ELS Case Studies

EOD Case Studies

EOD Training

Explosive Ordnance Disposal (EOD) and Explosive Safety Management training are essential for military and law enforcement personnel across the world, focusing on the safe handling, identification, and disposal of explosive devices. EOD training provides the necessary skills to disarm and mitigate risks associated with explosives, while safety management training emphasises compliance with regulations, accident prevention, and emergency response protocols. Given the ongoing threats and the need for safe explosive handling in industries like construction and mining, this training is crucial for ensuring public safety and operational effectiveness in the UK.

ⓘ To learn more about specific projects and our expertise in this area, explore our case studies by clicking on each tab.

WOME Explosive Safety Management Course

Challenge

Explosive Learning Solutions (ELS) were required to identify, design and deliver an explosives safety-specific course-training programme for the Defence Infrastructure Organisation (DIO). The courses were certified by the Institute of Leadership and Management.

Solution

ELS conducted a detailed needs analysis into Explosives Safety Managers (ESMs) specific roles and responsibilities in their management of DTE Explosive Store Houses (ESH).
ELS determined the specific Explosives Safety Managers requirements, achieved through the conduct of facilitated workshops with the training audience and senior DIO managers. This approach determined the detailed aspects of day-to-day roles.
ELS designed the training course that was suited to the exact DIO role requirements and responsibilities. It was also mapped to appropriate recognised technical competences.
ELS have trained over 120 persons over the last 3 years and have also ‘saved’ the MOD over 240 training weeks that have been returned from this mandatory training back to into operational time.

Outcomes

Efficiency Improvement – Reduced training duration from 3 weeks to 4.5 days, enhancing operational efficiency.
Customised Training – Tailored explosives safety course addressing specific DIO requirements.
Safety-first mindset – Increased understanding of safety practices significantly.
Flexible training program – Use across a variety of regions and classrooms.
High satisfaction – Course participants endorsing the course as relevant and directly related to what they need to understand.

CEDE Balkans

Challenge

Explosive Learning Solutions (ELS) was contracted to design and deliver two ammunition management “train-the-trainer” courses in the Western Balkans, specifically in Albania and Montenegro on behalf of the UK MOD CEDE office. The aim was to enable managers at national ammunition storage facilities to interpret and apply the International Ammunition Technical Guidelines (IATG) for the safe storage of explosives and ammunition. The training was part of a broader initiative to improve explosives management in the region and align local practices with UK Defence best practices.

Solution

Developed a tailored “Train the Trainer” program specifically designed for ammunition management, focusing on the unique needs of the Western Balkans.
Implemented a hybrid model combining in-person sessions with access to ELS MOODLE for interactive exercises, enhancing learner engagement and retention.
Created course content that strictly adheres to the International Ammunition Technical Guidelines (IATG), ensuring participants could effectively apply international standards for safe explosive storage.
Utilised seasoned trainers with extensive military and technical backgrounds, providing participants with real-world insights and practical applications in ammunition safety management.
Conducted follow-up reviews of local Standard Operating Procedures (SOPs) and provided ongoing consultancy to reinforce training outcomes and facilitate continuous improvement in ammunition management practices.

Outcomes

Trained 35 managers in ammunition safety protocols.
Enhanced local capacity for explosives management practices.
Aligned training with UK Defence best practices.
Improved Standard Operating Procedures for participants.
Facilitated ongoing regional collaboration and engagement.

UNOPS HET Hazard Awareness

Challenge

Explosive Learning Solutions (ELS) was required to develop a comprehensive Hazardous Environment Training (HET) program for the United Nations Mine Action Service (UNMAS) in Afghanistan. This initiative involved conducting a Training Needs Analysis (TNA) remotely to identify skill gaps among personnel from over 300 NGOs and up to 80,000 local employees. Based on the findings, ELS designed three tailored training courses to enhance explosive hazard awareness and operational safety. These courses were culturally adapted and translated into Dari and Pashto, ensuring effective delivery across the diverse training audience.

Solution

Remote Training Needs Analysis: Conducted a thorough TNA to identify skill gaps among NGOs operating in Afghanistan.
Tailored Course Development: Designed three specific courses: HET Train the Trainer (10 days), HET Train the Main Operators (4 days), and a 4-hour HET awareness brief for all staff.
Alignment with International Standards: Courses are aligned with IMAS 06.10, IMAS 12.10, and IMAS Technical Note 12.01/01 to ensure compliance with global best practices.
Culturally Relevant Content: Created training materials that are culturally accepted and translated into Dari and Pashto for effective communication.
Cascade Training Model: Enabled UN staff to deliver training throughout the NGO community, maximising reach and impact.

