Strategic and Digital Skills Development through the International Implementation of an LMS

E-Learning Management Systems are present in almost every university and company today, and it is important to note that they were already in place before the pandemic, as companies were using them for onboarding, legal and compliance training, and basic skills courses that employees could follow at their own pace. However, what changed with COVID-19 is not that e-learning was invented, but that it stopped being one option among others and it became the main channel: face-to-face trainings were replaced, the modules were redesigned, and the way people learn, digest and show their knowledge changed together with them, so the course makers started adding tests, quizzes and interactive parts to keep the learner active in front of a screen. However, these new elements, such as progress bars, storytelling, quizzes, badges, and others, should be analyzed in detail to assess their efficiency in specific contest use. The study is based on the six-month internship completed as a Digital Learning Management Intern in Talent Management HR at a large multinational healthcare service organization: PHOENIX Group. The purpose of this study is to provide a theoretical and empirical understanding of how migrating from a legacy Learning Management System to a modern one affects user adoption and learning retention. For the purpose of a qualitative analysis, eleven interviews were conducted with the Talent Management Team HR. Six recommendations are provided to the Learning and Development team, and an AI learning coach concept is proposed to address the pain points identified in the analysis. The feedback collected here is addressed not only to platform owners but also to content designers, because the same catalog today must serve entry-level, intermediate, and professional learners simultaneously.