Did you recently create a 5-hour-long video for employees?

Still, there’s too little engagement on the course, no improvement in skills and employees performance is not up to mark. 

If you are wondering why, employees don’t want to go through such long videos. They skip most parts or drop out in between. 

Employees watch those courses which will improve their skills or interest them. 

So pushing everyone in a job role or department the same 5 hours course doesn’t cut it. You need to personalize your courses. 

By definition, personalized learning is creating content considering each learner’s unique needs, interests, and goals.

But you cannot roll out courses your employees are interested in. 

You have to align employee interest with your company goals

So in corporate, personalizing learning experience is creating course content by aligning employees’ interests with the company’s goals. 

How is it practical to create courses for everyone?

Manually- too difficult. 

But technology has taken us from riding bicycles to launching rockets. It can surely help you customize different courses for your employees. 

That’s why an AI-powered LMS plays a crucial role in corporate personalized learning. 

What’s Inside? 

Everything you need to know about creating personalized corporate training with an LMS.

• Key challenges in creating personalized learning
• Step-by-step process to build a personalized learning path using an LMS
• A complete learning path example for a Sales Executive role

Challenges of the L&D Team In Creating Personalized Learning

L&D teams face challenges in building personalized learning due to diverse learner needs, time constraints, and limited data insights. Balancing customization with scalability while ensuring engagement and skill development adds complexity to the process.

Making Sense- That’s tough!

A department has 5-20+ roles, each with different responsibilities.

Lead security is responsible for threat detection and mitigation. 

On the other side, network admins look into system monitoring, patch management, etc. 

If you create an 8 hours course for everyone in the department the course doesn’t make any sense to employees. 

They are like –

Some will struggle. Others will breeze through, bored out of their minds.

Worse? Job skills change fast. If training content isn’t updated, it just sits there. Useless.

That’s why static courses are inefficient. L&D teams must focus on two things:

• Creating personalized, non-generic content
• Keeping it updated

The challenge is personalizing content courses for every employee is a hell of a task- manually it’s next to impossible. 

How Does an LMS Help?

An LMS makes personalization 10 times easier and faster. With it, you can:

• Set up custom learning paths using 100s of pre-built templates.
• Adjust and refine as needed.
• Let the LMS handle tracking, reporting, and notifications.

Running For Tech Help

Personalization requires deep insights-a lot of them. 

Your team trying to get those insights manually is like filling an ocean with a bucket. 

Somewhere along the way, data gets messy. 

It can be because of small mistakes in data entry, misinterpretation of responses, bias, redundancy, etc. 

That’s why AI-powered tools are essential.

These tools accurately analyze skill gaps, segmenting employees according to their skill level, recommendations, and more. 

The problem is your team needs expertise in data integration, APIs, and workflow automation. 

Or you’ll be running to the tech support every time something stalls.

And wait, wait a little more…keep waiting till they get back. 

And even if you do integrate, these tools are siloed. 

Companies end up juggling multiple tools. Too many systems, too much gap.

How does an LMS Help?

Some all-in-one AI-powered LMS platforms offer plug-and-play integration with HR and business tools—easy setup, no tech expertise needed.

The L&D team stays in control without relying on tech support. 

Opening The Doors (And Windows) For Attackers

Personalized learning relies on third-party tools to collect and analyze learner data. But this comes with risks. 

If you use too many tools you are basically inviting attackers to breach your employee data.

L&D teams must protect employee information and stay compliant with regulations like GDPR and CCPA. 

The more tools you integrate, the more access points attackers have. 

How Does an LMS Help?

An all-in-one LMS has all the tools needed for personalized learning, all in one place.

A good LMS ensures compliance, encrypts data and provides role-based access controls—keeping sensitive employee information safe.

Lying About Performance Impact

You created the course. Employees completed it. They took the assignment.

Some passed. Others got stuck.

Now senior stakeholders are waiting for you to walk in and prove that the course helped those who passed improve their performance.

If this were traditional learning, it’d be easy—just pull a performance report for a department or team and call it a day.

But connecting course data with actual business performance in personalized learning- that’s tough. 

Why?

Because you don’t even have a clear way to track it. You have multiple tools set up, your CMR tells one story, and the HR system says something else. 

