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Skills Gap Analysis Guide: Transforming Talent Management with Data and AI

admin — Mon, 19 Jan 2026 17:40:41 +0000

The Imperative of Skills Gap Analysis in the Digital Era

In today’s macroeconomic landscape, the stability of job descriptions is a relic of the past. What once defined a role for a decade now evolves in cycles of 18 to 24 months. Conducting a Skills Gap Analysis has ceased to be an annual administrative HR exercise and has become a strategic survival imperative. Organisations that cannot map, in real time, the skills they have versus the skills they need face an existential risk: operational obsolescence.

The urgency is driven by the pace of technological change. According to the Future of Jobs Report by the World Economic Forum, an estimated 44% of workers’ core skills will be disrupted over the next five years. For a Chief Human Resources Officer (CHRO), this means that nearly half of their organisation’s intellectual capital is at risk of accelerated depreciation. The cost of this inaction is visible not only in lost productivity, but also in the exorbitant costs of external recruitment to fill vacancies that could have been bridged through internal mobility, had there been visibility into hidden talent.

This paradigm shift requires moving away from managing static “jobs” to embracing the management of “skills portfolios”. In Portugal and across Europe, the shortage of qualified talent in critical areas – such as data analysis, artificial intelligence and adaptive leadership – is forcing companies to look inward. The Skills Gap Analysis is not only about identifying what is missing; it is about designing the navigation map that allows the organisation to pivot its workforce towards future business objectives, minimising friction and maximising team engagement.

Diagnosis: Identifying What We Have vs. What We Need

An effective skills diagnosis operates across two distinct timeframes: the present (AS-IS) and the future (TO-BE). The most common mistake in talent audits is an over-reliance on subjective self-assessment or on a manager’s assessment based solely on past performance. To obtain reliable data, mapping the current state must cross-reference multiple sources of information, validating the real proficiency of teams. However, the true strategic value lies in defining the future state: which skills are needed to execute the company’s three-year strategic plan?

This exercise requires a rigorous balance between Hard Skills (technical competencies, such as programming or financial literacy) and Soft Skills (behavioural competencies, such as emotional intelligence and complex problem-solving). Frequently, the most critical and hardest-to-fill gaps lie in the behavioural domain, where automation has the least impact. The granularity of the analysis is equally vital: departmental averages hide individual talent. It is necessary to drill down to the employee level to identify who is ready for immediate upskilling.

The Evolution of Skills Analysis

A comparison between the traditional approach and the new agile talent management.

Traditional Approach

Role-Based

Focused on static job descriptions and rigid hierarchy.

Annual or Ad-hoc Frequency
Backward-looking (Performance Reviews)
Data isolated in silos (Excel/PDF)

Shift

→

Agility

Agile Approach (GFoundry)

Skills-Based

Focused on dynamic skills portfolios and projects.

Continuous and Real-Time
Forward-looking (Potential and Learning Agility)
Integrated, AI-actionable data

Note: The transition to the agile model enables a 4x faster response to market changes.

The Technological Revolution: AI-Powered Competency Mapping by GFoundry

Manually managing skills matrices in spreadsheets becomes unmanageable as soon as an organisation grows beyond a few dozen employees. The exponential complexity of the interactions between profiles, projects and competencies demands a robust technological solution. This is where GFoundry’s Competency Mapping stands apart, using Artificial Intelligence to turn an administrative process into a competitive advantage.

The GFoundry platform solves the chronic problem of outdated data. Through Gamification mechanics, employees are encouraged to keep their skills profiles up to date, receiving recognition and immediate feedback. The AI engine (GFoundry Intelligence) analyses this data to suggest relevant skills based on the employee’s history, their role and market trends, automating the construction of the organisation’s taxonomy. This allows HR to move from “data entry” to “data analysis”.

Furthermore, the AI-Powered Competency Mapping in GFoundry solution offers visual dashboards that allow leaders to identify critical gaps within a single, intuitive interface. Whether to find an internal specialist for an urgent project or to design a succession plan, the technology makes it possible to visualise the distribution of talent in real time, ensuring that decisions are based on evidence rather than intuition.

GFoundry · Skills Mapping

Stop guessing skills gaps. Make them visible and actionable.

GFoundry’s AI competency mapping turns scattered talent data into a live skills map of your workforce, surfaces critical gaps in real time, and automatically triggers personalised learning journeys and internal mobility paths to close them fast.

Strategies to Close the Gaps: From ‘Gap’ to Action

Once the gaps are identified, the organisation must activate the most appropriate talent strategy. The classic “Build, Buy or Borrow” decision gains new precision with mapping data. If the skill is strategic and long-term, the path is internal development (Build). If it is an urgent, temporary need, turning to freelancers or partners (Borrow) may be more efficient.

With GFoundry, Upskilling and Reskilling plans are no longer generic. The platform makes it possible to create personalised learning journeys, where AI recommends specific content and missions to close each employee’s individual gap. Internal mobility is another powerful lever: often, the skill the company is looking for externally already exists internally, but in a different department. Cross-functional mapping exposes this hidden talent, facilitating lateral moves that increase retention.

In addition, the technology facilitates Social Learning and Mentoring. By identifying who the “Masters” are (those with advanced skills) and the “Apprentices” (those who need development), GFoundry can suggest mentoring pairs automatically, accelerating the transfer of tacit knowledge within the organisation.

Talent Decision Matrix

A strategic guide to closing gaps based on urgency and availability.

Scenario / Context

Recommended Action

GFoundry Tool

High Urgency + Low Internal Availability

Recruit (Buy)

Recruitment & Onboarding Module

Low Urgency + High Strategic Importance

Train (Build)

LMS, Learning Journeys & Mentoring

Temporary Need / Specific Project

Outsource (Borrow)

Project Management & Performance Reviews

Cross-Functional Skill Existing in Another Area

Mobilise (Move)

Competency Mapping & Talent Marketplace

Skills Development Priorities

Areas where global companies are focusing their reskilling efforts.

Analytical Thinking and Innovation

72%

Leadership and Social Influence

68%

Resilience, Stress Tolerance and Flexibility

62%

Technology Use and Programming

58%

Metric: % of companies prioritising these skills

Source: World Economic Forum (Future of Jobs)

Monitoring and KPIs: Securing the Return on Investment (ROI)

The effectiveness of a Skills Gap Analysis programme should be measured by its impact on the business, not merely by the number of training hours delivered. A key KPI is Time-to-proficiency – the speed at which an employee can apply a new skill autonomously. Integrated platforms make it possible to correlate the completion of learning journeys with the improvement in subsequent performance reviews.

Another crucial metric is the Critical Gap Coverage Rate, which tracks the percentage of high-risk skills that have been mitigated over the quarter. According to McKinsey & Company, organisations that link skills development directly to business strategy show significantly higher success rates in their transformation programmes. Continuous feedback, gathered through pulse surveys and peer reviews in GFoundry, serves as a qualitative validation mechanism, ensuring that skills acquisition translates into observable behaviours and tangible results.

Conclusion: A Culture of Continuous Learning

Skills gap analysis is not a one-off event, but rather a cyclical, living process. As the market evolves, new gaps will emerge, demanding constant adaptation. The transition to a Skills-based Organization requires more than technology; it demands a cultural shift in which learning is valued as an integral part of daily work.

Tools like GFoundry are the enablers of this culture, providing the infrastructure needed for talent management to be transparent, fair and data-driven. By giving employees visibility into their own development and possible career paths, companies not only close skills gaps, but also dramatically increase the engagement and retention of their human capital.

From Strategy to Execution with GFoundry

To turn the theory of Skills Gap Analysis into practice, it is essential to rely on a platform that integrates diagnosis with action. GFoundry makes it possible to operationalise this strategy, linking competency mapping directly to personalised development plans and internal mobility opportunities. Examples such as Cork Supply, which rolled out global qualification programmes overcoming geographical barriers, or DSPA, which used the technology as the backbone for certifying Data Science skills, demonstrate how the platform adapts to complex knowledge management challenges. With the Competency Mapping module, your organisation can identify hidden talent and prepare teams for the future today. Request a demo to see AI in action.

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Strategic Microlearning: The Science of Learning in the Flow of Work

admin — Fri, 02 Jan 2026 15:43:35 +0000

Beyond Short Videos: Redefining Microlearning

The traditional image of corporate training – closed classrooms, eight-hour sessions and lengthy manuals – is in rapid decline, not for lack of content value, but because it is incompatible with the cognitive and operational reality of the modern workforce. However, reducing a two-hour course to a five-minute video is not microlearning; it is simply short content. True microlearning is a pedagogical methodology designed for the attention economy, where each learning unit focuses on a single performance objective, consumable and immediately applicable.

In an environment where employees are interrupted, on average, every 11 minutes, the ability to absorb complex information in one go is drastically reduced. The concept of Learning in the Flow of Work, popularized by Josh Bersin, argues that training should be available at the exact moment of need – the so-called “just-in-time”. It is not about studying for a future test, but about accessing a knowledge nugget to solve an immediate problem, whether that is how to give constructive feedback or how to operate a new feature in the CRM.

The critical distinction lies in intentionality. “Chunking” takes a long course and divides it into smaller parts; native microlearning is designed from the ground up to be self-contained. Each module should have a beginning, middle and end, delivering complete value in under 10 minutes. Mobile technology and employee experience (EXP) platforms are the enablers of this strategy, allowing learning to leave the traditional LMS (Learning Management System) and live on the employee’s phone, accessible during a bus commute or a coffee break.

The Attention Economy and Learning

Single Focus: Each unit addresses only one concept or skill.
Immediate Accessibility: Content should be findable in fewer than 3 clicks.
Rich Format: Video, audio, interactive infographic or quiz, adapted to the consumption context.
Independence: The employee does not need to have consumed the previous module to understand the current one.

The Neuroscience Behind the Effectiveness: Why Does It Work?

The effectiveness of microlearning is not just a matter of logistical convenience; it is deeply rooted in how the human brain processes and stores information. The biggest enemy of corporate training is the “Forgetting Curve”, described by the psychologist Hermann Ebbinghaus, which shows that, without reinforcement, the human brain discards around 80% of new information within 30 days. The traditional “binge-learning” model fails precisely because it overloads short-term memory without creating the neural pathways needed for long-term retention.

This is where Cognitive Load Theory comes in. Our working memory has a limited capacity. When we bombard an employee with hours of content, we trigger a cognitive overload that prevents knowledge from transferring to long-term memory. Microlearning respects this biological limit, delivering information in manageable doses that the brain can effectively process, encode and store. According to Harvard Business Review, the ability to maintain attention and retain information is significantly amplified when content is relevant, short and spaced out over time.

The Role of Spaced Repetition and Dopamine

The secret to retention lies in Spaced Repetition. Instead of presenting a concept just once, microlearning reintroduces the topic at strategic intervals – a day later, a week later, a month later. This forced recall effort strengthens synapses, turning volatile knowledge into a lasting skill. In addition, microlearning taps into the brain’s reward system. Completing a small learning unit triggers a quick release of dopamine, creating a sense of accomplishment and progress. Unlike the mental fatigue associated with full-day workshops, these micro-wins encourage the employee to return to the learning platform voluntarily, creating a virtuous cycle of continuous development.

Macrolearning vs. Microlearning: Choosing the Right Tool

It is crucial to dispel a common myth: microlearning is not here to replace macrolearning. Both are distinct tools in the L&D (Learning & Development) toolbox, serving different pedagogical purposes. Macrolearning remains indispensable for acquiring deep skills, career changes or complex domains that require immersion and broad context. Nobody learns to lead a team or to program in Python with 3-minute videos alone. Macrolearning builds the foundation; microlearning ensures maintenance and application.

The decision between one and the other should be based on the performance objective. If the goal is to teach a new organizational culture or a complex technical skill from scratch, macrolearning is the way. If the goal is to reinforce a procedure, update a policy or provide support in a moment of doubt, microlearning is superior. The most effective approach is often hybrid: using a structured course (Macro) for the theoretical base and a continuous campaign of knowledge nuggets (Micro) to fight forgetting and ease the transfer into daily practice.

Strategic Comparison: Macro vs. Micro

Criterion

Macrolearning

Microlearning

Primary Objective

Acquiring new, complex and deep skills.

Reinforcement, performance support and solving immediate problems.

Typical Duration

Hours, days or weeks (courses, workshops).

2 to 10 minutes per unit.

Moment of Application

Planned, outside the daily flow of work.

Just-in-time, embedded in the daily routine.

Production Cost

High and slow to update.

Low, agile and easy to update.

Long-Term Retention

Low without reinforcement (Forgetting Curve).

High, thanks to spaced repetition and focus.

Source: Comparative analysis of L&D methodologies.

From a financial standpoint, microlearning offers a competitive advantage in agility. While a macrolearning course can take months to restructure, a microlearning nugget can be created and distributed in hours to respond to a market shift or a new regulation.

Impact on Knowledge Retention

Comparison between traditional one-off training and microlearning with spaced reinforcement.

Traditional Training

20%

Retention after 30 days

Without reinforcement

Gain

+60%

Effectiveness

Microlearning + Reinforcement

80%

Retention after 30 days

With spaced repetition

Source: ATD (Association for Talent Development) · Data based on Ebbinghaus’s Forgetting Curve and cognitive reinforcement studies.

GFoundry · Learning & Development

Make learning stick in the flow of work

GFoundry turns microlearning theory into daily practice: AI-built courses, mobile-first delivery, spaced reinforcement and gamified missions that fight the forgetting curve and embed knowledge where work actually happens.

Implementation and Gamification Strategies

To operationalize microlearning, it is not enough to cut long videos into pieces. You need to design native content for agile digital formats. Interactive videos, where the user makes decisions that change the outcome, dynamic infographics, 5-minute podcasts and quick quizzes are formats of choice. The golden rule is “Mobile-First”: if the content is not readable or navigable on a phone screen, the adoption rate will drop drastically. The modern employee expects a user experience (UX) similar to that of the social networks they use in their personal life.

Gamification emerges here as the critical engagement engine. Turning the learning journey into a system of missions, points and badges is not about infantilizing the process, but about using behavioral psychology to drive action. Platforms that integrate microlearning with game mechanics can significantly increase completion rates. For example, creating a “weekly mission” where the employee must complete three knowledge nuggets to unlock a reward or climb a team ranking creates a sense of urgency and community.

Personalization and Social Learning

Artificial Intelligence (AI) elevates this strategy by enabling personalization at scale. Instead of assigning the same course to everyone, algorithms can suggest specific knowledge nuggets based on the skill gaps identified in each individual’s performance review. In addition, Social Learning should be encouraged: allowing employees themselves to create and share micro-content (such as a short video of an experienced salesperson explaining how they closed a difficult deal) democratizes knowledge and values internal talent. According to data from LinkedIn Learning, the opportunity to learn from peers and personalization are two of the biggest motivators for workplace learning.

Common Mistakes to Avoid When Creating Micro-Content

Despite its apparent simplicity, microlearning implementation often fails due to design errors. The most frequent mistake is “Salami Slicing”: taking a one-hour training video and arbitrarily cutting it into 10 parts of 6 minutes each. This results in fragments without context, without an introduction and without a conclusion, leaving the employee confused and frustrated. Microlearning requires that each piece be self-sufficient and make sense on its own.

Another trap is the lack of strategic context. Scattered micro-content that does not connect to a larger skill or a real business problem becomes noise. The employee may consume the content, but if they do not see how it helps them reach their goals, the learning does not translate into behavior. Visual quality is also non-negotiable; in a world used to high-quality productions on YouTube and TikTok, corporate videos with weak audio or static slides are quickly rejected.

