Comprehensive training in L&D digital skills

Training and support programs in which participants acquire the skills needed for the new L&D challenges through assisted work on real company projects .

Categories of skills trained

Our training programs address the skills needed throughout the entire organizational L&D cycle, treating them from the perspective of new challenges and relevant technologies to solving them. Beyond the training itself, our broader aim is to support you in developing an internal Digital Learning capability and improving the impact of your L&D function.






Learning Consultancy

Facilitating a proper framework for the training

Developing the skills of L&D consultants and trainers who fulfil these responsibilities. Here are the most important ones:

  • understanding business processes
  • identifying performance gaps
  • analysis of training needs - targeted skills
  • configuring Learning Paths 
  • review of L&D processes and systems
  • assessment and integration of relevant technologies
  • harnessing the benefits of AI-based solutions
  • training impact evaluation - data analysis


Learning Consultancy - providing the training framework

Developing the skills of L&D consultants and trainers who fulfil these responsibilities. Here are the most important ones:

  • understanding business processes
  • identifying performance gaps
  • training needs analysis - targeted skills
  • configuring Learning Paths
  • review of L&D processes and system
  • assessment and integration of relevant tech
  • harnessing the benefits of AI-based solutions
  • training impact evaluation - data analysis


Training programs design

Aligning content and methods with objectives

Instructional design skills for developing learning experiences dedicated to distributed teams and hybrid work. Here are the most important ones:

  • understanding the psychology of adult learning
  • learning the mechanics of digital learning
  • analysis of the audience and its learning context
  • defining objectives and documenting ID Matrix
  • using a Rapid Prototyping + GPT Chat process
  • storyboards and scripts development
  • metric design and impact assessment
  • Microlearning, Mobile Learning


Digital content production

Work processes and IT applications to use

Technical skills in working with equipment and software applications required for different types of digital productions. Here are the most important ones:

  • organizing & planning production & deliverables
  • making videos and screencasts
  • recording voiceovers
  • editing audio & video files
  • working with e-learning authoring software
  • Rapid E-learning Development processes
  • use of A.I.-based video-audio applications


Digital training programs delivery

Implementing hybrid program architectures

Acquiring a proper digital mindset and practices that impactfully combine live (synchronous) sessions with the asynchronous and Social Learning elements of the programs. Here are some of the key competences:

  • planning sessions & working with relevant IT apps
  • opening sessions and the psychological contract
  • online techniques for interactivity and facilitation
  • online tracking of attention levels and progress
  • the use of a rating system in hybrid architectures
  • project-based work and team/individual support
  • managing the dynamics of forums & social feeds


Promoting the programs

Facilitating a learning culture

Developing L&D-relevant marketing skills useful for increasing learner engagement. Here are some of the key competencies:

  • learner profiling - Learner Personas Audit
  • establishing & executing a communication plan
  • learning content curation skills
  • use of automation A.I.-based technologies
  • development of internal learning communities
  • running learning campaigns

How do we train these skills?

Based on our experience, we have observed that diverse organizational contexts require varying proficiency levels in each of these competencies. At times, the goal is to foster familiarity with the subject matter and establish a clear path forward, while in other instances, a robust aptitude for working with digital practices and tools becomes essential. Our programs operate within two distinct scenarios:


Duration: 4-hour online sessions.

Method: accommodation with the subject by working on generic challenges.

Deliverable: key knowledge, limited working skills, directions for development, study resources.


Duration: 3-6 weeks.

Method: participants train on real projects with trainer's guidance and support.

Deliverable: full working skills + ready-to-use digital products produced by the trainees (software, etc).


Learning experiences for accommodation with the different L&D skills areas.

At E-Campus, we understand that full-fledged training programs can be demanding and may sometimes go beyond the intended scope. That's why we've designed short and accessible open experiences, aimed at acquainting you with the essential elements of the subject matter.

Open courses calendar

Digital Learning Design Skills Academy©

online programs developed and delivered in Romanian by

The Learning Distillery (Luxembourg) & E-Campus (Romania)

The Virtual & Hybrid Trainer

Open | Online session | 4 hours | Intermediate level

Online or hybrid session delivery techniques that ensure an engaging and impactful learning experience for learners. Use of technology to facilitate practice.

Digital Learning Fundamentals

Open | Online session | 4 hours | Introductory level

Understanding the online learning psychology. Accommodation with the process of developing engaging and impactful learning experiences for distributed teams.

AI-Based Instructional Video Design

Open | Online session | 4 hours | Introductory level

The importance of different types of video content for learning purposes. Familiarity with processes and tools using A.I. technologies.