There is no data syncing between tools. 

You try your best—scraping together reports, aligning numbers, and making a case.

But deep down, you know those reports aren’t accurate- A.k.a. you’re guessing.

And the terrifying part? 

The stakeholders know!

How does an LMS Help?

An AI-powered LMS integrates and syncs data from all HR and business tools, eliminating silos.

It automatically tracks learning progress, skill improvements, and business impact. 

With built-in analytics, you can confidently show how training influences performance, helping you prove ROI with real data.

How Does An LMS Support Personalized Learning? 

There are 7 different steps to create a personalized learning path. 

1. Define Skill Requirements And Assess Skills
2. Benchmarking And Scoring
3. Segment Employees By Skill Gap
4. Find Employees’ Career Goal And Interest
5. Define Learning Goals.
6. Create An Elearning Storyboard For Each Category
7. Develop And Launch The Course
8. Monitor
9. Gather Feedback And Refine

Let’s have a step by step look at how you can personalize employees’ learning experience using an AI-powered LMS.

Define Skill Requirements and Assess Skills

Your company goals come first. It can be growth, expansion, operational efficiency, etc. 

Have a discussion with your stakeholders to get clarity on goals. 

Once it’s done, map out the skills each job role should have to accomplish those goals. 

For example, if your company is focusing on growth the sales team should have- excellent communication, depth of product knowledge, and CMR expertise. 

You need to test employees’ knowledge for each skill level. So, go to your Learning Management System (LMS) and create an assessment. 

If you’re using an AI-powered LMS like Kognics, you’ll find thousands of pre-made click and customize templates.

Pick from 10+ assessment types -quiz, scenario-based evaluation, etc. 

Edit and customize the questions, and feed the correct answers.

Do that for each job role in your organization. 

Then, let the LMS do the work. It will automatically notify employees to take the assessment.

An AI-powered LMS can also pull skill levels from resumes, past training, KPIs, and more, offering a personalized evaluation.

This is why you should choose an LMS that integrates easily with HR and business tools. 

This makes everything smoother and more effective.

Benchmarking & Skill Scoring

Give your employees a 7-day window to complete the assessment.

Make sure employees take the test honestly—no googling or teamwork. 

Once the assessments are complete, set a benchmark for each job role. 

For example:

• 80 out of 100 for communication in the sales department.

To set accurate benchmarks, look at internal performance, past data, and industry standards. 

• See what top performers are achieving.
• Review previous assessments. 

If employees who scored above 80% saw a 15% boost in sales, that’s a solid indicator to set a similar benchmark.

Once you set a benchmark, the AI-powered LMS automatically analyzes the test results and calculates the skill gap. 

The system assigns scores (e.g., 0-100) and compares them to the job requirements. 

If an employee’s score falls below the benchmark, the LMS flags it as a skill gap that needs attention.

3. Segment Employees by Skill Gap 

From the first two steps you know their skill gap, but to create a personalized learning path, you need to segment employees based on their skill gap. 

For example, in the Sales Department:

High Performers-Less than 20% gap

Developing Talent – 20-50% gap 

Critical Skill Gaps- More than 50% gap

Manually doing this is tough—especially in an enterprise with multiple departments and job roles.

An LMS with competency framework mapping helps the L&D team segment employees efficiently.

You can segment them into:

• Beginner
• Intermediate
• Advanced 

Why does this help personalize?

Instead of assigning a generic communication course to all sales employees, the LMS finds individual gaps.

If an employee excels in communication but struggles with product knowledge, sales still suffer. The system prioritizes product training for that employee.

4. Find Employee’s Career Goal And Interests

While personalizing the learning experience, company goals come first.

But employees taking the course are key stakeholders too. Their career goals and interests must be considered. 

To understand their goals, create a survey. Ask questions like:

What skills or knowledge areas are you most interested in?

What is your experience level in that skill?

There are three scenarios:

• Full alignment- There is zero conflict.
• Partial mismatch- The L&D team should put company goals first, but consider these interests. 
• Complete mismatch: Leadership needs to discuss long-term role evolution.

Focus on the partial mismatch. Identify skills that overlap. 

For example, the overlapping skills in the sales department can be digital marketing, data analysis, and customer psychology. (choose 2-3 overlapping skills only.) 