“Microlearning without impact assessment is just the consumption of corporate entertainment.”

Finally, you should avoid notification overload. While “nudges” are useful for reminding people about training, too many alerts can lead to fatigue and people turning notifications off. The strategy should be one of pull through relevance and gamification, not just push through constant emails.

The Future of Corporate Training Is Agile

The future of corporate training is moving toward even greater granularity, evolving from microlearning into “nano-learning” – fragments of information lasting seconds, delivered via chatbots or virtual assistants at the exact moment of doubt. This organizational agility allows companies to update their training materials in real time, responding to crises or market opportunities at a speed impossible under the traditional model.

The return on investment (ROI) of this approach is tangible: less time away from the workstation, reduced production costs and, above all, immediate application of knowledge that directly impacts business KPIs. Generative Artificial Intelligence will play a central role, enabling the automatic creation of quizzes and summaries from technical documentation, reducing the effort of L&D teams. In short, microlearning is not a passing trend, but a necessary response to the evolution of work and human cognition.

From Strategy to Execution with GFoundry

Implementing a culture of continuous learning requires more than short content; it requires a platform that embeds microlearning into the daily flow of work through gamification and artificial intelligence. GFoundry operationalizes this vision by turning training into engaging missions, fighting the forgetting curve with personalized journeys. Examples such as AppyBrain show how GFoundry’s technology can create gamified learning experiences that increase retention and engagement. Likewise, Cork Supply used the platform to upskill geographically dispersed teams, overcoming time-zone and language barriers with agile, accessible content. For leaders looking to modernize their L&D strategy, GFoundry provides the infrastructure needed to convert micro-moments of learning into macro business results. Book a demo to see how these dynamics can be applied in your organization.

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Beyond Theory: How Role-Play Bots Validate Real-World Skills

admin — Sat, 08 Nov 2025 12:28:21 +0000

The Challenge of Validating Real-World Skills. Why Role-Play Bots?

For any people or talent manager, the challenge is familiar. We invest in training programmes, workshops and e-learning, but two critical questions remain:

How do we assess whether the knowledge acquired will actually be applied in a real environment, with all the pressure and unexpected dilemmas it brings?
How do we ensure that learners can translate abstract theory into the concrete situations of their day-to-day work?

Traditional training is good, but it is not enough. It is valuable for transmitting knowledge, but it falls short where it matters most: in practical application. It is hard to scale and, more importantly, it is almost impossible to hyper-personalise.

It is precisely to fill this gap that we developed our intelligent role-play bot service. This is not a fixed-script simulation; it is a dynamic training environment, designed to transform the way teams learn, practise and are assessed.

The End of Predictable Simulations

Our role-play bots are intelligent, generative and adaptive.

This means that, although each training scenario has a clear starting point and objectives the bot must fulfil (acting as a guide), the interaction is entirely unique. The bot reacts and adapts in real time not only to the user’s responses, but also to their specific traits, character, level of knowledge and personality.

It is the difference between a rehearsed monologue and a real conversation.

How It Works in Practice: A Universal Training Ground

The flexibility of the platform makes it possible to create scenarios for almost any role and business challenge:

Soft Skills and Leadership: Handling an angry customer, delivering negative feedback constructively, managing internal conflict or practising empathy.
Sales and Negotiation: Delivering a sales pitch, negotiating a contract or overcoming difficult objections.
Operations and Safety: Emergency-response simulations (such as fires or disasters), technical maintenance or real-time risk analysis.
Regulated Industries: From diagnostic simulations and medical consultations in the pharmaceutical industry (such as pharmacovigilance) to call centre service or technical support.

In every interaction, the bot demonstrates “active listening”. It generates empathy in its responses, while staying focused on the simulation’s objectives and, crucially, not reacting to provocations, ensuring a professional learning environment.

From Practice to Metric: The Value of Immediate Feedback

This is the core of our service: the real validation of skills.

Forget multiple-choice questionnaires. At the end of each role-play, the user receives immediate feedback, including a detailed score and practical comments.

Here is how it works:

Mapped Skills: Each simulation is linked to a set of competencies (e.g. “Empathy”, “Communication Clarity”, “Problem-Solving”).
Objective Assessment: The user is assessed on a clear scale for each objective set during the conversation.
Proficiency Level: The client (your company) defines the proficiency level the user must reach for that competency.
Final Report: A skills report is generated showing the score achieved, identifying strengths and areas to improve.

Your employee may be training the onboarding of a new product or preparing for an internal job interview; in either case, they will know exactly where they stand and what they need to do to improve.

Role-play Designer: Build Your Own Scenarios, Without Developers

One of the biggest blockers to traditional role-play adoption is the creation barrier: it depends on external instructional designers, complex production or weeks of post-production. GFoundry solves this from the ground up with the Role-play Designer.

The Role-play Designer is the studio inside the platform where your L&D team – or any business owner – builds scenarios from scratch, without any need for code or technical skills. Everything is configured visually, in minutes:

Bot persona: define who the employee will face – an angry customer, a disengaged employee, a demanding auditor, a sceptical leader. Tone, style, patience level, personal context: it all gets adjusted so that the scenario reflects your company’s reality.
Context and setting: specify the product, the situation, the history, the relevant documents. The bot receives this briefing and stays in character from start to finish, never breaking the underlying script.
Conversation objectives: define what the employee is expected to achieve – present a solution, handle a complaint, validate a diagnosis, manage an objection – and which criteria must be present in their response.
Skills to train: link the scenario to one or more competencies from your skills map (empathy, clarity, active listening, negotiation, compliance), with weighted importance if needed.
Target proficiency level: set the minimum acceptable level for the competency to count as validated in that scenario.

The result is a scenario ready to publish in minutes, fully aligned with the vocabulary, processes and values of your organisation – not a generic textbook.

Skills Validation: From the Conversation to the Employee’s Competency Profile

The big difference between a quiz and a role-play is evidence. A quiz measures whether the person knows the right answer; a role-play measures how they act when confronted with the complexity of the real world – and that translates directly into validated competencies in the employee’s profile.

The AI-powered assessment engine

At the end of every role-play, the virtual AI coach analyses the entire conversation – turn by turn – and produces a structured assessment:

Score per objective: each objective defined in the scenario (e.g. “rephrase the customer’s complaint before proposing a solution”) receives a clear rating, backed by the actual sentences used during the interaction.
Score per competency: objectives aggregate into the associated competencies and produce a score per skill, automatically compared with the target proficiency level defined by the company.
Validation status: the competency appears as Validated, In Progress or Not Yet, depending on the score obtained versus the target level.

From conversation to skills profile

The assessment doesn’t stay isolated inside the role-play. Every validated competency updates the employee’s skills profile in the platform directly:

Each person’s Skills Profile starts reflecting competencies validated through practice, not just self-declared or assessed via form.
Manager reports show who has validated which competencies, at what level, and with what evidence (date, scenario, score).
L&D and People Intelligence dashboards cross the skills validated by role-play with performance reviews, the 9-box matrix, succession plans and detected training needs.
When the employee looks at their own profile, they see not just “I took the course”, but “I demonstrated the competency” – with date, score and scenario attached.

Actionable feedback for the employee

For the person training, the final role-play report is not a dry grade. It’s a practical document that combines:

A summary of what went well – with concrete quotes from their own conversation.
A clear identification of areas to improve, with practical suggestions (e.g. “try starting by validating the problem before proposing a solution”).
A recommendation on whether the competency is now validated or whether it’s worth retrying the scenario with a different approach.
An automatic suggestion of microlearning content or additional role-plays to close the gap detected – guiding the employee, without friction, to the next step of their development.

All in One Place: Role-plays Native to the GFoundry LMS

An isolated role-play is a useful exercise. A role-play inside a full training program is a transformation lever. In GFoundry, role-plays and LMS live on the same platform – it’s all native, in our LMS, with no external integrations or parallel tools. Role-plays are full-fledged Content Items of the GFoundry LMS, on the same level as a video, a quiz, a podcast or a PDF – and can be freely combined with any of them inside a Training Program or Curriculum.

Pieces of Training Programs and Curricula

Just like any other content type, a role-play can be added to any Training Program or Curriculum, and play different roles within the path:

As an intermediate step in the journey – e.g. after learning the sales pitch and before the advanced objection-handling training, the employee practises in a role-play what they have just learned.
As the final assessment of the program, replacing the traditional multiple-choice test with a practical demonstration of the competency.
As a progression gate: the next module of the Curriculum only unlocks once the competency tied to the role-play is validated at the minimum level defined.

It counts towards progress and certification

When the role-play sits inside a Training Program or Curriculum:

Its completion counts towards the employee’s progress percentage in the program, exactly like any other Content Item.
The role-play score is built into the final assessment of the program, alongside quizzes and other formal evaluations.
The certificate issued reflects not just “completed the course”, but “validated competencies X, Y and Z at the target level” – with the behavioural evidence behind it.
It shows up in L&D reports and dashboards at the same level as the other formal content – with the added advantage of being behavioural evidence, not just cognitive.

Like any other Content Item in GFoundry, role-plays also integrate with the gamification engine and with the rest of the platform, such as missions, and People Intelligence.

GFoundry · AI Role-plays

Test skills in conversation, not in slides.

With GFoundry’s Gi Practice, you design scenarios, pick AI personas and let a virtual coach run unlimited role-plays. Each conversation produces an objective skills score, turning theory into measurable, validated competence.

The Decisive Advantage over Traditional Role-Play

Why use a bot instead of practising with colleagues or human actors? The answer lies at the intersection of psychology and logistics:

Scalability and 24/7 Availability: Thousands of employees can train simultaneously, anytime, anywhere.
Objective, Judgment-Free Feedback: The bot has no bad days and does not judge. This creates a psychologically safe space where the user can fail, learn and try again.
Unlimited Repetition: The user can repeat the scenario as many times as needed until they reach the desired proficiency level and build confidence.
The User at the Centre: Most importantly, the user is in control. They are the decision-maker, the active agent who has to resolve the dilemma. They are not a spectator, they are the protagonist of their own learning.

The Future of Training Is No Longer Theoretical

Moving from merely “knowing” to “knowing how to do” is the greatest challenge of corporate training. With generative-AI role-plays, companies can finally measure and validate real-world skills, preparing their teams not for the test, but for the field.

Theory is where we start. Simulated practice is where competence is born.

Continue reading:

Best LMS and e-Learning Platforms: A pillar guide to choosing the right learning platform for your organisation.
Corporate Training: Dare to Think Beyond SCORM: Why modern training has moved past static SCORM packages into dynamic, AI-driven experiences.
Immersive Training: The Future of Learning with VR and AR: How Virtual and Augmented Reality complement role-play bots in shaping the future of corporate training.
Strategic Microlearning: The Science of Learning in the Flow of Work: The science behind short, focused learning bursts that stick.
The End of the Resume: From History-Based Screening to AI Skills Validation: How AI-driven skills validation is replacing CV-based hiring decisions.
GFoundry Case Studies: Real-world examples of how organisations are validating and developing skills with GFoundry.

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Upskilling and Reskilling: Micro-learning and AI for New Skills

admin — Sat, 23 Aug 2025 13:56:33 +0000

The urgency of reskilling: why waiting is no longer an option

We live in an era of accelerated transformation, where the only constant is change. Artificial intelligence, automation and digitalisation are not future trends; they are the reality shaping the labour market today. In this scenario, the skills that guaranteed professional success five, or even two, years ago are quickly becoming obsolete. Did you know that, according to the World Economic Forum, it is estimated that more than half of all employees will need reskilling or upskilling of their skills by 2025?

This is not a challenge that can be postponed. The speed at which technology evolves demands an equally agile workforce, capable of adapting, learning and unlearning at an unprecedented pace. Companies that fail to invest in the continuous reskilling of their talent are not only risking their competitiveness; they are risking their very survival.

Reskilling and upskilling have ceased to be a “nice to have” benefit and have become a strategic and urgent necessity. Ignoring this reality is like trying to navigate a storm with an outdated map: the destination will, inevitably, be failure.

The trap of traditional training models

Faced with the urgency of reskilling, the first reaction of many companies is to turn to the training methods they know well. However, the long, rigid course models, such as those based on the SCORM (Sharable Content Object Reference Model) format, turn out to be a trap, unable to keep pace with the fast-moving demands of today.

These courses, designed to be massive ‘packages’ of knowledge, have significant limitations. Producing them is a slow and costly process, requiring a substantial investment of time and money. By the time the course is finally ready, the information it contains may already be out of date, making it ineffective from day one. On top of that, their rigidity prevents quick adaptation to new information or user feedback.

No less important is the fact that these courses do not respect individual learning pace. They force employees to absorb large volumes of information in one go, resulting in cognitive overload and low engagement. The learning curve is steep and the ‘all-or-nothing’ model does not align with the routine of a modern professional, who needs to learn continuously, but in digestible ‘doses’. Clearly, for an era of agility, the solution cannot be rigidity.

Skills obsolescence: the race against time

The digital age has not only brought new tools, but has also dramatically accelerated the life cycle of skills. Whereas a skill could once guarantee a job for a decade, today certain skills become obsolete within months. The ability to learn and adapt is now the most valuable skill of all.

Think about programming languages: a framework that was dominant a year ago may already be on its way to being replaced by a more efficient alternative. Or the world of digital marketing: a social media algorithm that dictated reach strategies in January can be completely overhauled by June, rendering previous tactics ineffective. The same applies to automation tools, project management software and even cybersecurity practices, which need constant updating to counter new threats.

This frantic pace makes waiting for long-duration courses unsustainable. Companies and employees that rely on slow, infrequent learning models are falling behind. To stay competitive, it is crucial that the training process is as agile and continuous as the market changes themselves.

GFoundry · Learning & Development

Reskill at speed. Upskill without slowing the team.

Gi Learn turns any topic into bite-sized micro-learning in minutes, with AI role-plays that validate real skills and dashboards that show measurable progress. Move people to new capabilities fast, without pulling them off the job.

Micro-learning: the revolution of bite-sized learning

If traditional training models are like heavy, outdated encyclopaedias, micro-learning is the agile, modern answer the market demands. The concept is simple: instead of long courses, knowledge is delivered in small pills of information, each focused on a single learning objective. These “pills” can take the form of short videos, interactive quizzes, infographics or short texts, designed to be consumed in just a few minutes.

The benefits of this approach are immediate. First, accessibility: employees can learn anytime and anywhere, using their smartphone or computer, fitting training into their busy schedules. Second, flexibility: instead of feeling obliged to complete a module that lasts several hours, they can learn at their own pace, focusing on the skills they need most.

But the great advantage of micro-learning lies in its effectiveness. Cognitive science shows that we learn best in short, focused sessions. By breaking content into small doses, micro-learning combats information overload and supports long-term retention, fostering a culture of continuous learning that is integrated into the working day.

Artificial Intelligence: the brain behind personalised learning

If micro-learning provides the knowledge “pills”, Artificial Intelligence (AI) acts as the engine that personalises that experience. AI is not just a search tool; it is an intelligent tutor that understands the needs, pace and progress of each employee, transforming training from a generic experience into a unique, tailored journey.

By analysing data from each user’s learning path, AI is able to identify knowledge gaps and recommend specific content to fill them. Instead of following a linear, rigid path, the employee is guided along a “road” that adapts in real time, suggesting the next topic, challenge or quiz that best suits their development.

This personalisation optimises time and effort, focusing the employee on what they really need to learn in order to grow. It is the combination of the agility of micro-learning with the intelligence of AI that creates the perfect environment for effective reskilling, ensuring that every minute of training is maximised and relevant to individual and organisational growth.

