The Expand team has been plugging away on an internationalization project for a top client. Projects like these are always interesting with their own set of challenges, and we love tackling them. As it’s been a hot topic around our offices lately, we thought we’d share some tips from our experience working on internationalization projects. Take note, since we’re located in the U.S. and work primarily with U.S.-based clients, we’re writing from the perspective of starting with an eLearning course in English for an American audience, then revising and translating that course for multiple global audiences. In a 2010 article for Learning Solutions Magazine, eLearning pro Adam Eling observed many companies inadvertently treat the internationalization of their training programs as a line item on a to-do list. In their view, the heavy lifting has been done in creating the English version, now "we just need to get it translated." There’s so much more to it if you want the program to succeed and maintain solid partnership with international colleagues. Based on our experience, here are six things you need to carefully consider when planning a global training initiative: Language. Make sure you work with a good translator. There are words in different languages that don’t have a direct translation. Also, most languages have both formal and casual speech, and you want to ensure your course speaks to each audience in a way they find natural. Culture. There are things different cultures find acceptable or offensive. If not careful, you could be very surprised to find something completely innocuous in the original training material is, when translated, completely inappropriate in another culture. Sensitivity to cultural differences is critical. Technology Standards. These can vary greatly around the globe, especially Internet speeds and access. Ensure your content and platform will work seamlessly on the technology in each global market. Regional or Local Operational Differences. Retail locations or manufacturing facilities likely operate slightly differently depending on local laws, resources or other factors. Be sure to account for these variations in your training content. Images and Music. While these are finishing touches that take a training course from good to great, what’s appealing in one culture may not work in another culture. So, you either need to find imagery and music that’s as culturally-agnostic as possible, or consider the possibility of replacing these things for each international version of your training. This can be costly, so it’s important to think about this in advance. Captions and text-on-screen. If you’ve designed your course to accommodate so many text characters per screen, that can cause problems when translating into other languages. Depending not only on how words and phrases are translated, but the alphabet of each language, text-on-screen can take up a lot more or a lot less space than your original version. You want your training program to be as impactful in each country as it is in the U.S., right? Treat each version as its own project requiring a high level of care and attention-to-detail, and you’ll be well-positioned for success. It also helps to have partners in the industry who can help with the finer details of an internationalization project because they’ve done it before. We’d be happy to help take your training program worldwide. Set up a time to talk! photo credit: Global clocks

If you’ve built a successful business, you may be considering (or have already started) franchising as a way to grow and expand the company. You know there are many components to establishing a franchise, including legal and financial considerations that need to be locked down before moving to the next steps. You’ll want to begin recruiting the best potential franchisees to represent your company and help it grow into the next phase. Before you can do that, though, you need to have a strong system in place. This system needs to detail how every aspect of the business is to be managed in order to continue the initial success. Once complete, you’re ready for your first franchisees to join you. While certainly time-consuming, it’s manageable at first. You can devote time to helping your first few franchisees get up and running. But what happens when you have several new franchisees coming on board at the same time? And to make matters trickier, they could be spread across a wider geographic territory. Now, you’re dealing with increased travel and time away from the business. You’re growing beyond the capacity of your existing staff. This is the point when it’s good to consider other options for onboarding and training new franchisees. Integrating eLearning technology into your existing program will not only help you scale the growth of your company, but better utilize resources and even save money. How? Read on. How Does eLearning Help Franchises Grow? There are several ways in which eLearning can help a franchise scale and grow: By adding eLearning to a centralized dashboard, you can onboard more franchisees at once. eLearning is more efficient in sharing knowledge than in-person training. Shorten the ramp-up period and get them started sooner. Since everyone will access the same modules via the knowledge sharing platform, you will deliver consistent training to each individual franchisee. You and your leadership team can be focused on other critical aspects of the business while new franchisees get up to speed with the basics. eLearning gives you back time you previously spent onboarding. Once word gets out about your incredible training, it works like a magnet to attract more of the highest quality franchisees. Good training and support serves as a competitive advantage. How Does eLearning Save Money? Building an eLearning program does require up front investment. Courses need to be created and a platform on which to house and track those courses needs to be built. However, once this is complete, franchisors benefit from significant cost savings: Decreased travel expenses from bringing franchisees to headquarters, or sending corporate staff to visit franchisees. Less time spent training means less