Outcomes

Enhanced safety for 80,000 local personnel.
Established a sustainable training model for NGOs.
Improved understanding of explosive hazards in Afghanistan.
Culturally adapted training materials were effectively disseminated.
Strengthened capacity for local NGOs in hazardous environments.

Defence Digital Learning

Over the past 20 years, ELS has worked extensively with the MoD. UK Defence Digital Learning encompasses a range of innovative educational programs designed to enhance training and development within the UK Armed Forces. All projects we have been involved in have leveraged digital technologies to create flexible, accessible learning experiences that meet the evolving needs of military personnel. The programmes focus on various areas, including leadership, technical skills, and operational readiness, utilising platforms such as eLearning modules and collaborative tools. The relevance of Defence Digital Learning in the UK is significant, as it addresses the need for continuous professional development in a rapidly changing operational environment. This approach not only enhances individual capabilities but also contributes to overall mission success and operational effectiveness in modern defence scenarios.

ⓘ To learn more about specific projects and our expertise in this area, explore some of our case studies by clicking on each tab.

Training Analysis Services to RN

Challenge

ELS supported Vertex Professional Services in conducting a range of Training Analysis Services to assist in the future development of training solutions directly supporting Royal Navy platform crew training.

Solution

Previously generated Training Needs Analyses (TNA) and subsequent reports against multiple roles required quality assessment of each TNA report’s data maturity for possible impact on the development of training solutions.
ELS resourced a team of training analysts to devise and execute a quality assurance process for assuring TNA quality alongside the client. The volume of work and requirement for strict JSP 882 compliance and consistency required a systematic, batched iterative process. Impact assessment of the TNAs led to impact statement reports detailing the level of maturity and any quality shortfall against JSP 882 standards.
From this, a Formal Training Statement was derived & submitted, and the identification of Enabling Objectives (EOs) and Key Learning Points (KLPs) was presented in a Learning Scalar.
The outputs of the process were delivered on time, to standard, enabling the development of Formal Training Statements (FTS) for each TNA, and later development of courseware and supporting training media to RN-specified standards.

Outcomes

Quality process - High volume of TNA material to be processed.
Rigorous analysis – Training analysts familiar with the application of JSP 882.
Performance and Maturity – Workflow and Management Information Reporting.
Throughout – Met a challenging timeline against quantitative and qualitative standards.
Fitness for purpose – v Defence-compatible formats and contents provided a firm basis for role training design.

Modernisation Mapping for RN

Challenge

Capita plc required a structured mapping team from ELS to identify and implement accreditation pathways for Naval Service roles for the first year of the modernisation project.

Solution

Conducted a thorough discovery phase to identify handover points.
Developed draft processes for the mapping activities.
Created a stakeholder map for effective collaboration with Capita and Raytheon.
Produced initial and full business cases for accreditation options.
Mapped personnel requirements for post-discovery activities based on skills audits.
Designed templates for efficient mapping activities.
Supported the upskilling of Capita staff through accreditation opportunities.
Proposed diverse accreditation routes, including apprenticeships and micro-credits.
Ensured alignment with the University of Lincoln for CPD opportunities.

Outcomes

Mapped RPSs – Establishing a clear pathway for accreditation.
Clear processes – Enabling a standardised approach to training across RN.
Diverse Accreditation Routes – Providing all Naval personnel with equal opportunities for professional development.
Laid Groundwork for Future Phases – Foundation plan for the follow-on phases of the modernisation.
Pinch Point Trades – Recommended priorities for roles facing retention challenge.

Business Skills College

Challenge

The Defence Academy required a prime contractor to provide a skilled team of training and development professional experts to support the Business Skills College (BSC) training portfolio, particularly in the context of the Commercial Professionalism Programme (CPP).

Solution

From 2017 to 2025, ELS delivered a mix of face-to-face and virtual training across various domains, including P3M and finance. Design and develop tailored courseware to meet specific training requirements for the Defence Academy including adapting existing courseware for virtual environments.
Created engaging virtual training delivery systems.
Implemented Technology Enhanced Learning (TEL) strategies.
Conducted extensive training needs analysis (TNA) for the client.
Collaborated closely with the client to meet evolving needs, ensuring continuous support and communication throughout.
Ensure flexible delivery options to accommodate evolving demand for training services.
The training had to meet specific KPIs and quality assurance standards set by the Defence Academy.
Provided all paperwork required of DSAT.