GFoundry: the technological answer for the training of the future

GFoundry is not just a platform; it is the materialisation of all the solutions we have discussed so far, brought together in an integrated and innovative approach. The platform replaces traditional, costly models with an offering built on three essential pillars: agile content creation, a gamified learning experience and a significant reduction in costs.

One of GFoundry’s biggest differentiators is “Gi Learning”, an Artificial Intelligence assistant that simplifies and accelerates course creation. Instead of weeks or months of production, “Gi Learning” allows managers and trainers to create high-quality micro-learning content in minutes. You simply provide the topic, and the AI automatically generates a complete course, which can then be edited and adapted, democratising the production of knowledge within the company.

In addition, the platform elevates the concept of micro-learning with its gamification component. Elements such as challenges, leaderboards, points and badges turn learning into an engaging and competitive activity, increasing engagement and course completion rates. This combination of rapid creation, AI personalisation and gamification makes reskilling and upskilling not only effective, but also economically viable, representing a clear and immediate return on investment (ROI) for any organisation.

Advantages for everyone: the new training paradigm

Adopting an agile, intelligent approach to training does not benefit the company alone; it creates an ecosystem of mutual growth where everyone wins. The new paradigm of reskilling and upskilling brings clear, measurable advantages, both for the organisation and for each of its employees.

For Companies:

Accelerated ROI: Reducing the cost and time of content creation, combined with increased engagement and productivity, ensures a faster, more effective return on investment.
Continuous Adaptation: The ability to train and reskill the team in real time ensures the company stays competitive and prepared for the constant changes in the market.
Talent Retention: By investing in employees’ development and careers, companies demonstrate value and foster loyalty, reducing turnover and the costs associated with it.

For Employees:

Continuous Learning: Training is no longer an annual event and becomes part of everyday life, enabling the acquisition of new skills continuously and without interrupting the work routine.
Personal Development: They feel valued and invested in their growth, which increases motivation and job satisfaction.
Flexibility: Learning is accessible anytime and anywhere, allowing everyone to set their own pace and adapt training to their needs and availability.

The future of talent is agile and intelligent

Reskilling and upskilling are no longer a challenge, but a strategic opportunity. The future of talent in companies will not run on massive, static courses, but on agile, intelligent and continuous training solutions. The answer to a market in constant, rapid transformation lies in organisations’ ability to adapt, investing in tools that allow employees to learn and evolve quickly and efficiently.

The combination of micro-learning and artificial intelligence is not just a trend; it is the model that will underpin skills development for decades to come. By embracing this approach, companies not only prepare their workforce for tomorrow, but also create a culture of innovation and continuous learning that will be the true engine of competitiveness in the 21st century.

Want to know how you can transform training in your company with an agile, intelligent approach? Discover how GFoundry is redefining talent management and book a demo today.

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The post Upskilling and Reskilling: Micro-learning and AI for New Skills appeared first on GFoundry.

Corporate Training: Dare to Think Beyond SCORM?

admin — Sat, 19 Jul 2025 17:44:56 +0000

The Modern Corporate Training Dilemma

Pause for a moment and answer honestly: is continuous training at your company seen by employees as an exciting opportunity or as just another task on the to-do list? Is your mandatory training a genuine engine of growth and innovation, or merely a formality to meet legal requirements?

If your answer wavers, you are not alone. This is the dilemma that countless Human Resources and Learning & Development (L&D) managers face every single day. Companies invest significant time and resources in training programs with the noble goal of empowering their teams, improving performance and driving innovation. Yet the reality on the ground is often frustrating.

The challenge is twofold and universally recognised. On one hand, the low interaction of employees with the content. On the other, the glaring difficulty in retaining the knowledge acquired. Studies in the field are clear and concerning: research cited by the Harvard Business Review reveals that only 12% of employees apply the new skills they acquire in training to their work. Most of the investment, time and effort simply evaporates.

Part of the explanation for this phenomenon was given to us more than a century ago by the psychologist Hermann Ebbinghaus and his “Forgetting Curve”. His study showed that, without active reinforcement, a learner can forget up to 70% of new information in just 24 hours. It is a striking finding that forces us to ask: how can we expect impact if the foundation of knowledge fades almost as fast as it is transmitted?

Faced with this challenge, many large companies took refuge in a standard solution, a technological safe harbour: the SCORM (Shareable Content Object Reference Model) format. Born out of the need to create a standard for e-learning content, SCORM promised interoperability and traceability. It allowed a training “package” to run on any compatible Learning Management System (LMS), recording basic data such as completion or a test score. It was, without doubt, an important step.

However, by focusing on the “package”, on the container, we may have forgotten the most important thing: the content and the experience of the person learning. Blindly trusting SCORM as the only path is like believing that a standardised container, on its own, guarantees the quality of the cargo it carries. It guarantees technical compatibility, but not interaction, not retention and, far less, inspiration.

It is time to ask: is the road that brought us here the same one that will take us to the future of corporate learning?

SCORM: The Reliable Standard… But Is It the Only Path?

To understand why so many companies still depend on SCORM today, we have to go back in time. In the late 1990s and early 2000s, the world of e-learning was chaotic. Every content producer and every platform (LMS) spoke its own digital “language”, making it almost impossible for a course created by one company to work in another’s system.

SCORM was born to solve this problem. Think of it as the MP3 format for music or USB for peripherals. Its goal was not to be the most inspiring content, but the most universal. It created a technical standard that guaranteed two things essential at the time:

Interoperability: A SCORM “package” could be uploaded and run on any compatible LMS. The end of incompatibility headaches.
Traceability: The platform could record basic information sent by the SCORM package, such as “started”, “incomplete”, “completed” and the score on a test.

This standardisation was revolutionary and gave organisations the confidence they needed to invest in digital training at scale. SCORM accomplished its mission: it brought order to chaos. The thing is, the world has changed in the meantime.

The Hidden Limitations

SCORM’s strength — its standardised rigidity — became its greatest weakness. Its architecture reflects an outdated technological era, resulting in practical drawbacks that frustrate both content creators and employees themselves:

A Dated User Experience: Navigating a SCORM package is often rigid, linear and poorly responsive, especially on mobile devices. The “click to advance” experience feels antiquated next to the fluid, interactive interfaces we are used to in every other app in our daily lives.
Dependence on Specific Tools and Skills: Creating SCORM content is not trivial. It requires the use of external authoring software (such as Articulate, iSpring or Captivate), which entails licensing costs and the need for specific technical skills within the team.
Slow and Inefficient Updates: Found a mistake in a sentence or need to update a piece of data? With SCORM, there are no quick edits. Any small change requires the original file to be edited in the authoring tool, re-exported, and the entire package re-uploaded to the LMS platform.
Unsuited to Modern Learning: The model was designed for long, monolithic courses. It is structurally ill-suited to today’s needs for microlearning — short, interactive formats consumed in a feed, just as people consume information today.
Superficial Data Analysis: SCORM’s traceability is basic. It is limited to recording completion and a score, but offers no deep insights. Questions like “Where did learners drop off?”, “Which content generated the most interaction?” or “What are the behaviour patterns?” go unanswered, unless you resort to more complex technologies such as xAPI and LRS (Learning Record Store), which add complexity to the implementation.

Beyond these internal limitations, its “closed box” nature prevents it from connecting to the living knowledge ecosystem of the internet. Seamlessly integrating a YouTube video, a relevant article or an interactive web tool becomes a technical challenge that breaks the promise of traceability.

Continuing to rely on it exclusively is like insisting on using a paper map in the era of real-time GPS. It gets us to the destination, but more slowly, more expensively, less efficiently and without the wealth of data that lets us make the best decisions.

This leads us to a fundamental question that can change the whole perspective on training management:

What if traceability and legal validity did not depend on the file format, but on the quality and intelligence of the platform where the learning takes place?

GFoundry · Learning & Development

Move beyond SCORM into AI-generated, immersive learning

GFoundry generates courses with AI, runs role-play bots, microlearning and immersive formats, and wraps it all in gamification. The result: corporate training people actually finish, retain and apply on the job.

Talk to us and discover how.

The Legal Validity of Training: Decoding Portuguese Legislation

The fear of failing to comply with the law is, understandably, one of the biggest barriers to adopting new technologies in corporate training. For years, the legal security of training records was associated with the use of SCORM packages. But does Portuguese law actually require a specific file format? The answer is a resounding no.

Focusing on What Matters: What Does the Law Really Say?

Let’s go straight to the source: Article 131 of the Portuguese Labour Code is clear. It stipulates that the employer must ensure each worker a minimum of 40 hours of continuous training per year. The company’s obligation is to guarantee the training and, crucially, to be able to prove it.

The law focuses on the “what”, not the “how”. It does not mention file formats, authoring software or pedagogical methodologies. What the legislation requires is a reliable record-keeping system that can demonstrate, beyond doubt, that the training took place. The essential elements to prove are: who took the training, how long it lasted, when it happened and whether it was completed successfully. The company’s responsibility is to have a system that provides these data in a structured way.

GFoundry and Legal Compliance: Native Traceability

This is precisely where a modern platform like GFoundry demonstrates its superior value. Traceability is not an extra or something dependent on an external package; it is an integral, native part of the platform.

While a SCORM package merely sends basic “completed” signals, GFoundry offers far more granular and automatic control and visibility:

Automatic Time Monitoring: The platform actively records the time each employee spends on each module or piece of content, be it a video, a quiz or a document.
Detailed Progress Tracking: You can follow the learner’s progress step by step, seeing which stages have been completed and which are still pending.
Evidence of Completion and Assessment: The platform records the completion of learning paths and assessment results, generating automatic certificates that serve as proof of the knowledge acquired.

All this information is collected and organised automatically, eliminating uncertainty and manual administrative work.

From Record-Keeping to Audit: Total Peace of Mind

The robustness of this record-keeping system translates into complete security for the company in meeting its legal duties. GFoundry’s detailed, exportable data make it simple and quick to fill in Annex C of the Single Report (Relatório Único), the official instrument for reporting training.

More importantly, in the event of an audit by the Authority for Working Conditions (ACT), the company has at its disposal complete and reliable reports that prove compliance with the mandatory training hours.

And for companies that work with training providers certified by DGERT? GFoundry works as the perfect technological platform to deliver those courses. The training provider retains its responsibility for certification and for entering data into the SIGO system, while being able to extract from GFoundry all the attendance and completion reports it needs — benefiting from a far richer and more interactive learning experience for its trainees.

GFoundry not only meets the legal requirements, it offers a level of traceability and detail that goes well beyond anything SCORM ever set out to do. Legal security stops depending on a file and comes to reside in the intelligence of the platform itself.

GFoundry’s Learning Ecosystem: More than Courses, We Create Experiences

If the previous chapters diagnosed the limits of traditional models, this one presents the cure. The answer to the question we left hanging — “What if legal validity depended on the intelligence of the platform?” — is a learning ecosystem that swaps rigidity for fluidity and passivity for interaction.

GFoundry’s solution should not be seen as a mere replacement for an old LMS or for your SCORM packages. It represents a natural evolution. It is the shift from a library of static files to a laboratory of dynamic knowledge, where the goal is not just to “complete” a course, but to absorb, retain and apply skills continuously.

This is possible because the platform was designed around flexibility and a deep understanding of how people learn today.

Features that Generate Real Impact

The secret lies in giving L&D teams the tools to build memorable experiences, and employees the freedom to consume them effectively.

Microlearning Format Learning: The power of knowledge “snacks”
- The antidote to the “Forgetting Curve” is constant reinforcement. GFoundry is built on the microlearning principle. Instead of long, massive one-hour courses, learning is broken down into “snacks” or knowledge pills: short videos, quick challenges, focused articles. This format lets employees learn something new and relevant in the time it takes to drink a coffee, making training an integral part of their workflow rather than an interruption.
Dynamic and Engaging Content
- These learning “snacks” can take any form. The platform lets you break the monotony and use the right format for each message. Integrate videos from YouTube, share an inspiring podcast on leadership, provide PDFs with technical manuals and, above all, challenge knowledge with interactive quizzes that turn assessment into a moment of engagement.
Structured Paths: Missions with Purpose
- Loose content does not build skills. That is why GFoundry lets you organise these microlearning blocks into Learning Journeys or Missions. Instead of an “induction course”, the new employee embarks on the “Onboarding Mission”, with clear phases, defined objectives and rewards that motivate them to move forward. This narrative approach turns learning into a journey with purpose.
Autonomous and Flexible Learning
- Although the paths are structured, the pace belongs to the employee. The platform offers complete flexibility so that everyone can learn whenever and wherever is most convenient — on the computer, the tablet or the smartphone. This autonomy not only respects different learning speeds, it also fosters a sense of responsibility and control over one’s own professional development.

By combining these elements, GFoundry transforms training from an isolated event into a continuous, agile experience that is perfectly aligned with the expectations and habits of modern professionals.

The Power of Gamification Design: When Learning Becomes Captivating

If microlearning and dynamic content are the body of the learning experience at GFoundry, gamification design is its soul. It is the secret ingredient that turns obligation into motivation and passivity into active participation.

But let’s be clear: when we talk about gamification, we are not talking about turning the workplace into a game arcade. It is not about playing. It is about applying the psychology and mechanics that make games so deeply engaging in a professional context. It is the intelligent use of elements such as points, badges, leaderboards, visible progress and, above all, narratives, to motivate employees to reach their development goals.

This design taps into intrinsic human motivators: our desire to compete, to achieve mastery, to gain recognition and to complete a challenge. Suddenly, training stops being a monologue from the company to the employee and becomes an interactive dialogue.

Beating the “Forgetting Curve” with Science

Remember the “Forgetting Curve” we mentioned? Gamification design is the most powerful weapon for flattening it. While microlearning delivers knowledge in perfect doses, game mechanics ensure those doses are effectively absorbed and retained.

How? Through active participation.

An interactive quiz is not just a test; it is a quick challenge that forces us to actively recall information (active recall). A “knowledge battle” between colleagues about a new product is not just an assessment; it is a form of spaced repetition (spaced repetition), one of the most effective techniques for fixing memory over the long term. By fighting for a “Cybersecurity Expert” badge, the employee is not just consuming content — they are interacting with it, applying it and, consequently, learning it far more deeply.

**Visible Results: From Engagement to Business Impact**

All this theory translates into practical, measurable results that go well beyond vanity metrics. The increase in engagement has a direct impact on business indicators.

Higher adherence to mandatory training: Think of the typical compliance or safety training, often seen as a tedious chore. Now imagine it as a “Mission” where employees accumulate points, become “Compliance Guardians” and compete in a healthy way. The result? Completion rates approaching 100%, achieved in record time and with a positive attitude, drastically reducing the administrative effort of having to “chase” those who have not finished yet.
Better application of new skills: A sales team that learns about a new product through interactive challenges and simulations will retain far more information than if they simply read a manual. That deep knowledge translates into greater confidence, better sales arguments and, ultimately, an increase in revenue.
Direct impact on culture and results: Employees more involved in their own learning are more competent, more aligned with the company’s strategy and more motivated. Training stops being a cost in the HR department and becomes a strategic investment visible in overall performance, innovation and the building of a culture of continuous improvement.

Efficiency and Intelligence: Technology at the Service of Knowledge

An outstanding learning platform has to shine on two fronts: being exceptional for those who learn and extraordinarily efficient for those who manage it. If the previous chapters showed how GFoundry captivates employees, this one reveals the power of the technology that simplifies and enhances the work of L&D and HR teams. True evolution lies not only in the user experience, but in the intelligence of the tool.

