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Elevate your Human Resources team with quality custom training content.
Training and Development Manager, New York, NY
eLearning Solutions Company is fantastic! Their products are innovative, user-friendly, and do an excellent job presenting the training content. I'm so grateful for their help, we were able to reach our training targets and stay on track with the business goal. I would gladly recommend this team to anyone looking for an effective online learning curriculum.
Senior Learning Evangelist, Tallahassee, FL
This company develops superior custom learning courses. Their comprehensive approach to content processing and engaging delivery greatly simplified complex topics for my internal learners. They offer quality courses that are well-suited to self-paced learning. The courses we received are an invaluable educational resource for us.
Senior Traning Manager, Richmond, VA
The ELS team is incredible, very talented, and very skilled! They've transformed the boring courses we've been using until now into content that is fun, engaging, and interactive. Every slide is meticulously designed and serves a purpose. I absolutely recommend ELS as my #1 contractor for anything learning-related.
VP of People Operations, New York, NY
The eLearning Solutions Company has revolutionized learning for our team with their innovative AI chatbots. We now have interactive and engaging modules that have improved our learning completion metrics as well as knowledge retention. AI was an excellent and forward-thinking approach! I highly recommend this company.
Program Manager, San Francisco, CA
eLearning Solutions Company has exceeded my expectations. Their interactive modules are brilliantly designed, informative, engaging, and incredibly intuitive. The support and communication I received throughout the project were fantastic as well. I will certainly trust this team with my future learning and development needs.
Head of Human Capital, Hoboken, NJ
This company is fantastic! We had a very tight deadline, and I'm glad that we selected the right contractor to outsource our learning needs. I highly recommend them to anyone looking for a reliable external learning development partner.
Chief Learning Officer, Las Vegas, NV
eLearning Solutions Company offered an exceptional development process, truly transforming our training modules. Their innovative solutions, professionalism, and project management are incomparable. They are a valuable resource for any company's elearning needs.
Lead Learning Designer, Sacramento, CA
The eLearning Solutions Company profoundly enhanced our elearning capabilities. Their tailored solutions and exceptional support services are second to none. The new courses are truly a game-changer for our training program. Highly recommended!
Managing Director, New York, NY
eLearning Company is phenomenal! The training materials they created for us are clear, engaging, and easy to follow. Our team's skills and knowledge improved significantly. I highly recommend this company for enriching professional development.
Head of People, Boston, MA
I can honestly say that your team has delivered beyond my expectations. Every single one of the elearning modules is top-notch, engaging, and well-thought-through. The interactive content has truly helped us deliver the message and make sure it sticks. I would highly recommend your approach and the innovative learning solutions you deliver!
HR Manager, Chicago, IL
My experience with eLearning Solutions Company has been exceptional. They provided a stellar development service with utmost professionalism and efficiency. Their user-friendly designs and innovative learning strategies surpassed my expectations! They are true leaders in the elearning industry.
for the Human Resources industry
Microlearning Modules
Bite-sized lessons that deliver focused knowledge quickly and efficiently.
Example:
“I-9 + E-Verify in 4 Steps” (5 min). For onboarding coordinators. Tap-through lesson walks document review, Section 2 timing, and E-Verify submission using masked screenshots. Ends with a 3-item check and printable desk card.
Engaging Scenarios
Interactive stories that let learners practice decision-making in realistic contexts.
Example:
“ADA/Title VII Accommodation Path” (8 min). For HRBPs and managers. Branching choices mirror a real request (intake, documentation, interactive process). Outcomes show risk/time tradeoffs and produce an email template with talking points.
Tests and Assessments
Quizzes and evaluations that measure understanding and track progress.
Example:
“Interview Question Red-Flag Check” (10 min). For hiring teams. Scenario + image-ID items test lawful vs. risky prompts and structured rating use. Randomized sets; instant rationales cite policy.
Personalized Learning Paths
Customized content sequences tailored to each learner’s goals and needs.
Example:
“Role Paths: Recruiter, HRBP, Benefits, Payroll, People Manager”. Mixes policy micro-lessons, two recorded mock conversations, and a sign-off checklist. Unlocks next modules based on quiz and reviewer feedback.
Performance Support Chatbots
On-demand digital assistants that provide just-in-time answers and guidance.
Example:
“HRPolicy Bot”. In chat: probation lengths, PTO accrual rules, leave intakes, corrective-action steps, and termination checklists. Returns source-linked scripts with copy buttons.
Online Role-Plays
Simulated conversations or interactions that help learners build real-world skills.
Example:
“Performance Conversation Lab” (7–10 min). For managers. Practice goal reset, tough feedback, and next-step commitment with a reactive avatar; timestamped coaching enables a second take.
Compliance Training
Structured programs that ensure employees meet regulatory and organizational standards.
Example:
“Harassment Prevention + Bystander Basics” (12 min). Plain-language scenarios with policy-aligned examples and attestations. Includes manager-only module on duty to act.
Situational Simulations
Immersive activities that replicate real-life challenges in a risk-free environment.
