How to create an internal training platform for your employees

Modern business requires continuous development of employees' competences. External courses and trainings are expensive, and their content often does not correspond to the specifics of a particular company. An internal training platform (LMS - Learning Management System) solves these problems dramatically.

Corporate LMS allows to standardise training processes, reduce the adaptation time of new employees from 3-6 months to 1-2 months, and increase the overall efficiency of the team by 25-40%. The company gets full control over training content, can quickly update information and track the progress of each employee in real time.

The system is especially critical for companies with a large staff, branch network or high staff turnover. Instead of expensive in-person training sessions, employees have access to structured knowledge 24/7 from anywhere in the world.

Key features of a learning platform

Content and course management The system should support various formats of training materials: video lectures, interactive presentations, documents, tests and practical assignments. It is important to be able to create learning paths - individual learning paths for different roles and levels of training.

Testing and knowledge assessment system. Automated testing with different types of questions, setting of passing scores, limitations on time and number of attempts. Integration with certification is mandatory - issuing digital certificates upon completion of courses.

Analytics and reporting. Detailed statistics on each employee: training time, test results, course progress. Summary reports for HR and department managers with the ability to upload data.

Gamification and motivation. A system of points, achievements, ratings and competitions between departments. This increases employee engagement and turns training from a routine into a fun process.

Social features. Forums, chats, the ability to ask questions of experts, sharing experience between colleagues. Today's employees value interactivity and collaborative learning.

World examples of successful use of enterprise LMS

McDonald's Hamburger University. The company trains more than 275,000 employees annually through its proprietary platform. The system supports 28 languages and includes VR simulators for practising kitchen skills. The result: standardised service quality across all 40,000 restaurants worldwide.

General Electric Digital Learning Platform. GE has invested $1bn in corporate learning, creating a platform for 300,000+ employees. The system uses AI to personalise content and predict career trajectories. The company has reduced new product development time by 30% through better knowledge sharing.

Walmart Academy. The world's largest retailer trains 2.2 million employees through a mobile LMS with augmented reality. The system analyses customer behaviour and automatically generates personalised courses for salespeople. ROI was 15:1 in the first year of implementation.

Siemens Next Learning Platform. The German industrial giant has created a learning ecosystem for 385,000 employees with a focus on digital skills. The platform is integrated with workflows - employees receive microlearning directly while performing their tasks.

Real Case: Cursomania Academy for Corporate Learning

A practical example of an effective corporate LMS is the Cursomania Academy platform - a specialised solution for educational projects with a built-in learning management system.

Key features of the implemented solution:

The platform supports the entire corporate learning cycle: from the creation of a learning programme to the creation of an integrated Course Builder. The built-in Course Builder allows HR-specialists and internal trainers to easily create interactive courses with different types of content - from text materials to video lectures and PowerPoint presentations.

Customisation and personalisation system: A mechanism of automatic assignment of courses by user profile is implemented. Employees can access only the content relevant to their position and department. Courses are filtered by language, position and company brands.

Motivational elements: A gamification system with points, badges and achievements has been implemented. This significantly increased staff engagement - employees started to perceive training as a fun development process rather than an obligation.

Analytics and Control: The administration dashboard provides detailed statistics on each employee and department. Reports can be uploaded to Excel/CSV for further analysis by the HR department.

Technical implementation: The platform supports multi-lingualism (Romanian/Russian), has an adaptive design for mobile devices and is integrated with Zoom video conferencing systems for live training.

Results of implementation: After authorisation, employees are immediately directed to the "Selected Courses" page, which eliminates distractions from extraneous content and focuses attention on the training relevant to them. Automatic notifications inform employees of new courses and deadlines.

This approach to corporate training shows how a properly configured LMS can become a central tool for employee development, combining ease of use, powerful functionality and measurable business results.

Investment and ROI

The average development time for an enterprise LMS is 6 months for basic functionality. Project ROI is typically achieved in 8-12 months due to savings on external training and improved employee efficiency.

Investing in enterprise learning is an investment in the future of the company. A properly designed and implemented LMS becomes a strategic asset that provides a competitive advantage for years to come.

Corporate training is an investment in a company's future. A well-designed and implemented LMS becomes a strategic asset, providing a competitive advantage for years to come.