Nailed It! - Knowledge Base & LMS Implementation
Use Case #7
Raising the Roof: How a Roofing Company Nailed Onboarding & Training with a Private Knowledge Base and LMS Combination
An enteprise,roofing company implemented onboarding, technology, and business process training by first developing a searchable knowledge base. This resource featured diverse learning formats—short videos, step-by-step instructions, and screenshots—to accommodate various learning styles. Building on this foundation, they created a customized learning management system (LMS) offering two levels of training: beginner and intermediate. The courses were specifically tailored for two groups—corporate staff and external representatives—ensuring relevant content for each audience while emphasizing onboarding, technology training and custom operational processes.
Goal: Use a foundational Knowledge Base to complement a cloud-based Learning Management System (LMS). This provided standardized training, promoted knowledge sharing, and ensured consistent onboarding, compliance, and skills development across all locations and remote teams.
Actors:
- External Users (Franchisees)
- Corporate Users
Stakeholders:
- IT Team
- Human Resources
Objectives:
- Define project goals and success metrics reporting
- Understand team structures, needs, and time zones
- Identify existing training materials and gaps
Phase 1: Discovery & Planning
- Conduct stakeholder interviews (HR, IT, department and subject matter experts)
- Develop a searchable Knowledge Base
- Survey end users on training preferences and challenges
- Inventory current training methods and documentation
- Define LMS requirements (SCORM support, software needed, browers, SSO, etc.)
- Choose LMS platform tools (e.g., TalentLMS and Articulate360)
Phase 2: System Configuration
Objectives:
- Customize LMS to reflect company branding and structure
- Configure user roles, permissions, and learning paths
- Run pilot with diverse users from different locations
Key Actions:
- Set up course categories (e.g.,technology, operations, management)
- Set up two branches (e.g., Corporate & External Representatives)
- Create user groups by job role
- Develop sample course modules (text, video, quizzes)
- Assign pilot testers and collect feedback
- Finalize settings (notifications and analytics reporting)
Phase 3: Content Development and Migration
Objectives:
- Convert existing training materials into LMS-ready formats
- Develop new standardized content for decentralized teams
Key Actions:
- Use authoring tools (e.g., Articulate 360, Rise) to build engaging courses
- Export courses from Articulate360 and import into TalentLMS
- Upload and organize courses into structured learning paths (branches)
- Set up tracking/reporting for compliance and progress
Phase 4: Rollout & Communication
Objectives:
- Customize LMS to reflect company branding and structure
- Configure user roles, permissions, and learning paths
- Run pilot with diverse users from different locations
Key Actions:
- Set up course categories (e.g.,technology, operations, management)
- Set up two branches (e.g., Corporate & External Representatives)
- Create user groups by job role
- Develop sample course modules (text, video, quizzes)
- Assign pilot testers and collect feedback
- Finalize settings (notifications and analytics reporting)
Phase 5: Support, Feedback & Optimization
Objectives:
- Monitor usage, address issues, and optimize the experience
- Collect feedback to refine content and improve engagement
Key Actions:
- Track engagement metrics and training completions
- Set up monthly reporting dashboards for department leads
- Host weekly check-ins with the learners to evaluate their experience
- After implementation, learner questions about technology evolved from basic inquiries to more complex and thoughtful ones.