Team Dynamics: How 3L’s Various Departments Work as One

In our previous post, we dived into Three Learning’s family-oriented workplace culture and explored how as colleagues, we support one another in our work. By having a common set of core values, frequent bonding activities and a shared mission of delivering the best e-learning services to our clients, our team is able to work through the challenges we face and overcome them as a tight-knit company.

In this article, we explore how the various departments contribute their respective expertise to the development of our e-learning services and complement one another in the overall workflow process.

Five main departments are involved in the development of Three Learning’s e-learning services:

  • Consultancy & Project Management
  • Learning Strategy
  • Graphic Design
  • Programming
  • Quality Assurance


Consultancy & Project Management

The Consultancy & Project Management team is in charge of connecting with prospective clients and finding out what their business and training objectives are. Respective budgets, deadlines and durations are also discussed.


After doing so, the Consultancy and Project Management team then evaluates all these factors to come up with the most appropriate e-learning programme that suits the client’s needs. The team then drafts a proposal for the prospective client, recommending the best e-learning solutions that are specifically tailored to meet both training objectives and training budgets.


Alternatively, our Consultancy department also provides E-learning Consultancy services, whereby we guide our clients through an in-depth analysis on how they can restructure their hands-on training programmes into e-learning courses that allow for greater flexibility, learner autonomy, and cost savings.


Our Project Management team oversees all of Three Learning’s ongoing projects and collaborates with the various department leaders to complete our projects well ahead of time, so that quality assurance can be carried out before delivering the coursewares to our clients. This means that our Project Manager has to at times play the role of the “bad guy” by enforcing work standards and deadlines, but we recognise that this is a “necessary evil” in the overall workflow process.


Learning Strategy

Our Learning Strategy team plays a crucial role in the e-learning developmental process as the team critically analyses clients’ training content and comes up with creative ways to effectively transfer the relevant skills and knowledge to the targeted learners.


First, the training objectives are considered and broken down into clearly defined learning objectives (LOs) that specifically state what outcomes the learners are supposed to accomplish. This gives learners a greater sense of direction, purpose and structure when they participate in their e-learning courses, and allows for administrators to more effectively evaluate the success of their courses through the respective learning outcomes.


Next, the target group of learners are evaluated in terms of demographics, education level, organisational role and motivation level. The team then brainstorms for creative ways that encourage greater learner engagement and intrinsic motivation when it comes to e-learning. This could be through the use of gamification techniques, game-based learning or Hollywood creativity methods.


The training content is also analysed and critically evaluated before being incorporated into the e-learning courseware. Three Learning uses the S.A.R. (Sufficient, Accurate, Relevant) framework when it comes to evaluating clients’ training material. If the training content does not meet any of the criteria, the team then collaborates with the Subject Matter Experts (SMEs) to supplement the content gaps.


Taking it one step further, the Learning Strategy team re-structures and tailors the training content to suit the specific target group of learners and learning objectives. As such, this three-pronged approach that incorporates all training objectives, target learners and training content forms the bulk of the Learning Strategy team’s work, which is highly essential to the development of an effective e-learning courseware.

Graphic Design

Our Graphic Design team collaborates with the Learning Strategy team to transform worded training content into creative illustrations, multimedia and animations that better engage our learners. By incorporating the appropriate type of graphic design that caters to the specific target group of learners, learning attention and effectiveness is improved.


Additionally, our Graphic Designers also curate the user interface of our e-learning coursewares for the best user experience. By designing and situating various page elements in the optimal format, our Graphic Designers create a user experience whereby learners feel engaged and immersed into the e-learning experience.



After the Graphic Designers and Learning Strategists have finalised the learning content in both textual and graphical/animation form, our Programmers then take on the heavy lifting of coding the content and graphics into a electronically-workable courseware packaged for easy implementation, administration, and analytics.


Quality Assurance

Finally, the Quality Assurance team ensures that the courseware contains no errors and is optimised for the best e-learning experience. Alpha and beta testing is conducted and errors – such as typos, grammar mistakes, design errors and broken links – are then corrected and rectified. User processes are also refined to ensure that learners gain an optimised e-learning experience that is time-efficient and conducive for effective learning.

Working as a Team

As our work is largely departmental-based, close collaboration between the various departments is necessary and crucial in order to develop top-quality e-learning coursewares that suit our clients’ needs. We always work as a team to deliver the best e-learning solutions to our clients.




#3LFamily: Three Learning’s Family-Oriented Company Culture

Each company, be it a multinational corporation or a small-medium enterprise, has its own unique company culture. At Three Learning, we pride ourselves on being a family-oriented company whereby employees feel a sense of ease and belonging at the office – as if they were right at home. What else does it mean to have a family-oriented company culture? Here at 3L, we define it in 4 ways:


  1. Having a Shared Purpose and a Common Set of Core Values

Having a shared purpose and a common set of core values is the first key in establishing a strong company culture. All of 3L’s employees share the common mission of providing effective and engaging e-learning solutions to our clients. Despite the fact that our work is largely segmented to be performed by various departments, we work closely as a team to complete our projects and deliver the best services to our clients.