Example:
“High-Volume Hiring Week” (9 min). For TA teams. Time-boxed choices for requisition triage, scheduling, and candidate comms; sim shows fill-time and drop-off impacts; exports a playbook.
Upskilling Modules
Targeted courses designed to expand knowledge and build new competencies.
Example:
“Structured Interviewing & Rubrics 101” (15 min). For hiring teams. Short clips model anchored ratings and note-taking; includes printable rubrics and bias-interruption prompts.
Problem-Solving Activities
Exercises that strengthen critical thinking and practical problem-solving skills.
Example:
“Pay-Equity Snapshot” (team kit). HR + Finance analyze anonymized comp bands and performance distributions; propose adjustments and communication plan.
Collaborative Experiences
Group learning opportunities that encourage teamwork and knowledge sharing.
Example:
“Policy Sprint” (45 min). HR, Legal, ER, and Comms iterate a policy update using a shared board; outputs a rollout plan, FAQs, and manager talking points.
Games & Gamified Experiences
Play-based learning methods that motivate through competition, rewards, and fun.
Example:
“Interview Bingo” (Daily 3 min). Hiring teams spot red-flag phrasing and convert it to compliant alternatives. Leaderboard resets monthly; winners pick snack boxes.
1
Skill Growth
Custom training builds real-world competencies step by step, giving learners the confidence and ability to perform effectively.
2
Employee Engagement
As learners see their skills improving, they become more invested and motivated, deepening participation in the training process.
3
Organizational Readiness
This combination of stronger skills and higher engagement ensures the workforce is prepared, compliant, and aligned with organizational goals.
in the Human Resources Industry
40%
Less Time Spent on Training
Online learning requires less than half of the time that would be needed for in-person training.
70%
Efficient Experience-Based Learning
Up to 70% of adult learning occurs through hands-on experiences. Online task simulators allow practicing and making mistakes in safe environments.
94%
Higher Learner Satisfaction
94% of adult learners prefer to study at their own pace and on their own schedule.
in Human Resources
AI-Powered Chatbots and Virtual Coaching
These are conversational agents (often built on advanced language models) that can interact with employees in natural language – answering questions, providing feedback, and even coaching in a human-like manner. L&D decision-makers are increasingly adopting these tools to offer on-demand assistance and personalized guidance.
24/7 Learning Assistants
AI chatbots serve as always-available tutors or helpdesk agents for learners. Employees can ask a training chatbot to clarify a concept, provide an example, or troubleshoot a problem at any time. Many companies have integrated such bots into their learning platforms or collaboration apps. According to industry research, virtual assistants and chatbots are now being deployed to handle routine learner queries and provide instant feedback on quizzes or exercises. This immediate support keeps learners from getting stuck and enables more self-directed learning. It also reduces the burden on human instructors or IT support for common questions.
Example:
“AskHR Bot”. Staff and managers ask leave, PTO, policy, or process questions; bot returns concise, source-linked answers in chat. Role-based privacy is enforced.
Feedback and Coaching
Beyond Q&A, AI coaches can give real-time feedback on performance. Modern AI tutors use natural language understanding to evaluate free-form responses and deliver personalized coaching, just like a digital mentor. L&D leaders find these applications instrumental in achieving training goals; surveys show high ROI of using AI chatbots to offer real-time feedback and guidance during learning.
Example:
“Manager Coach”. Upload a feedback recording; AI flags empathy, clarity, and action-planning with timestamps; generates a coaching card.
Scenario Practice and Role-Play
A cutting-edge use case of AI chatbots is powering immersive role-play simulations. AI characters can simulate realistic dialogues with learners. Users can practice a coaching conversation with an AI-driven avatar that responds dynamically. Many organizations have already implemented this type of learning interaction, enabling learners to practice difficult conversations in a safe, simulated environment and receive instant constructive feedback. The AI can adapt its responses based on what the learner says, creating a tailored scenario and coaching the learner on their choices. This moves training beyond scripted e-learning into interactive learning-by-doing.
Example:
“ER Conversation Lab”. Reactive avatars simulate sensitive topics (policy-only, no legal advice); coach notes compare to approved guidance.
coaching can help you improve training outcomes.
Automated Assessments and Intelligent Feedback
AI is transforming how companies assess learning and evaluate competencies. Traditional training assessments (quizzes, tests, assignments, etc.) can be labor-intensive to create and grade, and they often provide limited feedback to learners. AI is changing this by enabling more automated, intelligent assessment methods.
Auto-Generated Quizzes and Exams
Using generative AI, L&D teams can automatically create pools of quiz questions, knowledge checks, or even complex case-study exams. Given a training document or video, an AI tool can generate relevant questions to test comprehension. This not only speeds up assessment development but can also produce a wider variety of test items (reducing over-reliance on a few repeat questions). By automating quiz generation, trainers ensure assessments are always fresh and stay aligned with up-to-date content and learning goals.
Example:
“Policy-to-Quiz”. Drop redlines; AI drafts 8–12 items (image/sequence/scenario) for SME approval; assigns by role and country.
