1. INTRODUCTION TO BRIDGE
LEARNING SOLUTIONS

2. 1
Introduction to Learning
Today’s new world of work requires a different approach to learning. No longer is learning a
succession of trainer-directed, classroom style group workshops spanning many days - with
the resultant thick binder of information gathering dust on a shelf! No longer is learning only
about developing key leadership or operational skills and competencies.
In a world of hyper-change, learning needs to transform itself to remain relevant. Learning
needs to be blended, cost effective, mobile, chunked, strategically aligned and learner
directed. This new generation learning methodology of “Blended Learning” enables learners
to gain the knowledge, skills and experience they require through both the interaction in a
facilitator-led environment and the privacy of an on-line environment.
How Blended Learning works
We create visually rich, highly interactive materials which we deploy both in the facilitation
and on-line. We build games, activities and challenges, directly related to the content and
learning outcomes, which further enhance the learning journey.
All materials include assessments mechanisms and our Learner Management System (LMS)
enables us to report accurately on both learning activity and learning results.
Learning should not be episodic - it should be an ongoing process with clarity and
consistency around its purpose and desired outcomes. The critical challenge is how to make
organisations and people in organisations more agile and responsive to a dynamic and
changing world.
Technology has changed everything. Today’s employee is always connected - to people
and streams of conversations and information that assail the senses though cell phones,
tablets, computers and other electronic media. We believe that this technology should be at
the heart of learning and organisational performance.
Bridge Learning Solutions
As a team, we have brought together a diverse range of skills, expertise and technologies to
ensure that we are able to provide you with the integrated learning solutions people and
organisations require for continuous learning in the new world of work.
For many years we've worked at both strategic and operational levels in organisations,
developing and implementing learning strategies and interventions for some of the world’s
leading companies and public sector agencies.
Bridge Learning Solutions is the sister company of Bridge Human Capital Solutions who
combine a deep understanding of strategy, organisation design, human capital practice,
change enablement and technology to develop and implement integrated solutions.
Bridge is the Sub-Saharan Africa distributor for Lumesse, one of the world’s leading HRMIS,
Talent Management, Talent Attraction and Learning technology solutions providers.
Bridge Learning comprises of four key areas:
1. Sub-Saharan Africa distributor for Lumesse CourseBuilder and Lumesse Learning
Gateway.
2. Development of bespoke Learning Management Systems and Portals
3. Design and development of specific learning programmes, blended learning and
interventions;
4. Production of learning content and collateral.

3. 2
1. LUMESSE LEARNING SYSTEMS
Lumesse Course Builder
Lumesse CourseBuilder is a collaborative, cloud-based e-learning authoring tool that
empowers your team to easily create compelling and engaging learning content, suitable
for desktops and HTML 5 for mobile devices. Features include:
Template driven
CourseBuilder is easy to use as it is based on over twenty pre-defined templates. This makes it
easy to create engaging and interactive content, from quizzes and exams, true/false
questions and multiple-choice questions to free form text fields, hotspot interactions, drag
and drop matching exercises, and open ended answers and simulations. The templates do
the hard work, you do the fun part.
Create, Share and Collaborate.
Key stakeholders can create, share and collaborate in real-time during the content
development process, using one solution and toolset. Subject matter experts, graphic
designers, business managers, translators, people within your team and external partners can
evaluate, comment and give direction during the content development stage. All recorded
and tracked in real-time.
“Lumesse CourseBuilder has enabled over a hundred content
developers to start working as a team, co-ordinating parts of the
process and still giving everyone a lot of flexibility and creative
freedom.”
Vodafone Group
CBVoice
To create high-quality e-learning courses, using sound is essential. Providing a full audio-visual
learning experience helps motivate learners, increase retention and aid accessibility.
With CBVoice you can now add a synthetic voiceover to e-learning in a matter of minutes.
Simply type in your voiceover, select your language or accent and click Generate to MP3.
Multiple voices can be used including Xhosa, Zulu and other Sub-Saharan Africa languages
such as French and Portuguese.