downtime for the business. Less downtime means increased revenue opportunity. With a shorter ramp-up time, new franchisees can start making money sooner. Updates to training content are quick, easy and inexpensive to make. Integrating technology lowers training overhead, like printing and facilities costs. How Can eLearning Augment an Existing Training Program? We’re not suggesting you replace every piece of your training program with eLearning. In fact, doing so could be detrimental as many franchisees benefit, especially in the beginning, from face-to-face interaction and shadowing. But there are many topics that can be covered more efficiently (and effectively) online. Make the most of your face time by prepping new franchisees with the fundamentals online. Face time should be spent allowing them to observe the less tangible nuances of your brand. If you think this might be a good option to help you grow your franchise, let us know you’d like to learn more. We’ve helped other franchisors improve store operations and streamline onboarding processes through eLearning. Let’s chat! photo credit: Vintage Grow Your Money

Be honest. How many times have you been taught how to do something, then, when faced with the need to recall that information in real life, realized you’d completely forgotten it? It happens to the best of us. Many of us are so frustrated or embarrassed we can’t remember that we end up Googling for a solution that may or may not be correct, and things just get more frustrating or embarrassing from there. What is Performance Support? If you haven’t heard the term performance support, it’s a good one to be aware of. In basic terms, performance support embeds learning materials into the workflow at the exact moment of need. The purpose is to help an individual complete the task successfully. It’s like a little memory jog. Performance support isn’t a new concept, but is still on its way to widespread adoption. Slow adoption could be for many reasons, but it’s possible we still carry the stigma from our school days that "cheat sheets" are bad. In school, we’re expected to memorize months of material and demonstrate our newfound knowledge on a final exam. Every once in awhile, you’d get a teacher who would allow you to bring a single sheet of paper with notes on it to reference during the exam. Favorite teacher ever, right? Performance Support is NOT Training. There’s an Important Distinction! There also seems to be a misconception that training and performance support are the same thing, and it’s important to stress they are not. They are two different knowledge sharing methods that work best in concert with each other. Performance support is a complement to training. It builds on the groundwork laid by training and improves overall effectiveness and results. Take a look at the graphic below to better understand the difference. Training May Be Solid...But You Still Need Performance Support Tools. Here Are the Signs. Performance support is something most of us access on our own every day, but there are many great reasons to take an organizational approach: Your team/audience members are scattered throughout multiple locations or work "on the road" or "in the field" every day. Your team/audience members are at different levels of knowledge and skills. The success of your business depends on consistency across locations. Employees are handling equipment that creates concern for safety, but also operational efficiency. Training topics are complex and are best broken into small pieces and revisited. Training fails to change behaviors over the long term. If you’re nodding and thinking "Yes! We need this!" then let’s get the party started! Let us know you want to talk more about what a performance support program could do for your employees. Already using performance support tools? We’d love to hear how it’s working for your organization. Leave a comment below about the impact you’ve observed so far. photo credit: Use MORE Post-it Notes

Erika is a project manager in an eLearning company. Her client, Jenny, contactsherfor a compliance course that should be accessible not only from office laptops and desktops but also from mobile devices such as smartphones and iPads. Jenny informsErika that this requirement has come up recently as hercompany has adopted the Bring Your Own Device (BYOD) methodology. Jenny also cautions her that other vendors have failed to deliver courses and meet their expectations. Erika is clueless about this new requirement from Jenny as she has been doing courses that are compatible withdesktops and laptops only. What exactly is the requirement of Jenny if it can be described in one or two words? As per the new trendsin theeLearning industry, it is the "responsive course" that Jenny wants Erika to create. Let us learn more about responsive courses. What do you mean by a responsive course? It means that the various elements in a course respond or adapt according to the screen resolution of different devices such as laptops, desktops and smartphones. In other words, a single version of the course provides the same experience when viewed in different devices. Why responsive courses? After the invention of personal devices like smartphones and iPads, people have started using them extensively. These devices are now part and parcel of life for everyone - whether on flight or in offices. Therefore, organisations and institutions alike have tapped this opportunity to utilisethese devices for learning and training purposes. This is why there is an increasing demand for responsive courses. How can you deliver a responsive course effectively? You can do so if you intelligently apply these pointers: Be smart in choosing a tool that is responsive, like HTML5 and Lectora Inspiring Do not use grahics or images with minute details Keep videos in your course short and small in size Think twice before integrating audio as syncing is a challenge in smartphones and iPads Avoid heavy content and choose a clear, readable font Choose interactive elements wisely aspersonal devices do not have the click functionality The post How to make responsive delivery on mobile effective? appeared first on EI Design.