IT Tutorials Design

Open | Online session | 4 hours | Introductory level

Where and how are tutorials useful? What makes a tutorial impactful? Participants will learn by documenting and explaining a working sequence in an IT application.

Designing for Adaptive Learning

Open | Online session | 4 hours | Intermediate level

How do we move from "one size fits all" to tailored training, adapted to each individual learner and context? How do we integrate new A.I. technologies into our work processes? How do we build an adaptive L&D function?

Marketing Practices for L&D

Open | Online session | 4 hours | Introductory level

Gaining familiarity with key marketing practices for corporate training: audience understanding, learner engagement management, campaign awareness, basic metrics, and data awareness.

Learning Content Curation

Open | Online session | 4 hours | Introductory level

Thorough understanding of the importance of content curation, its benefits, and limitations. Getting acquainted with the process of searching, selecting, contextualizing, and indexing learning content.

Building Learning Communities

Open | Online session | 4 hours | Introductory level

Understanding the importance of internal learning communities and their typology based on our objectives. Getting acquainted with the process and technologies for long-term development and management.


Training & support programs able to guarantee competences.

Our learner-centric methods are the culmination of over 15 years of local and international research and practice. Through working closely with our clients, we have witnessed the tangible outcomes they achieve in the short, medium, and long term. As a result, we confidently guarantee the agreed deliverables.

Here is the general program architecture that can be configured for any of the competences mentioned above, or a mix of them. Of course, it is only a guideline, in practice it will be adjusted to the context of each organization.

Typical total program duration: 3-6 weeks

Total time invested by participants: 30 hours (on average)

Training group size: 12 persons maximum

Program deliverables: complete working skills + projects completed* and ready to use in the company

* their exact nature depends on the program's topic: they can be instructional videos, entire e-learning programs, etc.

  Step 1  

Planning and Kick Off session

Getting to know the participants and understanding the challenges of their work. Choosing individual projects. The psychological contracting of the training program.

  Step 2  

Main training sessions

4-6 live online sessions with the whole group, 2.5 hours each, spread over 3-6 weeks. We practise the skill segments together.

  Step 3  

Secondary review & support sessions

3-5 live online sessions with the whole group, 40 minutes each, held between the main sessions. We review the projects' progress.

  Step 4  

Asynchronous resources for self-paced study

Key expertise elements (video & interactions-based microlearning modules) that participants need to learn to practice skills and apply them to their projects.

  Step 5  

Individual feedback & support sessions

Trainers are available in certain time slots for individual discussions requested by each learner based on their specific needs and challenges.

  Step 6  

Practicing on real L&D projects

It can be: rethinking an internal course, a new way of delivering it, etc. Learners practice on real projects with immediate relevance to their organisation.

Frequently asked questions

L&D digital skills - are you referring to the use of job-specific IT applications?

Yes and no. Skills in using different IT applications are just part of our training programs focus. In addition, participants learn to work with course design methodologies, instructional videos, etc. and the right mindset to develop them. The latter in most cases implies a personal transformation of the L&D specialists (trainers, learning consultants, instructional designers, etc.), achievable through repeated practice, support and quality feedback.

How do you guarantee the results of your training programs? That seems a rather ambitious promise.

Yes, we know. Overall, it can be a risky promise. However, guaranteeing results has been a common working practice for us for years, based on our relevant international experience in operational consulting (auditing and improving work processes in multinational companies). The methods used in consulting (especially tactical coaching) bring a higher level of precision to training.

In addition, we have a very good process of profiling the audience and setting project objectives - if something is unrealistic or unlikely in a specific context, we tell the client in advance. The few outcome gaps we have encountered over time we have addressed by spending extra time (free of charge) working with the people concerned.

Maybe I missed something - what is the difference between full and short programs?

First of all, the distinction lies in the assumed objectives - their nature and level of assurance.

Short (open) programs promise and deliver familiarization of learners with a precise set of knowledge, working methods and tools. They do not provide complete skills but only a detailed picture of them. They are applicable in scenarios where a preliminary exploration of the subject matter and initial familiarization are desired before embarking on more extensive organizational projects. Participants engage with simpler, predefined projects that we offer during the sessions.

Full (in-house) programs are long-term, accompanied by individual support and feedback. Participants work assisted by the trainer on real projects useful to their organization; examples - producing instructional videos, new or revised training programs, new L&D systems and processes, etc. This scenario therefore delivers both complete working skills and instructional assets ready for use within the client company.

Start with an orientation discussion

Try the services in your specific context

Training is just a means of transport to a more distant desired location, usually related to the operational and financial performance of the company. We're available for a complimentary discussion to analyze the map and identify the most appropriate path to the capabilities you need.