler's responsibility, mostly.
Internal use case
They have used other LMS' in the past.
They have a new hire "down and dirty" path that takes 4 weeks. That's one use case.
Second use case is for upskilling. Training for supervisors, new managers, etc.
Auth: Combo authentication.
Timezones - Tyler and Pam: CST, Aubrey: PST
No meetings on Mondays for Tyler and Pam.
"Classes start" on Mondays, so they get hectic.
Standing meeting on Tuesdays at 12pm CST.
October 31st is when their old LMS contract expires - Docebo
Their first LMS was with absorb (2 years) and then 3 years with Docebo. That's what they are coming off of.
They will do most of their design themselves. They have photography files.
One or two classes/batches that will have to be planned how to transfer them to Northpass.
They use "branches" for each course and group. ABCD groups.
They are currently using a very "home grown" system. Associate Management System. It doesn't tie into anything bigger.
Down and Dirty people access via a direct link.
Current domain for their Docebo academy: "https://williamsonoma.docebosas.com"
No IT resources are expected from WS.
They will be tied into their SSO network - PING.
They don't want to give them their full login until they have passed their WFH systems check. <-- this is mostly IT stuff. Not courses. It mostly falls on recruiting.

10/05/2023

Realignment with Aubrey

First 3 calls were the most jarring because they thought Patrycja was a designer.
Sent a lot of things and then on a call she says "I'll look for that."
When talking to Charles about the "build out" they thought they would just be telling us where things go.
Perfect storm of missed expectations.
The main reason they went to Northpass is the customization.
They are nervous that they don't know HTML.
They will have to flip things fast "on the fly" or quickly in the future.
Aubrey came in externally and is the only person with an L&D background.
Cognitive overload on the old training.
Tyler's background is writing and some tech. He's very defensive about his work.
Extended other LMS contract.
Aubrey's big concern is the data. If data changes based on design, then data should dictate design.
She doesn't want to be a bad partner.
Patrycja has access to their old LMS.
Norm to schedule monthly sync with Aubrey.
Quantifiable testing, HR needs specific items, User touches, how long did they access something, etc

11/14/2023

Landing & Learning Path Pages

Landing Page Buttons for New Hires after they complete steps 1 and 2:

Two Zoom Buttons - Trainers Classroom & Troubleshooting Room (Standard to everyone)
Learning Plan - should be in order.

Standard Associate Page:

My Courses/Dashboard page
Resources recommended by Supervisor
Contact button for Supervisor (Email)

Featured Courses Page:

Teams updates
Things for Download page - resources page
Branded Channels

Once we get past day 1 and the new hire training, most pages are "standard". Most of the time its just going to be:

Here are your courses, here are your LPs.
Some special pages.

DONE: Add buttons to learning path page that looks like Northpass Academy. Retail has never had an LMS before. They will have a more basic type of experience. This is unique because of New Hire stuff.

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