Overview Learn how Kaiser Permanente, America’s leading integrated health care organization, uses Saba to deliver learning and integrate multiple training programs while eliminating redundancy and improving compliance. Business Challenge Kaiser Permanente wanted to integrate multiple training programs supported by isolated systems to overcome inconsistencies and duplication in training activities across the company. Business Benefits - Eliminate costly and redundant learning systems and content - Reduce time employees spend away from their jobs - Reduce compliance risks "Saba helped Kaiser Permanente minimize costs and raise productivity by addressing different types of learning styles, skill levels and time constraints. This blended learning approach provided employees with more freedom to schedule their training, using the most suitable learning method."

1. ®
— its people. That means not only hiring the best,
but also continually investing in training at all levels
of the organization.
While autonomy at the local level helps Kaiser
Permanente deliver excellent member service, it
makes leveraging cost-effective best practices and
efficiencies across the organization difficult. The
problem is particularly acute in the area of training
and employee development. All of the various regions
develop independent training programs supported by
isolated systems. The result is inconsistent training,
massive duplication of effort and lack of visibility into
corporate alignment.
The Solution
In mid-2002, Kaiser Permanente began its search for
a learning management solution, ultimately selecting
Saba. Kaiser Permanente launched the Learning WELL
(Web-Enabled Learning Link) in January 2003. Learning
WELL provided Kaiser Permanente personnel with
a unified, organization-wide system for accessing the
full range of education offerings, as well as managing
and tracking training requirements across multiple
business initiatives.
Case Study
Industry: Health Care
Use Case: Learning Management, Saba Publisher
Saba helped Kaiser
Permanente minimize costs
and raise productivity by
addressing different types
of learning styles, skill
levels and time constraints.
By combining online and
classroom experiences,
learners benefit from live
instructor interaction, yet
minimize their time away
from work.
Challenge
Integrate multiple training programs supported by
isolated systems to overcome inconsistencies and
duplication in training activities across the company
Benefits
• Eliminated costly and redundant learning systems
and content
• Reduced time employees spend away from their jobs
• Reduced compliance risks
Kaiser Permanente is America’s leading integrated
health care organization. Founded in 1945, Kaiser
Permanente serves the health care needs of 8.2 million
members in nine states and the District of Columbia. It
includes approximately 136,000 technical, administrative
and clerical employees and about 11,000 physicians
representing all specialties.
The Challenge
A core Kaiser Permanente internal operating principle is
The KP Promise, an organization-wide rededication to
the mission of providing affordable, high-quality health
care services to improve the health of members and
communities the organization serves. For nearly 60
years, honoring this commitment has been possible
only through Kaiser Permanente’s most vital assets
Kaiser Permanente honors commitment to high-quality, affordable health care with Saba.

2. Case Study Kaiser Permanente
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Kaiser Permanente faces a major challenge in
quickly training all relevant personnel on all the new
system’s features and functions. Kaiser Permanente
has developed a WBT program at a national level.
Each region will then choose the modules they wish
to implement. The regions will deliver these targeted
curricula through Saba to approximately 75,000
people over the next 18 months. To ensure accuracy,
employees and physicians will be pre-enrolled in the
designated role-appropriate modules.
KP HealthConnect is just one of four key strategic
initiatives at Kaiser Permanente. All of these initiatives
will fundamentally change business processes across
multiple functional areas. They represent organization-
wide deployments with significant financial investments,
including learning support. For example, Kaiser
Permanente is introducing new health plans offering a
flexible deductible and coinsurance. These new plans
will change work processes for front-office staff and the
types of questions that Kaiser Permanente employees
and physicians will need to answer for members.
While Kaiser Permanente management recognizes
the strategic importance of their four key business
initiatives, they need to get employees and physicians
trained while minimizing schedule disruptions. Kaiser
Permanente is working to bring together an integrated
curriculum delivered through the Saba-powered
Learning WELL. The result will be a structured program
that shows the full training requirements, by position,
allowing departments to plan and staff appropriately.
Currently the Learning WELL supports approximately
1,500 courses covering a broad spectrum of topics:
business, customer relationships, compliance and
safety. Kaiser Permanente employees can access
and register for both instructor-led training (ILT) and
Web-based training (WBT) through a single self-
service portal. Learning WELL also integrates with
an enterprise-wide directory to populate employee,
physician and contractor profiles, eliminating record
duplication and ensuring data integrity for compliance.
The Results
Since the Learning WELL went live in January
2003, it has managed more than 400,000 learning
transactions. Many of these are focused on streamlining
compliance training — a business-critical issue in the
health care industry. Kaiser Permanente migrated more
than 600,000 transactions from legacy systems to
document historical records on training for the
previous seven years.
Kaiser Permanente has reaped additional benefits
as Saba has helped the organization meet the
requirements of the Joint Commission on Accreditation
of Healthcare Organizations (JCAHO). JCAHO requires
every employee and physician to complete an annual
safety curriculum consisting of 10 to 14 courses. As
employees order the entire curriculum requirement
for their role in one transaction, Kaiser Permanente
benefits from enrollment efficiencies and reductions
in risk of noncompliance.
The introduction of Saba has also supported Kaiser
Permanente’s goal of eliminating duplicate training
efforts. Having a common catalog has made
duplication visible; for example, the many varieties
of orientation programs are a clear waste of training
and staff resources. With Saba, Kaiser Permanente is
working to standardize its training programs across
the entire organization, enabling course consolidation
as well improved course quality. Consolidation
allows Kaiser Permanente to spend its curriculum-
development budget more wisely on more effective,
targeted training.
Saba helped Kaiser Permanente minimize costs and
raise productivity by addressing different types of
learning styles, skill levels and time constraints. This
blended learning approach provided employees with
more freedom to schedule their training, using the
most suitable learning method. By combining online
and classroom experiences, learners benefit from live
instructor interaction, yet minimize their time away
from work.
The Future
A critical initiative in 2004 and over the next several
years is KP HealthConnect, a $2 billion project to
deploy an automated medical record and computerized
physician support system that provides members,
physicians and other health care staff with immediate
access to complete medical records, test/lab results
and prescriptions.