Bespoke staff awareness solutions

This tailored approach takes a broader look at your requirements through a detailed learning needs analysis, and identifies any difficulties you currently experience.

Our experts will then design and develop an appropriate, multi-faceted training solution to address your needs.

These complex solutions may involve, but are not limited to, e-learning, and can range from a single bespoke e-learning module to a multi-component awareness programme, including pocket guides, email signatures and more.

What we offer

To achieve the best results and reach as many learners as possible, GRC eLearning Limited offers bespoke solutions that can be deployed for staff onboarding, company messages updates, awareness, compliance, crisis management and more.

Solutions include:

  • Staff awareness e-learning;
  • Staff onboarding e-learning;
  • Micro learning; and
  • Multi-language learning.

Our development and delivery approach

We use the following process as a broad approach to develop our bespoke learning solutions. However, every client is different and has different requirements, so each solution will be specifically tailored to your needs. The stages are not always strictly sequential or in a chronological order, but can be flexible and adaptive.


To determine the best approach for a given project, we recommend carrying out a learning needs analysis using qualitative and quantitative methods (e.g. ‘diagnostic’ or pre-assessments, surveys, interviews, etc.). This will:

  • Provide an overview of the target population’s level of awareness and identify any common gaps in knowledge;
  • Give an indication of learner motivation and attitudes concerning the subject at hand;
  • Pinpoint trends in learning style preferences;
  • Break down content and map it to desired ‘task-based’ learning outcomes (where relevant); and
  • Be used to establish clear learning objectives, which can be used to evaluate the e-learning’s success.


This phase should be determined by the analysis outcomes. The design stage will typically include:

  • Finalised learning objectives;
  • The selection of media for the delivery (e.g. inclusion of audio or motion graphics, etc.);
  • UI and UX considerations (e.g. need for different levels of accessibility, type of language used, etc.);
  • Design specifications for accompanying communications materials and interventions; and
  • Assessment methods for evaluating fulfilment of learning objectives.

Depending on the scope and nature of the requirement, this phase may result in the creation of a structured learning path design with planned interventions, ‘on-demand’ resources, or a combination of both.


This stage can be described as an iterative process, starting with a low-fidelity prototype that can be evaluated by stakeholders. Even user acceptance testing can begin at this stage, helping to shape the development of the solution early on. Development also involves testing the solution to the necessary technical specifications, in the necessary hosting environments or platforms.


At implementation, the solution is put into action or ‘rolled out’ to the target audience. Normally, learner behaviour is now tracked and reported through a learning management system (LMS) and, depending on the standard, a learning record store (LRS).

Depending on the type of audience and their level of experience with online learning and the subject, this phase can require additional support materials and communications.


Evaluation of the success of the e-learning can be carried out to many different levels. One useful model to measure levels of evaluation was conceived by Donald Kirkpatrick. It proposes four levels against which success can be evaluated:

  • 1. Satisfaction
    • The degree of learners’ satisfaction, based on levels of engagement and relevance to their situation.
  • 2. Learning
    • The degree to which learners retain the necessary knowledge, skills, attitude, confidence and commitment based on their participation in the training.
  • 3. Behaviour
    • The degree to which learners apply what they have learned in their everyday roles.
  • 4. Results
    • The degree to which underlying business outcomes are achieved through the training and as a result of behaviour change.

In practice these can be evaluated through surveys, summative assessments, or more practical methods that focus on behaviour, such as a targeted phishing campaign, in which learners need to apply their acquired knowledge and translate it to compliant behaviour in the workplace.

Why invest in a bespoke learning solution?

Research shows that despite an increase in employee awareness about cyber security, bad habits and irresponsible behaviour persist. Employees inadvertently continue to click links and open attachments they shouldn’t, despite having attended security awareness training.

This gap between ‘knowing’ and ‘doing’ can often be attributed to a lack of targeted training interventions to address the specific needs of diverse audiences.

A bespoke solution can be an effective tool to help you bridge this gap and tackle disengagement with risk and compliance and associated learner fatigue.

Other services, such as bespoke digital learning solutions, can be delivered with another group company, IT Governance.

For further information, please complete the enquiry form or call us on 0330 900 2002