Find overlapping skills in each department for different job roles. 

For beginners in the sales department, the Sales Associate job role will have a skill cap in CRM fundamentals but are also interested in digital marketing, modules can include:

• CRM fundamentals (company priority)
• How CRM integrates with digital marketing (shared interest)
• Digital marketing insights for sales (employee interest)

Include other modules for data analysis and customer psychology

The same approach applies to intermediate and advanced levels.

Partial mismatch is a good thing. If a sales employee excels in digital marketing modules, they could transition into a marketing role—becoming a valuable asset.

5. Define Learning Goals

Now that employees are segmented by skill gaps, set clear learning goals for each category.

For example, in a Sales department:

Beginners: After completing the course, employees will be able to manage customer data using CRM.

Intermediate: After completing the course, employees will be able to analyze sales data to improve customer engagement.

Advanced: After completing the course, employees will be able to drive sales growth using data-driven strategies.

The goal is to ensure employees move up the skill ladder efficiently.

An AI-powered LMS like Kognics makes this easy. It automatically suggests learning paths based on skill scores, job roles, and industry benchmarks.

Instead of a one-size-fits-all training, an LMS assigns specific modules based on real gaps. This keeps learning relevant and engaging.

Create an eLearning Storyboard

A storyboard is a visual blueprint for your course. 

It ensures lessons flow logically, and align with business goals.

This part has a lot of work to be done – planning titles, lessons, topics, finalizing interactive elements, branching, etc.

The good thing is you don’t have to start designing everything from scratch. 

Any modern decent LMS has grab-and-go storyboard templates in docs, presentations, or prototype format. 

Since you have already segmented your employees as per skill gap, and defined goals you can create one storyboard for each segment. 

Start with the titles, lessons and topics you should cover. 

Then decide what interaction goes into each topic.

Will there be an assessment at the end, or a quiz in between to check if the employee is ready to move forward?

Next, decide the branching scenario for each interactive element.

If a learner answers a quiz question incorrectly, direct them to a short explainer video. If they get it right, they move forward. 

Every interactive element should have a clear path.

Use Kognics’ simple sketch tool to plan branching scenarios. It’s 10x faster than traditional infographics and easy to grasp. (Check out the sketch below!)

Or, pick from ready-made branching templates—just click, edit, and go.

Finally, leave a note for course designers and developers. 

Using an LMS for storyboarding makes collaboration easy. No endless email chains—SMEs can review it right in the system. 

Designers and developers can jump in, add notes, and tweak content in real-time. 

It saves the L&D team from missed deadlines and endless delays. 

Develop and Launch the Course

We won’t dive deep into course personalization – that’s a whole other blog.

But let’s be real: building a personalized course from scratch takes forever. 

You’re mapping at least three key skills per role, breaking them into three skill levels, and factoring in 2-3 partial mismatches. 

That’s a lot to juggle. That’s why you need an LMS with a built-in authoring tool.

It lets you create digital training fast. More than just a content host, it helps your L&D team build engaging, interactive learning experiences. 

Plus you can update your course in hours. 

Note: If your LMS doesn’t have an authoring tool, you’ll need a separate license for one.

Monitor

The course is launched, employees do their part and finally, it’s time to see some results. 

In a month, what has each department learned? 

Are they leaning towards the business goals we set?

It’s time for the team to track some metrics:

Course completion, engagement, pass, failure of course, so on. 

It will take months for the L&D team to manually collect feedback, conduct surveys, analyze performance data, and track progress through spreadsheets.

Result? Slow, inconsistent, and resource-draining processes. 

Even if they get some traditional LMS, they won’t be able to track the most important metrics of all easily.

Real performance output. (which is difficult to create a direct relationship with without proper data syncing and dashboards)

For example, you will need insights like:

Sales reps who took a negotiation course started closing deals 20% faster.

Tracking these data would be quite difficult if data from CRM or other sales tools your employees use couldn’t sync with your traditional LMS. 

That’s why integration with business tools is extremely important.

You need an LMS with plug-and-play integration with the HR and business tools you use—CRM, support platforms, and HR systems.

So that the LMS automatically syncs data from CRM, analyzes it, and shows you real performance data.