Our tightly-knit team also shares a common set of core values, which guides our work ethic, as well as the way we interact with our clients and each other. By following the principles of integrity, passion and innovation, we engage in our work with excellence and a positive attitude.

Having a shared purpose and a common set of core values definitely enables employees to be on the same page with their colleagues in terms of company objectives and work ethic, which is an integral aspect to having a family-oriented company culture.


  1. Mutual Understanding, Respect & Cooperation

Besides having a shared purpose and a common set of core values, cultivating a sense of mutual understanding, respect and cooperation for other colleagues is also an essential trait to have when it comes to establishing a family-oriented company culture.

What this means is to have consideration for our colleagues when it comes to matters such as sharing an office space, or sharing our opinions on certain matters. Sharing a common office space means that everyone has to play their part in creating a conducive environment for productive work to be done, and also take up the responsibility of caring for shared facilities such as the pantry.

A family-oriented company culture also gives employees the freedom to share their ideas and opinions, and encourages active discussions on various topics that might concern most people in the workplace. That being said, having mutual respect and understanding for our colleagues entails that we have to not only be truthful, but also tactful in our words, so as to not hurt others unintentionally. While we give one another honest feedback and share our opinions and ideas in a truthful manner, we also respect each other’s boundaries. This is definitely a key trait that Three Learning adopts when it comes to fostering a family-like workplace culture.


  1. Providing Positive Support

This segues nicely to our third point, which is to provide positive support to our fellow colleagues and team members. Providing positive support could come in various forms, such as encouraging our co-workers when the going gets tough, or by helping them in their work where they need assistance.

Simple gestures such as offering to buy a teammate coffee, getting everyone in the office to celebrate a colleague’s birthday together, or simply leaving uplifting post-it notes on a co-worker’s desk have a huge impact on encouraging those around us during tough times. This definitely helps to create a positive and supportive atmosphere in the office, which goes a long way in cultivating a family-like culture at the workplace.

Providing positive support could also be shown by helping a colleague with his/her work, especially when the workload is high and deadlines are tight – even if this means taking up additional tasks on top of our required responsibilities. Just as Phil Jackson once said, “The strength of the team is each individual member. And the strength of each member is the team.”

Supporting our colleagues in their work takes off some stress from their shoulders, helps us to build better and stronger workplace relationships, and ultimately benefits the whole company. Just like how an ideal family would take turns to help one another out with household chores, a healthy and positive company culture is one that encourages mutual support between its employees, even when it comes to work-related matters. This is definitely one of the traits that Three Learning advocates and adopts at the workplace.


  1. Non-Stop Team Bonding

Last but not least, fostering a family-oriented company culture means that there is a continual process of team bonding and team building within the company. Team bonding is not limited to any single activity, but is in fact a process that continually occurs both in and out of the office.

At Three Learning, we take the time to get to know one another better by having team lunches and get-togethers at least once a month during our monthly Town Hall meetings. We also have our weekly “Happy Hour” sessions on Fridays, where we get together to play games such as Snakes And Ladders and Uno. We are also planning to kickstart our office yoga sessions, to keep both our minds and bodies active and healthy.


Uno session in progress.


Team bonding is not limited to the workplace. We also conduct frequent outings outside of work, just like the recent Hari Raya trip to JB where we went on a food tour trying out various delicious cuisines. From time to time, we also participate in more adrenaline-pumping activities together such as go-karting. Bonding with our colleagues is no doubt an integral part of fostering a family-like culture at the workplace. It is a process that happens continually, both in and out of the office.

Go-karting session award ceremony!


Fostering a family-oriented workplace culture is one of the hallmarks of a successful company. By creating a workplace whereby all employees feel appreciated, encouraged and supported, workplace satisfaction and productivity automatically increases, and ultimately benefits the company as a whole. To find out more about our family-like culture here at Three Learning, or possible career opportunities, drop us an email at [email protected]. We hope to hear from you soon!



5 Common Pitfalls to Avoid Before Developing an E-Learning Courseware


As trainers and subject matter experts (SMEs), we tend to be zealous about our areas of expertise and are often enthusiastic about imparting our knowledge and skills to learners. While this is definitely a positive trait to have when it comes to teaching and training others, it would also be of benefit for us to take a step back and reconsider some of our teaching approaches, especially so when it comes to developing an e-learning training courseware.

As e-learning coursewares often take a significant amount of time to develop and are generally tedious to amend or redesign once completed, it is usually best to get things right from the get-go. This reduces development cost and time spent, and ultimately produces a more effective courseware that successfully imparts the intended knowledge and skills to learners. Here are 5 common pitfalls to avoid while developing an e-learning courseware:

1. Not Defining Learning Objectives

One common pitfall of unsuccessful e-learning coursewares is the failure to define and make known to learners clearly-stated learning objectives. In these cases, although the training content may be adequate, learners fail to meet or understand the intended learning objectives as they do not know what they were in the first place. This scenario can be likened to a ship sailing the vast ocean without a compass or destination, with learners feeling lost and unguided as they go through the courseware.

