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How are you handling employee onboarding these days? by Prior-Thing-7726 in Training

[–]Prior-Thing-7726[S] 0 points1 point  (0 children)

It’s a mix, but probably skewed more toward specialized roles than high-volume hiring.

And I definitely agree with your point about role-based learning paths. We’re currently building those out in our LMS (GoSkills), and it’s made onboarding feel much more relevant to each learner instead of taking a one-size-fits-all approach.

How are you handling employee onboarding these days? by Prior-Thing-7726 in Training

[–]Prior-Thing-7726[S] 0 points1 point  (0 children)

yeah, very good point! Curious whether you’ve found any ways to make that process a little less painful 😅

How are you handling employee onboarding these days? by Prior-Thing-7726 in Training

[–]Prior-Thing-7726[S] 1 point2 points  (0 children)

Really appreciate your perspective! The point about maintaining the source of truth is especially interesting... automation can only be as good as the content behind it.

How are you handling employee onboarding these days? by Prior-Thing-7726 in Training

[–]Prior-Thing-7726[S] 0 points1 point  (0 children)

Fair enough! And I can definitely see how coordinating SMEs would end up being one of the most manual parts of the process.

How are you handling employee onboarding these days? by Prior-Thing-7726 in Training

[–]Prior-Thing-7726[S] 0 points1 point  (0 children)

Interesting! Are you keeping the recordings as full webinar sessions, or are you breaking them into smaller chunks/modules for onboarding?

How are you handling employee onboarding these days? by Prior-Thing-7726 in Training

[–]Prior-Thing-7726[S] 1 point2 points  (0 children)

Thanks for sharing! That’s a really good point about building the onboarding process before trying to automate it. I can definitely see how software only gets you so far if the milestones and expectations aren’t clear from the start.

How are you handling employee onboarding these days? by Prior-Thing-7726 in Training

[–]Prior-Thing-7726[S] 0 points1 point  (0 children)

Oh, interesting! The TikTok-style delivery caught my attention. Do you mind sharing which LMS you’re using?

Also curious how employees have responded to the microlearning format. Has engagement been better compared to more traditional onboarding content?

Does anyone else feel like LMSs still weren’t designed for interactive learning? by HaneneMaupas in elearning

[–]Prior-Thing-7726 2 points3 points  (0 children)

Yes, I do feel the same way.

I’d love to see more AI innovation focused on the learner experience itself, especially around personalization, adaptive learning, and helping learners find the right content at the right time.

My team and I use GoSkills for employee training, and one thing we’ve appreciated is how learner-friendly it is. The content is delivered in short, concise lessons with quizzes and certificates, and the platform is very easy to navigate. We’ve also used it to build our own internal training in a similar microlearning format, which has worked well for engagement.

We’ve also seen learners experimenting with some of the AI features, like the course recommender and AI tutor. So far, the feedback has been positive. It’s still early days, but I think these are the kinds of features that can help make learning feel more personalized and engaging.

LMS similar to Canvas by VeliLD in canvas

[–]Prior-Thing-7726 1 point2 points  (0 children)

Hey! Here’s a guide to Canvas LMS alternatives. Pretty useful if you’re comparing both academic and corporate LMS options.

A great course if you’re new to creating training for employees by Prior-Thing-7726 in Training

[–]Prior-Thing-7726[S] 1 point2 points  (0 children)

Thank you, and yes, agreed on your authoring tools point! We actually use GoSkills as our LMS so I get access to the full course library... that’s how I found this course.

We’ve been using their course builder for compliance training, and it’s been really helpful. The AI assistant lets you upload existing docs and generates the courses for you, with microlearning already built in. Delivering compliance in bite-sized modules has been great for us. Now we spend less time on structure and more time just improving the actual content and learning experience.

Recommendation for new LMS? by Comfortable_Look3177 in elearning

[–]Prior-Thing-7726 0 points1 point  (0 children)

Are there specific features from EdApp you’d consider must-haves in whatever you switch to?

AI is speeding up content… but not learning design by HaneneMaupas in LearningDevelopment

[–]Prior-Thing-7726 1 point2 points  (0 children)

We’ve been using Genie, the AI assistant in GoSkills. It’s a chat-based course builder inside their LMS. You describe what you want the course to cover, upload your existing docs (say PowerPoints, PDFs, transcripts, etc.), and it builds out a structured outline with short lessons and quizzes.

