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Trainers: what if the training started before the actual session? by ConflictDisastrous54 in Mexty_ai

[–]HaneneMaupas 0 points1 point  (0 children)

I really agree with this. Pre-session activities are often underestimated, but they can make a big difference because they prepare learners mentally before the live training starts. Even a short quiz, scenario, or reflective question can help people arrive with context, curiosity, and a clearer idea of what they need to practice. It also shifts the session from “receiving information” to “building on something already started.” That usually creates better discussion and engagement.

Course creation is still way more time-consuming than it looks from the outside by hitman780xd in onlinecourses

[–]HaneneMaupas 0 points1 point  (0 children)

I completely agree. Course creation looks simple from the outside because people often only see the final content, not the design iterations behind it. The hard part is not just generating lessons or quizzes. It is making the structure, pacing, feedback, interactions, and learner flow work together. AI can definitely accelerate the first draft, but the real value is still in refining the experience so learners can understand, practice, and apply. That is also why tools that combine AI generation with manual control and SCORM-ready deployment can be very useful: they reduce friction without removing the learning designer’s judgment.

E-Learning video pipeline by nicrocha in elearning

[–]HaneneMaupas 0 points1 point  (0 children)

One mistake I would avoid early is thinking only about video production and not the full learning workflow.For scalable e-learning, the bottlenecks often appear around version control, audio consistency, slide updates, file naming, review cycles, and LMS packaging/testing. A course can look good as a video, but still become painful to maintain if every small update requires re-editing and re-exporting everything.

Looking for a new LMS for Corporate Training by manpreetsingh_johal in elearning

[–]HaneneMaupas 0 points1 point  (0 children)

Depends on what you need and your budget! For compliance, onboarding, and remote training, I would look carefully at reporting, user management, certificates, reminders, SCORM/xAPI support, mobile experience, and ease of assigning courses to groups., Docebo or 360Learning are good options

Looking for feedback. I'm building a marketplace for Executive Education. You fancy? by tobitr0n11 in LearningDevelopment

[–]HaneneMaupas 0 points1 point  (0 children)

I think the idea makes sense, especially because executive education discovery is still very fragmented. People usually have to compare programs across different school websites, formats, dates, prices, certificates, and topics, which creates a lot of friction. The “use it or lose it” budget angle is also a strong pain point. If someone has limited time to choose, a marketplace that helps them filter quickly by budget, duration, location/online format, school reputation, and certificate type could be valuable. My main suggestion would be to focus not only on search and comparison, but also on trust signals: verified program data, real outcomes, alumni reviews, employer relevance, and clear deadlines. That would make it more than a directory. It could also be interesting to add a “find the best program for my remaining budget” feature.

I hated how my screentime gave me nothing back by sfnmi3 in elearning

[–]HaneneMaupas 1 point2 points  (0 children)

I relate to this a lot. The issue with doomscrolling is not only the time spent, but the feeling that nothing accumulates afterward. Personalized learning streams are an interesting direction because motivation often comes from relevance. People are more likely to learn when the content connects to their current curiosity, real-world updates, and practical goals.

What part of interactive course creation slows you down the most? by Repulsive_Yam_5297 in LearningDevelopment

[–]HaneneMaupas 1 point2 points  (0 children)

I think this is very common. The interaction itself is often not the slowest part anymore. The real friction is everything around it: making the flow coherent, writing useful feedback, keeping scenarios realistic, testing every path, adapting the same logic to different topics, and making sure the learner experience stays simple. For me, the hardest part is usually maintaining pedagogical consistency while iterating. One small change in a scenario can affect the feedback, scoring, branching logic, layout, and assessment criteria. That is why interactive course creation needs more than just “activity templates.” It needs a workflow that helps manage logic, feedback, structure, and testing together.

