The Challenge

During the COVID-19 pandemic, a Financial SaaS company onboarded 400 new employees to support its growing client base. However, many of these hires had no prior experience in the finance industry, making it difficult for them to understand and respond effectively to client requests.

To bridge this knowledge gap, we launched a targeted training initiative within the existing New Hire Onboarding program, focused on educating employees about Financial Markets.

Key Considerations

Learning Design Solution

To ensure the successful integration of Financial Market training into the New Hire Onboarding program, we utilized the ADDIE instructional design model. ADDIE’s structured and systematic approach enabled us to create a scalable, measurable, and globally accessible learning experience tailored to our diverse audience. Each phase of ADDIE helped us strategically address key considerations, ensuring the training was effective, engaging, and aligned with business goals.

Design and Development Process

Analysis - Identifying Knowledge Gaps and Training Needs

I conducted a thorough needs analysis with key stakeholders, including hiring managers, product owners, and client support teams, to determine the existing knowledge gaps between existing skills and required finanicial knowledge. Before my meeting with key stakeholder I had them fill out a survey to help ascertain what content was needed and the best method to disseminate this information so we can have a deeper disucssion on these topics during our discussions.

Design - Structuring an Engaging & Scalable Training Plan

To secure stakeholder buy-in, I developed a detailed design document outlining the trainign objectives, content structure, and key learning outcomes. To reinforce learner retention we carefully identified the most effective learning interactions by aligning them with real-world applications, incorporating scenario-based exercises, knowledge checks, interactive simulations, and guided decision-making activities—all designed to enhance engagement, deepen understanding, and ensure practical application of financial concepts.

Development - Creating Interactive , Engaging Learning eLearning Courses

After gathering insights from stakeholders, managers, and frontline employees, it became clear that a structured, multi-course approach was needed to build foundational financial knowledge. As a result, we designed four targeted eLearning courses, each addressing a core area of financial literacy.

eLearning Courses Created

By structuring the curriculum into four focused courses, we ensured that learners could build their financial knowledge progressively, with each module reinforcing and expanding on the previous one. This approach created a clear learning path, making the content more engaging, digestible, and practical, ultimately equipping employees with the confidence and expertise needed to excel in their roles.

Learner Interactions

Implementation - Deploying Training Via the Learning Management System (LMS)

To ensure easy access for all new hires across different regions we expanded our LMS Infrastrucure and automatically enrolled new employees into the new program.

Evaluation - Measuring Training Effectiveness

To ensure continoues improvement and measure impact, we implemented the Kirkpatrick Model of Evaluation by utilziing course surveys, pre/post assessments, 30,60,90-day check ins with particpants and managers, and final interviews with department heads 6-12 months after program launch.

Tools Used and My Resposibilities

The training, learning portal and all supporting training assets were developed using: Adobe Creative Cloud, Articulate 360, Vyond, Confluence, and Docebo LMS.

By bridging financial knowledge gaps, the program not only enhanced employee confidence but also improved overall service quality, reinforcing its value as a critical onboarding and upskilling tool.