Learning Management Systems and

Opportunities (Industrial Automation

Industry)

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Conceptualized and Developed: October - 2020
The objective of this report is to provide a comprehensive analysis of
Learning Management Systems (E-Learning platforms), detailed
workflow for implementation & integration of LMS, and showcase
how Draup, alongside LMS can optimize the Learning & Development
process for organizations

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 Digital Disruption across Industries: Digital technologies and automation use-cases have heavily disrupted the
traditional job roles and skillsets across industries

Draup has identified 150+ job roles across various industries that are at high risk of disruption
Industrial Media &
BFSI Industry Manufacturing Software Retail
Automation Entertainment
Production Engineer Bank Teller Welding Engineer IT Procurement Specialist Store Manager​ Game Content Creator​

Testing Engineer Underwriter Assembly Technician .NET Developer Marketing Associate​ Content Planner​

Network Engineer​ Treasury Administrator Packaging Engineer Mainframe Developer In store Sales Associate​ Content Editor​

Hardware Engineer Tax Analyst Manufacturing Specialist ERP Systems Analyst Warehouse Associate​ News Editor​

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Electrical Engineer Appraisal Analyst Casting Engineer Site Reliability Engineer Merchandise Planner​ Screen Writer​

System Administrator Mortgage Specialist Fabrication Engineer Server Engineer Customer Representative​ Web Designer​

Software Quality Assurance

Field Engineer Collections Analyst Material Planner Algorithm Engineer Supply Chain Assistant​
Engineer​
Quality Assurance
Tax Consultant Lean Manufacturing Engineer Kernel Engineer Logistic Associate​ Web Developer​
Engineer

IT Analyst Loan Analyst Methods Engineer QA Test Automation Engineer Inventory Planner​ .NET Developer​

Process Engineer Financial Advisor Forklift Operator Programmer Analyst Systems Analyst (IT)​ IT Support Engineer

Marketing Campaign
Systems Analyst Claims Specialist Process Analyst GIS Analyst IT Administrator (IT)​
Specialist

Source: Above roles have been identified from Draup Talent Intelligence platform Industry
Low High
Methodology: Draup has identified Digitally Replaceable Quotient on the basis of job demand and automation in the industry using which the intensity of disruption is mapped Job Roles/Intensity of digital disruption
Note: List of industries and job roles is not exhaustive 2
 Need for Learning Management System (LMS): To sustain disruption, Companies are aggressively trying to train their
disrupted workforce and provide viable career path

Redundant Job Roles Learning Management System or LMS is a

Learning software which provides a suite of
Due to disruption in various industries, numerous job roles Management applications including course creation,
have become redundant. To avoid layoffs and hiring of content management, documentation,
System
high-cost skilled workforce, HRs1 need to upskill/reskill assessment, reporting and tracking
current workforce

Full Suite LMS2 Providers with Major Offerings

Features/

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Offerings
Skill Development
Micro-Learning
Developing soft skills and technical knowledge of the
Need for current employees of an organization will result in Multi Platform
increased productivity and efficiency Accessibility
Reskilling/ Content
Upskilling Management
Assessment and
Training for New Hires Evaluation

In the current remote working scenario where face-to- Integration

face training is not possible, new recruits must go through
online mandatory/required training Technical Support
Service

1. HR: Human Resources

Source: The analysis is based on Draup’s talent module, internal research, customer engagement reports, and industry blogs and whitepapers 2. LMS: Learning Management System 3
 Benefits of LMS adoption: LMS is being observed as a highly efficient, flexible, KPI driven, and cost-effective approach
for enterprises to train disrupted workforce at scale

SAVINGS INSIGHTS EFFICIENCY FLEXIBILITY

• Implementation of LMS • Learning management • LMS ensures consistent and • E-learning platforms enable

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leads to reduction in systems provide HR with customized training for employees to take training
training costs automatically generated different groups in the sessions anywhere and
employee training reports organization anytime
• Less in-class training time
as compared to face-to- • HR can track who has • Automated registration, • Mobile training applications
face instructor-led completed which training deployment & tracking provide notifications to the
training reduces the through progress reports ensures more accuracy & employees so that they do
productivity loss efficiency not miss any required/
• Performance can be mapped mandatory training sessions
with training reports to
According to research by IBM, A study by Journal of Applied
generate insights on skill
for every dollar invested in e- Psychology states that
development
microlearning makes learning
learning, the return is $30 on
productivity 17% more effective