4. 3
A unique and secure media library
The media library allows you to find, store and save files efficiently in the cloud. This include,
jpegs, video, flash animation and music. These files can then be shared across the entire
organisation.
Publishing
Once completed, you will need to publish your learning content. This can be directly through
to Learning Gateway, or can be output to a hard drive in a SCORM compliant zip file.
(SCORM is an industry standard, allowing learning content to be accessed by numerous
other Learning Management Systems)
This zip file is then loaded to your LMS, or output to intranet, CD or interactive PDF.
And By The Way, It's Award Winning!
Lumesse CourseBuilder has been recognised by leading analysts with numerous awards
including being named as a '2012 and 2013 Top Authoring Tools Company' by leading
training portal trainingindustry.com, and winning a Gold Brandon Hall Award for Excellence
in Learning Technology in 2012.

5. 4
Lumesse Learning Gateway
Lumesse Learning Gateway is a powerful and affordable cloud-based learning
management system. It provides a flexible yet comprehensive platform for delivering,
managing and tracking sophisticated learning programmes that can include tests and
assessments, eLearning, instructor-led training, and social learning.
Learning Gateway is now available in two versions, Enterprise and Professional. The
differences between the two are:
 Enterprise has more advanced blended learning features allowing for Instructor-led
training sessions as well as managing user registration and completion.
 Enterprise has more customisable administration features with unlimited number of
customer administrators and Line Managers
 Enterprise allows for more advanced tracking and progress reports
 Communicate and share – Enterprise helps your users to share thoughts and
resources before and after your formal learning with Communities.
 Certification – Enterprise has the added feature of allowing for more customizable
certificates.
Please email us for a more in-depth look at the difference between the two versions.
Learning Gateway (both Enterprise and Professional) consists of a learner portal and an
administrator interface known as the Learning Gateway Manager.
Learning Gateway Manager (Administrator access)
The main function of the LGM is:
Uploading users
Uploading users can be done manually or using a CSV file. Users will be grouped in user
groups or organisational units.
Uploading and managing courses/tests/assessments
Through the LGM you can
 View courses
 Upload courses
 Remove courses
 Upload updated courses (only the updated part will overwrite the “old” files)
Courses and tests can be uploaded three ways
1. As a single stand alone course/test
2. As a learning path (this is a ‘linear’ set of courses that have to be accessed in a
predefined order. A learner cannot access the next course until he has ‘passed’ the
previous one)
3. Certification bundle (this is a bundle of courses, in no apparent order, but all tests
must be ‘passed’ in order to receive certification)

6. 5
Reports
Reports are extracted from a statistical database where historical data from the Learning
Gateway are aggregated and stored periodically for statistical purposes. The cumulative
statistical database is refreshed each night.
Classroom Courses
Classroom courses can be created and managed from the LGM.
Communicating messages, information and adding resources
Create, edit, manage and publish news articles to your company. You can publish to the
whole organisation or a single organisational unit or user group. A news article can be
accompanied by a resource i.e. image or link to website.
Resources
You are able to upload and link resources to bundles (selection of courses bundled
together), classroom courses, courses, users and news
Sending mail and mail templates
Learning Gateway has always communicated events and changes to users via email. You
can now control and modify templates for every single email that the system sends out. This
option is also available via SMS.
Forums
Forums are used so that all end-users can share knowledge and interact with each other.
Once a forum has been created the users are free to create different topics as well as
commenting on existing posts.
Learning Gateway Portal (learner access)
Background Information
Learning Gateway has been built around a solid SaaS (Software as a Service) architecture
since the platforms initial launch in 2001. This provides the following benefits:
 Scalable to any clients needs
 Secure
 No hidden costs
 Upgrades included in license fee
 Fast implementation
Facts & Figures
 200+ clients around the world
 500,000+ active learners online at any time
 250,000 course launches per month
 1 million course completions per year
 Uptime since 2001 – 99.98%

