If you’re looking to quickly start training your workforce, don’t waste time on lengthy and complicated IT projects; instead, use this guide to create an Employee Training Portal in just an hour—without writing a single line of code!
This resource provides specific instructions and outlines how to implement the necessary resources to launch your business’ required training as soon as possible.
The Importance of Having a Quick Training Portal is Now
Today’s employers have transitioned to digital mediums for training purposes, and their employees are also expecting these types of services. Due to this increase in the amount of companies using Learning Management Systems (etc.), digital learning has now become expected rather than special.
Small and Mid- Size Companies (SMEs) typically find creating a streamlined training hub the quickest way to standardize onboarding processes, track completions and ensure alignment of all employees without the need for hiring a L&D team.
On a related note, the use of LMS platforms by an organization facilitates improvement in the form of improved employee engagement, personalized learning experiences based on interests and preferences and measurable improvement of performance and competitive advantages.
As for small companies and mid-size organizations, even building an extremely simple portal containing Critical Modules, Quizzes, and Policies can greatly reduce the number of times employees come into large gaps of knowledge, increase the rate at which repetitive actions (e.g,. manual on-boarding) occur, and create efficient compliance procedures for all parties involved.
Minimum Viable Training Portal (MVP)
What is it? Before even thinking about technology, clarify what a “good enough” result looks like after the 60-minute build. The intention of the MVP training portal is not to be a “perfect” enterprise Learning Management System (LMS) but rather to develop an MVP that can be built simply, be implemented right away, and provided with just enough of the core features that an employee will use on day one and will build upon in future releases of the training portal.
The MVP training portal, for most small to mid-sized organizations, should consist of:
- Dashboard Home Page that contains quick access links to important training courses, or modules, of an employee.
- A simple list of training courses, like: Onboarding 101, and Workplace Safety, & Code of Conduct, which includes the name only.
- Video or slide-based lesson content plus a quiz/checklist that completes the lesson content.
- Internal User Access Controlled to allow only employees to access the Internal Training Portal.
Choose a Fast No-Code Platform
To stay within 60 minutes, it is recommended to utilize a no-code or low-code platform with a template for a Training Portal, Employee Hub, or Learning Portal available for immediate access. There are a number of tools available today that may allow a user to create secure Role Based Access Training Portals without writing any code and typically start with an already developed template.
This 60-minute guide will cover a no-code web portal that provides:
- User authentication
- Page Builder (Drag & Drop)
- A Table or List View for displaying courses
- Role-based access control (i.e., Admin & Employee)
- Video and file hosting.
Minimum vs. Maximum Features (for the first hour)
To limit scope, you should categorize the features listed above as either:
Minimum Features:
- A secure employee login.
- A page showing a list of courses, including titles, with brief descriptions of what they contain.
- 1 to 3 core training modules (which may be either video, PDF or slide decks).
- A short quiz or a course completion marker for each module.
- An easy way for an administrator to monitor employee participation and track their progress through the organization’s training modules
Future Considerations (Things We Would like to Explore or Have at a Future Point):
- Advanced Gamification (Badges/Leaderboards)
- Complete Competency Framework and Learning Paths
- Full Integration With HRIS and Automatic Enrollment
- Advanced Analytics & Custom Dashboards
- Social Learning Functionality (Forums, Discussion Boards)
60-Minute Build Plan
Below is a High-Level Overview of Everything You Need to Complete in 60 Minutes to Stay on Track:
- Minute 0 – 10 – Clarifying Your Goals and Must-Have Content
- Minute 10 – 25 – Creating Your Learning Platform and Structural Components
- Minute 25 – 45 – Creating Your Content and Quizzes
- Minute 45 – 60 – Testing, Refining, and Launching Your Learning for Your First Group of Learners.
This High-Level Overview Contains Steps That Map Back to the Timeframe Above. This Overview Also Assumes You Have Some Immediate Content to Use (e.g., Slide Presentations, Policy PDF Documents, Recorded Videos) or Have a Way to Quickly Create Short Text-Only Modules.
Additional Read:
The Future of Corporate Learning in WordPress
Step 1(0-10 MINUTES)-Clarifying Your Goals and Must Have Content
The best way to get yourself started on building your Learning Portal is to define your reason for creating the Learning Portal and what must be completed by eLearners within the first week. Studies show that when learning objectives and learning needs assessments are well-defined from the outset of the training process, training effectiveness increases dramatically, especially for corporate Learning Portals.
In the first ten minutes of your time, answer:
- Who are the intended audience (new employees, frontline employees, all employees)?
- What are the top 2-3 Learning Outcomes of the first Learning Week (for example: Understand company values, Compliance with Safety Fundamentals)?
- Which existing materials will be able to be utilized in this Learning Portal (for example: Employee Handbooks, Slide Presentations, Video Recordings)?
- Who will be responsible for making updates to the content and information once the Learning Portal has been launched? (For example: HR Department, Learning & Development Group, Team Leaders)
The Quick Starter Bundle includes a set of modules that are essential for most small to medium-sized businesses.
