The Challenge

The RSPCA’s digital learning journey began during a Microsoft Office 2007 upgrade.

At the time, training was delivered by just two IT trainers. Classroom-based delivery for the entire organisation was impractical, costly, and difficult to scale.

The challenge was made even more complex because:

• Many staff had no email address
• Frontline workers often lacked access to computers
• Shared devices and shared logins were common
• Inspectorate officers sometimes travelled over an hour simply to access a computer

Traditional learning delivery methods were no longer sustainable and the organisation needed a scalable digital solution.

Phase One: Launching Digital Learning

In 2009, the RSPCA partnered with CLC to launch its first learning management system, e-learn.

Initially, the platform focused almost entirely on IT training, particularly Microsoft Office skills. Internal courses created by IT trainers supplemented the catalogue.

Early adoption was modest but promising:

• 126 active users
• 13 available courses
• 65 hours of completed learning

At the time, this represented a significant step forward.

The Technology Transformation

Between 2011 and 2016, organisational technology changes dramatically improved access to learning.

Moving to Google Workspace

In 2012, the RSPCA migrated to Google Workspace, providing staff with:

• Email accounts
• Calendars
• Shared documents
• Cloud-based collaboration tools

This was a major cultural shift for the organisation and significantly improved communication across frontline teams.

The LMS was made even easier to access through:

• Mobile shortcuts
• Enterprise browser bookmarks

By 2014, digital learning adoption had grown substantially:

• 2,500 users
• 220+ courses
• 5,000+ course completions

At the same time, several important improvements were introduced:

• Automated overnight HR user syncs
• Face-to-face activity management
• Volunteer integrations
• Single sign-on functionality

The implementation of automated user syncing significantly reduced administrative overheads. Face-to-face session management also streamlined operations for the Learning & Development team, saving considerable administrative time.

COVID-19 and Accelerated Digital Learning

The COVID-19 pandemic became a major catalyst for change.

While the transition was challenging, the organisation’s previous investments in cloud-based systems allowed learning delivery to continue with relatively little disruption.

Because the RSPCA already had:

• Google Workspace
• Cloud-hosted LMS infrastructure
• Familiarity with Google Meet

…the organisation was able to adapt quickly to remote and virtual learning. During this period, the LMS was rebranded as My Learning Hub, and digital learning expanded rapidly.

Growth During the Pandemic

Between 2019 and 2021:

• Face-to-face activity bookings increased from 300 to over 6,000
• Online inductions were introduced
• Mandatory training programmes launched
• Leadership pathways were developed
• Virtual induction sessions hosted by the CEO became highly popular

The pandemic accelerated years of digital transformation in a matter of months.

Where the RSPCA Is Today

Today, My Learning Hub is firmly embedded within the organisation’s wider digital ecosystem.

Current platform statistics include:

• Approximately 27,000 accounts
• Around 8,000 active users
• More than 20,000 course completions annually
• Nearly 400 internally created learning resources

The system now supports:

• Employees
• Volunteers
• Managers
• Leadership programmes
• Compliance training
• Self-directed learning

Departments across the organisation are also increasingly creating their own learning content, helping to decentralise learning ownership.