Source: Above analysis is based on Draup’s internal research, customer engagement reports, Primary interviews with Draup’s customers, and industry blogs and whitepapers 4
 LMS Ecosystem: Enterprises are deploying LMS for either specific Learning & Development processes or to manage
the end to end learning journey for their employees

Skill Management/Assessment Learning Path Identification Content Management Content Libraries

Applications

Quality Assurance Training Delivery & Management Micro-learning Assessment & Evaluation

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Performance & Feedback Analytics Integration Platform as a Service

Full Suite LMS Providers

Source: The analysis is based on Draup’s internal research, customer engagement reports, and industry blogs and whitepapers
Draup has tracked multiple companies in the learning management system ecosystem 5
LMS Deployment Workflow: Companies are struggling to identify the highly disrupted job roles and map them with
the relevant new-age skills to design the end-to-end learning journeys

REQUIREMENT ANALYSIS

BEST PRACTICES (Vendor Search,

Problem Statement Implementation and Integration)
• Who are getting disrupted due to enterprise digitalization ?
• How to train job-roles under disruption to address new-age skill gap ? Problem Statement
• Who is the ideal LMS Development and Integration Partner ?
• How to map the roles under disruption with the in-demand skillsets ?
• How to implement LMS in my Enterprise ?
• What are the relevant learning modules to integrate in LMS ?

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• How to empower/train workhouse to leverage the LMS platform for career
• How to build custom career paths in LMS? development

Teams Involved Teams Involved

• Learning and Development Executives • Procurement Leaders • LMS Development & System Integration
• IT/Technology Leaders partner
• Workforce Planning Executives
• Training Specialists
Steps Involved
Steps Involved
• Job-role identification
Vendor Search Implementation Integration
• Peer Benchmarking • Industry Network • Design & Data Management • Bulk Import
• Role mapping • Market Research • Training • Single Sign-On
• Skill Gap analysis and Course identification • Further Due Diligence • Testing and Launching • API Integration
• Support

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 LMS Requirement Analysis: Identifying the job roles for training and identifying their skills gaps is one of the key
components for mapping out the organization’s requirements and successfully implementing LMS

Steps Involved in Requirement Analysis Teams Involved Output

Job role identification
Identifying the level of digital disruption across value chain Learning and Development
processes to understand and shortlist the job roles that are department or HR Data Analyst
disrupted needs to collaborate to identify
digitally native and new-age job
roles • Taxonomy of
Peer Benchmarking disrupted job
Comparing the organization’s existing talent with those of roles
Learning and Development
industry leaders to identify new-age digital roles and skillset in department can analyze skills
• Taxonomy of

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demand required for new-age jobs with HR
Data Analyst to identify the gaps in new-age roles in
their organization demand
Role Mapping
Understanding the various possible career paths of an existing Learning and Development • Career path
role in disruption using skills analysis and building the learning department can analyze skills models
path for highly feasible target role/s required for new-age jobs with HR
Data Analyst to identify the gaps in • List of learning
their organization
modules mapped
Skills Gap Analysis and Course Identification to new-age
• Breakdown the skillset requirements of target role and Learning and Development skillsets
mapping the existing skillset of the disrupted role to department with HR Data Analysts
understand the skill gaps can identify the relevant course and
certifications required for training
• Identifying various micro and macro learning module and map current workforce
with the skill gaps to build the ideal learning path

Source: The analysis is based on Draup’s talent module, internal research, customer engagement reports, and industry blogs and whitepapers 7
 Requirement Analysis Framework Analysis

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 Job role identification: Draup mapped the use-cases with relevant Industrial Automation value chain workloads to
identify the several job roles across Industrial Automation value chain that are getting disrupted

Industrial Automation Digital Use-cases and respective Job Role Taxonomy that are undergoing disruption

Value Chain CUSTOMER SERVICE QUALITY SALES TECHNICAL SUPPORT

• Customer Relationship • Customer Service Chat-bots • Test procedure Automation • Sales Planning and Forecasting • AR/VR based training
Use-cases Management • IVR • AI based Cognitive • Sales content personalization • Remote Assistance
• Customer Insights Analytics • Virtual Assistant Algorithm and analytics • Smart Wearables
Customer Service Customer Care Technical Support Network
Quality Assurance Engineer Sales Executive
Representative Representative Expert
Technical Support
Customer Service Manager Customer Support Executive Quality Control Inspector Sales Representative
Disrupted Job Coordinator
roles
Customer Care Executive Customer Care Associate Supplier Quality Engineer Sales Associate Field Application Engineer