7. 6
Branding of portal
This portal is ‘skinned’ according to a company or product brand or according to an
organisational structure. This means that any given account can have numerous skins
enabling learners who are associated with different areas of the organizational structure to
see a completely different branding and design when they login compared to another
learner.
The portal consists of four tabs (pages). These are the main default tabs, but many more can
be added by the administrator.
 Home page
 Catalogue page
 My Learning page
 News page
Key Portal features
Informative home page: this includes company news, welcome message, latest courses
accessed, images, resources and many other applications such as YouTube and Yammer.
Comprehensive overview of courses: the catalogue view page consists of learners available
courses. The overview will include all courses assigned to that learner i.e. e-learning courses,
tests and assessments, classroom based courses and resources (pdf files, url links, or
documents). Learners may also upload and share these resources or links with other users in
their user group.
Tracking: the moment a learner starts an e-learning course or enrolls in a classroom course,
the system will begin tracking the learner’s progress in that course. This makes it easy for the
learner to have an overview of his/her progression at all times.
News: administrators can post company news, product information, competitions, or any
other items of interest. An administrator may add additional tabs to the menu to cater for
these items or any other application.
Examples of client portals:

8. 7
Product Integration
Learning Gateway supports single sign on (SSO), deep linking and also has suite of web
services that allows integration with 3rd party solutions such as a clients HRIS or other solutions
such as ETWeb. Please note this is an added feature is quoted separately.
SSO (Single-Sign-On)
Single-Sign-On allows users to go from one system to another without the need to manually
authenticate themselves (typically by filling out a user name and password before hitting the
login button) and still enter the second system being identified as themselves.
Web Services
There are many ways you can get two or more systems to talk to each other, or exchange
data. Web Services is a well known and standardized way to do this that takes away the
difficult task of integrating two systems “directly”. Web Services can communicate with most
HRIS systems and is fast and easy to work with.

9. 8
Case Study
Metropolitan Retail
Metropolitan Retail is a financial services company primarily selling in the low to middle
income markets. It focuses on savings, income generation and protection needs of
individuals with a monthly household income of less than R16 000 and the middle income
market of R16 000 to R20 000.
A wide geographic footprint is integral to the ongoing success of the division, and this is
achieved via a broad spectrum of distribution channels plus inbound and outbound call
centres around the country. Metropolitan Retail has about 4 500 agents selling its products.
Initially Metropolitan Retail approached Bridge Learning and invited us to tender with the
purpose of purchasing an authoring tool. This was to replace their current ‘older’ authoring
tool, which had limited functionality. CourseBuilder, as a SCORM compliant authoring tool,
would have to integrate into their current HRIS system which would also be supplying the
Learning Management System.
After an initial POC, Lumesse CourseBuilder was chosen as the preferred authoring tool. As it
is cloud-based and is offered on a ‘Software as a Service’ platform, this meant rapid and
quick implementation.
Over 65 courses from their previous authoring package were recreated by Bridge Learning
into CourseBuilder in four days.
We were then informed that their current HRIS would not be able to implement a LMS within
a six month period. With less than a month to go to deployment date, Metropolitan
purchased a one year Learning Gateway licenses for 6 500 users.
Using Web Services, we were quickly able to integrate our Learning Gateway with their
current HRIS system.
One of the challenges facing us was that a small proportion of agents in the field did not
have access to emails. While they could access their learning via a central computer in the
office, we would need to communicate with them for usernames and protected passwords.
This was achieved by activating the SMS feature within Learning Gateway. At any time, an
administrator could choose between email or SMS when communicating with these agents.
This was all achieved within the time frame and Learning Gateway was deployed to all users
on schedule.
“From the day we started, I have been impressed with the way
Bridge Learning has handled this project. To date, we have not
had one complaint, not one, and that is with over 6ooo users.”
Dr Barbara Estehuyser
Senior Manager: Business Optimisation
Metropolitan Retail

10. 9
2. Bespoke Learning Management Systems and
Portals
Every company or organisation has different needs in regards to learning, infrastructure,
employee numbers and budgets. Our approach is to partner with a client and establish the
best possible way to deliver learning based upon a thorough assessment of what our client
requires.
Often these clients have specific needs that can only be met with a custom built LMS or
learning technologies that are best suited to other applications.
This means developing a clearly defined Purpose (why are we doing this?), a set of distinct
desired outcomes as well as identifying the needs and expectations of our client.
Once we have established the criteria above, there are two possible options:
1. Using our bespoke Bridge Learning Management System (BridgeBuilder) that is
customizable to all small and medium size enterprises. (10 – 200 employees)
2. We build to the client’s specific needs. Using HTML 5 technologies, we are able to
scale our learning systems to fit any size monitor, laptop, tablet or smart phone.
BridgeBuilder LMS and Learner Portal
Bridgebuilder is a purpose built cloud-based system that can also be developed as a
learning and information portal. It is a more affordable option for small and medium size
organisations that do not require the technology requirements of HRIS integration, Single
Sign-on (SSO) or the in-depth administration features of larger Learning Management
Systems.
BridgeBuilder features include:
 Customizable client interface page that can be branded/skinned to a client’s needs
 Customizable page and tab structures that include:
 News and information forums
 Social sharing apps
 Resource downloads
 Video tutorials
 Monitoring and user feedback for all learning assessments and tests
 Standard user reports