In other cases, the learning objectives that are stated are either too vague or broad, similarly leaving learners with an ineffective learning experience. Broad and general training objectives can be useful for a macro-level overview of the entire courseware, but we always recommend and aid our clients in breaking broad-level training objectives down into specific and clearly-defined enabling objectives for individual modules. At Three Learning, our Learning Strategists do a superb job at identifying and organising specific learning outcomes for our clients. Using the example of a workplace safety training programme, a broad-level training objective can be successfully broken down into a few specific learning objectives that guide learners in more effectively attaining the intended knowledge and skills:

Understand the concept of risk management.

This high-level objective can be broken down into more specific learning objectives such as:

  • Be aware of the various hazards you can encounter at the workplace.
  • Understand why safety and health is important at the workplace through various real-life examples.
  • Understand and be able to carry out the appropriate procedures during different risk and emergency scenarios.

As Thomas Carlyle once said, “A person with a clear purpose will make progress on even the roughest road. A person with no purpose will make no progress on even the smoothest road.”

Successful e-learning coursewares are the ones that clearly map out specific learning objectives from the outset, so that learners have a clear direction in where they are going and what they are learning from the courseware.

2. Failing to Consider Learner Profiles

Another area in which some e-learning coursewares fall short is that they fail to consider their target learners’ profiles, and in doing so fail to tailor the training content in a way that is best suited to that particular demographic. The coursewares then become disengaging, and learners may feel that some information is irrelevant to their job scopes or roles.

On the other hand, effective e-learning courses always consider and analyse the target learners’ demographics prior to developing the courseware. By doing so, the training content can then be specifically customised to fit the learners’ profiles and better engage the audience.

For instance, an e-learning courseware that is meant for students aged 10-12 would ideally contain more vibrant graphics, animations, attention-grabbing audio recordings and elements of gamification to better engage the students. In contrast, a courseware on Personal Data Protection geared towards adults would be designed differently. It would most likely contain more text than graphics, and also incorporate scenario-based tasks that learners would have to complete.

In considering learner profiles before commencing on e-learning courseware development, we are able to better engage our learners and increase the odds of producing a successful and effective e-learning courseware.

3. Inadequate Content

Third on the list when it comes to e-learning development is the pitfall of inadequate content, or put simply, content that fails to help the learner achieve the intended learning objectives. Inadequate content can come in the form of content insufficiencies, content inaccuracies and content irrelevances.

For an elearning course to be effective, the content has to fulfil three criteria: Sufficient, Accurate, Relevant (S.A.R.). At Three Learning, the S.A.R. framework is used to ensure the adequacy and effectiveness of content. On top of that, our Learning Strategists further develop training content with our 3LDS content development methodology, which incorporates elements from different models such as the ADDIE (Analyse, Design, Develop, Implement, Evaluate) model, Merrill’s Principles of Instruction and Bloom’s Taxonomy. This is done to ensure the best delivery of content to our learners.

Before embarking on e-learning courseware development, be sure to go through a thorough analysis of the given content, and to make the relevant supplementations to any inadequacies. This will definitely aid your learners in achieving the learning objectives more effectively.

4. Not Incorporating Appropriate Assessment Methods

Another common pitfall of e-learning courseware developers is that they fail to incorporate appropriate assessment methods into their courses. Without assessments, it is impossible to evaluate the extent to which learners have successfully understood the training content or met the learning objectives.

Assessments such as quizzes, games, and assignments enable trainers to gain insights on learners’ progress and performance. This, in turn, allows them to discover which sections of the course learners have a better or weaker understanding in, and then supplement these areas with either more online training or conventional classroom training. Assessments can also be done through constructivist learning methods which incorporate relevant forward-looking scenarios and tasks that learners would face in a real-life situation.

Our upcoming learning management system (LMS) Koollab will enable administrators to not only assess their learners through online quizzes, assignments and task-based learning but also provide data on the level of completion of the courses. For instance, if a learner has completed 7 out of 10 segments of a courseware, the statistics will show that he/she has completed 70% of the course. Administrators can also see the number of learners who have completed the course and the duration in which they took to complete it.

By incorporating appropriate assessments that test learners on their acquired knowledge and skills, this not only provides insights to administrators on how well the learners are doing, but also reinforce the important learning points to the learners.

5. Failing to Include a Feedback Form or Survey

One last oversight that e-learning courseware developers tend to commit is the failure to include feedback forms or surveys for their learners. Without a feedback form or survey, learners are not able to provide feedback on how the courseware was designed, and developers are consequently not able to gather insights on how to improve the designs for future courses.