Outcomes

Enhanced Training Effectiveness – Through tailored courseware.
Improved Course Design – That reflects current best practices in training delivery.
Strengthened Resilience – Built capacity to handle future changes in training delivery methods effectively.
Exceeding Established KPIs – Success rates significantly above KPIs, demonstrating high effectiveness and quality.
Responsive and flexible – Quickly adapted to evolving client needs.

RAF ASTRA Academy in the DLE

Challenge

Capita plc required ELS services to support a detailed understanding of the RAF’s usage of the Defence Learning Environment (DLE) to modernise training systems and enhance user experience.

Solution

This included user needs analysis, understanding operational environments, and identifying system problems. The project aimed to explore requirements for the ASTRA programme in greater depth.
Developed a clear understanding of operational environments affecting training through stakeholder engagement, gathering insights on system usage and effectiveness.
Created personas to represent user types and improve training design, adding tailored training solutions.
Analysed existing learning materials and systems for integration opportunities and established guidelines for branding and user experience (UX) to ensure consistency.
Established a governance process to ensure consistent training standards.
Provided recommendations for enhancing digital learning capabilities and user engagement.

Outcomes

Framework for effective management information – Enhancing decision-making.
Functional Improvements – Identified opportunities to leverage existing technology.
Governance Framework – Governance process established for course validation and compliance with DSAT standards.
Persona-driven pathways – Explained the needs and challenges of different groups.
Microlearning content – Leveraging Articulate 360 and H5P for a scalable eLearning solution.

Procurement Digital Learning Case Studies

Procurement Training Case Studies

The relevance of Procurement Digital Learning in the UK is critical, as it supports the government’s commitment to transparency, efficiency, and innovation in public procurement. By providing targeted training, this initiative helps procurement professionals stay abreast of developments in policy and technology, thereby improving their ability to manage contracts and supplier relationships effectively. Ultimately, this enhances the overall efficiency of public sector procurement, contributing to better service delivery and resource management across government operations.

ⓘ To learn more about specific projects and our expertise in this area, explore some of our case studies by clicking on each tab.

Change implementation in new commercial policy and procedures

Challenge

Cabinet Office required support to ensure the effective use of the new Procurement Act 2023 across Central, local, and arms-reach organisations.

Solution

ELS provided a core team of subject matter experts (SMEs) who combined extensive commercial leadership experience with facilitation skills to deliver a series of 3-day “Deep Dive” workshops.
Workshops were conducted remotely and combined interpretation of the regulations, exercises of problem analysis, solution development and lessons learned, all in accordance with Cabinet Office-provided guidance material.
The workshops were conducted over 12 months to representatives who would become the change agents in most government departments.
ELS SMEs attended weekly team meetings and regular Cabinet Office-led standardisation meetings where feedback and lessons learned were captured, consolidated and used to modify sessions going forward.
ELS SMEs attended and provided feedback on Communities of Interest activities.
The combination of subject matter expertise and facilitation skills were central to devising new practices and evaluating their efficacy in the marketplace, with the full programme winning an award in 2025 as a change programme.

Outcomes

Culture and Change- Successfully enabling functional and cultural change across government.
Adaption to change- Agile and adaptive to practitioner experience and reflection.
Performance and Maturity- High levels of participant satisfaction indicated workable best practice.
Learning organisation- Rapid adaptation to expanding knowledge and understanding in the user community.
Intuitive and responsive – Understanding user requirements and responses to perspectives.

DHSC Procurement Capability Programme

Challenge

DHSC required a graduated approach to procurement training covering wider stakeholder awareness, skilled practitioner capability and functional specialist understanding and skills, all based on a shared Body of Knowledge.