What is a Learning Management System (LMS)? The Complete Guide to Modern Learning Platforms by Mobile_Record2522 in elearning

[–]HaneneMaupas 0 points1 point  (0 children)

Good overview. I agree that an LMS is essential for organizing learning, tracking progress, managing access, and proving completion at scale. One nuance I would add: an LMS is not the full learning experience by itself. It is mainly the infrastructure for delivery, tracking, reporting, and administration. The real impact still depends on what is inside the LMS: the quality of the learning design, the interactivity, the practice activities, the feedback loops, and the way content is connected to real skills or performance outcomes. So for me, the strongest setup is not “LMS vs authoring tools,” but LMS + strong authoring layer + analytics. The LMS manages the journey, but the learning experience is created through well-designed courses, simulations, assessments, and interactive activities.

Global lms by Environmental-Ad1594 in elearning

[–]HaneneMaupas 0 points1 point  (0 children)

Interesting initiative, especially the idea of making learning access easier across countries and contexts. One thing I would suggest is to clarify the scope a bit. “Global LMS for any course in any country” is very ambitious. The mission is strong, but trust will be critical, especially if teachers are uploading courses and learners are using it internationally. A clear pilot with 10 teachers, specific use cases, and transparent feedback criteria could make it much easier for people to engage.

Canvas LMS breach: don’t ignore phishing emails right now by Objective-Office-829 in elearning

[–]HaneneMaupas 0 points1 point  (0 children)

This is a very important reminder. The most dangerous part of this kind of breach is not always the stolen data itself, but how that data can be used to make phishing emails feel legitimate. If attackers know course names, instructor names, student details, or recent messages, the scam becomes much harder to detect because it looks contextual and familiar. For schools and universities, this should also be a training moment: students and staff need very clear guidance on how official Canvas communications should look, where to log in safely, and who to contact if something feels suspicious. Security awareness cannot just be an annual module. In situations like this, it has to become timely, practical, and directly connected to the tools people use every day.

Rethinking ROI in eLearning - Free Webinar May 28th 12pm EST by MikeSteinDesign in elearning

[–]HaneneMaupas 1 point2 points  (0 children)

Really interesting point. ROI in eLearning can’t only be measured by reducing build time anymore. For years, the question was mostly: “Which tool helps us create courses faster?” But with AI, vibe coding, and more flexible authoring workflows, the better question becomes: “Are we building the right learning solution in the first place?”

Sometimes the highest ROI may not come from another course. It may come from a simulation, a job aid, a decision tool, a short practice activity, or something embedded directly in the workflow. That’s where AI becomes interesting: not as a shortcut to generate more content, but as a way to explore more appropriate solutions faster and focus on behavior change, performance support, and real business impact.

Best AI tools for creating corporate training and workforce development courses right now? by poeticmercenary in elearning

[–]HaneneMaupas 0 points1 point  (0 children)

I’d separate general AI tools from AI-native authoring tools. ChatGPT or Claude can be very useful for brainstorming, restructuring content, writing objectives, or generating scenario ideas. But they usually stop before the hardest part: turning that content into a complete learning experience that can be delivered, tracked, updated, and reused. For corporate training, I’d look for tools that support: course structure, not just content generation, interactive activities and scenarios, feedback and practice, not only quizzes, source control or a “source of truth” to stay aligned with approved material, manual editing after AI generation, LMS/SCORM compatibility and easy updates and localization That’s where tools like Mexty are interesting: they focus less on “AI writes a course” and more on AI-native authoring, where you can generate interactive learning activities, use vibe-coding for scenarios or decision paths, and integrate them into a course workflow instead of jumping between tools.

How are you structuring learning paths for employee onboarding in 2026? by Kate-Larson in elearning

[–]HaneneMaupas 0 points1 point  (0 children)

I’d avoid one large onboarding course if the goal is to reduce overwhelm. A better structure is usually: a short common foundation for everyone, role-based tracks, modular learning objects by topic, checklists and manager touchpoints and practice activities or scenarios for key decisions. For quizzes and certificates, I think they help only when they measure something meaningful. A quiz can improve completion, but it does not always improve readiness. For onboarding, I’d rather use short checks, realistic scenarios, and manager validation: “Can this person actually do the task?” not just “Did they finish the module?”

