Uflex faced challenges in ensuring their learning and development programs aligned with business needs and goals and led to measurable impacts. Their interventions included segmenting stakeholders, using the ADDIE model to link programs to objectives, and conducting annual training needs assessments. The benefits of Uflex's learning and development programs included successfully cultivating a culture of self-learning, increasing employee engagement and production by 20%, reducing conversion costs by 40%, and generating over $1 million in savings through operational excellence initiatives. Their ability to learn and translate that learning into rapid action provided Uflex a competitive advantage.

1. UFLEX CASE STUDY
ANALYSIS
By: Ananya Rajan

2. CHALLENGES FACED BY UFLEX
1. Sizeable and level-focused business impact required to unfold in a manner which turns acceptance
to appreciation
2. Diagnosis till the individual level
3. Ensuring goal alignment with respect to specific business needs and the catered programmes
4. Objectifying business outputs; selection of appropriate yardsticks
5. Choice of the right facilitator with deep understanding of business dynamics
6. Behavioural change in employees and developing a self-sustained learning culture

3. INTERVENTIONS LEAD
1. Segmentation of stakeholders and delivery of ROI; assurance of a clear linkage of this campaign
with business growth and bottom line
2. Use of ADDIE’s model to deliberate on business objectives; use of measurable results under
defined time periods
3. Identification the KP level of measurement; behavioral and attitudinal programmes are measured
at Level 3
4. Training need identification (TNI) process conducted every year for all categories of employees,
though which needs are further analysed and programmes are identified
5. Use of quantitative data to measure quality of programmes. For example under employee
productivity, production targets getting achieved upto the next level, or in the case of employee
engagement, any subsequent survey indicating an increase in engagement score.

4. BENEFITS THROUGH L&D
1. Successfully inculcated a culture of self learning and upskilling
2. Employee engagement and L&D interventions in films business over the last 3-4 years resulted in
about 20% delta increase in production
3. 40% reduction in conversion cost
4. The operational excellence intervention has resulted in incremental savings of approximately INR
five crores (more than SGD 1 million)
5. Formal evaluation led to substantial change and profitability
6. Successful delivery of business impact unfolded at many levels
7. Through feedback and proper planning the programmes could evolve multifacet

5. An organization’s ability to LEARN and translate that
learning into ACTION rapidly is the ultimate
COMPETITIVE ADVANTAGE
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