Accelerating Creation with Artificial Intelligence

One of the biggest bottlenecks in corporate training is content production. Creating relevant, interactive and well-structured materials consumes precious time. It is to solve this challenge that GFoundry integrates Gi Learn, an AI-powered virtual assistant that works as a creative partner for your team.

Instead of starting with a blank page, you can ask Gi Learn to generate quiz drafts, article summaries, or even to structure the initial steps of a new learning journey. This frees your specialists from repetitive tasks and lets them focus on what is truly strategic: analysing training needs, refining the message and measuring business impact. Content creation stops being an obstacle and becomes an agile, collaborative process.

Superior Traceability: From Basic Data to Actionable Insights

We have already established that SCORM’s traceability is basic. It tells you whether a course was completed and little more — in other words, it lacks granularity. GFoundry tells you how, why and where you can improve. The difference is between receiving a postcard saying “I’ve arrived” and having a GPS with complete telemetry of the journey.

GFoundry’s reports and dashboards offer a deep, useful view that turns data into decisions:

Identify engagement patterns: See which content is most popular, what time of day your employees prefer to learn and where they lose interest.
Detect knowledge gaps: Analyse quiz results to understand which questions or topics are proving hardest for the team, enabling targeted reinforcement.
Optimise the paths: Discover at which stage of a “Mission” users drop off and optimise that step to ensure a higher success rate.

These insights enable continuous improvement of training programs, ensuring your investment delivers the maximum possible return.

Take the Next Step in Your Company’s Talent Strategy

Throughout this article, we have travelled from the dilemma of modern corporate training to the technological solutions that define its future. We challenged the status quo, demystified the legislation and explored the power of learning that is, at once, captivating for the employee and intelligent for the business.

We saw that dependence on standards like SCORM, while understandable in the past, today represents an anchor that limits the agility, engagement and true impact of training. We demonstrated that legal compliance in Portugal does not require a file format, but rather robust traceability — a requirement that GFoundry not only meets but surpasses, with its detailed, audit-proof reports.

More importantly, we showed what is possible when you swap passivity for interaction. By combining the power of microlearning with gamification design, GFoundry turns training into a continuous, motivating journey, actively beating the “Forgetting Curve” and ensuring that knowledge is retained and applied. All of this supported by cutting-edge technology, with artificial intelligence and ready for the future.

The main message is clear: GFoundry is not just a legally and technically valid alternative to SCORM. It is a fundamentally more efficient, more agile and more impactful way to develop your company’s most precious asset: talent.

The moment has come to make a choice. You can keep seeing training as a box to be ticked, an obligation to be met with the tools of the past. Or you can embrace it as the true engine of growth, competitiveness and culture that it should be.

Are you ready to swap mere compliance for genuine impact?

Continue reading:

Best LMS and E-learning Platforms: The pillar guide to choosing a modern LMS that goes beyond SCORM.
Strategic Microlearning: The Science of Learning in the Flow of Work: How short, focused learning beats the Forgetting Curve and fits real workflows.
Immersive Training: The Future of Learning with VR and AR: Explore how Virtual and Augmented Reality are reshaping corporate training.
Beyond Theory: How Role-Play Bots Validate Real-World Skills: Move from passive content to AI-driven role-play that proves applied skills.
Upskilling and Reskilling with Microlearning and AI: Build new capabilities at scale with AI-curated learning paths.
Skills Gap Analysis: Transforming Talent Management with Data and AI: Use data and AI to map skills gaps and target training where it matters.

Ready to get started?

Take the next step and learn more about how GFoundry can help you.

Click here to learn more!

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Immersive Training: The Future of Learning with VR and AR

admin — Sat, 17 May 2025 09:12:47 +0000

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Immersive Training: The Future of Learning with VR and AI

In a world where knowledge becomes outdated fast and attention is a scarce resource, traditional corporate training methods are being put to the test. Immersive learning, powered by technologies such as Virtual Reality (VR), Augmented Reality (AR) and Artificial Intelligence (AI), represents a paradigm shift.

Far more than a visual effect, immersion makes it possible to simulate real-world contexts with a high degree of emotional and cognitive engagement, maximising retention, knowledge transfer and the overall learning experience. This article explores the potential of these technologies in the corporate setting and shows how GFoundry is leading this transformation.

Why do we need a new approach to learning?

Most corporate training still relies on passive models, with poor retention and low engagement. According to PwC, employees trained with VR learn 4 times faster than in a traditional classroom, and feel 275% more confident in applying what they have learned. The future is no longer the future: it is now.

What is immersive training?

Immersive training is a methodology that places the employee at the centre of learning, using three-dimensional digital environments and intelligent algorithms to simulate real-world situations. By interacting with these environments, the learner practises practical and behavioural skills safely, with immediate feedback.

Types of immersion

Virtual Reality (VR): fully digital simulations that recreate real scenarios (e.g. leadership or first-aid training).
Augmented Reality (AR): overlaying digital elements onto the physical world (e.g. real-time technical tutorials).
Mixed Reality (MR): a fusion of the two, with two-way interaction between physical and digital objects.

Areas of application

Onboarding and organisational culture
Soft skills (empathy, negotiation, leadership)
Technical training and critical operations
Simulations of risk or emergency scenarios

Digital Twins: Intelligent Replicas of Your Work Environments

Digital Twins are virtual models that accurately replicate real-world assets, processes or systems, running in parallel with their physical counterparts. Fed by real-time data, these models make it possible to anticipate failures, optimise operations and test scenarios safely and effectively.

At GFoundry, we apply the concept of Digital Twins to talent management, creating digital replicas of teams, workflows and organisational environments. Through integration with VR engines and gamification tools, we deliver highly realistic and personalised experiences.

Building Blocks of the Immersive Experience with Digital Twins

Topology: The foundation of the physical or digital environment, defining the terrain, structure and layout of the spaces.
Materials: Realistic textures such as metal, wood or water that heighten the sense of immersion.
Animations: Moving elements and natural interactions that make the experience dynamic and engaging.
Content: Information delivered through text, images or videos that convey the learning objective.
Game Dynamics: Challenges, rewards and narrative that keep the user motivated and focused on progressing.

The role of Artificial Intelligence in personalised learning

AI plays a decisive role in the evolution of immersive training. Through machine learning algorithms and behavioural analysis, it is possible to personalise the learning experience based on each user’s profile, performance and cognitive style.

Capabilities powered by AI

Automatic adjustment of training difficulty and pace
Intelligent content recommendations
Analysis of emotions and behavioural responses
Dynamically generated scenarios

Strategic benefits

Indicator	Traditional Training	Immersive with AI
Knowledge retention	~20%	+75%
Engagement	Medium	High
Practical application	Limited	Immediate

How GFoundry integrates immersive training with VR and AI

GFoundry is redefining how organisations train their talent, through an innovative approach that combines immersive reality, adaptive AI and gamification.

A next-generation platform

Built on its dedicated Immersive Reality module, GFoundry makes it possible to:

Import and integrate VR/AR simulations into the employee’s learning journey
Link gamified learning missions to immersive content
Measure results with analytics dashboards
Use the Gi virtual assistant to recommend content based on real data

Example of an integrated application

A new leader can start a gamified mission with an introductory video, move on to a VR simulation about managing teams in conflict, take a quiz with immediate AI-powered feedback and finish with a shared reflection challenge on the platform’s social wall.

GFoundry · Immersive Learning

Train for the real world before you live it: VR, AR and AI role-plays that actually stick

GFoundry turns complex skills into safe, repeatable practice. Combine VR and AR simulations, AI role-play bots and a scenario designer so leadership, soft skills and high-risk operations are trained in lifelike environments, with measurable feedback for every learner.

Future trends: what to expect from immersive training?

The coming decades promise learning that is even more fluid, integrated and emotionally engaging. The convergence of neuroscience, AI and virtual worlds is opening the door to new educational formats.

Key trends

Learning as Experience (Lx): learning centred on meaningful experiences
VR + generative AI: automatic creation of realistic simulations based on the company’s real data
Cognitive biometrics: adapting content according to the level of stress, focus or fatigue
Social Immersive Learning: group learning inside shared virtual worlds

Training to transform

The impact of immersive training lies not only in how we learn, but in how we act. Transformation begins with a new way of experiencing learning – more authentic, emotional, personalised and effective.

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Know more about GFoundry’s Talent Management Solutions here.

The post Immersive Training: The Future of Learning with VR and AR appeared first on GFoundry.

Impactful Learning Journeys for Employees

Martin Rocha — Tue, 19 Nov 2024 18:22:23 +0000

In this episode, we explore the world of impactful learning journeys and how they can transform employee development. Discover the key elements of a successful learning journey, from needs analysis and content curation to gamification and continuous monitoring.

We’ll discuss practical strategies for creating engaging and effective eLearning experiences that cater to individual learning styles and drive tangible business outcomes.

We’ll also examine real-world examples of learning journey maps for different job functions, providing you with a roadmap for implementing these strategies in your own organisation.

The post Impactful Learning Journeys for Employees appeared first on GFoundry.

How to create Impactful Learning Journeys for Employees?

Gabriel Costa — Tue, 20 Aug 2024 14:12:37 +0000

How do I start a learning journey?

1. Strong and valuable content

The foundation of any Learning Journey for an employee is having access to knowledge that complements and enriches everything they already know. If this is not the case, the employee will quickly lose interest with the content they have available, not retaining any added value.

In addition to powerful content, this must also be adapted to each person. One of the bases of Performance Evaluation in a company is the ability to understand not only the competencies of the organisation and its teams, but also to understand what knowledge weaknesses may exist. Therefore, it is important to evaluate the training needs of each employee, each team or even the organisation as a whole.

It is therefore essential that these journeys are personalised to the needs of each individual, ensuring that all weaknesses are covered appropriately.

At GFoundry, besides being able to customize the Learning Journey of the employees, you can also have access to curated content made available by us in several areas, from Health and Wellness, through essential Soft Skills such as Time Management and Resilience, as well as content of General Culture. These contents are made available free of charge to all our clients and can be made available to their teams at any time.

2. Integrating content from different sources

Over the years, the training content is no longer centralized in a physical space, such as a training room, but spread across multiple locations on the internet, accessible in different ways.

One of the biggest challenges in managing people and, more specifically, in managing your training is the agility to aggregate content from various sources that are important for your teams.

Since content is scattered across multiple platforms, it can be confusing for anyone to have to navigate through multiple links until they get to the end of a Training plan.

In addition to all the content that you can add directly on the platform, with GFoundry you can create Learning Journeys that include not only these added contents, but also external sources such as Google Academy, Coursera, Udemy, Youtube, Vimeo, Slideshare, Sharepoint among many others. GFoundry can act as a top layer that encompasses everything that is part of each employee’s Journey, making their experience much more fluid and simple to fulfill.

3. Monitor and Certify!

A very important part of creating a Learning Journey is to understand how effective it is in transmitting knowledge. Therefore, it is essential to be able to define metrics to better understand what has been the performance of employees in the training, how many hours they spent and even what has been their feedback regarding the contents.

Moreover, at the end of a Learning Journey, it is crucial to be able to certify all the people that have successfully completed all their training, representing an official recognition of their knowledge acquisition and their effort during the process.

With the GFoundry platform, all this is possible in a simple and dynamic way. Firstly, you can monitor crucial information about people’s training through reports available both in dashboards and xlsx files.

In addition, you can also certify all employees who complete your Learning Journeys, adding relevant information to these certificates, such as their name, the date on which the training ended, the hours used and even their final score. These certificates are available in each employee’s profile and they can be shared on their LinkedIn profile.

4. Communication Plan

For any area of an organisation, internal communication is one of the key pillars to get a specific message across to people effectively. Therefore, with regard to Training Plans, it is also important to be able to communicate succinctly and clearly to everyone that it is important to use the tools available to improve their skills and knowledge.

GFoundry is a fundamental piece for the internal communication of any organisation. Firstly, the fact that it is a digital solution allows all employees to have access to a mobile application where they can be in direct contact with your company. This direct contact is not only related to their work goals and linked to their functions, but also has other very important aspects.

On the platform’s homepage, employees have access to a news area, where the company can share important messages, but they can also use push notifications to pass a shorter and more direct message to everyone or to a specific group of people.

Know more here.

5. Have a good platform!

With technological evolution, and the inevitable digitalisation of Human Resources, employees should have access to tools that allow them to access your company’s content in a simple, agile and impactful way for their performance.

For this reason, GFoundry is an ideal partner to implement a project to create Learning Journeys for your employees, whether they are seniors or people who have just joined the organisation.

GFoundry works as a multi-platform solution (Web, Android and iOS), which supports all the actions directly related to Talent Management in an organisation, from attracting and recruiting people, through their integration and development to their departure, providing a rich experience in impactful moments for their performance.

Finally, through a Gamification Engine, which allows you to create game and reward dynamics through multiple user actions and achievements, you can make these paths much more interactive and interesting for any employee, directly impacting their results and, consequently, those of your organisation.