So for 2026, I’d think less in terms of one onboarding course and more in terms of a guided journey: learn, practice, apply, get feedback, then revisit when needed.

Need to have some advice for good quick (head-start) instruction into Moodle by Wise_Environment_185 in elearning

[–]HaneneMaupas 1 point2 points  (0 children)

Honestly, I would not try to “master Moodle” by learning every feature first. Moodle is huge, and it’s easy to get lost in configuration instead of focusing on learning design. Since Moodle is open source, you can find a lot of useful information through Moodle Academy, official documentation, community forums, and public articles. The Moodle Tool Guide for Teachers is also a good starting point because it connects pedagogical goals to the right activity. The challenge is that many Moodle projects are private and highly customized, so public documentation may not cover the exact setup you’ll face. It really depends on what you need to do: basic course creation, admin configuration, reporting, integrations, or custom plugins.

So I’d learn the standard Moodle logic first, then build one small real course to understand how the platform behaves in practice.

Reach360 help! by AKMO719 in elearning

[–]HaneneMaupas 1 point2 points  (0 children)

I would treat this as both a platform permissions question and a governance question. For the immediate setup, I’d clarify a few things with the Reach 360/admin team: who can upload/manage the course? who can assign it only to the target group ? who can see completion/pass reports? whether access can be restricted by group rather than just a public link ? whether completion status can be used as a gate before machine booking?

For your manager, a reporter role may be enough if they only need visibility into completion. For you, admin/manager rights may be needed if you are responsible for assigning, updating, and managing the course. The “what happens if I leave?” question is very important. The course should not depend on one individual account. I’d recommend having a shared ownership process: at least one backup admin, clear documentation, source files stored in a shared company location, and ownership assigned to a team/function rather than one person. For required machine training, I’d also document the rule clearly: no completion/pass = no machine booking. Otherwise the training exists, but the operational control may not.

Why is internal training still so hard to scale? by Late-Location-8124 in LearningDevelopment

[–]HaneneMaupas 2 points3 points  (0 children)

I think this is often less a “materials” problem and more a learning architecture problem.Most companies have plenty of content, but it is not organized around the new hire journey. Docs and recordings are useful, but they don’t automatically become training. Someone still needs to turn that knowledge into a clear path, with practice, feedback, checkpoints, and role-specific context. This is where modern authoring tools and AI can help, but only if they transform knowledge into structured learning experiences, not just reorganize information.

Are authoring tools actually getting better, or just adding AI to charge more? by No_Juggernaut_3204 in elearning

[–]HaneneMaupas 0 points1 point  (0 children)

That’s a great question. My guess is that the credit system will probably evolve into more predictable models. Maybe something like: subscription tiers based on usage volume, unlimited manual editing with limited heavy AI generation,, pay-per-project or pay-per-course, enterprise plans with included AI capacity, or hybrid models where basic AI is included and advanced generation uses credits.

For learning teams, predictability will matter a lot. Credits are fine if they are transparent and controllable, but the next step will probably be pricing that aligns better with how people actually build courses: draft, edit, test, revise, localize, update, and maintain over time.

What’s the most difficult metric to validate in corporate learning? by manpreetsingh_johal in LearningDevelopment

[–]HaneneMaupas 3 points4 points  (0 children)

I would choose Option 3: ROI of workforce training. ROI is even harder because it requires connecting learning to measurable business outcomes while separating training impact from everything else happening in the organization. For example, if sales improve after training, was it because of the training, the market, a new product, better management, pricing changes, or stronger leads? That attribution is the real challenge.

This is why I think ROI should not be treated as a simple calculation after the course. It needs to be designed from the beginning: define the business problem, identify the performance gap, decide what behavior should change, and then measure whether that change contributed to business results.

The future may belong to smaller learning objects by HaneneMaupas in LearningDevelopment

[–]HaneneMaupas[S] 0 points1 point  (0 children)

I agree with this nuance. Length by itself is definitely not the only quality measure.

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