Learner feedback is an extremely essential component to developing better courses and including an evaluation form or short survey at the end of the course is integral to an effective e-learning courseware. As such, we highly recommend the incorporation of feedback forms during e-learning development.


E-Learning, when developed appropriately – content-optimised and customised to suit specific target learners – can present great advantages to the way we teach and learn. Here at Three Learning, we take pride in our work and commit to delivering the best e-learning solutions to meet our clients’ needs. Drop us an email to find out more about how you can optimise your training and gain a higher return on e-learning investment.


More Than Just a Job: What Inspires our Lead Learning Strategist

“It’s so much more than just a job. I am always inspired by my work and my team.”

– Hanna Esa, Department Lead, Digital Learning Strategy

In seeking to better understand Three Learning’s workplace culture, our intern Shao Hao interviewed Ms. Hanna Esa, the head of the Digital Learning Strategy department. In this article, we gain a glimpse into Hanna’s experience at Three Learning, what inspires her and the qualities that she looks for in the people who wish to join her team.

How long have you been with Three Learning?

Hanna: “I’ve been with Three Learning since 11 June 2007, so that would be about 11 years.”

Describe your experience working at Three Learning.

Hanna: “It hasn’t been easy, but I enjoy the challenge as it helps me grow. My work is very multifaceted as there are many processes that go on behind-the-scenes in creating an effective and engaging learning solution. Our 3LDS process, for example, places emphasis on having a solid body of content before we even attempt to treat it with online activities and visual elements. Additionally, every project is interesting in its own way. For example, we did a project for a naval organisation, where we filmed video lessons on a boat in open waters!  On a daily basis, I get to engage with a range of persons and personalities, such as our clients who are from government agencies as well as corporate companies, my own team (Learning Strategists), as well as team members from partnering departments (graphic design and programming), and I feel enriched by the perspectives they offer.”

What inspires you when you come to work?

Hanna: “I view my work as more than just a job. It is so much more. I am inspired by my team’s commitment, dedication and creativity. I love the moments where I get to interact with my team to think of unpredictable ideas based on what each of us has seen or heard. I find the creative process to be very satisfying. So, that’s during the project implementation phase. At project approval, I rejoice when we receive favourable feedback from our clients. These are affirmations of our hard work and they mean a lot to me because we dedicate our best efforts in each project, and we feel truly appreciated when we receive such feedback.”


Why do you feel that your job is important?

Hanna: “At the receiving end of each e-learning course is a learner, and my aim is that he/she is more skilled and is able to perform better at work and subsequently, improve his/her livelihood, as a result of taking up that e-learning course. This is my primary motivation to push myself or my team in offering the best possible learning solution, given the predetermined scope of the project.”

Would you describe yourself as a workaholic?

Hanna: (Laughs) “Yes, fortunately or unfortunately, I would. I take a lot of pride in my work and I always deliver my best efforts to our clients. I have, however, been trying to cultivate a better work-life balance in recent years.”

“I started working in Three Learning at a relatively young age, and I had more energy at that time. As the company was considerably new back then, we were still in the midst of establishing and putting in place proper processes for the development of our e-learning courseware, and this meant frequent staying back or staying up.”

“But now that the processes are more established, I rarely bring my work home. I try to maintain a healthy work-life balance and spend more time with my family, and I’m thankful that Three Learning is supportive of that.”

What are your thoughts about Three Learning’s workplace culture?

Hanna: “As with any company, there are the positives and negatives. As for the positives, I would say my team does not work in silos, meaning, we share the load and work as a team to get our jobs done. We treat one another with mutual respect, which I believe is a very basic but important quality to have at the workplace. There is also a healthy level of noise in the office – it is not uncommon to hear sudden buzzes of creative critiques, opinions, ideas and even jokes randomly shared with one another.”

“That being said, I think that certain aspects of our workplace culture can do with more improvement. For one, there can be greater empathy between the different departments. As our courseware developmental process is linearly carried out by different specialists, it can become rather segmented. As such, there is a tendency to overlook the challenges that another department is facing, especially when deadlines are tight. We could definitely do with more empathy for one another.”

What are 3 things you like most about working here?

Hanna: “The team, the place, and the flexibility. As I’ve mentioned earlier, I am inspired by my team’s commitment and dedication to our projects. I’ve never liked working in the CBD as I find the environment pretty stressful. I like our office’s location at Bukit Merah as the old neighbourhood has a special charm and quaintness that makes it a go-to place even on Monday mornings. I also enjoy the flexibility of working from home, a privilege that comes with the prerequisite of a track record of successful projects and satisfied clients, as well as unquestionable work ethic.”

What kind of people are you looking to have on your team?

Hanna: “Someone looking to become a Learning Strategist would typically ask – do I need a certification in instructional design (ID) to work with you? My answer would be – no, I won’t need any special ID qualification. However, depending on how you view it, my expectations could be simpler or more complex.”

