Safran Case Study: 80% HR Curation & Engagement | Edflex

Context

Safran is a major international aerospace group facing massive hypergrowth, having recently grown from 65,000 to over 120,000 employees. With approximately 18,000 hires per year, the company operates in an ecosystem where time is a scarce resource.

At the heart of this dynamic, the HR function plays a major role: it must embrace new technologies (digital, Artificial Intelligence) to guide and support the company's various business lines. To succeed, this HR community must constantly adapt and learn.

The Challenge: The obsolescence of the open catalog in the face of hypergrowth

Before Edflex, Safran had its own internal university and extensive e-learning platforms, but the model was reaching its limits. The main barriers to learner engagement were:

• Information overload and mental load: offering an open training catalog containing thousands of resources was no longer working.
• Lack of time: in practice, given the workload (with recruitment and safety being top priorities), teams did not have the time to sort through information themselves.
• Loss of meaning: employees were getting lost in a "more is better" approach to content, without knowing what was truly relevant for their skill development.

The Solution: The "3A Challenge" and frugal curation

To transform its L&D (Learning & Development) approach, Safran co-built the "3A Challenge" with Edflex, a bespoke learning program. Rather than producing new modules, the team used the depth of the Edflex catalog to filter, sort, and refine existing content.

The pillars of this professional training strategy:

• The "Netflix Season" format and FOMO: the challenge lasts 8 weeks. Content is unlocked progressively and disappears at the end of the period, creating a powerful sense of scarcity that boosts regular logins.
• Two-speed pedagogy: short content (5 to 10 minutes) to acquire the basics, accompanied by longer media (podcasts, TEDx) for experts looking to dive deeper.
• International gamification: a system of healthy competition between countries and subsidiaries to stimulate participation.
• Seamless integration (SSO): the project was organized by "streams" (cybersecurity, communication, content) to ensure a frictionless learner experience, with users moving between platforms without even noticing.

The Results: 80% completion and an exceptional human ROI

The impact of this digital learning initiative was immediate, validating the relevance of content curation in the face of information overload.

• Rare engagement in the market: 80% of learners who started a module finished it, a performance described as"extremely rare" in the learning world.
• Emergence of "Super Learners": the program helped identify highly engaged employees in unexpected subsidiaries, who are now becoming ambassadors for selecting future content.
• Blended learning emulation: beyond digital, local HR representatives have adopted Edflex media to organize in-person events ("content breakfasts," round tables), rebuilding social connections around learning.
• Multilingual scalability: following the success of the first edition, a "Season 2" was launched, incorporating Spanish to specifically meet the needs of teams in Mexico (the group's second-largest country).
• A silver Brandon Hall Excellence Award in Learning and Development for this project.

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