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LearningCentral
Customer success stories

Real results from real organisations

From Singapore's largest insurer to luxury retail across Asia — see how LearningCentral transforms training, compliance, and frontline performance.

97%
CPD completion, AIA Singapore
100%
Compliance rate, Mediacorp
95%+
Course completion, The Hour Glass
80K+
Learning hours, Maxis 2024
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Insurance

AIA Singapore

📍 SingaporeCompliance TrainingSales EnablementExtended Enterprise

Singapore's largest life insurer needed to scale agent training across two distinct groups — new candidates preparing for licensing exams and 5,000+ active agents requiring annual CPD compliance. Classroom training could not keep up. CPD tracking was fragmented. And there was no link between training completion and what agents were authorised to sell.

5,000–10,000
Insurance agents
3,000+
Employees
Largest life insurer in Asia-Pacific
97%
Annual CPD completion rate across 5,000+ agents — an industry benchmark
8×/mo
Average platform logins per agent — learning embedded in daily workflow
77 min
Average monthly upskilling time per agent — sustained learning culture

Challenges

  • ↗Two cohorts (candidates and certified agents) needed entirely different learning workflows
  • ↗CPD hour tracking was manual, fragmented, and at risk of regulatory non-compliance
  • ↗No connection between training completion and point-of-sale authorisation
  • ↗Classroom training couldn't scale with a growing agent network

How LearningCentral solved it

  • ✓Skill-first learning ecosystem serving both cohorts from one platform
  • ✓Real-time CPD tracking with external training upload for agents to self-log
  • ✓Integration with AIA's point-of-sale system — agents can only sell products they are certified on
  • ✓Product certifications unlock automatically upon module completion
“
The platform is easy to use, packed with features that make both content delivery and learner engagement seamless. Highly recommended for any organization looking to onboard an LMS platform.
Amanda-KW Cheong Training Operations Manager, AIA Singapore
Why this matters for Singapore

AIA's CPD requirements are governed by MAS and the Life Insurance Association Singapore. If your company operates in a regulated industry — financial services, healthcare, legal — LearningCentral's compliance tracking module handles the same requirement at any scale.

Media

Mediacorp

📍 SingaporeTalent DevelopmentCompliance TrainingEmployee Engagement

Singapore's national broadcaster — a Temasek subsidiary reaching 98% of Singapore households — was running employee training on SAP SuccessFactors. Low engagement, no real-time compliance tracking, frequent bugs, and manual data consolidation meant L&D was always behind. They needed a platform that matched the standard they delivered to external audiences.

3,000+
Employees
Temasek subsidiaryNational broadcaster
92%+
Platform adoption rate with 2,959 average monthly registered users
88%+
Average monthly course completion — consistent skilling momentum
100%
Timely completion of all compliance, product, and process training

Challenges

  • ↗SAP SuccessFactors lacked agility and user-centricity — high drop-off rates
  • ↗No real-time compliance tracking — audit readiness was at risk
  • ↗Frequent bugs and limited reporting dashboards
  • ↗Manual data consolidation made it impossible to identify skill gaps at scale

How LearningCentral solved it

  • ✓LMS integrated with SAP Hana HRMS and Single Sign-On — frictionless access for all 3,000 staff
  • ✓SCORM-compliant delivery for compliance, product, and process modules
  • ✓Self-paced learning with quiz and trainer assessments built in
  • ✓Real-time tracking replaced manual consolidation — 100% compliance achieved
Why this matters for Singapore

Mediacorp replaced an enterprise LMS (SAP SuccessFactors) with LearningCentral and achieved better adoption and compliance outcomes. If your company is on an outdated LMS and struggling with engagement, this is the migration benchmark.

Luxury Retail

The Hour Glass

📍 Singapore HQSales EnablementSkill DevelopmentFrontline Enablement

Southeast Asia's leading luxury watch retailer — representing Rolex, Patek Philippe, and Hublot across 50+ boutiques in 10 cities — had a lean central L&D team that could not support training across its entire retail network. SOPs were shared manually. There was no visibility into how associates were engaging with training content across regions.

