How Pelayo boosted learning participation by 45%

Pelayo is an insurance company with more than 85 years of history, focused on offering solutions for individuals and companies. It stands out for its focus on proximity and personalized attention. With a clear commitment to digitalization, it seeks to adapt to the new times, reinforcing its commitment to innovation and continuous improvement.

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1 The challenge
Pelayo was looking to modernize its training to gain agility, attractiveness and autonomy. The challenge was to replace a limited platform with a solution that would make it possible to create personalized itineraries by profile and automate the assignment of training from the first day of incorporation. All of this while guaranteeing regulatory certification and encouraging real employee commitment to their personal development.
2 Our proposal
We implemented a Totara integrated with Endalia and GoodHabitz, unifying training under the Pelayo identity. The solution includes customized pathways and dashboards for managers to drive the development of their teams. Instead of forced gamification, we applied organic gamification mechanics: users earn badges and recognition naturally as they progress in their learning.
3 The results
"Campus Pelayo" has achieved a 45% increase in voluntary training and automation of key certifications for the organization's professional activity. After successfully migrating 12,000 historical records, Pelayo has a scalable environment that eliminates the manual burden and activates a proactive learning culture.
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The challenge

Centralize training and evolve to a more flexible and scalable environment

The previous platform was perceived as a static repository with limited functionality. The goal was to build a modern ecosystem that centralized all resources, integrated data from Endalia and the GoodHabitz catalog, and provided advanced metrics for the Talent team to present strategic results to management.

Promote user autonomy and activate a proactive learning culture.

The company was looking for an environment that invited the user to navigate so that the employee would not just log in out of regulatory compliance. Automating processes, improving the visual experience and providing useful resources were key steps to drive a culture connected to business challenges.

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Our proposal

An integrated learning ecosystem, aligned with Pelayo's culture.

We design an environment in Totara 100% faithful to Pelayo' s identity. Thanks to the previous consultancy, we identified that the critical point was the management of mandatory training. We implemented automations that systematize the allocation of welcome training and guarantee annual recertification in areas such as Code of Ethics or Cybersecurity without manual intervention, ensuring that the company is always "auditable".

The platform offers immediate access via SSO with Microsoft 365 and integrates with Teams to automate call and attendance control in synchronous sessions. In addition, managers have dashboards to monitor the progress of their teams in real time and directly drive their development.

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A platform that evolves with the user and fosters autonomy

The project was phased to ensure adoption. Gamification elements were introduced with digital badges, which reinforces employee recognition. The new Pelayo Campus is not only for studying; it has become a training center where courses and corporate resources coexist, allowing the Talent team to manage the platform with complete autonomy.

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The results

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Increased autonomy and motivation: the impact of 45%.

The response from the staff has been immediate: the completion of catalog courses (personal needs) has grown by 40% to 45%. The simplification of the search and the improvement of the interface have eliminated latent dissatisfaction, turning the Campus into a functional environment where the employee takes control of his or her professional development.

With Endalia's integration, employee information (registrations and terminations) flows directly into the training platform, eliminating the need for manual processes.

Having the entire GoodHabitz catalog 100% integrated, open and accessible, Pelayo has leveraged "personal needs" by allowing the "course of the month" to be highlighted , which has helped people discover new training and increase volunteer participation.

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A scalable system that optimizes knowledge management

Mass migration: More than 12,000 completed training records were successfully transferred, maintaining the necessary legal traceability.

Brand consolidation: The unification under the name "Campus Pelayo" reflects the transition from a purely online model to a global ecosystem that manages face-to-face, virtual and collaborative training.

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"The key to Campus Pelayo's success has been to transform training into an attractive value proposition that accompanies the evolution of the business. We have created an environment where talent flows in an agile way, adapting quickly to the challenges of a constantly changing sector."

Alicia Alameda Head of Talent and Development in Pelayo Alicia Alameda
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