“If I can put it simply, a potential team member who meets these 4 ‘basic’ requirements will be successful as a Digital Learning Strategist. He/she must:

(1) like to learn – read: is able to apply what he/she learns fast, is resilient in taking hard knocks

(2) like to teach – read: is always exploring new ways to communicate new knowledge effectively

(3) like to write – read: flawless grammar and a sound range of vocabulary in English

(4) have a sharp eye for detail – read: pick up errors fast.”

“So these are just basic requirements to joining the team. If I were to stretch it further, someone who is looking to take up Learning Strategy as his/her career needs to be equally analytical (left-brained) and creative (right-brained), as our work, really, is multi-faceted. He/she would also need to be very skilled in organisation and planning and impeccable people skills, be it in working with clients or team members.”

What is one thing you would say to your team to inspire and motivate them?

Hanna: “Never underestimate the impact you make to every learner that you create a courseware for. Even though our work arrangement dictates that we do not get direct contact with our learners, our work does impact their lives in ways we are not really able to fathom.”

Written by: Shao Hao, 3L Intern


Delving Deep: Three Learning’s Mission, Vision and Core Values

At the core of every organisation is an overarching Mission, Vision and set of Core Values that define and chart the forward journey towards greater heights. Without these important guideposts, it is easy to feel lost and adrift, just like a ship out in the ocean without a destination or a compass. In this article, we explore and delve deep into Three Learning’s Mission, Vision and Core Values.


3L Mission

“To provide organisations with effective and engaging e-Learning solutions that enable them to implement their e-learning strategy, so as to create, retain and leverage their intellectual capital.”

This Mission Statement is Three Learning’s raison d’etre and one that continually guides us through our projects and our work. We believe that continued learning is applicable to all sectors, and we strive to assist our clients achieve their training objectives by providing effective and engaging e-learning solutions.

With technological advancements continually reshaping the ways in which businesses carry out their operations, we endeavour to leverage on the latest technologies to enhance workplace training and education. These include developments such as our Three Learning Development System (3LDS), engaging gamification strategies, and our upcoming learning portal Koollab.


3L Vision

“By 2020, help 500 organisations attain high Return of Investment for their e-learning dollars, measured in terms of learners achieving the required learning outcomes.”

Three Learning is always open to working with new organisations to assist them in achieving their training objectives. We strive to make a positive impact on our clients and help them attain a high return on their e-learning investment, which can be quantified in terms of the level of learners’ knowledge retention, improvement and the attainment of new skills. We do this by developing training coursewares for our clients, providing learning management system (LMS) services that cater to various training needs, as well as consultancy services to help organisations better train their people.

Having a Vision provides us with a tangible target to strive for, and our team is working hard to turn it into a reality!


3L Core Values: Integrity, Passion, Innovation

Core values are the important principles of an organisation that form the foundations upon which its people perform work and conduct themselves. At Three Learning, the core values that govern our work ethic are: Integrity, Passion and Innovation.

Integrity stands for not only honesty, righteousness and morality, but also wholeness, completion and cohesion. Our company believes in working as a team to complete our projects and produce the most comprehensive services for our clients. Integrity is key in both Three Learning’s internal operations and client relations.

To have Passion means to have excitement, enthusiasm and zest for one’s vocation. Here at Three Learning, we take pride in our work and we show up each day with a renewed sense of eagerness and gusto. Our team firmly believes that our Mission of delivering top quality e-learning services to our clients contributes to maximising their intellectual capital, and commits to this purpose passionately.

Innovation is key to staying ahead of our competitors and helping our clients achieve their learning objectives with the latest technologies and most advanced platforms available. Our team is always thinking of novel and creative ways to better serve our clients. A key example of 3L’s innovative spirit is in our instructional design process that repackages conventionally “dry” content into attention-grabbing scenarios that are directly relatable and relevant to learners.

Three Learning’s core values underlie how we perform our work, how we interact with each other, and the strategies we employ to fulfill our Mission. We are continually looking for better ways to work with greater integrity, passion and innovation – to ultimately serve our clients better.


Aspirations and Workplace Culture: A Chat with Three Learning’s Founder

“We’re family-oriented. We move and grow as a team.”
– Tan Wee Shen, Founder & Director of Three Learning

In seeking to better understand Three Learning’s Mission and company culture, our intern Shao Hao interviewed founder and director Mr. Tan Wee Shen. In this article, we dive deep into Wee Shen’s perspective on Three Learning, his aspirations for the company and the kind of culture that he wishes to create in the workplace.

What inspired you to start Three Learning?

WS: “While I was working for my previous company, I had always thought that there must be a better way to conduct training, as opposed to the conventional classroom teaching methods. I found that people tend to forget easily what they learnt in the classroom, and that the knowledge taught was seldom effectively translated into the workplace settings. I felt that there must be a better way to retain knowledge for a longer period of time, and I believed then, and still strongly believe that utilising technology to assist in the learning process is the right way to go. We believe that in order for any learning to be effective, good and relevant content curation, suitable pedagogy application and appropriate technology deployment must converge. This is our 3LDS development methodology which forms the basis of the development of our coursewares. So, I decided to form Three Learning in 2005. We have since embarked on a number of multi-million dollar projects and accomplished significant milestones.”