Employee Learning Journey Map examples by Job Function

Function	Steps in the Learning Journey
Human Resources Management	1. Participate in a course on labor law (Training Module). 2. Complete a form for organizational climate assessment (Surveys Module). 3. Create an individual development plan (Career Management Module). 4. Attend a session on diversity and inclusion (Training Module). 5. Set talent retention goals (Goals Module). 6. Conduct a well-being survey (Engagement Thermometer Module). 7. Participate in an onboarding meeting (Tasks Module). 8. Set up an exit interview checklist (Tasks Module). 9. Provide feedback on inclusion practices (Feedback Module). 10. Compete in a gamified challenge on conflict management (Competitions Module).
Finance and Accounting	1. Participate in a course on IFRS standards (Training Module). 2. Complete an internal audit checklist (Tasks Module). 3. Analyze financial reports (Goals Module). 4. Attend a session on taxation (Training Module). 5. Participate in a budget planning meeting (Tasks Module). 6. Conduct a survey on financial practices (Surveys Module). 7. Set cash flow optimization goals (Goals Module). 8. Participate in a financial analysis competition (Competitions Module). 9. Provide feedback on the audit process (Feedback Module). 10. Perform a comparative analysis of financial performance (Comparisons Module).
Operations	1. Participate in a course on Lean methodologies (Training Module). 2. Create a checklist for process optimization (Tasks Module). 3. Analyze operational performance indicators (Goals Module). 4. Attend a session on supply chain management (Training Module). 5. Set continuous improvement goals (Goals Module). 6. Conduct an operational efficiency survey (Surveys Module). 7. Participate in an operations innovation workshop (Innovation Module). 8. Compete in a productivity efficiency competition (Competitions Module). 9. Provide feedback on new processes implemented (Feedback Module). 10. Perform a comparative analysis of operational KPIs (Comparisons Module).
Sales and Marketing	1. Participate in a course on sales techniques (Training Module). 2. Complete a checklist for marketing campaigns (Tasks Module). 3. Set quarterly sales goals (Goals Module). 4. Attend a session on consumer behavior (Training Module). 5. Analyze campaign performance metrics (Goals Module). 6. Conduct a customer satisfaction survey (Surveys Module). 7. Participate in a product innovation brainstorming session (Innovation Module). 8. Compete in a sales simulation (Competitions Module). 9. Provide feedback on marketing campaign effectiveness (Feedback Module). 10. Compare campaign performance with industry benchmarks (Comparisons Module).
Information Technology	1. Participate in a course on cybersecurity (Training Module). 2. Create an incident management checklist (Tasks Module). 3. Set system uptime goals (Goals Module). 4. Attend a session on emerging technologies (Training Module). 5. Analyze IT performance metrics (Goals Module). 6. Conduct an internal user satisfaction survey (Surveys Module). 7. Participate in an IT innovation session (Innovation Module). 8. Compete in a technical problem-solving challenge (Competitions Module). 9. Provide feedback on the effectiveness of IT solutions (Feedback Module). 10. Perform a comparative analysis of infrastructure performance (Comparisons Module).
Project Management	1. Participate in a course on agile methodologies (Training Module). 2. Create a project initiation checklist (Tasks Module). 3. Set project delivery goals (Goals Module). 4. Attend a session on risk management in projects (Training Module). 5. Analyze success metrics from previous projects (Goals Module). 6. Conduct a stakeholder satisfaction survey (Surveys Module). 7. Participate in a project management innovation session (Innovation Module). 8. Compete in a crisis management simulation (Competitions Module). 9. Provide feedback on project execution (Feedback Module). 10. Perform a comparative analysis of project management methodologies (Comparisons Module).
Product Development/Innovation	1. Participate in a course on design thinking (Training Module). 2. Create a checklist for new product development (Tasks Module). 3. Set product innovation goals (Goals Module). 4. Attend a session on research and development (Training Module). 5. Analyze success metrics from past innovations (Goals Module). 6. Conduct a survey on new product acceptance (Surveys Module). 7. Participate in a new product ideation session (Innovation Module). 8. Compete in an innovation marathon (Competitions Module). 9. Provide feedback on the product development process (Feedback Module). 10. Perform a comparative analysis of sector innovation (Comparisons Module).
Customer Support	1. Participate in a course on customer service (Training Module). 2. Create a checklist for ticket resolution (Tasks Module). 3. Set customer satisfaction goals (Goals Module). 4. Attend a session on complaint management (Training Module). 5. Analyze response time metrics (Goals Module). 6. Conduct a customer satisfaction survey (Surveys Module). 7. Participate in a customer service innovation session (Innovation Module). 8. Compete in a customer service simulation (Competitions Module). 9. Provide feedback on customer support efficiency (Feedback Module). 10. Perform a comparative analysis of support performance (Comparisons Module).
Risk Management and Compliance	1. Participate in a course on compliance and regulations (Training Module). 2. Create a compliance audit checklist (Tasks Module). 3. Set risk mitigation goals (Goals Module). 4. Attend a session on corporate risk management (Training Module). 5. Analyze compliance metrics (Goals Module). 6. Conduct a risk assessment survey (Surveys Module). 7. Participate in a risk management innovation session (Innovation Module). 8. Compete in a compliance challenge (Competitions Module). 9. Provide feedback on the compliance program (Feedback Module). 10. Perform a comparative analysis of industry risks (Comparisons Module).
Legal	1. Participate in a course on applicable legislation (Training Module). 2. Create a checklist for contract review (Tasks Module). 3. Set legal compliance goals (Goals Module). 4. Attend a session on ethics and compliance (Training Module). 5. Analyze litigation metrics (Goals Module). 6. Conduct a legal risk assessment survey (Surveys Module). 7. Participate in a legal practices innovation session (Innovation Module). 8. Compete in a legal case simulation (Competitions Module). 9. Provide feedback on internal legal procedures (Feedback Module). 10. Perform a comparative analysis of legal compliance (Comparisons Module).

10 Reasons why a simple e-learning software might not provide a good experience for a modern and impactful learning journey:

Lack of Personalization: Modern learners often expect content that caters to their individual needs and learning styles. A basic e-learning platform may offer one-size-fits-all content, which doesn’t address the diverse needs of learners.
Limited Engagement Tools: Simple e-learning software might lack interactive tools, gamification, and multimedia elements that can make learning more engaging and fun.
No Collaboration Features: Modern learning often emphasizes collaboration and group activities. Without features like discussion boards, group projects, or peer reviews, learners might miss out on valuable collaborative experiences.
Inflexible Content Delivery: Today’s learners might prefer a mix of formats, from videos to podcasts to interactive simulations. Basic software might only offer text-based modules.
Absence of Real-time Feedback: Immediate feedback can be crucial in the learning process. If the platform only provides end-of-module tests without real-time responses, it might hinder the learning experience.
Lack of Integration with Other Tools: Modern learning often requires integration with other software, like video conferencing tools, project management apps, or external resources. A simplistic platform might not support these integrations.
No Adaptive Learning: Adaptive learning adjusts content based on the learner’s performance and needs. Basic e-learning platforms might not have this capability, making the learning experience static and linear.
Updates and Scalability: Simple e-learning platforms might not be easily scalable or updatable, making it hard to adapt to new educational methodologies or accommodate growing numbers of learners.
Limited Analytics and Reporting: Comprehensive data on learner performance and course engagement is vital for continuous improvement. Basic platforms might offer only rudimentary tracking, lacking in-depth insights.
Mobile Learning Constraints: With the rise of mobile learning, it’s essential that platforms are mobile-friendly or have dedicated apps. Simple software might not cater to this, limiting access for learners on the go.

FAQS

What makes GFoundry different from other traditional e-Learning tools?

Above all, what distinguishes GFoundry from other e-Learning tools is the final experience achieved with the dynamics that can be created with the different micro-learning formats and with the use of Gamification dynamics, which introduce much higher interactivity that leads – in the majority of cases – to much higher results in an organisation.

Moreover, we believe that a learning journey does not have to consist only of training moments, with presentation of contents in different formats, but also be enriched with feedback stages, interaction between peers, moments of knowledge assessment, definition of individual development plans, among others.

What kind of content can I insert in GFoundry?

The GFoundry platform allows the insertion of quizzes in 4 different game modes – including the battle mode, in which the users play against each other, PDF documents, Videos, Podcasts and HTML Content.

The GFoundry platform also allows the integration and incorporation of content from other platforms or even a more integrated management of actions from other LMS. Click here to learn more.

Who can create training content?

Training content can be easily created by the client manually or using our AI assistant (Gi) or created with the help of the Partner associated with the project, being responsible for content creation and all the management of strategic consulting dynamics, monitoring, among other tasks. Click here to learn more about our Partners.

Is there any content already made, ready to use?

Yes, the client has access – 100% free of charge – to a series of contents curated by GFoundry, in various areas of knowledge, such as: Communication, Time Management, Empathy, Feedback, Design Thinking, Creativity and Innovation, Management, Collaboration, Marketing and Sales, Health and Well-being, Resilience, Productivity, Data Protection – among many other examples. Read more here: GFoundry Curated Content applied to Learning and Development

How much does it cost to produce content for GFoundry?

The cost will depend on the complexity and volume of content to be created, but on average, the costs involved are much lower than the ones for a traditional e-Learning platform. If the client uses our AI assistant (Gi), content production is completely free, fast and agile.

Can Individual Development Plans (IDPs) be managed with this solution?

Of course. Identifying learning needs (collective and individual) and managing them is a fundamental process in the development of people in an organisation. Normally this information is obtained at moments of assessment and feedback and is then managed in a

Who can help us think about and implement such a system?

Consulting services and implementation of a GFoundry project are included in any project and are fundamental for its success.

The maturity and experience that GFoundry has achieved throughout its existence means that we position ourselves in the market with an indirect business model, always associated with a Partner in the construction of the solutions we present.

GFoundry realized that it cannot be alone when it comes to strategy, assessment, consulting, gamification design and monitoring of our customers.

For this reason, we always associate a Partner to each project we start with a client, chosen for their expertise in the area to be developed, with a package of hours already included in the annual licence fee. Click here to know more about our Partners.

What is Gi and how does it enhance the GFoundry platform?

Gi is GFoundry’s AI assistant designed to help clients create high-quality training content. With Gi, users can generate customized learning materials using AI, making the content creation process more efficient and tailored to the specific needs of their organization.

Can Gi integrate with existing content?

Yes, Gi can seamlessly integrate with existing content on the GFoundry platform, allowing for an enriched learning experience that combines AI-generated materials with pre-existing resources.

What types of learning content can Gi create?

Gi can create a variety of learning content, including quizzes, interactive modules, video scripts, and more. This flexibility ensures that the training materials are engaging and effective for learners.

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AppyBrain: an innovative tool to enhance the learning experience

David Martins — Sat, 30 Mar 2024 15:48:02 +0000

A digital gamified pedagogical tool based on GFoundry technology

Technology has been an important ally to face the challenges of Education in Portugal and worldwide.

The integration of smartphones, tablets and computers in the educational process can significantly improve the quality of student learning, making them more motivated, autonomous and committed to their own knowledge.

In this context, AppyBrain emerges as a gamified digital pedagogical tool, proposing to be this pedagogical instrument with double impact: supporting the study and supporting the teaching role, making the educational process more enriching, personalized and creative, providing skills for the future challenges of an increasingly digital and technological society.

Available for iPhone and Android, in addition to a web version, AppyBrain aims to develop transversal skills in various areas of knowledge, such as cognitive development, problem solving, logical thinking, concentration, autonomous learning and teamwork.

Because it is gamified, with built-in game elements, AppyBrain tends to generate more motivation in students and, consequently, greater involvement in learning processes.

The solution offers numerous dynamic and interactive resources, including quizzes that integrate the essential learning defined by the Ministry of Education, with access to videos and online content to support problem solving.

The tool can be used individually or in a school context, where teachers can monitor the academic performance of their students, having access to their progress in a simple and intuitive manner. Know more about GFoundry’s eLearning & Development solutions here.

Inter-class tournaments and a research project

The challenges presented are appropriate and take into account the students’ level of knowledge, adjusting the quizzes to their difficulties and potential, as indicated by the teachers themselves.

The tool also offers inter-class tournaments to foster group spirit and promote the value of teamwork. With this, not only individual success is sought, but also the success of each class as a group. Each student will be able to test their knowledge and compare their performance with other users, viewing tables and rankings, and their performance and effort will be valued through medals.

The challenges are divided by syllabus, and the rigor and relevance of their content is one of the main differentiating factors of the tool. The company responsible for this project is developing research together with the Faculty of Psychology and Education Sciences of the University of Porto to assess the impact of the tool on academic performance, motivation and study autonomy of students.

The results of this research will allow us to improve the tool and make it even more effective for the teaching-learning process. AppyBrain is a pedagogical tool that values inclusion, seeking to meet the special needs of each student.

The company listens to and integrates suggestions from teachers and students to make it increasingly appealing and useful. It contributes to educational practices that promote a more effective, inclusive, equitable, and democratic educational system.

Who can join and use this solution?

At this moment the use of Appybrain is reserved to adherent schools.

For more information you can contact the project coordinators through the email info@appybrain.pt.

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How to Choose the Right Talent Management Platform: 2026 Guide with 9 Criteria

Clara Costa — Thu, 13 Jul 2023 19:00:04 +0000

What is a Talent Management Platform

A talent management platform is a software solution that lets you manage the entire employee lifecycle – from recruitment to retirement. It typically includes applicant tracking, onboarding, performance management, learning, succession planning, recognition and internal communication.

This guide helps you make the right choice: 9 decision criteria, 4 essential vendor questions, top alternatives to consider (including GFoundry, SuccessFactors, Cornerstone, Factorial) and the 4 differentiators that set GFoundry apart in the European market.

Why investing in the right platform matters

The wrong choice is expensive: wasted months of implementation, low adoption, siloed data, pain for HR and managers.

Attract

Capture top talent

Centralized platform for vacancies, applications and screening. Candidate visibility and informed hiring decisions.

Retain

Retain the right employees

Positive digital experience throughout the entire cycle. Engagement monitoring with early risk signals.

Develop

Accelerate individual growth

Integrated training, mentoring, evaluations and IDPs. Succession based on potential and performance data.

Decide

Data as infrastructure

Integrated dashboards that replace Excel. Strategic HR decisions backed by evidence, not intuition.

9 Criteria for Choosing the Right Platform

When evaluating platforms, map each one against these 9 criteria. Quantify whenever possible.

Criterion 1

Business needs

Start with the problem, not the tool. Do you need recruitment, onboarding, performance, learning, OKRs? Define the scope.

Criterion 2

Budget

How much are you willing to invest? Price per employee/month, setup, customization. Calculate 3-year TCO.

Criterion 3

Features

Which modules do you need? Must-have vs nice-to-have list. Compare against vendors with a fit matrix.

Criterion 4

Ease of use

Can employees use it without long training? Mobile-first? Intuitive UX? Test with real users.

Criterion 5

Support

What kind of support? Dedicated team? In your language? Response SLA? Active customer success?

Criterion 6

Scalability

Does the platform grow with you? Multi-company? Multi-language? Multi-country? Supports 500 or 5000 employees?

Criterion 7

Integrations

SAP, Workday, ERP, CRM, Active Directory, SSO. Open API? Webhooks? Native connector to your HRIS?

Criterion 8

Security and GDPR

GDPR compliant? Encryption at rest and in transit? Access auditing? ISO 27001? Where is data hosted?

Criterion 9

AI and gamification

Modern platforms integrate contextual AI and native gamification. Not as add-on – as foundation.

Why consider GFoundry: 4 differentiators

GFoundry competes in the European market with established platforms (SAP SuccessFactors, Workday, Cornerstone, Factorial). These are the 4 differentiators where it stands apart.

Differentiator 1

Holistic approach

Features aren’t isolated. Communication, learning, performance, OKRs, recognition integrated in a single experience layer.

Differentiator 2

Employee-centric

Focus on personalized career development, social sharing and feedback tools – not bureaucratic HR workflows.

Differentiator 3

Mobile-First & Gamification

Native iOS/Android apps, branded. Gamification engine across all modules. Not a feature – it’s architecture.

Differentiator 4

Contextual AI (Gi)

Gi is trained on your organization’s documents, not generic data. Gi Learn generates courses. Gi Practice simulates role-plays. Gi Talent predicts behavior.

Learn the modules in detail or book a demo to see it applied to your company.

4 essential vendor questions

Experienced decision-makers ask these 4 questions in every demo. The answers separate those who are competing from those selling promises.

Question 1

Can you show me 2 clients from my industry and size?

Sector and size references. If they only have clients 10x bigger or in other sectors, adoption will be painful.

Question 2

What’s the actual implementation time (not the estimate)?

Ask for contactable references. 12-18 month implementations are red flag in modern SaaS platforms.

Question 3

What’s your clients’ adoption rate at 6 months?

% of active employees / total. Below 60% is weak. Above 80% is good. No data is a red flag.

Question 4

How does AI work in your platform?

“We have an OpenAI chatbot” is not contextual AI. Serious AI is trained on your documents, isolated per tenant, with source citation.

Key takeaway

The right talent management platform for your company isn’t the one with the most features. It’s the one that solves your problem with measurable adoption, active support and ROI within 12 months.

Use the 9 criteria to create an evaluation matrix. Ask for contactable references. Ask each vendor the 4 right questions. And remember: gamification and AI aren’t cosmetic features – they’re the factors that determine whether the platform is adopted or ignored.

Compare GFoundry with the main competitors or book a demo to see it applied to your context.