Let us look at a scenario. A leading multi-national company is experiencing a shortfall of revenueand decreasing marginson its products.Its market share has slipped, much to the dismay of its CEO James. To counter the aggressive competition, James wants to launch a slew of new products so that the company can bounce back from the lossesof the last few years. To do so, the sales force needs to be trained on the new products and new ways of selling them. James knows that the company is facing the heat of competition. Therefore, he calls upon the Chief Marketing Office Lukas and the L&D head Monica to discuss the next steps. During the meeting, Monica suggests that as a first step, a detailed Training Needs Analysis needs be done. What should be Monica’s first step when proposing a solution? Monica should conduct an assessment and perform interviews of the sales team members to understand the current levels of their knowledge and skills. Let us learn more about TNA. What is TNA? TNA is a process to determine thetype of solution required to address a performance issue. You can perform a TNA by asking specific questions to find out: The participants or the target audience for thetraining program The purpose of thetraining The areas of focus for the learners The benefit to the learners after the training is taken Why do you need to conduct a TNA? You need to conduct a TNA to: Ensure customer requirements have been met Be able to set appropriate objectives and achieve them Create a benchmark for establishing comparisons Enable people to evaluate and continuously upgrade their own performance levels Highlight quality issues and determine focus areas How can you conduct a TNA? You can conduct a TNA by performing these four steps: Performance Gap Analysis Performance gap analysis identifies performance gaps by comparing current and desired operational results and employee performance. Root Cause Analysis Root cause analysis determines possible causes of performance gaps (for example, lack of skills, capacity and motivation). Needs Analysis Needs analysis identifies the types of needs to address the root causes (for example, training, environment and consequences). Recommendations Recommendations include/suggest solutions (for example, redesigning of jobs, tools, training and communication). After performing the TNA, Monica comes up with a plan to train the sales team personnel using a mix of ILT and online trainings that would span acrossthree months phase-wise: Phase 1: For a week, all the sales team members would need to take up a series of online courses. This phase would provide an overview of the new products. Phase 2: After the online trainings are done, the sales team members would attend instructor-led trainingsfor two months, followed by a field assignment of one month. How to implement gamification in your online training? Allen is an Instructional Design lead in an eLearningcompany. Lukas, who has been in business engagement with Allen’s company for a long time, approaches herto create an eLearning to train the sales executives on the Compliance polices. He wants her to deliver a course that would automatically induce the sales executives to take up the course. He does not want it to be like another normal eLearning as he has had a bad experience of similar compliance courses being taken indifferently in the past by the same learners. He wants to ensure that the sales executives take the course with fun. Upon enquiry, Allen comes to know that majority of the sales executives in his company are men and like to play soccer. What do you think should Allen’sstrategy be to create acourse thatLukas wants? Allen can create a gamified course using the theme of soccer, which is very close to the heart of the sales executives. Soccer being their passion, the gamified course will not fail to satisfy Lukas as well as the sales executives. Let us learn more about gamification in online training. Why gamification? You should go for gamification if: You want to make the course enjoyable and interactive You want to create a learning experience that keeps the learners engaged immersively You want to ensure that the learners retain the information for a long time You want to engage your target audience with the same intensity, irrespective of their age groups You want to create a course on complex subjects where you may not be able to avoid text heavy pages How to gamify your online training? To gamify the online courses, you must introduce elements that would simulate a game-like environment, such as: Scores Levels Currency Virtual gifts Avatars Obstacles Awards Failures to provoke the learners to try again The post Working on Training Needs Analysis (TNA) appeared first on EI Design.

