Audience: Employees who have direct access to customers and make marketing decisions. These employees are new to Animals & Hope but have worked in animal shelters previously.

Business Problem: At Animals & Hope, employees struggle to connect with potential adopters and also utilizing the promotion strategies due to limited knowledge which leads to challenges in finding homes for all animals at the shelter. To address these challenges, management has developed numerous strategies to highlight which will impact adoption rates of animals by 25%.

Solution: The objectives for this course include creating high quality photos and/or videos to showcase animals' personalities and unique traits, utilize on-site/off-site adoption events to attract potential adopters, use created adoption profiles and bios when speaking with potential adopters to help make informed decisions, and produce social media platforms to attract potential adopters. Through participation in situation-oriented training and assessment, employees can apply knowledge gained to work related situations.

Process: In developing this e-learning course for Animals & Hope, a systematic approach was utilized. Our starting point would be a strategic review with subject matter experts, aimed at uncovering knowledge shortfalls, crafting learning objectives, and selecting the best-fit training medium. During the planning stage, we created a detailed blueprint and visual roadmap to structure the e-Learning course and its interactive components. The program took shape in the production phase, with dynamic simulations built using Rise 360. When the production phase is complete, this course for Animals & Hope would be launched and integrated in line with the company's specific regulatory guidelines. After implementation, I would assess the training's effectiveness using:

• Kirkpatrick's Level 2 of evaluation: There will be a scenario-based quiz at the end with 5 questions which requires a minimum score of 80% to pass. The questions will refer to a learning objective to ensure they have reached total understanding. The learner may retake the assessment as many times as needed to pass. There is also 1 knowledge check after the first learning objective. It is ungraded, and the learner will have 2 attempts.

• Kirkpatrick's Level 3 of evaluation: In 3 months after the training, the employees will be observed using the new strategies gained from the training.

Audience: Members of department teams that have been working at the company for up to 10 years but do not implement the current cross-functional collaboration policy due to working in isolation.

Business Problem: There is a need to restructure collaboration protocols between cross-functional teams to address the root causes of isolation and misalignment, aiming to reduce product launch cycles by 30% over the next year.

Solution: The objectives for this course include establishing norms to foster a culture of effective communication, mapping current workflow pain points to enhance overall efficiency, collaboration, and productivity, as well as implementing team building activities to enhance communication and collaboration. Through participation in situation-oriented training and assessment, cross-functional team members apply knowledge gained to work related meetings.

Process: In developing this e-learning course for Gadgets Galore, a systematic approach was utilized. Our starting point would be a strategic review with subject matter experts, aimed at uncovering knowledge shortfalls, crafting learning objectives, and selecting the best-fit training medium. During the planning stage, we created a detailed blueprint and visual roadmap to structure the e-Learning course and its interactive components. The program took shape in the production phase, with dynamic simulations built using Articulate Storyline. When the production phase is complete, this course for Gadgets Galore would be launched and integrated in line with the company's specific regulatory guidelines. After implementation, I would assess the training's effectiveness using:

• Kirkpatrick's Level 2 of evaluation: There will be a scenario-based assessment at the end with 5 questions which requires a minimum score of 80% to pass. The questions will refer to a learning objective to ensure they have reached total understanding. The learner may retake the assessment as many times as needed to pass. There is also 1 knowledge check after the first learning objective. It is ungraded, and the learner will have 2 attempts.

• Kirkpatrick's Level 3 of evaluation: In 3 months after the training, there will be an observation during cross-functional team meetings to see what has been implemented from the training to increase collaboration.