How One Association Turned Expert-led Training into a Scalable Digital Program.
When the Austin Association of Facility & Maintenance Engineers (AAFAME) set out to expand its respected Building Engineers training, the goal was not to simply “put it online.” The program had been shaped by experienced instructors and real job-site conversations. That depth mattered.
AAFAME had strong subject matter expertise and a training book years in the making. Early AI-generated drafts captured large amounts of information, yet they read more like rule lists than learning experiences. What was missing was instructional judgment. How should ideas build on each other? Where did learners need context? How would a new building engineer apply this knowledge in the field?
Together, we organized trainer notes into a
clear pathway, shaped technical language for
newcomers, and grounded every concept in real workplace situations.
The result is a flexible learning asset that supports independent study, facilitated instruction, and future online modules now in development. SME expertise is preserved in a format built for growth into a digital foundation designed to scale.
eLD On the Road: A Resource for Learning Professionals
In fields like IT, manufacturing, and healthcare, where precision and application matter most, scalable online training can’t afford to be superficial.
We'll be hosting a break session on this topic while we’re in Orlando at the 49th Training Conference & Expo, February 23-25. On Wednesday, our Chief Information Technology Officer, Dr. Diana Brandon, will share how to translate hands-on practice with evolving eLearning modalities. Attendees will learn how to strategically use eLearning to develop critical thinking and decision-making skills, so your technical training can focus on building true job-ready capabilities.
Hosted by Training Magazine, this train-the-trainer conference is considered to be the premier event for the learning industry seeking solutions for their members and a great opportunity to discuss your training and development needs with learning providers. For more information, download the conference brochure here.
We have free passes for YOU (our eNewsletter subscribers!)
Staff Augmentation: Available Across Business Sectors
Scale Your Training Team’s Output Without Adding Headcount.
Organizations across business and industry are under steady pressure to deliver effective employee training while managing changing priorities, limited capacity, and evolving skill requirements. One workforce model that has become increasingly common in learning and development is staff augmentation.
Staff augmentation is a flexible staffing approach in which an organization temporarily adds specialized professionals to its internal team. Rather than outsourcing an entire project, the organization retains control of strategy and direction while bringing in additional expertise or capacity for a defined period of time.
Staff augmentation can provide learning strategists, experienced designers, multimedia developers, and accessibility specialists.
This model is typically used in situations where:
• Project timelines accelerate • A new skill set is required that does not exist internally • Workload exceeds current team capacity • Short-term coverage is needed during transitions or leave
How Staff Augmentation Can Work in Training & Development:
Consider a mid-sized retail company preparing to launch a new point-of-sale system across 200 locations. The internal L&D team is responsible for designing training for store managers and frontline associates. At the same time, they are maintaining compliance training and onboarding programs. The technology rollout is time-sensitive, and the new system requires interactive simulations and scenario-based practice, capabilities the internal team has limited experience producing.
In this case, the company brings in two instructional designers with experience in systems training and one multimedia developer to build simulations. These professionals work alongside the internal team for four months. The internal L&D leaders define learning objectives, align content with business goals, and oversee stakeholder communication. The augmented team focuses on development and production.
Once the rollout is complete and the training materials are launched, the additional team members transition off the project. The organization meets its deadline without permanently expanding headcount, and the internal team maintains ownership of its overall learning strategy.
And remember, staff augmentation is not a replacement for internal Learning and Development functions. It is a capacity and expertise solution that can help organizations respond to periods of growth, change, or increased demand while maintaining quality and consistency in employee training.
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