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Customer Service Executive Quality Analyst Area Sales Manager Technical Manager

Value Chain IT SUPPORT MARKETING TESTING

• Virtual Assistant • Competitive Intelligence • Robotic Process Automation • Edge Computing

Use-cases • IVR • Market Segmentation and • IoT and Telematics • Machine Learning based Visual
• Remote Assistance Targeting • Digital Twin Validation Tools

IT Analyst Marketing Associate Testing Engineer Test Developer

IT Support Engineer Marketing Manager Testing Specialist Testing Analyst

Disrupted Job
roles Performance Test Automation
Network Support Engineer Marketing Executive
Engineer

Network Engineer Marketing Consultant QA Test Engineer

Role Analysed in Case-study
Low High 9
Disruption
 Peer Benchmarking: Identifying the roles in-demand across new age high demand digital roles by comparing
organization’s talent with that of industry leaders’

Peer Benchmarking Workflow 1 2 3

Identifying Peers Analysing Job Roles In-demand Identifying New-age Skills

(Identify the peer companies on the basis of (Analysing the job posing and JDs of the peer (Mapping the skillsets of in-demand job
industry that they cater to, their solution companies in order to identify in-demand job roles and identifying the technical as well as
offerings and company size) roles and their frequency of hiring) soft skills held by various job clusters)

Draup has identified various new age high demand job roles across new-age technologies in Industrial Automation Industry
Job Clusters R&D and Design Manufacturing Software & AI/ML Supply Chain Automation/Robotics Cybersecurity

Industrial Communications Automation Control

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Production Planner Machine Learning Engineer Supply Chain Consultant Cybersecurity Engineer
Researcher Engineer

Validation Automation Distribution Centre Process Automation

Design Specialist Analytics Engineer Cybersecurity Architect
New Age Engineer Logistics Specialist Engineer
High
Demand Engineer – Design Service Reliability
Software Product Architect Procurement Analyst
Robotics Process
Incident Response Analyst
Digital (Electrical Automation) Operations Engineer Automation Consultant
Roles
Inventory Control
Digital Design Engineer Operations Engineer Software Engineer - Cloud Robotics Engineer Penetration Tester
Manager

Manufacturing Systems Product Compliance

Design Engineer Data Scientist Supply Chain Manager Cryptographer
Engineer Engineer

Artificial Intelligence
Systems Design engineer IoT Analyst
Engineer

Source: The analysis is based on Draup’s talent module, internal research, customer engagement reports, and industry blogs and whitepapers
Note: List of job roles is not exhaustive 10
 Role Mapping: Draup has identified various high-demand job roles in which Industrial Automation industry can
reskill/upskill their Quality Assurance Engineer role using Reskilling Propensity Index

Reskilling Propensity Index measures the feasibility of career transition from one role to another role. The index is built by analysing some
key attributes that include: Technical skills, Functional Skills, Soft skills, Historic Career transitions and Compensation.

Sample Reskilling Propensity Index (RPI) of Quality Assurance Engineer who can transform into New Age job roles
Sample Parameters1 to analyse different skill gaps and career transition trends
High-demand Job Roles in
Starting Job Role RPI2 Technical Functional Specific Soft Skills Observed Career Compensation which starting role can
Proficiency Proficiency Overlap Transitions gap transition to

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Automation Control
6.8
Engineer
Process Automation
6.3
Quality Assurance Engineer
Engineer Validation Automation
6.1
Engineer

5.6 IoT Engineer

RPI Range >6.5 - Upskilling >5 - Reskilling Score in Individual Parameter High Medium Low
Note: 1. Several other Reskilling parameters are considered in detailed analysis
2. RPI or Reskilling Propensity Index is the Draup’s Proprietary scoring index methodology for Reskilling which is based on detailed analysis of relevant parameters 11
 • Skill Gap Analysis and Course Identification: Comparing the skills held by organization’s current workforce with
the digitally advanced roles to identify the skills and relevant courses required for transitioning

Skill Gap and Course Identification Workflow

Training Duration
Skills Gap
Technical Skills Soft Skills
Existing Role
• Coding Skills • Technical Knowledge • Behavioural Skills Desired Role
(Current digitally native job • Programming • Data Visualization • Communication Skills (New-age digital role present
role present in the • Project Management • Presentation Skills across the industries)
organization)
Courses/Certifications
• Online Courses (by Coursera, Udemy, edX etc.)
• Relevant Certifications (by IBM, Microsoft, Salesforce etc)