(Bangalore, Karnataka, India, January 14, 2015) Originally, EI Design (http://www.eidesign.net/) began the process of securing quality certification (CMMI L3 for development) in June 2014,and the finish line is within the company’s sights. EI Design’s current goal is to achieve certification by September 2015 and according to Asha Pandey, EI Design’s founder and CMD, the company is right on target to meet that deadline. "Over the last six months, we have rationalised the processes and templates and now have engaged a consultant (Marathon QI Consultants) to assist us in the process of pre-audit preparation and eventual certification", says Asha.  The company is proud of this monumental leap, which will help it stand apart from its counterparts in the learning solutions industry. "This achievement will be a major accomplishment and we will be amongst the few learning solution provider companies to have this distinction. This will further aid us in growing our business to the next level", explains Asha. Reaching for and subsequently chasing down this certification with such drive and focus has turned into an opportunity for process improvement, essentially allowing the company to vet itself for weaknesses or areas where practices can be improved - and they have been improved by it. The company feels that this overall experience has allowed it to better diagnose opportunities and challenges, hone design processes, tools and practices, develop capabilities, skills and mindsets and drive continuous change within the company and its operations. Most companies utilise CMMI to improve generalised areas, like a project or a division but EI Design is using CMMI to make deep internal changes, those that can be seen at the individual level. This is an important facet for the company, which believes in not only having unique and comprehensive learning solutions but a unique and skilled team to back it up. With a world-wide reach, EI Design’s customers can be found just about anywhere and the company is dedicated to its customers and learners in a way that few companies can match. With a program that is designed to be user friendly, regardless of a learner’s skill level and with such a program being available and compatible within multiple countries, it’s no wonder that it not only wants but actually requires a team of professionals that are utilising a CMMI certification at their core. Asha and her entire team are thrilled about the September 2015 certification goal and have a busy year ahead of them in the meantime as they roll out their many InSight learning modules throughout 2015 and into 2016. With our on-the-go world, which is largely lived online, EI Design is poised to make a major impact in the world of learning solutions and 2015 should speak volumes about what the company can do and will do in the future. Asha sees a great benefit in the effort EI Design has put toward achieving certification and that benefit has been momentum. She feels that this momentum is not only sustainable but will also help the company focus more intently on continuously improving itself and its products. To learn more about EI Design, visit eidesign.net and eidesign.net/blog/. About EI Design EI Design began in February 2002 as a small team of three and has come a long way since. The company is now capable of generating over 500 online learning hours in a year. The company’s employees have been the core of its success throughout the years and are experienced, passionate and committed to providing the best solutions to exceed the customers’ expectations every time. Team EI Design’s positive and dynamic energy has proven to be contagious and attractive. Many of the company’s business relationships have continued through the decade and developed at every turn. This success in building unique learning solutions has led to the company’s consistent profitability throughout its existence. The post EI Design’s Updates on Its Progress on Quality Certification appeared first on EI Design.

(Bangalore, Karnataka, India, January 14, 2015) EI Design had originally forecasted the release of its initial 10 learning modules for InSight Suite 2 in 2014 but the business world is not without its challenges and Asha Pandey, founder and CMD of EI Design, knows this better than anyone. With a few adjustments, EI Design is back on track and will have its first four of the 10 Suite 2 modules released on February 4, 2015, which will coincide with the company’s 13th anniversary. "We are excited for this step", says Asha. "It’s perfect, despite delays, that this launch will mark not only our anniversary as a business but our first foray into generic compliance as well", she adds. The remaining six modules have a projected release date of March 2015 and will be available online to EI Design’s customers. With over a decade’s expertise in the business of building compliance courses for various industries, most notably finance, healthcare and insurance, the company is confident of success in its endeavour of releasing these off-the-shelf products. The company’s custom online learning solutions for Compliance have been as beneficial to it as they have been for its customers. It believes there is a true market for its online off-the-shelf products now. The off-the-shelf ProductLine Suite 2 featuring generic Compliance (eidesign.net/productline-insight/) is still in the works. However, with the early success indicators of the first online learning solutions offering (ProductLine InSight, Suite 1 for Instructional Designers), it’s easy to forecast that EI Design has another winner.  "It’s a competitive world and we are striving to be at, and stay ahead of the curve. To further instill the spirit of compliance, we will be offering a range of Performance Support Tools (PSTs) that will push learners to apply our learning at work. These will be learner-centric, micro learning nuggets that will be available in innovative formats on all devices", Asha reveals. She is also quick to highlight that EI Design will be the first of a few companies in the world to offer their compliance courses on smartphone platforms.  "People want, more than anything else, to have access to conveniences. Whether those conveniences are WiFi connections, portable devices or universally accessible programs and databases, it’s our duty as a competitive business to provide our consumers with compliance courses they can access on any device", says she. You will find EI Design’s first four modules of InSight Suite 2 available on OpenSesame.com in February. OpenSesame, which has been touted as the Amazon for eLearning solutions, partnered with EI Design in 2014. To learn more about EI Design, visit eidesign.net and eidesign.net/blog/. About EI Design EI Design began in February 2002 as a small team of three and has come a long way since. The company is now capable of generating over 500 online learning hours in a year. The company’s employees have been the core of its success throughout the years and are experienced, passionate and committed to providing the best solutions to exceed the customers’ expectations every time. Team EI Design’s  positive and dynamic energy has proven to be contagious and attractive. Many of the company’s business relationships have continued through the decade and developed at every turn. This success in building unique learning solutions has led to the company’s consistent profitability throughout its existence.The post EI Design Reschedules the Launch of InSight Suite 2 appeared first on EI Design.

