How we help our clients

Below is a selection of real-world examples of our corporate engagement projects, from medium to long term strategic advisory projects across multiple industries.
This is where our deep insights and second-to-none experience in requirements validation and evaluation makes its critical difference to your organisation and its bottom line.

Evaluating e-learning content library vendors for Generative AI features

Investment in talent development is seen as a key differentiator and part of the organisation’s retention strategy. Learning is a highly developed function within the HR organisation with a well-developed skills framework.

Key goals

• Evaluate the generative AI features of e-learning content library solutions
• Re-evaluate the investments in learning content providers prior to contract renewal

The company wanted to re-evaluate the value of their investment in learning content providers prior to contract renewal discussions. The company also wanted to ensure that they were not falling behind the market and their peers, in evaluating the generative AI features of e-learning content library solutions.

The timelines were very tight as they needed an initial recommendation already in a few weeks.

Fosway approach and customer outcomes

The focus was on evaluating which e-learning providers had a proven Generative AI solution and roadmap, versus just ambitions.

We evaluated the selected vendors using our insight into the suppliers, historical knowledge of their product roadmaps and experience of their ability to deliver.

Fosway’s deep research base enabled us to provide valuable input and recommendations quickly, within weeks rather than months.

HR and employee experience – the impact of core HR system and broader technology ecosystem on the employee experience

The customer has a sophisticated and highly developed HR ecosystem built around a newly implemented SaaS core HR system.
They faced the challenge of whether the global human capital function should move other parts of the employee journey to the core HR platform. What impact would this have on the employee experience?

Key goals

• Evaluate the impact of HR technology on employee experience
• Build a holistic view of experience from a systems perspective

The company wanted to map the experience across the employee lifecycle. The timelines were very tight as they needed an initial evaluation in a matter of weeks to roll up into the broader strategic HR review process.

Fosway approach and customer outcomes

Fosway ran a strategic review with the human capital leadership team and mapped the needs against their existing technology ecosystem. The conclusion was that the focus should be on the HR journey, rather than the systems driving the experience.
The data that sits behind the Fosway HR Realities research was fundamental in underpinning the customer research.

The use of existing research assets and industry analysis allowed Fosway to provide direct input and recommendation in eight weeks from the initial enquiry.

Talent Acquisition: Creating a new skills-oriented hiring approach

The company had always hired based on experience and competencies derived from those experiences. This experiential approach had created a ‘templated’ model hire. There were concerns that this was stifling innovation and their ability to grow in a fast-changing market.

The challenge was to pivot to a hiring approach that would broaden their talent pool. How could they create a culture on hiring for skills rather than experience, and the assumed bias in the process?

Key goals

• Build a skills-based hiring model to broaden the talent pool in the organisation.
• Use AI to facilitate skills hiring and remove the unconscious bias of the previous hiring culture.
• Identify a shortlist of key talent acquisition technologies to enable a fair, unbiased skills-based hiring model to identify top tier candidates.

Fosway approach and customer outcomes

Fosway Group ran a series of stakeholder conversations to verify the key goals and underlying concerns of the existing hiring model. Fosway made several key recommendations on technologies to assist on the creation of a skills ontology and technology vendors utilising AI for coaching on skills-based interview questions.

Fosway’s use of our existing intellectual property allowed us to provide an initial point of view and recommendations in a matter of weeks.

Extended Enterprise – improving the user experience and training outcomes

The customer felt the learning experience of the diverse external audiences was not hitting the mark. The external audience varied in capabilities and expertise, comprising of skilled professionals through to volunteers who sometimes lacked the core skills.

Key goals

• Examine the effectiveness of the existing Learning Management System (LMS) and decide whether it was for fit for their specific use cases and their vision for the future.
• Recommendation on how to improve the existing LMS, by including a Learning Experience Platform (LXP). Alternatively, shortlisting viable alternative LMS to improve the outcomes.[ML4.1][JK4.2]

The client wanted Fosway to examine how to improve the learning experience. Could a single system serve both ends of the audience spectrum?

Fosway approach and customer outcomes

Fosway interviewed all the stakeholders, finding out what worked and what did not with the current learning system. Also, what did their vision of the future look like?

Following this input, it was established that:
a) Their existing system was not fit for their future vision
b) One system would not deliver the requirements perfectly to the whole spectrum of learners; there would need to be a compromise, and the customer had to make the decision about where.

Once that decision was made, armed with the customer’s requirements list and their own extensive data, Fosway was able to initially provide a shortlist of possible vendors to be targeted for an RFI exercise to ensure the right budget was in place.