“To me, we are still a young company and still have many things to learn.  I hold on to this philosophy that we should never reach the peak of our skills and knowledge; this is because the next natural progression after the peak is down. Always look for a new height once we reach a peak.”

What’s the most important thing you’re working on right now, and how are you making it happen?

WS: “Our team is currently working hard on our upcoming learning portal framework, Koollab. Koollab will be an upgraded learning platform with improved functions and a user-friendly interface. Koollab was conceived and created with 4 main objectives in mind: To assist companies in (1) having greater ease and comprehensiveness of hierarchical reporting, (2) having greater flexibility of design and administration, (3) measuring learning effectiveness, and (4) promoting learning responsibilities and a culture of knowledge sharing, throughout organisations. Our team is working hard on this project everyday. Do stay tuned for more exciting updates!”

Where do you see Three Learning in the next 5 years?

WS: “I would like Three Learning to be known as the e-learning company that can bring about a good total learning experience. A good total learning experience can be defined by three aspects: where the learner is confident in the knowledge that he/she retains, where the learner is engaged with the content, and where the learner has a multisensory experience. We also have a target to help 500 clients’ reach a good ROLI (Return-of-Learning-Investment) by 2020.”  

How do you help people grow to the next level and be their best? And what kind of employees are you looking to hire at Three Learning?

WS: “As an e-learning company, I wish to incorporate a greater use of technology, especially Koollab, in better educating and training our employees. With Koollab’s learning effectiveness indicator, employees can gain a sense of what their strengths are and where they have room for improvement. I look to hire people who can fulfil 3L’s 3 core values: Integrity, Passion and Innovativeness. I highly encourage job seekers who have a passion in learning to join our team.”

How would you describe Three Learning’s workplace culture?

WS: “Three Learning is like family to me. We give our employees freedom and we don’t restrict people in sharing new ideas and we always grow as a team. We are also objective-based in our work, and we strive to accomplish our goals together.”

What is one thing you would say to your current employees to motivate them?

WS: “I would tell my employees that they are in a promising industry, and that things will become big and rosy in the near future. It is a time where people are beginning to discover the value of digital learning and more industries are starting to incorporate e-learning into their training systems. People are also growing keen on micro-learning, where knowledge is conveyed in 7-10 minute bite-sized modules. To my employees, keep being positive, keep working together and keep pushing on!”


7 Reasons Why a Company Should Move Towards E-learning

Fed up with having to train new hires time and time again? Or is your company unable to keep up with the repeated training costs? Worse still, is your boss frustrated that the employees are not retaining the knowledge and skills that were painstakingly taught to them? These are all common complaints that companies have when it comes to training and educating employees. Be it theoretical knowledge or new skills that have to be acquired for the job to be done satisfactorily, the traditional approach of manually training employees is often highly time-consuming, costly, and inefficient.

While some hands-on training is inevitably required for the development of certain skill sets, this article recommends that companies adopt a blended learning approach that incorporates both e-learning and conventional classroom teaching. This article breaks down the top 7 reasons why a company should move towards e-learning when it comes to educating and training employees.

1. Long-Term Cost Reduction Strategy

While the initial investment in an e-learning courseware might be high in comparison with the short-term costs of conventional classroom training, this investment is one that is no doubt more cost efficient in the long-term. Consider the costs involved in conventional training methods: paying the trainers multiple times over an extended period of time, paying for training material, as well as the opportunity costs – the time and money that could have been used in other ways to improve the business. E-learning, on the other hand, is a one-time investment that can be used and reused for multiple batches of trainees and employees. This allows a company to have significant cost reductions in the long-term, as it does not have to spend on multiple training sessions for each new batch of new employees. In short, investing in a high quality e-learning courseware is a smart long-term cost reduction strategy that can save companies significant amounts in their expenditure on training programmes.

2. Greater Flexibility

Besides cost reductions, e-learning allows for a greater flexibility when it comes to training employees. In conventional training approaches, a significant amount of time is lost, which translates to a loss of potential revenue for the company. Traditionally, employees even had to miss work to receive training. This no longer remains the case when e-learning is incorporated to corporate training. Due to the fact that e-learning can be done in employees’ own time, significant amounts of time are saved – such as traveling to and from the training venue – and that time can instead be spent on producing more quality work.

Moreover, there are no geographical constraints with e-learning, and employees can participate in e-learning from the convenience of home or their mobile devices. Through the more flexible blended learning approach, employees can grasp the theoretical knowledge aspects through e-learning, while still participating in hands-on training at the workplace.

3. Standardised Training Across the Board

Besides having the flexibility of learning from their own homes, employees located in different parts of the world will also be able to access the same e-learning courseware as those located in the company’s home country. As such, e-learning ensures that employee training does not vary from country to country or city to city, as a standardised training will be available across the board. This, in turn, ensures a consistency in employee training, and upholds the performance standards of the company.