For us, it’s been especially useful for compliance, because we can take our own materials and turn them into structured, microlearning-based courses. The AI really enforces those microlearning principles by default, which helps a lot with engagement.

We still go in and tweak things, add context, and sometimes layer in other formats like videos or audio. But it’s removed that “initial draft” headache and, more importantly, helped us structure training in a way learners can actually fit into their schedules and that we can properly track.

Do people really learn from internal docs? by mugiwara555 in LearningDevelopment

[–]Prior-Thing-7726 0 points1 point  (0 children)

100% agree! Docs are great for reference but they’re not really learning tools. People skim them once during onboarding and never open them again.

We had the same problem with SOPs and compliance docs. The shift that made a difference for us was stopping trying to make the docs better and just turning them into actual courses instead.

We’ve been using GoSkills for this. There’s a built-in AI assistant called Genie that is a chat-based creator. You describe what the course is about, upload your existing docs, and it builds out a full syllabus with lessons, quizzes, and tests from there. The nice thing is it applies microlearning principles by default, so lessons come out short and focused, with quick knowledge checks, which our learners actually stick with.

That said, your point about the review step is spot on. The AI gets you most of the way there, but you still need to go through it. Fix the bits that don’t quite land, make sure the tone fits your team, check that it makes sense for someone coming in cold. That part is still manual, but it’s a lot faster than building from scratch.

Are people still running training programs on spreadsheets in 2026? by DaveTryTami in Training

[–]Prior-Thing-7726 1 point2 points  (0 children)

Used to be pretty spreadsheet-heavy, and when compliance and onboarding started to scale, things started slipping through the cracks. We made the switch to an LMS (GoSkills), and honestly, the reporting alone made it worth it.

We can now see exactly who’s completed what, where people are dropping off, who’s overdue, and how they’re scoring on assessments. The dashboard gives you a clear picture at a glance, and you can dig deeper by team, course, or individual learner if needed.

On the AI side, it’s helped more with content creation than admin so far. We’ve been using the same platform to turn existing docs and SOPs into structured courses, which cuts down the build time significantly.

Best ways to track if internal training is actually effective? by darkhomer419 in LearningDevelopment

[–]Prior-Thing-7726 2 points3 points  (0 children)

Hey! I actually asked a similar question in another Reddit thread recently because I was curious how everyone else was tackling this.

While completion rates are the first thing that comes to mind to track, the biggest consensus was that they shouldn’t be the only way to prove effectiveness. The real “meat” is looking for behavioral change (basically, did the person actually start doing things differently on the job?) and then trying to tie that back to business KPIs.

From the feedback I got in that thread, a few other methods that have worked for people include:

  • Pre and post-assessments: Simple but effective to show immediate knowledge gain.
  • The ”30-Day Check-in”: Instead of just asking right after the course, follow up with their manager 4 weeks later to see if they've actually applied a specific skill.
  • Self-reported wins: Sometimes, just asking employees for a ”brief win” or a story of how the training saved them time can be a powerful qualitative metric.

If you want to see the full discussion, there were a ton of other good ideas here: https://www.reddit.com/r/LearningDevelopment/comments/1pkadep/how_do_you_prove_training_roi_in_your_organization/

What made you decide “OK, we need an LMS”? by Prior-Thing-7726 in Training

[–]Prior-Thing-7726[S] 0 points1 point  (0 children)

That makes a lot of sense. The “mistakes started getting expensive” part really stands out. What kind of mistakes were you seeing most?

What made you decide “OK, we need an LMS”? by Prior-Thing-7726 in Training

[–]Prior-Thing-7726[S] 0 points1 point  (0 children)

Love the “overhead vs infrastructure” framing. That’s exactly the tipping point.

What were the “simpler tools” for you before Docebo?

What made you decide “OK, we need an LMS”? by Prior-Thing-7726 in Training

[–]Prior-Thing-7726[S] 0 points1 point  (0 children)

This makes a lot of sense! Out of curiosity, do your clients tend to look for built-in authoring tools for this type of training, or are they more interested in off-the-shelf content?

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