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7 Tips to promote work-life balance

Gabriel Costa — Mon, 10 Apr 2023 09:54:31 +0000

Promoting Work-Life Balance Tips

Work-life balance is a challenge for everyone. Even though each job is different in terms of its hourly demands, the truth is that a large part of the day is filled with professional life. However, the topic has been increasingly discussed within organisations due to increased concern about workers’ mental health. The lack of this balance can lead to problems such as lack of productivity, demotivation, and even the departure of an employee from the organisation, leading to an unwanted increase in turnover. In a pandemic context, with remote work being an option much more used by most people, the line that separates the professional and personal life is no longer the distance between home and office, having converged to the same physical space. With this, it has become even more important to ensure a psychological balance between work and leisure. Therefore, we have gathered 7 tips to work on this topic in your organisation, in order to promote a more sustainable balance for your employees:

1. Make a Diagnosis

Before working on a subject like mental health, it is necessary to make a diagnosis of your company’s current situation. In this diagnosis, it is important to understand how people deal with the separation between their professional and personal life. Some key questions could be about their daily habits, other activities in their life and wellbeing habits. This diagnosis makes it possible to identify the main problems and implement solutions adapted to the real needs of your employees. Furthermore, different teams are made up of different people, with different working methods, who may have different problems for which adapted solutions are needed. With GFoundry, through Contributions, you can share well-being forms that can be filled in by all employees in your organisation. This way you have access to key information about how your people feel, what problems they experience, and what needs they have in their context.

2. Promote education on the topic

Once the issues have been identified, it is crucial to disseminate information on the topic of work-life balance. Some options are organising webinars on work-life balance or sharing newsletters on wellbeing. The aim is to ensure the sharing of tools that employees can use to identify their needs and subsequently take action so that they can improve their wellbeing. At GFoundry, through the Learn Module, besides being able to integrate all your employees’ training content, you can also insert new categories with wellbeing content to which users can have access whenever they need it.

3. Implement well-being activities

Besides promoting knowledge on the subject, it is also crucial to demonstrate its practical side. Promoting physical and/or psychological wellbeing activities allows your employees to pay more attention to their own wellbeing, having healthier lifestyles. Some examples could be joint physical exercise classes (in person and/or online), healthy cooking classes, yoga sessions, among other possibilities – possibilities that may come from suggestions left by your own employees in the diagnosis phase. On the GFoundry homepage there is a News Feed where you can communicate all the scheduled activities, allowing your employees to always be aware of the wellbeing agenda within your organisation.

4. Use flexible working to your advantage

Giving your employees the possibility to have more flexible working hours is an important tool for the well-being of your employees. There are several possibilities regarding flexible working policies in organisations. Whether it is through flexible starting and ending times, the possibility to choose working hours freely or even not having defined working hours but rather objectives to be accomplished, allows your employees to reconcile their professional life with their personal issues in a simpler way. Employees can fulfil their tasks and still be present at important family moments, do physical activity at a time that is more beneficial to them, or enjoy leisure moments that are necessary for their well-being. With GFoundry’s Goals Module, it is extremely simple to manage your team’s objectives through the OKR – Objective Key Results – methodology. Having all your objectives on your mobile phone, and even having access to their completion status, it is much easier for your employees to manage and achieve their goals.

5. Use remote work to your advantage

Together with the flexibilization of work, the possibility of being in telework allows the employee to better manage his personal life conciliated with his professional life. Whether it is because their children are sick, or because a doctor’s appointment has been scheduled for mid-morning, the possibility of being on remote work allows the employee to meet their personal schedule while still being productive for their organisation, and not disrupting the normal flow of work. In addition, some studies show that employees can increase productivity rates by 13% when working from home. GFoundry, being a multi-platform solution, allows employees to access its contents anywhere – either through their computer or through their mobile phones.

6. Promote discussions on the subject

Even more important than promoting a culture of wellbeing and balance, is to implement a culture of open discussion about the issue. Ensuring that people can discuss the issue openly with their colleagues and superiors allows employees to feel comfortable discussing any need they feel, preventing the issue from escalating. Through GFoundry’s Engagement Thermometer, it is possible to constantly and periodically analyse metrics such as work-life balance, alignment, feedback, satisfaction and well-being, among other essential metrics to understand how your teams feel.

7. Lead by example!

Finally, it is important to demonstrate to employees that this balance can and should be promoted by anyone within the organisation. It is not only important that teams use all the tools at their disposal, but that their leaders can also encourage their peers to promote a culture of wellbeing and balance. At the end of the day, employees feel more motivated and productive, ensuring better results for the organisation as a whole. Would you like to promote a better balance between the professional and personal life of your employees with the help of GFoundry? Learn more about our solution and book a demo with us! Read more: How to promote a good work-life balance for employees post-COVID-19

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What is Learning & Development (L&D)?

Martin Rocha — Fri, 03 Feb 2023 16:45:49 +0000

The definition of Learning & Development (L&D)

Learning & Development (L&D) refers to the process of acquiring knowledge, skills, and competencies by individuals within an organization to enhance their performance and contribute to the overall success of the organization. It encompasses activities and initiatives designed to facilitate learning, training, and professional development for employees.

L&D initiatives are aimed at improving the capabilities and effectiveness of employees at various levels, from entry-level positions to leadership roles. The focus of L&D is not only on formal training programs but also on continuous learning, which can occur through various channels such as workshops, seminars, e-learning platforms, on-the-job training, mentoring, coaching, and self-directed learning.

Much has been said and written about the new way forward with regards to “learning” and the class room paradigm. Whether you adopt the modern school of thought or even take it to a new level with the “Flipped Classroom”, there is no doubt change is in the air. We would go further and state “change is mandatory”!

Education should not be a one-time event but a lifelong experience, it should be less passive and much more “hands on”. Additionally, education must empower students to succeed not just in school but in all scopes of their life.

In order to change behaviours, and especially when we talk about organisations that aim to change an internal behaviour, it takes more than some trainings to change mindsets.

What’s the main keys to influence change

The first key to influence change is through effective Internal Communication. In order to align a mindset throughout the organisation, it is important to have channels in which you can spread messages and content to your employees.

The second key to influence change in behaviours is through the learning experiences that organisations can provide in order to promote certain behaviours and/or ways of working.

Through the concept of Microlearning, you can create knowledge pills that employees have access throughout their time in the organization.

The key to spread learning content is to not fill employees’ time with learning content to acquire in a short period of time, but rather provide them small amounts of knowledge through their journey in the organisation. This way, the retention of the content will be much higher. Also, the addition of gamification elements will increase the engagement of employees when acquiring the knowledge.

How can GFoundry support me in changing Learning & Development behaviours in my organisation?

GFoundry joins these forces of change and believes in creating simple and engaging learning tools. Workplace gamification done well is a fusion of design, psychology, and analytics to create experiences that employees find fun and stimulating, with amazing gains for all!

Through our Learn Module, it is possible to have quizzes, with 4 different game modes, where employees can either test their knowledge on a certain area (for example, the values of the organisation), or they can also challenge their colleagues for battles.

This type of dynamic will increase the interest in consuming this content, but will also promote interaction among the organisation.

Finally, since GFoundry is available on Mobile, you can use Push Notifications to send short messages to your employees in order to reach them in a more effective way.

About Microlearning

Microlearning is a learning approach whose strategy is to deliver relevant content in small, highly focused blocks on the topic to be addressed.
It is the ideal way to find quick answers to specific problems.

Key features:

Duration: As the name implies, microlearning is fast. The basic idea is that a training module can be completed in about five minutes. However, there are no hard and fast rules – it is all a matter of need and context.
Focus: each formative module provides a focused answer to a single problem or question.
Variety: microlearning content types include quizzes, video, audio podcasts and other documents.
Optimised for mobile.

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Pierre Fabre – gamification for marketing and training purposes!

David Martins — Fri, 20 Jan 2023 20:22:52 +0000

The results obtained, in the first cycle of 12 months, quantified by the game’s own statistics, demonstrated the reach of high levels of engagement.

New technologies streamline communication with all stakeholders, in particular with customers and employees, but they cannot by themselves overcome the biggest corporate challenge: ensuring effective and efficient communication. In other words, capturing and retaining the attention of your public, increasing the degree of understanding of key information that leads them to make decisions that exceed the company’s objectives.

The digital transformation of companies lies, therefore, in the magic of mobilizing and awakening their valuable target human potential in the pursuit of their corporate purpose.

It implies an innovative and active management, with a robust communication strategy focused on human capital and inducing engagement, since pure cutting-edge technology is only an important tool to facilitate success.

The construction of engagement solutions in GAMIFICATION architectures and aligned with the business strategy of the companies/organizations, contribute to their digital transformation, offering a disruptive, personalized, integrative and mobilizing management and communication of all their human resources.

Stimulating the acquisition of knowledge, interaction between employees and their recognition by peers and the entire network of managers, allowing talents to be identified, problems to be solved, change to be driven and performance to be improved for all those involved and for any type of organization.

In simplified terms, these solutions accelerate the apprehension of more and better knowledge, practices and behaviors.

The implementation of this type of actions is based on the development of challenging game strategies that stimulate participants to embrace missions and achieve goals, via the adoption of algorithms to measure and promote players’ performance. To this end, rankings, feedback and permanent reward models are used, allowing companies to motivate their internal or external publics to achieve the set goals.

It was with this purpose that Pierre Fabre selected the strategic communication consultancy CATCH GLOBAL MARKETING, which with its technological partner GFOUNDRY, developed a mobilized engagement strategy, in a GAMIFICATION structure, addressed to pharmacies and their employees.

“The results obtained, in the first 12-month cycle, quantified by the game’s own statistics, demonstrated the achievement of high levels of engagement – more than 47,000 visits , 2,500 active users and more than 3,000 total hours of play, with more than 80% completing all levels of play after each launch, translating into an overall performance of around 87%.”

The objective was to reinforce the knowledge of these publics about all Pierre Fabre product lines, in a multi-brand context. In addition, it aimed to bring the sales force closer, boost cross-selling and challenge the global commercial performance, particularly in the seasonal product ranges.

For that purpose, an integrated communication strategy was designed and an umbrella storytelling was built to leverage and interconnect all the game dynamics launched throughout the year, in order to increase brand awareness and the spontaneous notoriety of the brand Pierre Fabre Dermo-Cosmétique Portugal .

The results obtained, in the first cycle of 12 months, quantified by the game’s own statistics, demonstrated the reach of high levels of engagement – more than 47.000 visits, 2500 active users and more than 3.000 total hours of gameplay, with more than 80% concluding all levels of the game after each launch, translating into a global performance of around 87%.

Mariana Caraça, Human Resources Manager of Pierre Fabre Dermo-Cosmétique Portugal said:

“Gamification seemed to us the right way to modernise training with our customers, as it is more focused on the need of the end consumer. We wanted to develop a dual platform, with the traditional website, where we would have the more extensive content for those looking for in-depth training, but at the same time explore quick advice and key messages to retain our products more easily in the face of growing competition. This project took off in 2017 with Klorane and in 2018, to increase the dynamic, we decided to bring together the entire portfolio of Pierre Fabre Dermo-Cosmétique brands (Avène, Ducray, A-Derma, Galénic and Rene Furterer), with the clear objective of increasing the number of new contents while maintaining interest and avoiding the app being deleted, as is the case with most non-user-oriented apps.”

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Data Science Certification (DSPA)

Clara Costa — Fri, 08 Apr 2022 15:46:09 +0000

What is the Data Science Portuguese Association (DSPA)?

The Data Science Portuguese Association (DSPA) was created in 2016 by a group of professionals with the common feeling that the potential of this emerging profession was not being used due to the lack of information on the different applications of Data Science.

What is the main objective of the DSPA?

One of the main focuses of DSPA is the provision of certification in the area of Data Science. To this end, they use the GFoundry platform to structure all their training content for professionals in the area.

The Data Science Portuguese Association’s Playbook had its name chosen considering its goal, since it is not only to provide content, but also to provide guidance to professionals in the area in a dynamic and appealing way.

Together with BridgeLK, all contents were transformed and adapted to the digital environment, focusing on converting heavy and extensive contents into knowledge capsules, making these contents easy to learn, follow, understand and execute.

“(…) Always having in mind that GFoundry would be the chosen tool to communicate with the market and develop this concept of a tribe, concept of a community.”

Guilherme Ramos Pereira, Executive Director at DSPA

The platform’s features regarding community involvement was one of the aspects most valued by the association when choosing a technological partner.

DSPA is the first Portuguese association in the area of Data Science, with the vision of establishing itself nationally and internationally as a platform for a concerted movement in the field of Data Science.

The Association has as its main objectives:

Promotion of Data Science at national and international level;
Sharing experiences and success stories;
Representation of the sector to the regulatory authorities;
Promotion of regulation, ethics and safety;
Promoting entrepreneurship and innovation in Portuguese companies;
Promotion and support of public utility projects in the field of Data Science;
Cooperation with public entities, companies and university institutions;
Certification and training of professionals in the area.

What makes the DSPA application so different and innovative?

The social interaction between professionals in the area allows the creation of game dynamics and objectives that encourage people to return to the platform and learn more. In addition, through the gamification engine, people can be challenged to test their knowledge, compete with other professionals, having a significant impact on the retention levels of the knowledge provided.

Finally, making the most of GFoundry technology in the dissemination of training content, DSPA provides a method of certification in Data Science, allowing that when a person finishes a certain set of training, they can share the certificate automatically on LinkedIn.

For DSPA, the success of this Playbook will be to have thousands of professionals, technical and non-technical, using the platform.

Through the motto “Certification in 4 Steps: Know, Choose, Learn and Certify”, DSPA allows all people interested in the field to access the platform (through LinkedIn), and choose the career they want to have in Data Science (Data Engineer, Data Analyst, Machine Learning Engineer and Data Scientist).

Useful Information

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Competency Mapping in Organizations

Martin Rocha — Fri, 04 Mar 2022 11:52:39 +0000

GFoundry’s Competency Mapping Engine powered by AI

Map your whole organisation

The ability to map the whole organisation from a competency point of view is crucial for any project linked to Talent Management.

This process, when applied at the organisational level, allows for a comprehensive perspective on the skills that the organisation already has, but also allows for the identification of gaps in key competences that may condition the smooth running of the business.

On the other hand, mapping at functional and individual level makes it possible to identify the skills and competences in each function group, helping to understand the suitability of each employee for their current function, or to create Individual Development Plans.

GFoundry’s Competency Mapping Engine

GFoundry’s Competency Mapping Engine makes an automatic association of competences and skills to employees, based:

On the interactions in the Learn Module (courses you have completed, videos you have watched, quizzes you have completed, documents you have consulted);
On the feedback from your peers in the Recognition Module;
On the assessments of competences in the Evaluation & Careers Module.

The immediate perception of competence gaps is possible through interactive dashboards that are automatically updated.

Main features:

Ability to identify skill gaps;
Search filters for tag-based training content;
Understand and improve the person’s suitability in relation to the current role;
Creation of automatic quizzes only with questions associated to certain skills & topics;
Identify and find talent through filters applied to all employees for current and future project needs;
Integration with the Evaluation module’s Individual Development Plans (IDPs) system, with automatic content association according to individual improvement and development needs.

AN OVERVIEW OF THE COMPETENCY MAPPING ENGINE

THE POWER OF ARTIFICIAL INTELLIGENCE

How we use AI in our platform

Automatic association of skill tags to content.

One of the AI applications in GFoundry platform is the ability to associate each training content skill tag automatically.

Our customers can always manually associate and edit this information, but the ability to massively associate skills tags do learn content saves a lot of work time!

Suggested competencies and skills to develop

The suggested competencies and skills to develop can be customized for each employee, taking into account their individual needs and goals.

Automatic content creation

GFoundry can automatically create content on any topic, skill or competence, in Quiz format.

These quizzes can be suggested to users under different circumstances and for different purposes.

MAIN ADVANTAGES

A future-proofing approach

Competency Mapping

Identify skills gaps at organisational and individual level and build maps to evolve and fill them.

Internal Mobility

Discover your employees’ skills and expectations and suggest relevant internal opportunities.

