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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:
“Writing a Program One-Pager People Actually Read” shows how to distill intent, success criteria, scope, and risks onto a single clear page. We take a muddled doc and rework it live—swapping vague promises for outcomes, cutting orphaned metrics, and adding one simple diagram that saves five Slack threads later.
Engaging Scenarios
Interactive stories that let learners practice decision-making in realistic contexts.
Example:
“Two Teams, One Deadline” puts you at the junction of data and mobile. A dependency slips; one team wants to ship partial, the other wants to push the date. You choose how to frame options, make trade-offs explicit, and record a decision that won’t surprise anyone next week.
Tests and Assessments
Quizzes and evaluations that measure understanding and track progress.
Example:
“Risk Register Reality Check” serves tiny, realistic entries and asks you to tag likelihood, impact, owner, and next review. Feedback is immediate and practical—examples of ‘good enough’ risk statements you can adopt tomorrow.
Personalized Learning Paths
Customized content sequences tailored to each learner’s goals and needs.
Example:
“From PM to TPM to PgM” adapts to your seat. Product-leaning folks practice outcomes and storytelling; technical leads focus on architecture trade-offs and dependency maps; program managers hone planning, RAID logs, and stakeholder routines. The path nudges you when a skill needs reps.
Performance Support Chatbots
On-demand digital assistants that provide just-in-time answers and guidance.
Example:
“Shipmate” answers the questions that block progress: ‘What belongs in an ADR?’ ‘How do we write a rollback plan?’ ‘Which review do we need before launch?’ It cites your engineering handbook and copies in a template so you’re moving again in two minutes.
Online Role-Plays
Simulated conversations or interactions that help learners build real-world skills.
Example:
“Stakeholder Update Without Spin” lets you rehearse a tough status: some green, some yellow, one red. The avatar asks fair, pointed questions; you practice staying outcome-focused, stating trade-offs, and closing with clear asks so the room leaves aligned, not confused.
Compliance Training
Structured programs that ensure employees meet regulatory and organizational standards.
Example:
“Privacy & OSS Basics for Program Leads” covers the practical bits—data classification in briefs, consent in telemetry, and how to clear an open-source dependency without ping-pong. It ends with a checklist you’ll actually use when writing a plan.
Situational Simulations
Immersive activities that replicate real-life challenges in a risk-free environment.
Example:
“Release Train, Quiet Nerves” simulates the hour before a multi-service launch. You’ll decide what to freeze, who to brief, and what to put in the status note. Watch how incident risk, on-call load, and stakeholder confidence shift with each choice.
Upskilling Modules
Targeted courses designed to expand knowledge and build new competencies.
Example:
“Dependency Mapping That Doesn’t Hurt” teaches a quick pencil-and-paper technique to reveal hidden blockers in 15 minutes. We demo with a real feature: draw boxes, add arrows, mark owners, and ask ‘what could break this line?’
Problem-Solving Activities
Exercises that strengthen critical thinking and practical problem-solving skills.
Example:
“Postmortem That Heals” hands you a short timeline, graphs, and three spicy Slack excerpts. Your group writes a blameless narrative, separates ‘one-time fixes’ from ‘system fixes,’ and chooses a single owner per action. It’s humane and productive.
Collaborative Experiences
Group learning opportunities that encourage teamwork and knowledge sharing.
Example:
“Quarterly Planning in a Day” gets product, design, engineering, and data to draft a thin roadmap that names outcomes, not output. You leave with three bets, guardrails, and a crisp comms plan stakeholders will actually read.
Games & Gamified Experiences
Play-based learning methods that motivate through competition, rewards, and fun.
Example:
“Scope Swap” splits the room into two squads. Each gets the same problem and must deliver either a minimal lovable version or a belt-and-suspenders version under a timer. The debrief exposes trade-offs and helps your team calibrate ‘good enough for now.’
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:
Shipmate returns short, cited answers from your engineering handbook—how to structure a decision record, who signs off a risky change, and what belongs in status notes—so programs keep moving without hunting.
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:
Drop a status update and the coach highlights what’s clear, what’s implied, and what’s missing. It suggests a single sentence that names the risk and the ask in human 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:
Rehearse a dependency negotiation with an avatar tech lead who’s realistic about bandwidth. Practice proposing trade-offs without pressure and locking a 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:
Upload your refreshed release checklist and receive scenario-based checks—rollback triggers, comms order, and evidence of readiness—ready to assign before the next train.
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:
Have teams submit 90-second demo ‘elevator readouts.’ The grader scores outcome clarity, risk naming, and crisp asks, then compiles a highlight reel for 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:
For plans, the assistant flags mushy goals and unowned risks, suggests sharper outcomes, and reminds you to include the one graph stakeholders always ask for.
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 rubrics keep evaluations steady across programs and reviewers. A variance view prompts quick calibration with paired examples—no long 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:
Connect learning to DORA-style signals—lead time, change failure rate, time to restore—and stakeholder clarity scores, so you see which habits shift 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 big launch, the system flags teams that haven’t practiced status notes or risk logs recently and nudges brief refreshers. Small reps prevent late nights.
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:
Leaders get a clean snapshot—bets, risks, dependencies, and comms cadence—so everyone sees the same movie.
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, you see fewer slipped decisions, clearer demos, and steadier releases translated into time saved and stakeholder satisfaction—evidence your COO trusts.
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.