- Welcome & Company Overview (Duration: 10-15 Minutes)
- Workplace Policies and Code of Conduct
- Basic Information on Security & Data Protection
- Role-Specific Basics (Optional) for Key Roles (Sales, Support, Operations)
Step 2 (Duration: 10-25 Minutes)
Creating Your Portal Shell: Use your selected no code development platform to build the basic structure (or “Shell”) of your portal within that platform. Most no code portal builders and low code platforms will provide you with step-by-step guides or flows that will guide you through establishing your data structure (what data you want to keep), data pages (where you want the data to go), and what roles users will have when they log on to your portal.
Use this 15-minute block of time to do the following:
1. Sign up for an account with the developer of the no code development tool.
2.Configure Your Data Structure:
- Create a table for “Courses,” or “Training Module,” with the following fields: Title, Description, Format, Estimated Time, Link to Course(s) or Document(s), Status.
- Create a table for “Users,” with the following fields: Name, Email, Role (e.g., Admin, Employee).
- (Optional) Create an “Enrollments/Completions” Table to track how many modules each user has completed.
3. Create Basic Pages:
- A Login Page
- An Employee Dashboard Page (for navigating to required modules).
- An Admin Dashboard Page (for tracking modules completing).
4. Recommended Layout for Easy Access
Keep the navigation to a minimum to avoid frustration for users; examples of easy navigation are:
- Home/Dashboard
- My Training
- Policy/Resource Center
- Support/Help
Following this easy navigation layout is supported by the latest best practices for Business Learning Portals, including using a user-friendly approach to navigation and clearly defined learning pathways.
Step 3 (25-45 minutes): Create Courses and Content to Include Basic Assessments
Using the framework described above I populated and built out the Learning Portal using the research information concerning the integration of interactive learning environment and the integration of short focused learning with opportunities to engage more fully with the materials and aids with retention of knowledge gained.
1. Focus Areas:
- To build 2-3 short course modules with the following components
- Module Title with a brief description of 1-2 lines
- Embedded Content – (i.e. video; slide presentation; article; etc.), and
- A Basic Assessment or a basic acknowledgment checkbox.
2.Create Using Microlearning Guidelines
- Create short (5-10 minutes) Modules.
- Focus each module on one key learning outcome.
How To Quickly Add Content Formats
You will be able to add new content formats to your learning system in less than 20 minutes. Here’s how:
- Upload PDFs/slides (previously created) by linking to them as Learning Modules.
- Embed Pre-recorded Short Video Clips as a Learning Module via a Video Hosting Service (YouTube, Vimeo, etc.)
- Create Text-Based Learning Modules (including outlines using Bullet Points and Headings).
- Include Quizzes with 3–5 Questions per Learning Module to Test Basic Knowledge.
Microlearning Style Learning Modules Have Been Shown to Significantly Improve Focus & Retention Over Time. The Use of Microlearning Modules Also Makes it Easier to Establish Quick Roll-out Procedures for Large Scale Training.
Step 4 – Configure Roles, Access, and Progress (45 – 55 minutes)
The last technical step is to make sure that the people who have been identified as being appropriate for the Learning Portal see the appropriate content and that they can substantiate the completion of that content using Progress Tracking. Best Practices for Learning Portals Include Configuring User Access Based on their Job Role and Establishing Progress Tracking for the Users of the Learning Portal.
10 minutes: In the User Role Definition Process, You Will:
1.Define the User Roles:
- Admin (the user role that will be responsible for adding/editing Courses and Producing Reports).
- Employee (the only User Role that will be able to access and complete the assigned Learning Modules).
2. Establish Visibility Rules:
- Every Employee Can See the Mandatory Modules (Onboarding and Compliance Modules).
- Only Certain Employee Groups Will Be Able to See the Role Based Learning Track (For Example, Only Sales Employees Will See “Sales Fundamentals”).
3. Allow users to easily track their module completion:
- Let users track their module completion through either quiz pass, checkbox, or admin mark as complete.
- Let users see on the admin dashboard/report if they have completed/not started/in progress for each user/module.
These lightweight features are representative of the general approach most organizations take when launching an LMS; to start with basic tracking through required courses, and then to expand to more sophisticated reporting analysis.
Step 5: Testing, Launching, and Communication (55–60 minutes):
Use 5 minutes of this step to test the full flow of the entire processes from both the employee and admin roles. The case studies on corporate learning/i-learning portals highlight the need for simple guidance and communication at the time of launch to improve user adoption.
Conduct a quick site test:
- Log On as a test employee
- Navigate to the dashboard
- Open a Module
- Pass the Quiz or Mark the Completion
- Check the completion update in the Admin View
Create a Short Launch Message:
- The purpose of the Corporate Portal
- How to access it, and by when they need to complete it for their employees
- Who they can contact for assistance (HR or L&D)
Rolling out an initial version of the product to a small group or pilot test (i.e. One Team) allows you to check your product’s user interface flow and resolve any initial issues with login, content, etc., prior to launching the product companywide.