Solution

DHSC approached ELS to refresh their procurement training across the design, pilot, delivery and Train the Trainer (TtT) phases.
The design phase mirrored the DSAT approach with a discovery phase with close client engagement through Analysis, Design, Delivery and Assurance.
ELS developed and delivered a bespoke learning management system, which included the following products:
- Filmed webcast knowledge drop for procurement stakeholder awareness.
- A TtT session was included to allow the department to be self-sufficient at the end of the contract.
- Practitioner eLearning modular package using Articulate 360 (Rise) platform as preparation for:
  - 2–day practitioner workshops delivered online and face-to-face
  - 6 x functional deep dive functional specialist face-to-face workshops
  - Interactive and dynamic body of knowledge with search and query functionality
  - Body of knowledge
  - Peer support and learning (‘Community of practice forum’)

Outcomes

Embedded change – A consistent cross-organisational approach to procurement.
Rapid knowledge acquisition – Best use of time to upskill cohorts across the organisation.
Performance and Maturity – Standardisation of workflows and information exchanges.
Agile development – Rapid concept to execution timeline.
Successful implementation – Evaluation evidenced improved user understanding and confidence.

Systems Approach to Training (SAT) Digital Learning Case Studies

Systems Approach to Training Case Studies

The Systems Approach to Training (SAT) methodology is essential for enhancing procurement practices in the UK, aligning with the government’s goals of transparency and efficiency in public procurement. By focusing on a systematic framework, SAT ensures that procurement professionals receive comprehensive training tailored to their roles and current industry trends. This methodology equips them with the necessary skills to navigate complex policies and leverage new technologies, ultimately leading to more effective contract management and stronger supplier relationships. As a result, SAT contributes to improved service delivery and optimal resource management within public sector operations.

ⓘ To learn more about specific projects and our expertise in this area, explore some of our case studies by clicking on each tab.

Network Rail Commercial Courses

Challenge

Network Rail commissioned ELS to design and develop a range of eLearning courses to enhance project management and business skills among Network Rail staff. The courses, delivered through our internal Learning Management System (LMS), aimed to improve commercial and procurement competencies while fostering community and knowledge within Network Rail.

Solution

Training Needs Analysis (TNA): Conducted a thorough analysis to identify training needs and skill gaps.
Course Design: Developed a variety of eLearning courses ranging from bronze to gold levels using a Structured Approach to Training (SAT).
Content Development: Created unique content for project management and business skills, incorporating industry best practices.
Learning Management System (LMS) Management: Maintained and updated the LMS to host over 30 commercial courses.
Course Refresh: In the process of refreshing 18 existing courses to enhance engagement and relevance.
Completion Tracking: Monitored and reported completions rate for the updated courses.
Custom Graphics and Media: Utilised custom-built graphics, on-screen text, and audio to enhance the learning experience.
Accessibility Compliance: Ensured all courses adhered to Network Rail’s accessibility and branding guidelines.
Community Building: Promoted a sense of community and collaboration among learners through interactive elements.
Ongoing Support: Provided continuous support and updates to keep content current and relevant.

Outcomes

Increased Completion Rate – Achieved a 67% completion rate for refreshed courses, indicating strong engagement.
Enhanced Skill Development – Improved commercial and procurement competencies among staff, contributing to professional growth.
Streamlined Operations – Fostered more efficient operations within Network Rail through targeted training in project management and business skills.
Community Engagement – Strengthened a sense of community and collaboration among employees, promoting knowledge sharing.
Compliance and Accessibility – Ensured all training materials adhered to accessibility guidelines, making them inclusive for all staff.
Continuous Improvement – Established a framework for ongoing course updates, ensuring content remains relevant and effective.
Positive Feedback – Received favourable feedback from participants, highlighting the quality and applicability of the training.

Network Rail Principles of Project Risk Management

Challenge

The requirement for the training was to develop an immersive eLearning course on the Principles of Project Risk Management for Network Rail, aimed at equipping staff with essential skills for effectively managing risk in investment and delivery projects. The course sought to engage learners through a blend of multimedia elements and interactive activities.

Solution

Training Needs Analysis (TNA): Conducted a thorough assessment to determine the specific learning requirements related to project risk management.
Course Design: Developed a structured course outline focusing on the principles of risk management tailored for Network Rail’s context.
Content Creation: Created engaging and informative content that covered key risk management concepts relevant to investment and delivery projects.
Multimedia Integration: Incorporated infographics, videos with subtitles, and on-screen text to enhance comprehension and retention.
Interactive Elements: Designed and implemented interactive activities such as character branching, animations, and drag-and-drop exercises to engage learners.
User Experience Optimisation: Ensured the course was user-friendly and visually appealing, maintaining a consistent design throughout.
Voiceover Narration: Added supportive voiceovers to guide learners and reinforce key messages within the course.
Testing and Feedback: Conducted pilot testing with a sample of users to gather feedback and make necessary adjustments before full deployment.
Accessibility Compliance: Ensured the course met accessibility standards to accommodate all learners.
Ongoing Support and Updates: Established a plan for regular updates and support to keep the course content current and relevant.