Gather Feedback, and Refine

Gather Feedback and Refine

You have the data. You have the reports.

Now it’s time to see what’s working—and what’s not.

Look at the numbers:

• Where did employees drop out?
• Did those who completed the course improve their skills?
• Is the training having the intended impact?

To refine the learning experience, ask employees directly. Create a quick survey with questions like:

• What part of the course did you find most helpful?
• Were any topics unclear or difficult to follow?
• Did the training help you apply skills on the job?
• What would make the course more engaging?

Now, combine insights from reports, surveys, and assessment results create a new storyboard, and take it from there. 

If employees struggle with a specific section, simplify it or add extra resources. 

If engagement dropped mid-course, rethink the format—maybe add more interactivity. 

An AI-powered LMS makes this process seamless. It automatically analyzes survey responses and training data to identify learning patterns. 

If an employee consistently struggles with a topic, the LMS suggests additional resources or practice modules. 

If a team shows strong performance, it recommends advanced courses to keep them challenged.

Instead of generic training updates, employees receive personalized learning paths based on their performance. 

The final learning path personalized for the Sales Executive Role

Your first draft of a personalized learning path ends here.  

Let’s have a look at how the personalized path looks for a Sales Executive Role. 

Step 1: Define Core Skills Needed for Each Job Role

For each job role, the company defines three core skills that align with business goals. 

Example for a Sales Executive:

• CRM Mastery – Managing customer interactions efficiently.
• Negotiation & Persuasion – closing deals effectively.
• Product Knowledge – Understanding offerings in depth.

Step 2: Segment Employees Based on Skill Proficiency

The sales Sales Executive are assessed and categorized in: 

• Beginner in CRM
• Intermediate in Negotiation
• Advanced in Product Knowledge

Step 3: Identify Partial Mismatch Skills

For Sales Executives, these could be:

• Digital Marketing 
• Data Analytics 
• Customer Psychology

Step 4: Structure Learning Paths for Each Skill Level

Each core skill includes three partial mismatch skills at every level.

CRM Mastery

• Beginner: Basics of CRM + Introduction to Digital Marketing + Introduction to Behavioral Psychology in Sales + Fundamentals of Sales Data Analytics
• Intermediate: CRM Automation + Digital Marketing for CRM Leads + Sales Data Analysis and Reporting + Psychology of Customer Trust
• Advanced: Advanced CRM Strategies + CRM-Driven Digital Marketing Campaigns + Predictive Sales Analytics + Advanced Behavioral Psychology in Sales

So on for two other skills. 

Step 2: Create a Whiteboard with Branching Scenarios

For CRM Mastery, the modules are structured as follows:

Beginner Pathway

Modules:

• Basics of CRM
• Introduction to Digital Marketing
• Introduction to Behavioral Psychology in Sales
• Fundamentals of Sales Data Analytics

✔ Branching Scenario: If the employee struggles with “Basics of CRM,” they are assigned extra foundational material before progressing.

Intermediate Pathway

Modules:

• CRM Automation
• Digital Marketing for CRM Leads
• Sales Data Analysis and Reporting
• Psychology of Customer Trust

✔ Branching Scenario: If the employee doesn’t know “Digital Marketing for CRM Leads”, they are first assigned “Introduction to Digital Marketing” before continuing.

Advanced Pathway

Modules:

• Advanced CRM Strategies
• CRM-Driven Digital Marketing Campaigns
• Predictive Sales Analytics
• Advanced Behavioral Psychology in Sales

✔ Branching Scenario: If an employee has high scores in CRM Automation but weak in Predictive Analytics, they focus on analytics before moving forward.

Do this for other skills in the same job role. 

Then continue the same for other job roles in the same department. Finally, move to the next department. 

Wrapping it up

A personalized learning approach is the key to hitting your company’s goals. 

But most training programs miss the mark. L&D teams get stuck in manual work, drowning in data, and struggling to prove real impact.

With the right tools like LMS, your workforce won’t just complete courses—they’ll continuously learn, adapt, and grow. 

Productivity goes up, teams get stronger, and suddenly, you’re ahead of the competition.

In the end, it’s simple: invest in smarter learning, and you’ll build a smarter, more capable workforce.