4. Improved Knowledge Retention

In contrast to traditional classroom teaching, corporate e-learning can developed to be more engaging, interactive and relevant to real-world scenarios, hence improving the knowledge retained by learners. For instance, Three Learning’s Instructional Design process incorporates relevant scenarios that employees in a particular field might likely encounter. For example, employees would be exposed to customer personas they typically encounter or compliance issues that they must overcome in their specific workplace to enhance their productivity. As these scenarios are more relevant and relatable to each targeted field, employees retain the information more effectively. As a result, they’re more likely to remember the takeaways because it resonates with them and addresses their needs.

Moreover, e-learning courses enable employees to revisit and revise their training. As compared to traditional training that ends once the training session is over, employees are able to relearn things that they’ve missed or did not manage to grasp by revisiting the e-learning material. E-learning courses, once developed, will always remain accessible to the companies that invested in them, in turn allowing their employees to have continued access to training resources.

5. Engage Younger Employees

Having grown up in a technology-infused environment, Millennials and those in Generation Z are familiar and well-versed with using the internet for both entertainment and obtaining information. The incorporation of features such as gamification and progress badges into e-learning courses provide rewarding and enticing learning experiences. By substituting mundane seminars and wordy PDF documents for engaging e-learning courses, younger employees can better interact with the company’s learning material.

6. Measure Performance and Gain Insight on Employees

E-learning coursewares are often managed through the Learning Management System (LMS). Administrators can use the LMS to find out more about their employees’ performance on the e-learning courses. Three Learning’s Learning Management System (LMS) enables administrators to glean insights on users’ progress in the content and understanding of the material. Quizzes and assignments reveal employees’ understanding of the content, while more qualitative assessments such as surveys allow employees to provide the company’s management team with feedback on their work and learning experience. Through e-learning, companies will likely be able to find out more about employees’ learning performances, as well as discover ways to improve the training content and methodology, based on employees’ responses.

7. Improve Overall ROI

The most essential reason for companies to move towards e-learning is to improve overall ROI. E-learning provides employees with the resources to absorb new knowledge and learn new skills, which in turn enhances the company’s performance and relationships with clients. By accessing e-learning, employees improve their work performance, which translates into greater productivity, better results, and in turn, more sales and clients.

Investing in e-learning is ultimately investing in your company’s future, and the ROI on e-learning is infinite. Contact us at [email protected] to learn more about how you can move your company towards e-learning and improve employee training programmes.

Written by: Wong Shao Hao
Three Learning Intern


L&D Innovation Grant at InnovPlus Challenge 2016

Held at the Lifelong Learning Institute on 26 April 2016, InnovPlus Challenge 2016 is iN.LAB’s key initiative to step up learning innovation efforts, and is organised by Institute for Adult Learning Singapore (IAL). The inaugural challenge promotes effective innovations within the corporate training space, and resembles a form of Hackathon to derive solutions for the Continuing Education and Training (CET) sector.

InnovPlus Challenge 2016 pools together solutionists and technology partners to research on the learning needs of challenge owners, as well as develop solutions and prototypes to enhance the learning of the intended audience. Prior to the event day, workshops or seminars conducted by industry partners, technology partners, and experts from relevant fields were also open for attendees.

First article photo

A total of 7 teams took part in this challenge. Participating teams were required to present their learning innovation to a panel of judges, where selected teams would be able to proceed to a second stage of prototype development. The best learning innovations would be awarded a grant of up to S$200k per project for prototype development.


During the InnovPlus Challenge 2016, Three Learning worked with Bootstrap and Playware to create a learning solution, re-defining the retail industry training landscape with 3D virtual spaces and data analytics. With Bootstrap’s lead, the team turned an inefficient retail training approach into a highly effective and efficient learning system, comprising a specific formula of virtual learning, workplace coaching, and just-in-time (JIT) training.

The solution aims to first categorise trainees into different working style profiles. This creates a strong foundation to support individualised workplace coaching and targeted training according to individuals’ specific area of weaknesses or strengths.

Visit booths

Members of the public were able to visit the booths of participating teams. It was an eye-opening experience for Three Learning. Given the opportunity to share our L&D innovation to the public and inviting others to share in our journey of learning innovation at our booth was a valuable experience for us, where conversations sparked great insights.

“By working together with other solution providers in a very specific domain provided Three Learning with the space to understand learner profiles to a greater degree. It was interesting as we were also able to further analyse learning behaviours by dissecting data provided by a robust system – Playware’s 3Dhive. A huge thanks to IAL for organising this event and our team is thankful for the grant award and excited for the prototype development ahead,” says David Ho, Deputy Director of Solutions at Three Learning Pte Ltd.