(Bangalore, Karnataka, India, February 13, 2015) EI Design (http://www.eidesign.net/) has been in the business of helping people learn critical skills to help them succeed in their careers for over a decade. What has always been different about EI Design is the focus on eLearning and the various ways it can be adapted to meet the needs of any learner. In the past, we considered ourselves and were known as, a learning solutions provider. Today, EI Design is proud to announce that we have evolved to become a learning and performance solutions provider. The difference between these distinctions is that previously we focused intently on creating an effective learning experience that could be digested easily, regardless of one’s learning style. Now, we are including a strong focus on both the learning and the importance of what results from this learning and that is performance. The idea behind it is that the more effectively you learn, the more your performance will improve and the more your business will benefit and this is, after all, the whole point of learning. To learn without the need to apply it, is to learn in vain. Mere knowledge acquisition is not enough and its application is the key. "Businesses are always looking at how they can bridge the gap between knowledge acquisition and knowledge application," says Asha Pandey, CEO of EI Design. "Our approach is to embed learning and performance solutions into the workflow and provide comprehensive learning and performance ecosystems that include formal training (through eLeraning, mLearning, ILT/VILT and blended learning), informal learning (including performance support tools and collaborative learning through social learning) and value-added services for evaluation and assessing the impact of training on the business." EI Design has known for a long time that learning is not a one-size fits all environment. It’s because of this that their system is designed to conform to the individual learner and their unique learning path. Through the initial Training Needs Analysis (TNA) performed for each learner, the new approach allows for immediate engagement with the learner, which helps in the assessment of learning needs and mapping that to formal and informal learning techniques. This approach also promotes various kinds of training, like online versus instructor led, as well as provides Performance Support Tools (PSTs) (eidesign.net/performance-support-solutions/) and a social learning framework for the student. "One thing that the modern student needs is access and that access must be provided twenty-four hours a day, seven days a week. More significantly, the learning should be within the learner’s work-flow.," explains Asha. "As such, our learners expect to be able to learn whenever they are ready and when it is convenient for them." EI Design’s past successes as a learning provider has primed us for this position, a position that always us to view the bigger picture. Our learning solutions have always been very effective but now we want to make sure that the application aspect of it is just as solid. By doing this we are ensuring that the knowledge-application gap is bridged and organisations get rewarded by ending up with better trained employees who are capable of applying their new skills is innovative ways. To learn more about EI Design, visit eidesign.net and eidesign.net/ei-design-blog. About EI Design EI Design began in February 2002 as a small team of three and has come a long way since. The company is now capable of generating over 500 online learning hours in a year. The company’s employees have been the core of its success throughout the years and are experienced, passionate and committed to providing the best solutions to exceed the customers’ expectations every time. Team EI Design’s positive and dynamic energy has proven to be contagious and attractive. Many of the company’s business relationships have continued through the decade and developed at every turn. This success in building unique learning solutions has led to the company’s consistent profitability throughout its existence. The post EI Design Transforms from Learning Solutions Provider to Learning and Performance Solutions Provider appeared first on EI Design.