1,000+
Associates
50+ boutiques · 10 citiesRolex · Patek Philippe · Hublot
95%+
Course completion rate across the entire retail network
2,000+
Average monthly enrollments across SOPs and curated content
80%+
Platform adoption — learning embedded in daily retail routines

Challenges

  • ↗Lean central L&D team could not scale support across hundreds of associates in multiple countries
  • ↗SOPs and training materials distributed manually — inconsistent alignment across stores
  • ↗No tools to track how employees were engaging with learning content
  • ↗No way to identify skill gaps or intervene proactively

How LearningCentral solved it

  • ✓Centralised SOP library — one source of truth accessible from any store, any device
  • ✓Role-specific learning paths for retail associates, managers, and specialists
  • ✓Regular skill assessments with data to identify gaps and intervene early
  • ✓Go1 curated content library added for leadership and professional skills development
Why this matters for Singapore

The Hour Glass is Singapore-headquartered with a distributed regional workforce. If you run retail, F&B, or any business with multiple outlets and a small central HR or L&D team, this is the exact use case LearningCentral is built for.

Telecommunications

Maxis

📍 MalaysiaFunctional UpskillingLeadership DevelopmentGenAI Training

One of Malaysia's largest telecoms, with 5,300+ employees, had no defined skills taxonomy. Their existing setup couldn't support role-based learning paths. Employee engagement was low, reporting was limited, and L&D had no data to drive strategy. They needed to build a skills-first learning culture at enterprise scale.

5,300+
Employees
Leading Malaysian telco
80,000+
Hours of learning delivered by Maxis employees in 2024
14,000+
Curated learning assets consumed with 50,000+ total enrollments
2,000+
Employees upskilled through the GenAI Academy in 2024

Challenges

  • ↗No skills taxonomy — impossible to map competencies to business goals
  • ↗Existing system could not support structured, role-specific learning paths
  • ↗Low learner engagement and limited reporting visibility
  • ↗L&D team had no data to make strategic decisions

How LearningCentral solved it

  • ✓Maxis Academy launched as a unified platform for all roles and functions
  • ✓GenAI Academy built for AI readiness training across 2,000+ employees
  • ✓Integrated with Workday and LinkedIn Learning for a connected learning ecosystem
  • ✓Rich curated content library with 14,000+ assets accessible to all employees
Why this matters for Singapore

Many Singapore companies with Malaysia offices run the same challenge — building a skills framework and upskilling employees for AI readiness across borders. Maxis' 80,000-hour result shows what is possible with a structured platform approach. LearningCentral supports cross-border deployment from day one.

F&B / Food Services

Starbucks Malaysia

📍 MalaysiaFrontline EnablementOn-the-Job TrainingEmployee Onboarding

With 400+ stores, 3,000+ baristas, and continuous new store openings, Starbucks Malaysia needed to onboard baristas consistently without compromising the signature Starbucks experience. Traditional training couldn't scale. Managers had no unified way to track barista readiness, and training was disconnected from live performance data.

3,000+
Baristas
400+ stores nationwide
2,000+
Baristas onboarded and made job-ready annually
97%+
Training completion rate across self-paced and classroom formats
165 min
Average monthly learning time per barista — strongest frontline engagement benchmark

Challenges

  • ↗Rapid outlet expansion meant inconsistent onboarding quality across stores
  • ↗No unified system for managers to track individual barista readiness
  • ↗Training was disconnected from live performance metrics like beverage quality and customer satisfaction
  • ↗Frequent product rollouts required fast, consistent frontline updates

How LearningCentral solved it

  • ✓Structured OJT with 30/60/90/120/180-day check-ins — mobile-first, built for frontline workers
  • ✓Task-specific training aligned to customer satisfaction scores and beverage quality metrics
  • ✓DISC behavioural analysis used to match new hires with compatible trainers
  • ✓75%+ frontline participation achieved through mobile learning that fits the work schedule
Why this matters for Singapore

Singapore's F&B, retail, and hospitality sectors face the same challenge: high turnover, rapid expansion, and frontline workers who cannot sit in a classroom. Starbucks Malaysia's 165-minute average monthly learning time shows that mobile-first, on-the-job training works when it is built around the employee's day, not the trainer's schedule.

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