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3 Great Reasons for E-Learning

3 Great Reasons for E-Learning

Farewell to full-time classroom training, and hello to e-learning! Before you start a ‘relationship’ with e-learning, you need to know why you want to. Here are 3 great reasons for this new decision and the journey ahead.

1.       Effective learning

Beyond a one-time exam, it can be more effective when learners are immersed in the process of learning activities. The learning process our organisation adopts is the LRCR model – Learn, Reinforce, Confidence-building, and Retention. 

Article (3 great reasons...) #1

The ‘Learn’ stage is only the tip of the iceberg. Learners can internalise knowledge through reinforcement activities, as well as confidence-building activities. At the same time, mnemonics and diagrammatical summaries are just some ways to further increase knowledge retention.

 2.       Ongoing access to learning resources

Are you losing ‘control’ in learning?

Article (3 great reasons...) #2

Have you ever attended a classroom training, only to lose your notes by careless accidents of forgetting to save your work? To make it worse, sometimes you can’t seem to remember what you had learnt in the classroom training session! If this is your constant worry, e-learning may be your cup of tea when it comes to learning because this doesn’t ever happen with e-learning!

E-learning allows learners to revisit the course or particular topics within the course, when they want to refresh their memory on what they had gone through previously. Ongoing access to online content and resources, and course re-visitation, is a benefit e-learning offers to learners, which a typical classroom training session lacks.

Re-visitation can be done when learners use a Table of Contents or Menu function which allows them to skip across course pages by selecting the specific page they want to re-visit. Learners need not worry about their notes being lost, because an e-learning course can automatically save and update on the pages a learner has completed and allow him (or her) to resume from where he (or she) had earlier left off in a separate sitting. 

3.       Freedom to take risks with a safety net

In business, we always say we need to take calculated risks. But how many of us truly dare to take the risks we should be taking? In a real-life setting, real risks could mean real profits, but it engenders potential real losses as well. Yet, we don’t learn when we don’t try. So how will people learn if they are afraid to venture out and take calculated risks at work?

Virtual scenarios or simulations! Today, the learning and development sector has progressed beyond real-life settings towards virtual scenarios or simulations with the innovation of modern technologies. These can be in the form of an immersive scenario replicating a real-life business situation, where learners who choose to go ahead with the calculated risks but fail the virtual challenge have a safety net – no real losses and the flexibility to try again. 

Article (3 great reasons...) #3

This safety net encourages people to take risks and learn from their experiences. At the same time, it can simulate a real-life context, and make learning more applicable to real-world situations. So don’t be afraid, because e-learning now gives you the freedom to take risks with a safety net.


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Motivate Adult Learners with Game-based Learning (Part 2)

Motivate Adult Learners with Game-based Learning (Part 2)

You earlier saw a quick narrative which introduced to you the punch of game-based learning. What then is the difference between classroom training and interactive, game-based learning?

Let us take a quick walk through 5 advantages of using game-based learning.

1.       Higher engagement level

With high-definition visuals, audio effects and interactive programming, game-based learning captivates learners’ attention and keeps them engaged with a sensory learning experience. Did you know that 83% of learning occurs visually? Games are highly visual, auditory, and kinaesthetic, catering to the majority of learners – where they can learn by seeing, learn by hearing, and learn by doing. In addition, games can tap on emotional engagement through controversial game situations, familiar memories, and real-life experiences.

2.       Learning through mistakes

Games provide learners the freedom to fail, start over, fail, and try again until they succeed. Henry Roediger started a learning experiment by dividing his students into 2 groups – group A and B. Group A studied natural sciences paper for 4 sessions, while Group B studied the same paper for one session and was tested on it three times. A week later, students from Group B performed 50% better than Group A, although they had studied the paper less. This experiment clearly shows that learners who practise and learn hands-on generally have higher learning outcomes.

Game Over

3.       Providing the real-life context

Ever learnt something and wondered why you need to learn it, or how it is relevant at your workplace? Through virtual reality games, a real-life setting can be simulated for learners to immerse in realistic situations and pick up relevant skills or knowledge within the actual context.

4.       Extrinsic motivation 

Game-based learning often includes game enhancements such as reward points, badges, leaderboard, level-ups and more. These are extrinsic motivators that encourage the players (aka learners) to achieve a certain game task or target – which ultimately determines the accomplishment of learning objectives.

5.       Intrinsic motivation

Yet, it isn’t one-off results or task accomplishments that will last, but the intrinsic motivation from growth that will keep your learners going in the long run. When your learner achieves a game target or mission, this essentially means that he or she has understood a concept or know-how to be able to climb up to that target or mission level.

You know the feeling when you have worked real hard for an exam, and finally ace the paper? It ascertains you on your individual growth in the area of study. Games work this way too. It ascertains the player that he or she learnt something right and this spurs him or her to keep learning. To quote the CEO of Three Learning, Mr. Tan Wee Shen, “the highest intrinsic motivation that you can give to a learner is when the learner realises he or she is learning and gaining through knowledge.”

happy wheel