Automated Grading and Evaluation
Your AI-powered training tool can grade many types of learner responses automatically, far beyond simple multiple-choice scoring. Natural language processing models are capable of evaluating open-ended text responses, short essays, or even code snippets by comparing against expected answers or rubrics. This is particularly useful for large companies that need to assess thousands of learners efficiently and do it in a way that offers personalized feedback and recommendations.
Example:
“Interview Note Review”. AI scores anonymized notes against rubrics (evidence, fairness, decision clarity); returns consistent feedback.
AI-Assisted Feedback and Coaching
Beyond Q&A, AI coaches can give real-time feedback on performance. Modern AI tutors use natural language understanding to evaluate free-form responses and deliver personalized coaching, just like a digital mentor. L&D leaders find these applications instrumental in achieving training goals; surveys show high ROI of using AI chatbots to offer real-time feedback and guidance during learning.
Example:
“Screen-Share Coach”. Multimodal analysis flags PII on screen during demos and suggests masked workflows with timestamped guidance.
Fairness and Consistency
AI-based assessment can also improve consistency in scoring and reduce human bias in evaluations. Every learner is judged by the same criteria, and AI models (when properly trained and tested) apply the rubric objectively. And, of course, there's always an option to validate AI-produced scores with periodic human review, especially for high-stakes evaluations, to maintain trust and accuracy.
Example:
AI-assisted rubrics calibrate scoring for interviews, ER notes, and training artifacts; QA sampling ensures trust and compliance.
assessments and intelligent feedback.
Predictive Analytics for Training Impact and ROI
Linking training efforts to business outcomes has long been a challenge for L&D. Today, AI-driven learning analytics are giving organizations new powers to measure and even predict the impact of training on performance metrics. By analyzing large datasets of learning activities and outcomes, AI can uncover patterns that help prove ROI and improve decision-making.
Advanced Learning Analytics
Traditional training metrics (completion rates, test scores, satisfaction surveys) only tell part of the story. AI allows far deeper analysis by correlating learning data with business data. Organizations are deploying predictive analytics that ingest data from Learning Management Systems, HR systems, and operational KPIs to evaluate how training moves the needle on business goals.
Example:
Correlate learning to time-to-fill, quality-of-hire proxies, turnover in first 90 days, ER caseload closure time, and policy exceptions.
Predicting Training Needs and Outcomes
AI can not only look backward but also predict future training needs and outcomes. AI-driven analytics can even predict which employees might benefit most from certain training, or who might be at risk of low performance without intervention. This predictive capability helps L&D teams prioritize and tailor their initiatives for maximum impact.
Example:
Models flag teams at risk (error clusters, misses) ahead of peak cycles (hiring seasons, benefits) and auto-assign refreshers.
Real-Time Dashboards and Reporting
Modern L&D analytics platforms infused with AI provide real-time dashboards that track training effectiveness. These might include sentiment analysis of learner feedback comments, anomaly detection (e.g., identifying if a particular course consistently yields poor post-test results, indicating content issues), and even natural language generation to summarize insights for L&D managers. The goal is to move beyond basic reporting to actionable intelligence.
Example:
“HR Readiness”. Live rollups show completions, failed checks, and plain-language insights for HR leadership and business partners.
Demonstrating ROI
AI-powered analytics capabilities feed into the bigger mandate of proving the value of training. AI helps by directly linking learning metrics to performance metrics. Companies can now estimate the dollar impact of closing a skill gap or predict how improving a certain skill through training will affect key business outcomes. This elevates L&D’s credibility in the eyes of executives.
Example:
Exec views quantify reduced handle time, fewer exceptions, faster hires, and lower early attrition to support HR program funding.
can drive your business outcomes.
In-House HR Teams (SMB to Enterprise)
- Standardize policies and scripts with assistants.
- Improve manager conversations via role-plays.
- Link training to time-to-fill and early attrition.
Staffing & RPO Providers
- Ramp recruiters with structured-interview modules.
- Calibrate evaluation with AI-assisted rubrics.
- Prove SLA adherence with readiness dashboards.
PEOs & HR BPOs
- Deliver client-specific policy paths at scale.
- Reduce exceptions with assistant prompts.
- Correlate training to ticket themes and closure time.
High-Growth Startups
- Build manager muscles with concise role-plays.
- Stand up compliant onboarding fast.
- Track readiness through hypergrowth cycles.
Government & Public Sector HR
- Standardize civil-service processes in micro-modules.
- Practice public-records safe communications.
- Link training to cycle time and appeals.
Healthcare & Education HR
- Reduce compliance misses with policy bots.
- Simulate surge/seasonal hiring scenarios.
- Correlate training to vacancy days and safety reports.
Manufacturing & Field HR
- Deliver offline-capable onboarding on the floor.
- Coach discipline conversations with avatars.
- Track impact on incidents and turnover.
Global HR Centers of Excellence
- Localize policies while preserving standards.
- Calibrate grading across regions with AI rubrics.
- Trend metrics by country and function.
Retail & Hospitality HR
- Scale seasonal hiring with bite-size paths.
- Use chatbots for on-floor policy answers.
- Link training to time-to-productivity.
Professional Services HR
- Elevate feedback culture through coached role-plays.
- Reduce policy exceptions with assistants.
- Correlate training to retention and engagement.