Imagine this: a seasoned software engineer, with years of experience under their belt, sitting down to learn a new coding trick from a fresh graduate fresh out of coding bootcamp. Sounds unusual, right? Yet, at Orion Innovation, a technology company nestled in Edison, New Jersey, this scenario isn’t just plausible; it’s part of everyday life.
In the heart of Orion’s bustling workspace, amidst the hum of keyboards and the glow of monitors, lies a culture of learning unlike any other. Here, knowledge isn’t just shared; it’s celebrated. And at the forefront of this cultural shift is Orion’s groundbreaking IT training programme.
From the moment a new recruit steps through Orion’s doors, they are immersed in a learning-centric environment. Within their first month, newcomers undergo an orientation that elucidates the significance of prioritising learning and illustrates how it operates within Orion’s ecosystem.
“Approximately 80-90 per cent of our learning content is developed in-house, tailored to our organisation’s specific needs and objectives. External subject-matter experts are brought in for specialised topics where in-house knowledge might be limited.”
Arun Paul, head-HR, Orion Innovation, India
“This coaching dynamic isn’t restricted by organisational hierarchy; individuals across different levels exchange knowledge and skills in a reciprocal manner,” reveals Arun Paul, head-HR, Orion Innovation, India. “This egalitarian approach fosters a collaborative learning culture, anchoring our commitment to continuous improvement.”
To adapt to the changing dynamics of work, Orion has transitioned much of its training content to virtual platforms, with approximately 60 to 70 percent of learning delivered online. Popular platforms like LinkedIn and Udemy provide a diverse array of courses, while Orion-specific content is accessible through their Learning Management System (LMS), enabling employees to engage with material at their own pace.
“We also offer Orion-specific content covering technology, domain knowledge and specialised processes, which include pre-recorded lectures and instructional videos. These are accessible through our Learning Management System (LMS), enabling learners to engage with the material at their own pace,” points out Paul.
Recognising the importance of industry certifications, Orion supports employees in pursuing relevant certifications from OEMs such as Adobe, Java, and Microsoft Azure. Additionally, the company harnesses internal expertise by enlisting employees to serve as volunteer trainers, conducting sessions on specialised topics.
“Approximately 80-90 per cent of our learning content is developed in-house, tailored to our organisation’s specific needs and objectives,” asserts Paul. “External subject-matter experts are brought in for specialised topics where in-house knowledge might be limited.”
A data-driven approach is employed to customise the learning journey for each employee. Job descriptions outline key skill sets required for proficiency, forming the basis for individual skill assessments. Quarterly training needs assessments further identify knowledge gaps within teams and individuals, ensuring that training efforts are targeted and effective.
“Evaluating the success of our learning initiatives involves more than just tracking hours spent in training,” emphasises Paul. “Each Orion employee is expected to dedicate 100 hours annually to learning—a benchmark that exceeds industry standards.”
Certain training programmes, such as AI and Gen AI training, are deemed mandatory for all employees to equip them with essential knowledge and skills for their roles. Feedback mechanisms, including online feedback tools and pre- and post-training assessments, allow Orion to continuously evaluate the effectiveness of its training initiatives and make necessary adjustments.
“After each programme, participants are required to provide feedback through our online tool, integrated into our Learning Management System (LMS). This feedback is mandatory for the completion of training hours,” points out Paul.
But the support doesn’t end with training. Orion assists participants in integrating newly acquired knowledge into their daily tasks, employing strategies such as innovation centres that facilitate Proof-of-Concepts (POCs) and company-wide hackathons. These platforms provide opportunities for employees to apply their learning in practical scenarios, ensuring that their proficiency remains sharp.
By prioritising continuous learning, offering diverse opportunities for skill development, and integrating feedback mechanisms, Orion empowers its employees to stay at the forefront of technological advancements while fostering a culture of growth and innovation.