Essential Functionality Versus Advanced Enhancements
As your product grows past the very first hour of launching it, you can selectively add advanced functionality that supports your organisation’s strategic plan. Research has shown that organisations achieve superior learning outcomes if they leverage experiential learning through incremental additions of interactivity, collaboration and personalisation.
Examples of what could be added as your product matures;
- Structured learning paths designed around the modules as a learning journey, Onboarding, Leadership and Role Specific Tracks
- Certificates of completion for major learning paths ( e.g. “Certified in Role X”) as motivation and recognition
- Informal learning resources e.g. discussion threads or Peer Q&A capability
- Deeper integrations with HRMS systems that enable your organization to automatically synchronize and assign courses to employees
Medium-term — 3 to 6 months from launch
- Implementing structured learning paths and initial certification programs
- Creating Learning Paths based on common mistakes, or frequently asked questions issues
- Implementing the use of Analytics to Identify Skill Gaps
No-code employee portal builders and low-code tools are often highlighted as ideal for non-technical teams because they balance speed, customization, and security. Lightweight LMS products are better if you want more learning-specific features out of the box, such as assessments, certificates, and progress analytics.
Best Practices to Keep Employees Engaged
A portal built in 60 minutes is just the starting point; sustained engagement depends on how you design the learning experience. Research on learning portals for employee training recommends multi-device support, short modules, varied content formats, and regular updates to keep learners returning.
To drive engagement:
- Offer mobile-friendly access so employees can learn on the go and on their preferred devices.
- Mix media types (video, text, quizzes, scenarios) to cater to different learning styles and keep attention high.
- Align training content with real work tasks and performance goals, not just compliance.
Data-driven improvement
As the portal gains usage, leverage simple analytics:
- Monitor completion rates and time spent per module.
- Identify modules with high drop-off and simplify or shorten them.
- Use employee feedback to prioritize new content or adjust difficulty levels
Evidence of data usage demonstrates that organizations that use learning data to improve their training programs have higher levels of employee engagement, and more strongly connect the learning to performance.
Scaling from a “60-Minute Portal” to Strategic Learning and Development
Once you have a basic portal that allows employees to complete their required training, you want to connect that portal to your overall people strategy. Many L&D leaders have reported that the adoption of LMS & learning portals has enabled organizations to make significant progress in transforming their cultures and encouraging a mindset of continuous learning when combined with Talent Development and Performance Management strategies.
To achieve a strategic advantage:
- Position all the courses you create in the portal against competencies and roles so that you can use the portal as a primary source for developing career paths, not just to support onboarding.
- Include Soft Skills and Leadership courses to support the continued growth of employees beyond mere compliance or technical knowledge.
- Centralize all learning assets in the portal to minimize fragmented sources of information such as shared drives, email, and chat links.
- With time, a simple employee training portal can evolve into a rich and comprehensive learning ecosystem that builds retention, enhances performance, and increases employee engagement.
A straightforward employee training platform can begin operations within 60 minutes. It is preferable to have this basic platform live than to create a more complex system that does not get released. Employing clearly defined objectives, no-code building platforms, and a limited number of high-impact modules allows for the delivery of regular training sessions with accurate record-keeping. Additionally, ongoing enhancements can be made to training delivery through the incorporation of metrics and feedback.
Conclusion:
In a matter of weeks instead of months, SkillTriks enables Human Resources teams, Founders, and Learning and Development Leaders to transform disorganized training materials into AI-compliant structured learning experiences with actionable results. SkillTriks provides advice on strategy, content, and implementation support, which will allow your initial low-tech portal created in 60 minutes to become a long-term sustainable learning resource for your organization.
FAQ’s
Q: Will it be possible for an individual to successfully develop a training portal for employees in 60 minutes without any prior technical knowledge?
A: Yes, the use of no-code training portal builders or lightweight Learning Management Systems (LMS) can allow you to develop logins, select the core training modules to include and create a system to monitor participation in less than an hour when starting from a pre-established template.
Q: What is the simplest tech stack for a small business training portal?
A: For most small businesses, a no-code portal tool plus a cloud storage or video hosting service is enough to host content, manage users, and track completions, avoiding the complexity of full-scale custom development.
Q: How many training modules should I include at launch?
A: Start with 2–4 essential modules that cover onboarding, policies, and safety or security basics, then expand based on feedback and observed skill gaps over the following weeks.
Q: How do I measure whether my training portal is working?
A: Track completion rates, quiz scores, and time-to-productivity for new hires, then correlate training participation with key metrics such as reduced errors, fewer policy violations, or higher customer satisfaction scores.
Q: What are common mistakes when building an employee training portal quickly?
A: Common pitfalls include overloading the first version with too many modules, using long, text-heavy content instead of concise microlearning, neglecting mobile usability, and failing to communicate expectations and deadlines clearly at launch.