Internal market for talent

Find the most relevant profiles based on skills, knowledge, and experience to build an internal talent pool.

Career Development & Learning

Improve and promote the development of your employees in strategic areas and skills for their function and help them prepare for their future with suggestions for new content and new skills to be developed.

Customised content

Fill gaps in your employees’ competences by suggesting them custom quizzes with questions associated with certain skills only.

AI Technology

GFoundry uses machine learning-based models to provide employees with individual and automatic suggestions for content and skills to develop.

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Incorporate data from other platforms into GFoundry

Gabriel Costa — Tue, 04 Jan 2022 15:15:09 +0000

Data Integration with GFoundry: Platforms and Benefits

Nowadays, all organisations need to have an holistic view of the systems that support their activity. Naturally, for the effective management of all the processes that ensure the daily tasks, companies have a wide range of information systems for different purposes.

When it comes to talent management, the trend is no different. The management of people has led to other needs arising, such as the management of their training, the management of their schedules, their tasks, and even more administrative issues, such as salary management.

In organisations with larger structures, the challenges are also greater. Given their complex structure, and even due to the very different needs, it becomes almost impossible not to have several platforms, each one addressing a certain challenge.

This means that, at some point, it becomes a challenge for any employee to have to work with different platforms in order to fulfill everything required in their role. These challenges have led organisations to seek solutions that not only allow them to meet various challenges in a single platform, but also to integrate with other existing platforms.

These details improve the employee experience, as well as making more agile several of the manual data and information transfer processes.

How does GFoundry integrate into a universe of diverse platforms?

At GFoundry we have an holistic view of talent management from A to Z. That is why we have developed a solution that allows us to embrace the many challenges linked to talent management in an organisation, allowing us to increase the engagement of the community as a whole.

Through a multi-module approach, we guarantee an effective response to various challenges, such as Attraction and Recruitment, Onboarding, Learning, among many other examples.

However, and despite GFoundry being able to centralise all these processes and information in an organisation, there are situations in which it will be necessary to have integrations that not only facilitate the transition of information, but also automate the flow of information within the structure.

Therefore, in GFoundry we have integrations with various softwares and platforms that allow us to make the integration process of our solution more agile and efficient.

More detail about SSO & Learn Content integrations:

1. Single Sign-On integrations (SSO) allow users to use their corporate email to access the platform. Not only is it possible to have SSO with Google Suite and Microsoft, but also through LinkedIn.

2. Another type of integrations are external content integrations, which may work in 3 different levels of depth:

A first level of integration through links to other external platforms. On GFoundry, you may include links that direct users to other platforms or websites;
A second level of integration that allows you to have embed learn content, i.e. content embedded in the GFoundry platform. This content can be from Sharepoint, Youtube, Vimeo, or SlideShare;
A third level of integration that represents the integration of data by API. This type of integration allows information to circulate from one platform to another, either at the level of training content that the user is consuming, or at the level of data that is used for our Machine Gaming module.

In the end, with all these integrations, GFoundry can be the experience layer that allows the employee to have a more dynamic and centralized day-to-day, preventing them from losing focus on all the platforms that already exist in the organisation. Furthermore, using the power of gamification, it is possible to increase employee engagement and their connection with the organisation.

Practical example using the different types of integration

With the GFoundry platform you can design paths using Missions. Use your own characters and images that illustrate the stages, needs, goals, thoughts, feelings, opinions and expectations of your employees! Each stage of a Mission can be configured using any module of the GFoundry platform.

Using the example of an Onboarding Mission in GFoundry, we can illustrate the various stages that the user may go through.

In a first stage, and still without being logged in to the platform, the user may access using their Microsoft365 account (which they already use in the company), as well as their password. No additional registration is required!
As soon as they enter the platform, the user accesses their Onboarding mission, which will guide them during their first day in the organisation. In the first stage, they are asked to visit the platform on which the employee can schedule their holidays. Through the link, the employee accesses the platform, schedules their holidays, and when they returns to GFoundry, they receive a medal for having accomplished that task!
In the next step, the employee is asked to watch a video in which the CEO of the organisation presents the Vision, Mission and Values. Since it is a YouTube video, the employee watches the video embedded in GFoundry! Only when they finish the video, they receive a medal thanking them for having fulfilled one more stage of their Mission.
In the third stage of this first day, besides having a set of training courses available on the GFoundry platform, through the Learn Module, the employee will have to comply with a certain list of training courses available on Coursera. The employee accesses their profile, and when they complete their training and return to GFoundry, they receives their training certificate, automatically issued with the data from their course!
In the final step, the employee is asked to visit the Competitions Module. The employee notices that there is a ranking of the people who sell the company’s products the most! After having finished this onboarding process, the employee has a very clear objective: to reach the top of this month’s ranking!

Does the GFoundry platform allow other more complex integrations with other apps?

Yes! You can make workflow automations using your favorite tech tools, from CRM’s to communication apps, to increase engagement and productivity throughout the year.

Messaging and Communication apps

Integrations with messaging and communication apps like Slack and Microsoft Teams, allows your employees to collaborate more effectively and make faster, more informed decisions. It also helps to reduce the risk of errors and inconsistencies, which can lead to costly mistakes.

Empower your data-driven decision making

With GFoundry platform, you can integrate your favourite ERP, like SAP, and centralize your data. It will be much easier to monitor performance and achieve your objectives – without the need for spreadsheet expertise.

Business Intelligence Platforms

Integrations with Business Intelligence platforms like Microsoft Power BI, can give you the ability to collect data from various sources and combine it into a single, unified view. This allows organizations to identify relationships and trends that may not be visible when looking at the data in isolation.

Multiple workflows!

You can create how many connections and workflows, according to your needs!

Example: when an employee finalize a specific evaluation cycle, the system can send a specific data from a GFoundry evaluation report to a Microsoft Power BI dataset.

Then, the workflow can be configured to refresh Microsoft Power BI datasets automatically and send a message on Slack to the manager alerting that a specific dashboard it is updated.

Benefits of using the GFoundry Gamification Engine using the interconnection of multiple applications

With GFoundry, you can benefit from the interconnection of multiple different apps together with our gamification engine, by allowing users to access and interact with the platform through a variety of different apps, rather than just one.

You can generate rewards from actions taken within the GFoundry platform and share them on other Apps OR compensate your employees for achieving goals on other external software!

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Talent management at Cork Supply: a strong commitment to innovation

Martin Rocha — Sun, 02 Jan 2022 14:18:35 +0000

Discover how Cork Supply implemented GFoundry digital solution to support a set of HR processes in an innovative way, starting with onboarding, through training and development, not forgetting all the management of objectives and performance evaluation.

A business rooted in tradition makes a strong bet on innovation. And why?

The multinational Cork Supply, belonging to the cork industry, is part of a business group (HARV 81), which supplies the wine and spirits industry. It invests in technology and quality in production and processes, as well as in innovation and in the way it communicates with the people who make the company every day.

Maria de Fátima Gonçalves (People & Int. Communication Director at Cork Supply) and Joana Castro (People & Communication) tell us in this interview conducted by Rui Chen, their vision for the area they lead and the results they are reaping for standing up for what they believe in and therefore invest in: people and their happiness at work.

It was in July 2019 that the project began, when they found the answers that made sense: A multi-module, fully digital solution, with access via mobile and web apps, in the cloud, with intranet features (such as the news publishing wall), training in microlearning mode and gamification.

Rui Chen: What are the main objectives that the team has defined for the People & Int. Communication area?

Fátima Gonçalves/Joana Castro: Our strategic proposal for the company had as major objectives the development of people through a focus on internal communication, the identification and mapping of human potential based on the management of skills and training, and performance evaluation.

These processes, nowadays, have a great advantage in being digital and internet-based, for the accessibility and agility that they allow (and to reduce paper to a minimum), but we wanted to go further by selecting a solution with gamification to also transform the experience.

We wanted to support these processes with a multidisciplinary platform in these areas, that is, a solution that is agile, simple to handle, and with a truly impactful experience for managers and users.

“we wanted to go further by selecting a solution with gamification to also transform the experience”

Then we wanted to transform the training model, particularly for sales teams, by investing in e-learning. The existing 300-page sales manual was converted and segmented into training content in microlearning mode, with the right “doses” for the right training moments.

RC: How was the involvement of the company’s structure?

FG/JC: First we had the support of the board and the technical approval of the IT area. Then we involved the whole organisation, with a greater focus on the commercial teams.

Our priority is to improve and enhance communication and the involvement/motivation of people, using the platform’s features.

For example, we use the Learning module a lot with our sales teams all over Europe, in the various languages available on GFoundry, in this case Italian, French, Spanish, English and Portuguese.

We use the Goals module to set objectives in the context of Performance Evaluation, which is the module through which we manage employee performance, potential and identify talent.

The Recognition module is very useful and practical for recognising courage, commitment and team spirit (to the point of excellence) giving immediate recognition, in public or private, and is a powerful communication tool in this area.

We also take advantage of the FAQs page to communicate the company’s protocols with other entities in order to give our employees better conditions to access products and services.

RC: How was the implementation of GFoundry at Cork Supply?

FG/JC: Regarding customization, we had the support of a designer who works in another area of the company, and the constant technical monitoring of the GFoundry team.

At the level of users, managers and non-managers, we held sessions to explain how the platform works in general and, more specifically, about the Performance Evaluation module, namely, how to prepare the moment, the functionalities, the objectives and the follow-up of the process, such as the touchpoints and the talent management in the development component, thus justifying a holistic management process and continuous feedback.

RC: How is planning and communication done to operationalise these dynamics?

FG/JC: We have an annual communication plan, deployed monthly and supported by the GFoundry platform.

The plan maps out the launch of activities, such as our “We Care” programme.

The use of the GFoundry platform was very important for communication on the Coronavirus issue, for example. We are dynamic in publishing news that we think is relevant, also launching competitions and events.

RC: What kind of dynamics are you implementing and what results are they having?

One of the suggestions made by a collaborator was the launching of a contest to create ideas, called “Eco Tips – Taking Care of Tomorrow” within the scope of environmental responsibility, done through the use of the Innovation module.

We are receiving ideas such as: planting cork oak trees on Cork Supply’s land; adding environmental awareness messages to the company’s communication plan, focusing on saving water and electricity resources, as well as on reuse and over-consumption during the current Christmas season.

We also received ideas for carpooling for home/work/home journeys.

We have several metrics so we know the impact our initiatives have on users. An example of this is the publication of new content that causes logins to skyrocket.

On the other hand, we receive positive feedback from our initiatives through the questionnaires we do with the Contributions and Surveys module from GFoundry, with immediate access to the data.

In terms of learning, we know the growth in the completion rate of training actions, and the duration of these actions.

RC: What do you most highlight and value in the GFoundry solution?

FG/JC: Without a doubt the Gamification Engine that gives a power of animation to the activities. It is very dynamic, offers fun, and it is noticeable how it involves users as in games. We also highlight training and learning. The Learn module generates a lot of potential.

Our employees refer in their questionnaires to the training formats and ease of learning, internal communication, and highlight the possibility of consultation on the same platform where they learn.

In short, GFoundry is a solution that allows the integration of processes, with which people can consult the annual objectives, their evaluation, the protocols with various entities, have access to their information and that of the company, participate in activities and interact with the community.

For all that we have pointed out and what we will activate, we recommend GFoundry to any company that wants to introduce dynamics in its activities with people and see a transformation of behaviours and results.

RC: And what do you have planned for the future?

FG/JC: Well, with all that we can already do, we still want to increase initiatives and participation, because there is a lot of potential for that. In the meantime, we are always very curious about what’s new at GFoundry, now with the link to Linkedin, which gives the possibility of adding GFoundry certificates directly to users’ profiles.

Maria de Fátima Gonçalves (People & Int. Communication Director at Cork Supply) and Joana Castro (People & Communication)

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DPD: more motivated drivers = better results

Clara Costa — Thu, 11 Nov 2021 10:54:33 +0000

An organisation open to innovation, capable and motivated people, and above all with the will to make things different: these were the main ingredients of this successful project at DPD Portugal (Geopost Group).

Transforming Success: DPD Portugal’s Strategic Partnership with GFoundry

DPD Portugal, in collaboration with GFoundry, launched a strategic initiative focusing on four key areas:

Internal Communication
Internal e-Learning Academy
Onboarding
Driver Competitions

The impact has been remarkable: several KPIs have surged, and the innovative practices introduced have seamlessly integrated into the daily routines of DPD Portugal’s employees!

The Trigger: How It All Began

The process of merging the Chronopost and Seur brands was the trigger.

The project kicked off in full force in January 2020 with a team composed of David Pereira (director of the services and innovation hub), Luís Cruz (operations and processes analyst) and Pedro Correia (training manager).

The impact is such that DPD Portugal presented this project to the group’s international committee, so its expansion to an international level is under analysis.

In this interview, conducted by Rui Chen, Pedro Correia tells us about designing the strategy, the challenges of implementation, the main objectives and the results achieved.

Rui Chen: How did you start the gamification process with GFoundry?

Pedro Correia: We started with the Learning module.

We had three quizzes in 2019, one on branding and two operational ones for the Driver role.

Presently we already have several quizzes on procedures and other topics, very well segmented.

GFoundry’s potential to create quizzes by theme is excellent, because we can be incisive by acting locally at each point. In other words, if there is a problem of accidents in Faro (City of Portugal), we act only in Faro. This is decisive and strategic in large companies like ours.

Then, there are many people who want to be proactive in training and look for content to increase their knowledge and develop skills. With this solution, our employees can be autonomous in managing their learning, which is done when they feel the need, and at the time the person chooses to dedicate to it, especially “dead” times.

The reception of new employees for distribution lasts three weeks and there is a 10 module plan for consulting content and taking quizzes. They do it when it is most opportune: in the dentist’s waiting room, when waiting for transport, on the living room couch, etc.

PC: Employees do (the quizzes) when it is most opportune: in the dentist’s waiting room, when waiting for transport, on the sofa in the living room (…)

Which GFoundry’s Gamification modules and features made the difference in your choice for this digital platform?

PC: When we started the testing phase last year, we started by using the Learning module to take advantage of quizzes and, simultaneously, the Machine Gaming module to take advantage of the gaming techniques of the platform’s gamification engine, this with a direct link to the percentage of “successful deliveries” that Drivers made.

Additionally, we wanted to give visibility to the project by providing a considerable amount of money in the budget to award pecuniary prizes to the Top 10 drivers, thus ensuring the perfect articulation between the stimulus that the game provides and the incentive of financial compensation.

What were the main objectives and goals of the project?

PC: We have several performance indicators, national and international, being the main one the “Predict”.

This indicator accounts for all deliveries made per driver according to the prediction assumed by these same employees at the beginning of the delivery journey.

We created an internal league – the Predict League – which we want to maintain with other leagues following this one, because we are achieving excellent results in terms of engagement and in the productivity KPIs of the teams.

Are you achieving the results you have planned?

PC: We immediately noticed a big increase in engagement, because those who work by objectives want to see how they are doing. This is what GFoundry also brought. Drivers can see in real time and at any moment (in the morning, at the end of the day, whenever they want), what percentage of success their Predict has, and what their position is in the ranking.

On the other hand, what we achieved was not only an increase in KPIs, but also in the percentage of success in Predict: We had an increase in drivers giving their predicted deliveries and committing to that goal. This is what defines Predict. And it is, in fact, this increase in the overall percentage of the Predict indicator that is the bottom line of the project.

We have more people looking at each other’s performance, in a competitive, healthy way.

