KEN OMIYA
My Best Work Yet
Select the options below to jump to each project, or simply keep scrolling!
View select courses I designed for first-time managers, and explore the thought that went into the learner experience through our LMS Docebo.
View select courses I designed for first-time managers, and explore the thought that went into the learner experience through our LMS Docebo.
New Hire Training
Check out the courses that cut compliance training times in half, saving thousands of company hours while revitalizing the orientation experience.
Check out the courses that cut compliance training times in half, saving thousands of company hours while revitalizing the orientation experience.
Manager Master Series
View select courses I designed for first-time managers, and explore the thought that went into the learner experience through our LMS Docebo.
Don't Have A Ton of Time?
Check out this 1 min video I created that highlights what I do.
Some Context: I put together this video to promote my team's services to key clients, including Qualcomm, AMD, and Phillips, with the goal of offering our expertise in developing custom courses for them. We successfully secured partnerships as a result.
New Hire Training
Starting staff strong with stellar support and speedy essentials
The Mission: One of my first projects as an ID was to overhaul BDS' orientation program. Given the seasonal nature of our work, I had to create courses that would quickly get new team members up to speed.
First Up, The Welcome Course
The Issue: My onboarding experience consisted of a PowerPoint and three hours of videos. While the information was there, the delivery felt dry and impersonal, especially for a fully remote company.
The Vision: Create a more engaging, human-centered experience that made new hires feel excited and connected to the team from day one.
The Solution: I developed an interactive module, added a personal welcome video from our CEO, highlighted key benefits, celebrated our recent awards and partnerships, and made a video showcasing our social and professional committees. This way, everyone could feel a sense of belonging.
The Result: The 100+ comments left by learners have been overwhelmingly positive. With weekly comments, the course remains the training the highest level of engagement on our LMS.
Next, The Compliance Courses
The Issue: The curriculum for worker/driver safety, cyber security, and workplace violence took hours, was outdated, and wasn't built for mobile learners.
My Goal: Upgrade and update the existing courses to a mobile-first design that was sleek, fast, compliant, trackable, and engaging.
My Process: Through independent research and interviewing SMEs in IT and HR, I storyboarded scenarios unique to our teams and outlined all the compliance must-haves. I created animated GIFs, videos, and graphics using Adobe Suites, and composed all of it into Articulate Rise for it's mobile-friendliness. After 3 rounds of review, I published the material onto our LMS, tweaking elements as feedback from learners trickled in.
The Result: The 3hr+ compliance courses were reduced to 90 minutes, saving BDS 4000+hrs of paid training. The mobile-first design halved the overall number of tickets for our LMS admin.
Manager Master Series
Developing an evergreen solution to leadership scarcity
BDS had a lot of first-time leaders. Many were promoted for doing great work, but had no leadership experience. One course wasn't going to solve this upskilling issue. We needed a manager boot camp.
How We Made It
01
Listening to the Seasoned Veterans
I interviewed half a dozen leaders from executives to field managers asking what they saw as the most in-demand skill for supervisors.
Our objective was three-fold: stoke learner curiosity, customize material to BDS, and boost resource accessibility. To do this, I designed a simple, eye-catching landing page in our LMS that focused on skills every BDS leader would need.
Here you can see the six buckets that made the cut. This is what learners see in Docebo's LMS when landing in the Manager Master Series.
02
Lighting the Flame Within
Understanding that learning is a voluntary process, our aim was to design a learner experience that would peak interest with a handful of engaging courses, then lead learners to a collection of extra goodies like podcasts, videos, and articles they can sink their teeth into to deepen their knowledge.
Knowing the limitations of our LMS helped when sketching out these initial designs.
03
An Ever-Growing Library
All that was left to do now was to create the content! Using a combination of Articulate Storyline, Rise, Canva, and Premiere, I developed over thirty courses in about four and a half months.
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Meanwhile, our team of 3 (the director, the LMS administrator, and me) collected any free content that we could share under each skill.
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This is what learners see after selecting a skill to learn.
Now Let's Get into the Good Stuff
Here are a couple of my favorite courses I designed for this project
A Pirate-Themed Course on Change Management
Overview: Captain the high seas and guide your crew through everchanging tides! Navigate interpersonal conflict with this gamified intro to change management designed to keep learners engaged.
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Production: I composed the scenarios in Articulate Storyline with assets created with Premiere, Photoshop, Adobe Stock, and Stability AI. I then wrapped the blocks in a Rise course for an enhanced mobile experience. The course ends with a downloadable one page takeaway that I created in Canva.
Learn Greg McKeown's Teachings Through The Matrix
Overview: Based on the concept of loss aversion and the what New York Times bestselling author Greg McKeown calls the "Can't Lose Matrix" comes a microlesson that gives learners the bones of any negotiation in less time than it takes to brew a cup of coffee.
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Production: Designed to be a bite-sized course, this 6 minute microlesson was made with Articulate Rise with GIFs and final handout created using Canva. This course took 4 days to make, peer review, and edit into it's final draft you can view below.
Since its launch, the Manager Master Series has seen over 100 unique visitors.
More executives reached out requesting other skills and topics to be covered.
Summer 2021 was inefficient. The cost of operations per guest was at an all-time high, and it was due to a bottleneck in transportation. Simply put, our company had a training need for CDL drivers.
After analyzing company needs, I collaborated with the lead mechanic and the director of operations to create a comprehensive, six-course learning path for CDL trainees to become certified and obtain their passenger endorsement.
The sheer volume of knowledge required weekly meetings and an immense amount of research. From start-to-finish, the project took 2 months to complete.
Summer 2022 was the first time our company offered a training program for those seeking a CDL, and we were successful in hiring 8 new drivers on the path to a CDL.
An action map that outlines our game plan.
Process
Analysis:
Our learners came from a large spectrum of knowledge - some of them were veterans at the company, and others were just starting their first season. Nonetheless, we knew they would have 3 weeks between onboarding and peak season; training would have to be hybrid; and we had 3 months to complete the courses.
Design:
The learning objective was for learners to be able to drive a class B vehicle with a trailer on dirt roads safely 100% of the time in 3 weeks. The curriculum was set at 2 online lessons per week in tandem with hands-on lessons.
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I video chatted with a SME weekly, learning and discussing real-use information a driver would need in order align with the learning objective. Due to the text-heavy curriculum, I used Articulate Rise for prototypes and the final product.
Development:
Our weekly meetings started with the SMEs discussing the topic at hand, ironing out last weeks prototype, and brainstorming missing/needed information.
Implementation:
The six course learning path was implemented through Articulate Rise to 12 CDL-seeking drivers alongside other AVA employee courses.
Evaluate:
Out of the 12 recipients, 8 completed the learning path and obtained their Class B CDL and Passenger Endorsement. Quizzes and lessons were tweaked throughout the season.
