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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 Program Development industry
Microlearning Modules
Bite-sized lessons that deliver focused knowledge quickly and efficiently.
Example:
Short lessons show how to distill the intent, success criteria, scope, and risks of a program into a clear one‑page document. Learners rework a messy draft by replacing vague promises with concrete outcomes, removing unrelated metrics, and adding a simple diagram to improve clarity.
Engaging Scenarios
Interactive stories that let learners practice decision-making in realistic contexts.
Example:
A scenario places you at the intersection of two teams with a shared deadline. When a dependency slips, one team wants to deliver partially while the other prefers to delay. Learners frame options, evaluate trade‑offs, and document a decision that everyone can support.
Tests and Assessments
Quizzes and evaluations that measure understanding and track progress.
Example:
Risk register exercises present realistic entries and ask learners to tag likelihood, impact, responsible owner, and next review date. Immediate feedback includes examples of adequate notes for small changes shipping soon.
Personalized Learning Paths
Customized content sequences tailored to each learner’s goals and needs.
Example:
Tailored learning paths help project managers, technical leads, and program managers build skills appropriate to their roles. Project managers practise articulating outcomes and storytelling; technical leads focus on architecture trade‑offs and dependency maps; program managers work on portfolio‑level rhythms. The system nudges learners when a skill needs practice.
Performance Support Chatbots
On-demand digital assistants that provide just-in-time answers and guidance.
Example:
A chatbot answers engineering and program questions such as what belongs in an architecture decision record, how to write a rollback plan, or which review is required before launch. It cites the engineering handbook and provides templates, keeping meetings on schedule.
Online Role-Plays
Simulated conversations or interactions that help learners build real-world skills.
Example:
Learners rehearse stakeholder updates with avatars representing supportive, neutral, and skeptical audiences. They practice focusing on outcomes, clearly stating trade‑offs, and inviting feedback so the group leaves aligned.
Compliance Training
Structured programs that ensure employees meet regulatory and organizational standards.
Example:
A privacy and open‑source compliance module covers data classification in briefs, consent in telemetry, and how to manage open‑source dependencies without unnecessary back‑and‑forth. It concludes with a signed attestation and a checklist for future use.
Situational Simulations
Immersive activities that replicate real-life challenges in a risk-free environment.
Example:
A launch simulation models the hour before a multi‑service release. Learners decide which changes to freeze, whom to brief, and what information to include in status notes. The exercise illustrates how these choices affect incident risk, on‑call load, and stakeholder confidence.
Upskilling Modules
Targeted courses designed to expand knowledge and build new competencies.
Example:
A short module introduces a simple dependency mapping technique that uses pencil and paper to reveal hidden blockers. Learners practise drawing boxes and arrows, assigning owners, and asking what could cause failure if corners are cut.
Problem-Solving Activities
Exercises that strengthen critical thinking and practical problem-solving skills.
Example:
A post‑mortem exercise provides a compressed timeline, graphs, and excerpts from conversations. Teams write a blameless narrative, separate one‑time fixes from systemic improvements, and assign a single owner for each action, making the next release smoother.
Collaborative Experiences
Group learning opportunities that encourage teamwork and knowledge sharing.
Example:
Quarterly planning sessions bring together product, design, engineering, and data leaders to draft a lean roadmap focused on outcomes rather than features. Teams leave with a set of bets, guardrails, and a concise communication plan everyone understands.
Games & Gamified Experiences
Play-based learning methods that motivate through competition, rewards, and fun.
Example:
A game divides teams into two groups that must deliver a minimal viable version or a more comprehensive solution under time pressure. Afterwards, they compare choices to determine what level of polish is appropriate for the situation.
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 Program Development 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 Program Development
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:
A virtual assistant provides concise, cited answers from the engineering handbook on topics such as structuring decision records, determining who signs off on risky changes, and what to include in status notes, helping teams keep momentum.
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:
An AI coach reviews status updates and points out what is clear, what is implied, and what is missing. It suggests a single sentence that names the risk and the request in straightforward language.
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:
In a negotiation exercise, learners practice discussing a dependency with a virtual technical lead. They propose trade‑offs without pressure and work toward an agreement for the next check‑in.
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:
Uploading an updated release checklist prompts the system to generate realistic scenario questions about rollback triggers, communication order, and evidence of readiness. Subject‑matter experts can adjust the questions before the next release.
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:
Teams submit short video summaries of their plans, and the grader evaluates outcome clarity, risk identification, and specific asks. It then compiles highlights to share with stakeholders.
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:
When reviewing plans, the assistant flags vague goals and unowned risks. It suggests sharper outcomes and reminds users to include a key metric that stakeholders expect to see.
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:
Shared evaluation rubrics help keep feedback consistent across programs and reviewers. A variance view prompts brief calibration sessions with paired examples instead of lengthy meetings.
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:
Analytics tie learning activities to DevOps‑style metrics such as lead time, change failure rate, and time to restore, as well as stakeholder clarity scores. This helps leaders see which habits influence outcomes.
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:
Before a major launch, the system identifies teams that haven’t practised status notes or risk logs and nudges them toward brief refresher training. Small repetitions help prevent late‑night emergencies.
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:
A dashboard gives leaders a clear overview of bets, risks, dependencies, and communication cadence so everyone sees the same information at a glance.
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:
Quarterly summaries show improvements such as fewer last‑minute decisions, clearer demonstrations, and smoother releases, linking training to time saved and greater stakeholder satisfaction.
can drive your business outcomes.
SaaS Product Organizations
- Align outcomes, not output, across squads.
- Stabilize releases with crisp comms and rollbacks.
- Measure gains in DORA metrics and stakeholder clarity.
Platform & Developer Experience Teams
- Write ADRs and roadmaps teams actually adopt.
- Negotiate dependencies without churn.
- Track support load trending down as clarity rises.
Agencies & System Integrators
- Run planning that clients can picture and trust.
- Deliver clean handovers clients can sustain.
- Prove impact in cycle time and change success.
Fintech & Regulated Products
- Bake privacy and OSS basics into every plan.
- Keep reviewers aligned with shared rubrics.
- Link readiness to audit and release health.
Mobile & Device Programs
- Coordinate app, API, and firmware without drama.
- Practice partial-ship decisions transparently.
- Track returns, crashes, and fix velocity together.
Data & ML Programs
- Name assumptions and data contracts up front.
- Align cadence between research and product work.
- Correlate training to deploy cadence and incident drop.
Enterprise Portfolio Management
- Move from project lists to outcome bets.
- Make RAID logs useful, not ritual.
- Show fewer surprises and steadier delivery.
GovTech & Public Sector Delivery
- Plan in the open with humane status notes.
- Coordinate vendors without losing accountability.
- Tie learning to on-time milestones and rework drop.
HealthTech & EdTech
- Bake privacy and dignity into communication habits.
- Practice incident comms before you need it.
- Measure fewer escalations and faster restores.
Open-Source Program Offices
- Standardize contribution and dependency policies.
- Coach clear ADRs and changelogs people use.
- Link training to adoption and incident trends.