March 2020 — Banco Davivienda, one of the largest banks in South America, faced a major challenge: finding the right talent to meet strategic goals.

Due to a regional talent shortage, the bank decided to upskill its 25,000 employees across Colombia and Central America by launching a digital corporate university—an internal platform offering soft and hard skill training through various courses and learning paths.

Different roles had specific learning routes, and team leaders were manually tracking progress via spreadsheets.

This made it difficult to monitor learning outcomes and identify employees with the right skills for strategic projects.

•Inability to archive prescriptions.
•Poor sorting logic in the Rx list.
•Limited filtering options.

1. Automated Reports

Leaders now receive automated progress updates, eliminating the need for manual meetings and spreadsheet reviews.

2. Talent Identification

Leaders can now quickly spot high-performing individuals and assign them to strategic initiatives based on their skill levels.

3. Meeting Reduction

Reduced time spent in review meetings—from 2 hours weekly to zero.

4. Business Impact

The most popular learning path focused on analytics roles (Data Engineering, Data Science, Business Analytics). Using this data, the team identified key talent who later built a program to identify high-potential loan applicants, generating over $15 million in revenue.