eLearning Blog

43 Awards and Counting

With the latest Brandon Hall award win, LHT Learning has now earned 43 learning industry awards since 2017. Our client success stories are shining through on award applications. They demonstrate the measurable results LHT’s custom eLearning programs generate. 

We are proud of our clients whom we partnered with to create these award-winning custom eLearning programs. Learning industry awards that we have won include Brandon Hall Excellence in Learning Awards, Communicator Awards, Davey Awards, Horizon Awards, and OMNI Awards

Get in touch with us today to learn more about our award-winning programs and how we can help your learners connect the dots between your information and their actions.

By |2019-09-26T15:30:16+00:00September 17th, 2019|Uncategorized|

Compliance Training Provides Opportunity to Address Top Compliance Risks






By Ben Palchick

Thank you Bloomberg Law for the informative webinar about the top compliance risks facing today’s in-house counsel. Bloomberg Law also noted how compliance training can provide an opportunity to address these risks. 

Compliance officers are certainly challenged with an ever-increasing scope of responsibilities and changing guidelines. What was clear from this presentation is that GDPR, cybersecurity, privacy, and 3rd party FCPA risks remain as top compliance concerns and targeted areas of federal government enforcement actions. To mitigate these risks, compliance officers should aim to naturally integrate compliant behaviors into the culture of an organization. One way to do this is through effective administration of training, particularly robust new hire training, annual refresher training, and role-specific training on these risk areas and other key compliance concepts. 

LHT Learning has recently helped several healthcare and energy companies with GDPR, cybersecurity, privacy, and 3rd party intermediary training programs. These training programs have used gaming and scenario-based training elements to help employees not only understand these complex topic areas, but connect that information to their day-to-day jobs, and ultimately minimize compliance risk.



By |2019-09-11T16:44:24+00:00September 11th, 2019|Uncategorized|

LHT Learning Distinguished with Three Best Advance in Global Compliance Training Awards


LHT Learning Wins Gold

The awards keep rolling in for the boutique custom eLearning firm, recognizing their unique design and focus on behavior change for critical employees

Columbus, OH – Sep. 3, 2019 –LHT Learning announces today that it won three Brandon Hall Excellence in Learning Awards in the Best Advance in Compliance Training category. Already recognized for more than 40 industry awards in the last year alone, LHT Learning took home one Gold and two Silver awards in the 2019 Brandon Hall global training awards evaluation.

LHT Learning shares these awards with its long-standing clients, Owens & Minor, American Electric Power, and Johnson & Johnson. “What LHT creates and how we partner with our clients is unique. These awards are a continued testament to our commitment to design that’s outside the box and helping clients achieve real business results,” said LHT Learning CEO Dan Longhouse.

“The HCM Excellence Awards recognize programs that measurably benefit organizations,” said Mike Cooke, Brandon Hall Group CEO. “Many human capital management departments are unable to confirm that their initiatives help the business’s bottom line. Because we focus on measurable benefits, our awards program is universally recognized and highly prestigious.”

Key components of the award-winning programs included:

  • Targeted and simple scenario-based learning that allowed the practice of complex concepts
  • Visually engaging training formats, such as interactive infographics and flip books
  • Custom graphics that blended client workplace photography and animation, bringing a wow-factor and immediate relatability

 “The entire purpose of custom eLearning is to connect information to actual business results. In a fast-pace business environment, training that grabs and sustains employee attention makes a noticeable difference in the application of training concepts in day to day jobs,” Longhouse continued.

To learn more about LHT Learning, please call 614-432-8911 or email info@thelhtgroup.com.




About LHT Learning

Positioned at the collision point of art, technology, and training, LHT Learning creates custom, digital learning solutions that engage learners and connect complex information, to action and behavior change. As a trusted learning advisor, LHT Learning collaborates with large and small organizations to create award-winning training using the latest instructional techniques, modern technologies, and engaging graphics and design. Learn more at www.lhtlearning.comand follow us on LinkedIn.


About Brandon Hall Group

Brandon Hall Group is an HCM research and advisory services firm that provides insights around key performance areas, including Learning and Development, Talent Management, Leadership Development, Talent Acquisition, and HR/Workforce Management.

With more than 10,000 clients globally and 25 years of delivering world-class research and advisory services, Brandon Hall Group is focused on developing research that drives performance in emerging and large organizations and provides strategic insights for executives and practitioners responsible for growth and business results.

By |2019-09-26T15:30:17+00:00September 3rd, 2019|Uncategorized|

Learn How To Calculate ROI

calculate roi


A few of our clients have asked us how we determine the ROI (Return on Investment) for a compliance training initiative. It’s a great question because it recognizes that taking on a learning and development effort is ultimately a decision that addresses a business opportunity or marketplace threat. Let’s take a look at how ROI can work when it comes to training.

Taking a traditional view of calculating ROI for a training initiative is purely a numbers-crunching exercise. It’s a simple, but very difficult, task of tallying up the monetary value of all the inputs (costs associated) and outputs (positive outcomes) linked to creating and deploying a training effort.

Examples of Inputs – Costs Associated

  • The cost of buying an “off-the-shelf” training course or paying a vendor to create a customized version.
  • The amount of time and effort that an organization’s subject matter experts (SMEs) will need to invest in creating and reviewing learning deliverables.

Examples of Outputs – Positive Outcomes

  • An improved new hire training program, which leads to a reduced amount of time and cost it takes to get a new employee to the production floor. When considering a training program that covers how an organization needs to safeguard private and personal information.
  • The cost savings related to avoiding lawsuits or reducing regulatory fines and penalties.

After the positive outputs and required cost inputs are totaled, simple math can be applied to compare different learning options or to the current stead state. Organizations will typically calculate how long it will take to “pay off” the investment of the required cost inputs with how quickly they can expect to see positive outputs.

Can deciding on a learning initiative be defined by purely financial factors?

Sometimes these inputs and outputs are simply too difficult to monetize. However, looking beyond monetized value gives an organization a view of value-laden possibilities that should be considered. These inconsequential but rich realities offer value that cannot be counted or measured in financial terms.

Establishing credible professional expertise, connecting new communication ties across organizational teams, and creating marketplace and brand trust are just a few that we have experienced in our practice.

When you mill these intangible benefits into your decision-making grinder, you can see and capture even more value from a training initiative. ROI doesn’t need to be confined to a purely financial and accounting calculation. You can blend and mix several intangible benefits into your decision-making process about how to tackle a training and development opportunity. Here are a couple of examples of intangibles that we have seen at our company:

  • During the learning analysis and design phases of course creation, a learning initiative might reveal process improvement opportunities that may have otherwise gone unnoticed and unchanged.
  • Learning assets created for customers or alliance sales partners could create marketplace credibility and brand value by giving your sales team an edge on the way they offer sales and service support compared to competitors.

The bottom line is, calculating, or even thinking about ROI, gives organizations an advantage when making the important decisions about training and development investment. At LHT Learning, we recognize those risks and opportunities, and we bring innovation, fresh thinking, and creative solutions that match your requirements, goals, and organization’s vision.

By |2019-09-26T15:30:17+00:00December 19th, 2018|Company, eLearning|