11. 10
Case Study:
Old Mutual RMM Broker Distribution
Old Mutual Broker Distribution distributes Life Assurance and Savings products to the low and
middle income market. This is done through independent brokers (brokers who work for
themselves and receive commissions for selling products). There is approximately 4 000
brokers on book. These brokers are serviced by a team of Broker Consultants stationed at
branches around South Africa.
The challenge for Broker Distribution lies in the high turnover of brokers. This could be due to
brokers changing allegiance to other insurance companies, changing broker houses or
many new brokers entering or leaving the system.
All independent brokers have to be trained and have to pass a ‘License to Operate’ test
ensuring they know and understand the products they are entitled to sell. Because of this
high turnover, Broker Consultants are spending more time in training and facilitating tests
than servicing existing brokers.
Another challenge was that once a broker has done his/her training, passed the test, they
want to sell the products. This caused problems in that it was paper based, meaning the test
had to be sent to head office, where it was marked, and if passed, the LTO was sent to the
broker. By then, Broker Distribution had lost the business.
The challenge to Bridge Learning was to create a secure cloud-based portal that included
personal information and tests based on the different categories a broker can sell.
Once a broker has completed a test, the system will notify the broker immediately if he/she
has passed or if failed, to retry the test again. The tests are based on randomized multiple
choice questions.
Once the broker had passed the test, the system would notify the Broker Consultant who had
done the training and Head Office via automated email. Head Office could then
immediately issue a License to Operate via SMS. The system would also keep an audit trail or
all persons attempting, failing or passing the tests including time spent.
The Old Mutual Broker Distribution portal has been expanded to include resources such as
product material, rate cards and product presentations.
“I had a difficult challenge ahead of me. Luckily, Bridge had the
depth of knowledge and the capabilities to produce a
masterpiece of computing that has streamlined my sales process.”
Paul Brewer
Executive: Broker Distribution & Franchise operations
Retail Mass Market

12. 11
3. Design and development of specific learning
programmes and interventions;
Our methodology
It is our opinion that traditional training is no longer good enough. High performance
companies are adopting a different model for 21st Century learning guided by the '70-20-10
Model of Development' and the possibilities of informal learning, enabled by technology.
In the "70-20-10 Model of Development", 70% of learning is through practice and sharing on-
the-job experiences; 20% is through other people by exposure to coaching, feedback, and
networking; and 10% is through formal education-based learning interventions.
Our methodology explores the architecture required to design, implement, manage and
report on the learning and development to encompass all aspects of the '70-20-10 Model of
Development'.
A 'learning architecture' is an organization's unique blueprint of agreed-upon learning needs,
learning strategies and delivery strategies for its training. This gives designers, trainers and
managers a clear view of what types of problems the organization will solve, how they will
solve them, what tools they need and which approaches the organization will take. In order
to design this learning architecture, Learning & Development specialists within organisations
require the assistance of a Learning Architect.
A 'Learning Architect' designs, in collaboration with the organisations L&D specialists,
environments for learning. Like the architect who designs buildings, the learning architect will
assist in addressing the following:
1. What is the nature of the learning requirement? What knowledge, skills and attitudes
is the employer wishing to engender in the employees working within the business,
division or department in question? How will this learning contribute to effective
performance?
2. What jobs are carried out in this target area? How many people are doing these
jobs? What are these people like in terms of their demographics, prior learning, ability
to learn independently, their motivation and preferences?
3. Under what constraints must this learning take place? How geographically dispersed
is the population? How much time and money is available? What equipment and
facilities can be deployed to support the learning?
The Learning Architecture would include a central theme, content assessment, activities,
case studies, competitions and games (also referred to as "Gamification") as part of a
comprehensive and cohesive learning environment.
All materials include assessments mechanisms and our Learner Management System (LMS)
enables us to report accurately on both learning activity and learning results.

