A free LMS built for onboarding & training.

Start from what people must do differently

Training that works begins with behaviour, not content. Instead of 'understand the refund policy', write 'process a refund request correctly on the first attempt'. Instead of 'know the safety rules', write 'choose the correct action when a fire alarm sounds during a shift'. Objectives written as actions tell you exactly what each module must teach and what each assessment must check.

Keep the list short. Three to five objectives per module is plenty, and anything that does not support one of them can usually be cut.

Break content into short modules

People completing training alongside their normal work rarely have an hour free. Modules of ten to twenty minutes, each ending with a short quiz, fit into a working day and give a sense of progress. A long course is much more likely to be abandoned halfway through than a series of short, clearly finished steps.

Order modules so each builds on the last, and put the most critical material — safety, compliance, anything with legal or customer impact — early.

Use scenario questions, not recall

Asking an employee to recite a policy clause proves little. Describing a realistic situation and asking what they should do shows whether they can apply it. For example: 'A customer asks you to send their invoice to a personal email address that differs from the one on the account. What should you do?'

Build scenarios from real, anonymised situations your team has faced. They feel relevant, and the wrong options can reflect the mistakes people genuinely make.

Make results traceable

Training records are only useful if each result belongs to a real, identifiable person. Collecting the participant's email and phone before they start, and turning on OTP verification so they confirm their email with a six-digit code, prevents typos, duplicates, and anonymous entries. For formal training, allowing one attempt per person keeps records clean.

Results can be exported as CSV or PDF when HR, auditors, or managers need them.

Onboarding new starters

Onboarding is the most common place to start. A new starter might complete short modules on company policies, tools, products, and safety in their first week, each followed by a quick check. Managers can see from the results which areas a new hire has understood and where a conversation or extra support would help.

Keeping onboarding assessments consistent for every starter also makes it easy to compare cohorts over time.

Refreshers and compliance cycles

Many topics need repeating, such as annual data protection or safety refreshers. Keep a tagged set of questions for each topic in the Question Bank and build each year's refresher quiz from it, swapping in new scenarios as policies change. Shuffling question order makes repeated quizzes feel less familiar.

Questions that were frequently missed last year are good candidates to keep, since they point to knowledge that fades.

Using results to improve the training

Question Performance shows which questions most people got wrong. If a large share of participants miss the same question, the module behind it probably explains the point poorly, or the question is confusing. Either way, it tells you precisely where to improve.

Bookmark those questions into Revision, fix the underlying module, then use them in a re-test to confirm the change worked.

Getting started with one course

Pick one training topic with a clear business need, write objectives, turn existing material into a short quiz — the AI tab can draft questions from a PDF of your handbook — and run it with one team. Review the results, adjust, and then roll it out more widely.

Starting small gives you a working example to show managers, which makes it easier to extend the approach across other training.

Quick checklist

Objectives written as actions. Short modules. Scenario-based questions. Email and OTP verification for traceable results. One attempt for formal checks. Results reviewed with Question Performance after each cohort.