(Bangalore, Karnataka, India, Feb 13, 2015) Celebrating successful moments imparts encouragement and pride among team members and EI Design never misses an opportunity to honour the value of such occasions. Feb 4th’15 marked the completion of EI Design’s successful tenure as a global learning solutions provider for 13 years. This annual day celebration code named "IGNITE 2015" was celebrated by the entire team on Feb 6th’15. "Team members at EI Design made the day memorable by showcasing their exceptional talents in a variety of events on February 6, 2015," commented one of the city’s most celebrated DJs. The highlight of the day was the competition of short films conceived and produced by five teams. "We had 5 teams and the contribution of each individual was mandatory to the contest. With this, we ensured that all individuals got a chance to apply their expertise," said Ketkee, the Sr HR Executive and one of the organisers of the event. Asha Pandey, CMD of EI Design Private Limited, was a protagonist in one of the short films and was very vocal when asked about the experience. "While I enjoyed acting for a fiction, the most exciting parts were the moments when we conceived the ideas as well as the team collaboration in making the short movie. I am happy that the teams realise through such exercises that quality is not just about a result, but is weaved through the whole process." Rajendra and Somnath, who coordinated the event along with other team members, presented statistical data in terms of improvement in each individual’s performance on the job and presentation skills after the second successive year of participation in making short films. "We could also identify special skills in some team members which otherwise were not as evident on a routine work process," said Chandrasekhar, who heads the exploration wing of the organisation. "I was not sure if my schedule would permit me to be the chief guest and the judge of the competitions, however, I am pleased to see the enthusiasm and creativity of the team members," said Ravi Chauhan, Managing Director for India at SAP (he is also on EI Design, Board).  He was excited to watch and evaluate the performances. "The outcomes of all the teams were very competitive and judging was not very easy. Dance was another competition event where the fusion of different dance forms was presented quite elegantly by two teams. Just as EI Design is different in their learning design solutions, the teams maintain their uniqueness in everything that they are involved in. I wish them the very best." To learn more about EI Design, visit eidesign.net and http://www.eidesign.net/our-team/. About EI Design EI Design began in February 2002 as a small team of three and has come a long way since. The company is now capable of generating over 500 online learning hours in a year. The company’s employees have been the core of its success throughout the years and are experienced, passionate and committed to providing the best solutions to exceed the customers’ expectations every time. Team EI Design’s positive and dynamic energy has proven to be contagious and attractive. Many of the company’s business relationships have continued through the decade and developed at every turn. This success in building unique learning solutions has led to the company’s consistent profitability throughout its existence. The post EI Design Celebrates Completion of 13 Successful Years appeared first on EI Design.

(Bangalore, Karnataka, India, March 06, 2015) EI Design has a solid body of work beneath them (over 6000 hours of eLearning delivered) and now has big plans to make it grow over the next few years. The Vision 2017 initiative is a concerted effort to solidify the company’s core values and secure its direction for the future. The initiative focuses on strengthening its core capability of immersive learning design; enhance the current solution offering to encompass learning and performance solutions; secure thought leadership in the global learning space; obtain CMMI L5 for Corporate Quality and finally, to develop EI Design as a preferred workplace. "We continue to build on our core strength of immersive and engaging learning designs through our Innovation and solution architecting teams. Through our on-going research, we identify new focus areas on a quarterly basis," says Asha Pandey, CMD of EI Design. "Our portfolio of offerings has grown as well." The company is giving itself a two-year timeline to make some impressive leaps and bounds. For instance, EI Design is currently on its way to obtain CMMI L3 level and is projecting to reach L5 status by the spring of 2017. There will also be an added focus on the marketing association with the goal of building the company’s visibility as experts in their fields. Asha explains how the elevation of their CMMI certification is going to strengthen their team. "Using CMMI’s Organisational Training (OT) and Balanced Scorecard (BSC) as a baseline, we are strengthening ourselves in the areas of L&D for a stronger alignment to our business goals, talent management and clear growth plans for all team members, developing a new approach for hiring, inducting and getting new team members on board and building a solid rewards and recognition framework to help our talent retention initiatives." A key aspect of making this all work is focusing on the reorganisation of the team to promote and reflect the growth of key team members. This revamp will provide the key team members with new goals to focus on. Six of the company’s key employees will be at the heart of this reorganisation and will be taking on new roles with a lot more responsibility in line with Vision 2017, a change that Asha hopes will not only be rewarding but will serve as motivation for the rest of the team. The Vision 2017 initiative may be putting a lot of pressure on EI Design and its team of dedicated employees but it’s nothing they haven’t faced before. With the roll out of countless learning modules underway, the team is fully prepared to do what’s necessary to reach their goals by 2017. This is a team that does some of its best work when expectations are high and the workload is under stiff deadlines. To learn more about EI Design, visit eidesign.net. About EI Design EI Design began in February 2002 as a small team of three and has come a long way since. The company is now capable of generating over 500 online learning hours in a year. The company’s employees have been the core of its success throughout the years and are experienced, passionate and committed to providing the best solutions to exceed the customers’ expectations every time. Team EI Design’s positive and dynamic energy has proven to be contagious and attractive. Many of the company’s business relationships have continued through the decade and developed at every turn. This success in building unique learning solutions has led to the company’s consistent profitability throughout its existence. The post EI Design Announces Its Vision 2017 appeared first on EI Design.