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Sample Case Study: Learning Journey of Quality Assurance Engineer becoming an Automation Control Engineer

Quality Assurance Engineer Training duration: 8– 12 months (self-paced learning) Automation Control Engineer
Skills Gap
• Software Tools- HMI, PAC, PLC
Software Tools- Hardware Tools- Controls, R, Python
HMI, PAC, PLC, PID, Pneumatic, Field • Hardware Tools- PID Control,
• Quality Control- SPC Charts,
SCADA, R, Python Control
Continuous Improvement Pneumatics and Field Control
Program, CAPA, JMP, OCAP • Quality Control- SPC Charts,
• Quality Analysis- FMEA Analysis, Courses/Certifications Continuous Improvement
Fault Tree Analysis Program, CAPA, JMP, OCAP
Courses/Certification undertaken: • Quality Analysis- FMEA Analysis,
Cognitive Automation and Analytics Specialization (Coursera) Fault Tree Analysis

Source: The analysis is based on Draup’s talent module, internal research, customer engagement reports, and industry blogs and whitepapers Existing skills Acquired skills 12
 About Draup

13

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 Draup leverages Machine learning models to perform prior analysis and can replicate it on a broader level for any job
roles/skills across functions

Draup Capabilities & Data Assets EMPOWERS DECISION MAKING IN

CAREER PATH
Recruitment
PREDICTOR
ROLES & SKILLS
DIVERSITY INTELLIGENCE
Learning & Development
TAXONOMY

UNIVERSITY
Peer Intelligence
INTELLIGENCE

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DIGITAL IMPACT ON Explore Diverse Diversity & Inclusion
TRADITIONAL ROLES Job Roles,
Locations and TALENT Strategic Workforce Planning
Ecosystem INTELLIGENCE
PEER Insights
BENCHMARKING Compensation & Benefits

University Relations
LOCATION
COURSES/
INTELLIGENCE
CERTIFICATIONS Mergers and Acquisitions
and diverse other use cases…
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 Draup for LMS: Draup, with its machine learning capabilities, can optimize your Learning Management System
deployment by personalizing the Employee learning experience at individual level

Draup can feed LMS with list of candidates who needs to be trained by accurately identifying suitable learning modules and career path based on skills gap analysis

Candidate’s Learning journey 1 2 3

Relevant Candidate Relevant Courses Identification

Skills Gap Identification
Identification & Prioritization Based on skills gap analysis, Draup can
Draup can map the skills requirement for
(Draup can analyze the list of roles across provide targeted learning
existing job role and desired job role to

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organization that require training to model/Curriculum to train the
distinctively identify skills gap
transition into a new role) candidates

✓ Identification of core skill requirement for

✓ Identification and prioritization of job roles with
high risk of disruption in the organization and
require reskilling
✓ Identification of digital native roles which need
to be upskilled to meet the organization’s new
age skills demand and match the skill-sets of
peer companies’ talent
domain expertise to progress into next role
✓ Identification of additional soft skills
requirement such as communication and
presentation
✓ Identification of education gap/further degree
requirement
✓ Identification of relevant courses available in
public domain providing required skillsets
based on skills gap analysis
✓ Identification of successive learning modules
(for next transition) by predicting short term
and long term career trajectory of candidate

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Draup for LMS (1/2)-Relevant Role Identification: Draup performs an in-depth analysis of employee’s profile to map
their workload experience, core skills, and neighborhood skills to identify roles which need to be upskilled/reskilled

INTERNAL CANDIDATE

Candidate Details
Brief overview of the candidate’s role, business unit,
sub-vertical, etc.

Workload Experience
The platform interprets the roles and responsibilities of
the employee in their current role based on data from
public employee’s public profiles, resumes as well as
the company’s internal resources

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Core Skills
While analysing a candidate, the platform provides the
list of technical skillset acquired by the employee that is
relevant to his/her current job role.

Neighbouring Skills
The platform also categorizes the list of technical
skillset acquired by the employee that are not directly
relevant to his/her current job role but can be
leveraged for transitioning to other high demand job
roles. The skills are also categorized on the basis of level
of difficulty of acquiring them

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Draup for LMS (2/2)- Skill Gap Analysis and course identification: Draup leverages its data intelligence to provide a
customizable career path explorer with required skills and relevant courses based on the starting and target job roles

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Draup for Reskilling: Draup analyzes 4 Million+ career paths and track 100K+ courses for associated skills to assist
organizations in their Reskilling initiatives

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