This course contains the use of artificial intelligence.
The company bought a learning platform, uploaded the courses, sent the announcement, and three months later a handful of people have finished anything. Here are 373 tools to build an academy people use: 221 ready-to-use question lists, procedures, checklists, templates and matrices, 118 models and methods, and 34 platforms and services shown on screen.
Open a lecture, take the checklist, apply it to the course you are launching now.
Why the platform stays empty
Because the platform was chosen first and the learning was designed last. A course is a recording of a long training cut into files. Nobody checks progress, nobody answers questions, and the manager does not ask what the employee took from it. Adults do not learn from a long stream of information after a working day. They learn in portions, with a small task after each one and with someone who notices whether they did it.
What changes after this course
You start from the need and the plan, and only then choose the platform. Your courses are built in short lessons with homework. Learners are led through the course and do not drop out in the second week. You can show what the training changed. And you have the tools to defend the budget for all of it.
What is inside: 373 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 38 downloadable resources: the lecture presentations
- 221 ready-to-use tools inside the presentations:
- 58 question lists and scripts: course customer discovery interview, course experience pulse survey, learning reflection, course completion feedback survey
- 56 step-by-step procedures and workflows: corporate online training launch, lesson content development, weekly discussion facilitation, difficult student intervention
- 39 checklists: LMS selection, homework design, online course curriculum, learner progress monitoring
- 36 templates and sample documents: learning exercise planning matrix, course audience segmentation matrix, course value proposition canvas, course assessment weighting plan
- 24 scorecards, rubrics and matrices: competency assessment method matrix, competency rating scale, learning outcomes data collection matrix, learning transfer climate assessment
- 6 ready AI prompts: learning goals reflection, individual development plan, research search query
- 2 formulas and metric sets: human capital management metrics, learning effectiveness metrics
- 118 models and methods explained with examples: 70-20-10 learning model, Kolb’s experiential learning cycle, Community of Inquiry framework
- 34 platforms and services shown on screen, from a quick look to a detailed demo: Docebo, TalentLMS, Thinkific, Litmos, AcademyOcean, Axonify, Coursebox, Mini Course Generator, Confluence and others
Where the tools are
- The online academy core (5 sections, 6 lectures, 72 tools). Corporate online learning, LMS platforms, instructional design, learner engagement, evaluation and analytics.
- Corporate university strategy and LMS (10 lectures, 165 tools). Needs and budget, trainers, strategy, instructional design, coaching, careers, assessment centers and providers.
- AI-powered corporate learning (6 lectures, 25 tools). AI in e-learning, AI course builders, adaptive content and learning paths.
- L&D management (10 lectures, 87 tools). Competency model, diagnosis, learning journeys, transfer, support, evaluation and strategy.
- Train-the-trainer skills (6 lectures, 65 tools). Preparing and delivering virtual training, group dynamics, warm-ups and webinars.
The core of the subject is the first six lectures. Most of the tools are in the four sections that go deeper into strategy, AI, L&D management and trainer skills.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe. I am also a founder and lead the strategy of my own academy.
As a coach and as a participant I have seen that people get overloaded by classroom training that runs all day. However hard the trainer tries with pauses, coffee breaks and exercises, it is still heavy. So when people come to me with a request now, I offer only online learning and only in portions: twice a week for one hour, never a day of four or eight hours. And I learned one more thing on my own first online course: I automated the mailings at once, and that was a mistake, because I did not yet understand how everything worked. For the second course I gave up many automations on purpose, to see how it was built.
What this course is not
It is not a professional certification. You receive the Udemy Certificate of Completion and a working set of checklists, procedures and templates.
How to use the course
Go through the first six lectures in order: they follow the path from the idea of an academy to evaluation. Then open the section for your task: strategy and budget, AI tools, L&D management or training the trainers. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 39 lectures across 9 sections, 18 hours
- 38 downloadable resources: lecture presentations
- 373 tools across the lessons, including 34 platforms and services shown on screen
- A 10-question practice test, a quiz and a role play
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Take the course in your company that people start and do not finish. Open the lecture on creating online courses, go through the lesson procedure and the homework checklist, and cut the first module into portions. Then see how many people reach the end. Enrol now and start your first lesson today.