It’s in everyone’s interest to distribute awards that have an impact on people’s lives, and there the platform proved to be fundamental and excellent in connecting the company and the drivers’ delivery process.

PC: “We immediately noticed a big increase in engagement, because those who work by objectives want to see how they are doing. This is what GFoundry also brought.”

How did you communicate the project? Do you keep that communication plan active?

PC: There has been an investment in the dissemination channels: we have a corporate Radio and TV channel that broadcast to each of the 15 distribution stations in the country, equipped with devices where they pass the information of interest, for example, before starting any dynamic or GFoundry competition, the rules, the schedule and the prizes of the Predict league are broadcast on the two channels of our internal network.

Regarding the prizes:

PC: In the national league, with GFoundry we have the data of the registered drivers gamified and ascertained the Top 20 of the three months duration of the competition.

In parallel, we have three regional leagues, Lisbon, Porto and the Provinces, in which we award the Top 5 every fortnight.

The best in each league receive prizes in a card from a shop chain.

Managers also have their competition with gamification and prizes going on: we identify the Top 3 managers in 15 stations. The metric is the total score for each station.

These supervisors are happy because, before this initiative, they had to go searching, collect the information, respond to requests for information, which took them away from their main function, which is managing the operation of the station they lead.

Let’s talk now about the GFoundry apps. Who uses them and how do they use them? Is the use mandatory?

PC: We don’t force anyone to install the app, it’s not mandatory.

The drivers use a PDA which is their main work tool. We chose not to install the Post a Goal (customised and branded GFoundry app) in these equipments so as not to interfere with the operation. In addition, the PDA stays at the station at the end of the day and we know that the app is used outside the time when the drivers are distributing, i.e. driving. The installation was done on the drivers’ personal mobile phones.

We started with 150 drivers in the first week (out of 700), and then it was a steady growth in registration requests. I think it worked by word of mouth and the wanting to be in rather than out.

The Predict league runs for three months, but we have fortnightly competitions running at the same time so you don’t have to wait until the end of the three months to access the prizes.

At the moment we most employees actively participating, with daily queries on the platform. Then we have employees who will never connect because they don’t have a mobile phone, and we still have those who don’t give much importance to the initiative. We have been talking to managers to motivate them, to encourage them with prizes. Some of us succeed, others don’t because they are more sceptical.

How did the initial customisation/setup go?

PC: It went well, I had no knowledge in gamification myself and found it very easy. The apps are user friendly and versatile. Then I highlight the fact that GFoundry are always receptive to our questions and in constant contact to support and show us the way. It is fundamental to work with a partner like this, we are in constant contact.

PC: (…) “GFoundry platform has a gamification engine that automatically organises data in order to sort it into a ranking, award them points, as well as reward the best with medals and virtual coins.”

Do you measure engagement score? Are you using the GFoundry Thermometer Module?

CP: We are not using the Engagement Thermometer Module, although I think it is very important to start using it. At this early stage we wanted to gain traction because we didn’t know the engagement rate, not least because participation is voluntary (that’s the wonder of engagement), but as things have been going well we will use it in the second phase, especially to give feedback to stakeholders.

What are your thoughts for the future, regarding the management of people with the adoption of digital dynamics?

PC: Last year DPD Portugal presented GFoundry to the international training committee, so we are looking at expanding GFoundry internationally. We think that winning the international award will have an impact and now we will not lose the moment, we will want to repeat it so as not to lose the momentum. We want to set up in other areas of the company, besides the operation. The other areas of the company have already shown interest. The potential is huge, in Portugal alone we are 1400 people, of which 700 are drivers.

We aim to connect other modules, namely Evaluation & Careers, the Engagement Thermometer, and with more people connected we will have more aggregated information available.

Would you recommend GFoundry to a business partner?

PC: I would definitely recommend it, but there has to be incentives attached, such as the marketplace running with a showcase of associated rewards.

It is a simple and intuitive tool that is easy to use and generates immediate results – is a solution for any business area.

It is a current and modern platform. Taking the example of training, GFoundry goes beyond the traditional LMS because it has a responsive app in the mobile version, does not require a desktop, desk, schedules and, above all, it is fun and serves our purposes.

I believe that companies do not know this type of solution and what it can do for their business.

Even more so with a partner that listens and helps. GFoundry has been great because we solved our biggest challenges in people performance and today we are better.

Pedro Correia – Training Manager @ DPD Portugal

About one of the first competitions that were started in 2020:

Objective #1: Reduce the no. of failed circuits in Predict

Result: The goal was exceeded in the first month of the competition

Objective #2: Increase the success rate on Predict:

Result: goal was exceeded in the first month of competition

Objective #3: Enhance and promote the use of quizzes as a Training & Learning tool

More than half of the Drivers played the proposed quizzes, with a success rate close to 100%, in the first month alone.

Some screenshots:

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Carglass | Go Inside – a complete Talent Management solution with Gamification

Gabriel Costa — Tue, 19 Oct 2021 12:51:50 +0000

Through the functionalities and various modules available in GFoundry, Carglass implemented a complete talent management solution which is called Go Inside, currently spread throughout the entire internal structure.

Challenge

Since Carglass is a company with a considerable geographical dispersion, having employees from the North to the South of the country, the team responsible for human resources management felt the need to implement a solution that would allow – in a first phase – the dissemination of training content in a fun, agile and simplified way.

In addition, it was Carglass’ intention to implement a solution with the ability to grow as further challenges arose.

Solution

The Go Inside solution was initially developed with a strong focus on the dissemination of Training content. Using GFoundry gamification engine, Carglass employees can not only access training content, but can also test their knowledge through quizzes, and even challenge each other through battles.

As GFoundry is a multi-platform solution, being available in web and app (iOS and Android) versions, employees can access Go Inside anywhere, anytime!

Throughout the project’s development, the scope stopped focusing only on Training, and started integrating a set of extremely important HR processes, also using Go Inside for its Internal Communication, not only through the news for more extensive content, but also through push notifications with shorter messages.

Performance Evaluation is also developed on the platform, contemplating the phases of Objective definition, Feedback and definition of Individual Development Plans.

The greatest advantage described by Carglass is related to the fact that the platform is very intuitive, and it was not necessary to call all employees to a room in order to explain how the process would work from now on.

The importance of Go Inside during the pandemic

Go Inside was born in a pre-pandemic period, but gained greater importance at the time when teleworking became more regular than it was in the past.

In this period, Carglass managed to maintain the connection with its employees through the platform, as it developed dynamics that allowed contact to be maintained between everyone, also ensuring the dissemination of important messages in the course of HR processes, some of them crucial to the smooth running of the company.

We started the partnership with GFoundry still in the pre-pandemic period, never imagining it would be so useful to us at a stage when we have people all from home and how are we now going to be able to reach them, and keep them engaged, when they end up doing an onboarding all remotely!

Mariana Vieira de Sá – Human Resources Director, Carglass Portugal

Keep on reading: The Ultimate Guide for Remote Onboarding

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Rear more: The Impact of Content Curation for Personal / Informal Learning

The post Carglass | Go Inside – a complete Talent Management solution with Gamification appeared first on GFoundry.

Curated Content applied to Learning and Development

David Martins — Tue, 21 Sep 2021 13:16:33 +0000

Curated Content for Learning and Development

What is curated content?

Content curation is the selection of useful and interesting content, already existing in various sources of information, with the goal of sharing it to a certain audience.

In an extremely digital age, given that the largest base of existing information is on the Internet, digital content curation has become a very common activity by many organizations, companies, groups, and individuals.

Digital content curation tends to be a very complex task, since one will have to search through infinite amounts of information available online, from various sources, to find the content that is useful and relevant. For this research and selection to be as efficient as possible, it is important first of all to listen to the audience and understand what content will be of widespread interest.

Why use curated content in learning and development strategies in organizations?

In an organizational context, it is important to generate your own content related to the company itself, to the functions, and even to the required areas of expertise. This knowledge is internal, intrinsic to each organization and should not be shared with the outside world.

However, the development of Human Capital is not only related to the acquisition of internal knowledge, but should also depend on other types of comprehensive knowledge (such as soft skills, culture knowledge, market knowledge, among others), extremely important for the critical and intellectual enrichment of teams.

It is from this need for knowledge, diversified and common to all organizations, that the concept of curated content is born. The research and selection of content of high interest to organizations makes it possible for any team manager to fill training needs through content already developed and available for immediate access.

Through the combination of different contents (internal or curated from other sources), it will be possible to build training plans that allow continuous and diverse learning for any employee.

With GFoundry platform, in order to make the training plan more dynamic, gamification techniques are used, which aim to reward employees who comply with their individual training plans, encouraging a spirit of healthy competition among the entire structure.

What is GFoundry’s curated content?

At GFoundry, we provide our customers with curated content, for free use, without any associated cost. The curated contents are available in several knowledge areas and have the format of quizzes and videos.

All this content can be moved to any category that is part of the client’s training structure. This way, it will be very simple to combine internal content with content curated by GFoundry in certain knowledge categories defined.

Finally, this content can also be adapted to your organization, having the freedom to easily modify it, either by adding links, videos, or even editing quiz questions.

Fast, simple, effective, and… free!

One of the big challenges in implementing a new corporate learning program is the creation of internal content. The main factors are the cost and time to produce them.

With GFoundry’s curated content, dynamics can be created, immediately, that can be driven by GFoundry’s gamification engine. This engine makes the learning dynamics more interactive and interesting for the users.

Efficient dissemination and easy access is also decisive for the success of learning projects. Therefore, the content can be made available through a web app, and also through two mobile apps: Android and iOS.

Finally, and in order to transport the digital reality to the physical context, it is possible to access the platform’s educational content through QR Codes. For example, with this feature, you can place QR Codes in specific locations in your facilities, so that employees can access a specific training content.

Each employee can adapt their own learning path!

In any organization, the team managers may define training plans for the people they manage, tackling some difficulties they may feel during their professional career.

However, employees will also have their own motivations and ambitions, which may be related to the acquisition of new knowledge and skills.

By promoting a culture of self-development, employees can choose the content that will help their personal and professional development so that they can achieve their goals.

These learning paths will always be adapted to each employee, since it will depend on their duties, their training needs defined by their manager, and also by their personal motivations.

In the end, you will have an Individual Development Plan with a training path adapted to your profile and objectives.

This co-construction of the training plan allows greater autonomy to employees so that they can decide on the knowledge they want to acquire throughout their journey in the organization.

By accessing the GFoundry app, the employee will have access to the Learn Module, where they can access all the content made available by the organization, having the freedom to choose which content will be more appropriate to their functions and needs.

Content recommendation and segmentation

The content provided may not be used by the entire organization, since each employee will have their own functions, objectives and skills.

Thus, it is important to segment the relevant content, to ensure that the most appropriate content is provided to each team and/or structure.

With the help of GFoundry, you can implement a segmentation of the content provided, allowing employees to have access only to the training content that is appropriate to their professional category.

Highlight the most relevant content!

Besides being important to provide relevant content to your employees, it is also essential to be able to communicate that these contents exist and are available for access.

Therefore, on the GFoundry homepage, you can highlight the content that you want to be highlighted, being free to change whenever necessary. This way, you will be able to communicate more effectively the content available to your employees.

Categories currently available with free, ready-to-use content on the GFoundry platform (Videos, Quizzes & PDFs):

Talks & Webinars
Communication
Time management
Empathy
Feedback
Design Thinking
Creativity and Innovation
Management, Collaboration
Marketing and Sales
Health and Wellness
Resilience
Productivity
Data Protection
Coronavirus
General Culture
Music
Basic Life Support
Motivational and Inspirational
Language Learning
Mathematics
Portuguese
Geography
Arts and Letters

FAQs

1. Which GFoundry module allows you to use this curated content feature?

The module that allows you to use this content is the Learn Module, included in all of our subscription plans. See our subscription plans here.

2. Are the curated contents 100% free?

Yes, and they will be available for use by all our clients.

3. How long does it take to make this content available to my community?

Maybe about 5 minutes, depending on the volume and topics to be covered.

4. Does the curated content automatically become available to all users?

No. The responsibility to make the content available, organized and segmented to users or user groups will always be the client’s or its partner’s. (Read more about the importance of the integrator partner in the success of a GFoundry project)

5. Can I organize different contents or courses by different people?

Yes. By different people, or groups of people.

6. Can I complement and bundle GFoundry curated content with my company’s exclusive content?

Of course.

7. Can I implement a learning journey for my entire company with only GFoundry curated content?

Yes, that is one of the great advantages – having immediate access to ready-to-use content.

8. Can I associate curated content to the IDP’s (Individual Development Plans) of each employee?

Yes, when building IDPs, the GFoundry platform allows the association of all types of content to a development plan, including content from external sources.

9. How often does GFoundry add new curated content?

We have a dedicated team that adds content periodically.

10. What kind of curated content do you have?

GFoundry’s curated content is composed of Youtube videos, from some of the best sources and authors, besides quizzes on several topics, and PDFs.

11. Are all the gamification dynamics that Gfoundry allows you to implement available for these contents?

Of course it is! The completion of a course, the viewing of a video, the successful completion of a quiz can give access to medals, points, virtual currency and digital certificates of completion, which can be shared directly on Linkedin.

12. In my company we need content from different areas than what is currently available in your catalog. Can we suggest the incorporation of more content in areas that are useful to us?

Of course, this is one of the strategies we have been following: by listening to our clients’ needs and challenges, we will add content in more relevant areas.

13. Do you have a warning or notification system that lets people know that there is new content on the platform.

Yes, it is one of our most important features. Through the backoffice, push notifications can be configured and sent to the whole community or just to specific groups of people.

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The post Curated Content applied to Learning and Development appeared first on GFoundry.

The Learning Journey

David Martins — Wed, 15 Apr 2020 11:33:28 +0000

What is a Learning Journey?

A learning journey is a new approach to help employees grow and stay motivated. Using the latest technology, it combines online learning with in-person sessions.

We present a clear model that integrates proven training methodologies, helping companies empower their employees through online learning. This includes both basic and specialized skills, as well as opportunities for social interactions, short lessons, tests, and digital certificates.

GFoundry is at the heart of this program. The platform integrates all elements through fun tasks and challenges. Employees can earn points, get badges, and see their position on leaderboards. Plus, they can win rewards!

The best part? The platform is intuitive and has an attractive design. Employees will enjoy exploring lessons that incorporate new technologies, like virtual reality. They can also track their progress, set goals, and receive recognition from their colleagues and managers.

Why is a Learning Journey Important?

Employees need more than just routine training. They need a continuous, engaging path that helps them evolve with their job roles and the industry. That’s where the concept of a learning journey comes into play.

1. Continuous Growth: Traditional training often ends once the session is over. But with a learning journey, the process is ongoing. Employees constantly build on their knowledge, ensuring they don’t stagnate and always have something new to learn.

2. Adaptability: As industries evolve, so should the skills of the workforce. By engaging in continuous learning journeys, employees can easily adapt to new tools, technologies, and techniques. This makes the business more resilient to changes.

3. Engagement and Motivation: Earning badges, points, and climbing up the leaderboard can be motivating. When learning is made fun and interactive, employees are more likely to participate actively and feel a sense of accomplishment.

4. Building a Community: Learning isn’t just about individual growth. Through social interactions on platforms like GFoundry, employees can share insights, help each other out, and foster a sense of community. This not only enhances learning but also promotes team bonding.

5. Future-proofing the Business: By investing in the continuous learning and development of its employees, a company ensures it remains competitive. A well-skilled workforce is a significant asset and can lead to innovation and improved performance.

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