13. 12
Our Blended Learning approach
Blended Learning: chunked learning in e-learning format - deployable prior and post training
event to ensure 'bite sized' learning. Blended learning enables learners to gain the
knowledge, skills and experience they require through both the interaction in a facilitator-led
environment and the privacy of an on-line environment.
Traditional training: with a difference! We create visually rich, highly interactive materials
which we deploy both in the facilitation and on-line. We also build games, activities and
challenges, directly related to the content and learning outcomes, which further enhance
the learning journey.
Social learning - set up of an internal social media coaching and guidance channel to
communicate, provide answers and solutions
Evaluation & assessment - each content piece will have on line testing and evaluation with
scoring for each participant

14. 13
Case Study
Distell Sales Force Effectiveness Programme
Background:
The Sales Force were moving from a specialist, single category sales professional to a
generalist, multi-category Customer-needs focused sales professional. The Salesforce
Effectiveness blended learning programme was developed in order to conceptualise and
implement this overall approach.
The target audience was a professional sales person within the off- and on-consumption
arena. So, how did we do this? We turned to our blended learning approach.
1. Employees first had to complete pre-training e-learning assessments in order to evaluate
existing knowledge. This consisted of:
 A Learning Management System, theme branded ‘Own the Last Mile’
 7 e-learning assessments and uploaded to the portal
 Resources in the form of pdf’s, that could be downloaded for reference purposes.
Learners had to complete and pass all e-learning assessments before enrolling on the
programme.
2. We developed a four-day train-the trainer 'deep dive' instructor led programme. This
included themed video, games and presentations.
3. We then developed post-training e-learning assessments in order to gauge new
knowledge.
Learners were scored and tracked via the LMS and scores reported back to
management.
4. Lastly we developed 1-hour, twice monthly, short ‘bursts’ of traditional training to
reinforce this knowledge.

15. 14
4. Production of learning content
SCORM e-learning content
Bridge Learning has the capacity to produce any web-based or SCORM compliant e-
learning and assessment content and programmes.
We are also in the process of developing our own ‘range’ of e-learning products that apply
to a more ‘South African’ market. This includes Diversity and Workplace Legislation courses,
Financial Services, the Customer Experience and many more.
Traditional training collateral
Bridge Learning employs creative content developers that can develop all forms of learning
content from concept to final product.
PowerPoint presentations
Communicate more effectively with the use of dynamic presentations. That’s why we have a
team of presentation designers, copywriters, and web developers, all working to help you
maximize your message with your audience.
Design and Graphical development
We design and produce all learning collateral from project logos, learning/training resources,
workbooks and banners through to theme videos.
Games and Gamification
We design and develop traditional games and game events that build competitiveness
amongst teams. We also develop online games (gamification) that can be class-room
based or played online over a large geographical area.

16. 15
Contact us
Johannesburg:
Contact person: Joanita Radivoev
First Floor, Block A, Pineslopes Office Park,
Cnr The Straight and Forest Road, Magaliessig, Fourways
Tel: 011 467 8000
Cell: 082 493 4114
Email: joanita@bridgelearning.co.za
Cape Town:
Unit 2 11-on Buitensingel Street, Cape Town
Tel: 021 422 0335
If you would like to know more about our unique learning methodologies, please contact:
Michael Ancell
Cell: 071 640 6234
Email: michael@bridgelearning.co.za
If you would like more information on our e-learning products, please contact:
Glenn Chiles
Cell: 083 298 1770
Email: glenn@bridgelearning.co.za
If you need technical information, please contact:
Stephen Guild
Cell: 083 287 1216
Email: stephen@bridgelearning.co.za
For more information, please visit our website:
www.bridgelearning.co.za
For more information on our partner companies please visit:
www.lumesse.com (full suite of talent solutions and learning)
www.compugrafix.co.za (presentations)
www.perfect10design.co.za (development of bespoke learning and information portals)