Outcomes

Improved Risk Management Practices – Staff applied learned principles to enhance their approach to managing risks in projects, leading to more effective project delivery.
Increased Course Completion – High engagement levels contributed to a greater number of participants completing the course successfully.
Positive Cultural Shift – Fostered a culture of proactive risk management within Network Rail, encouraging teams to prioritise risk assessment in their workflows.
Enhanced Collaboration – Promoted teamwork and communication among staff as they discussed and applied course concepts in real-world scenarios.
Recognition of Training Value – Established the course as a valuable resource within Network Rail, leading to potential future investments in similar training programs.
Feedback-Driven Improvements – Leveraged participant feedback to continually refine the course, ensuring ongoing relevance and effectiveness.
Scalability for Future Learning – Created a blueprint for future eLearning initiatives, showcasing the effectiveness of immersive and interactive design methodologies.

Network Rail Diversity Impact Assessment (DIA)

Challenge

The requirement for the training was to develop a comprehensive Diversity Impact Assessment course for Network Rail, focusing on integrating health and safety considerations into station design to ensure accessibility and inclusivity for all users, particularly those with disabilities. The course aimed to equip staff with the knowledge and skills to implement effective safety features and engage stakeholders throughout the entire process.

Solution

Training Needs Analysis (TNA): Conducted a thorough analysis to identify key health and safety considerations for station design and diversity impact.
Course Design: Developed a structured outline emphasising the integration of safety and accessibility features in the built environment.
Content Creation: Crafted engaging content that covered essential topics, including ramps, access points, signage, and stakeholder consultation.
Blended Learning Approach: Utilised a mix of live-action and animated scenario videos to illustrate real-world applications and best practices.
Interactive PDF Development: Created a custom interactive PDF document to enhance learner engagement and facilitate practical application of concepts.
Animated Graphics: Designed animated graphics to visually represent complex ideas and improve understanding.
Avatar Integration: Introduced an animated female avatar to guide learners through the course and provide a relatable learning experience.
High-Quality Audio: Incorporated clear and professional audio narration to support the visual elements and enhance engagement.
Accessibility Features: Ensured that all course materials complied with accessibility standards to accommodate diverse learning needs.
Feedback Mechanism: Implemented a system for gathering feedback from stakeholders and participants to refine content and delivery continuously.

Outcomes

Reduced Training Time – Achieved a 30% reduction in training time, making the learning process more efficient for staff.
Enhanced Safety Awareness – Increased understanding of health and safety considerations in station design, leading to improved planning and implementation.
Boosted Inclusion – Promoted a culture of inclusivity within Network Rail, enhancing accessibility for customers and staff, particularly those with disabilities.
Improved Stakeholder Engagement – Fostered better communication and consultation with stakeholders regarding safety concerns and design features.
Positive Feedback – Received favourable responses from participants regarding the course content, delivery methods, and overall effectiveness.
Practical Application – Equipped staff with practical skills and knowledge to effectively address safety and accessibility in their projects.
Increased Confidence – Enhanced the confidence of staff in making informed decisions about health and safety considerations in design.

RWE Renewables ‘We Care’

Challenge

The requirement for this training was to develop a health and safety induction package called “We Care” for RWE Renewables, aimed at instilling the company’s core safety philosophy and providing standardised training on personal protective equipment (PPE) and health and safety reporting for new staff globally. The course needed to be engaging, accessible, and supportive of a culture of care within the workplace.

Solution

Training Needs Analysis (TNA): Conducted a thorough analysis to understand RWE Renewables’ safety philosophy and training requirements.
Course Design: Developed a structured course outline that aligned with the “We Care” philosophy, focusing on key health and safety topics.
Content Creation: Created engaging materials covering personal protective equipment (PPE), health and safety reporting, and the importance of safety culture.
Interactive Elements: Incorporated interactive content such as videos, quizzes, and scenarios to enhance engagement and knowledge retention.
Self-Paced Learning: Designed the course to allow for self-paced learning, enabling participants to progress at their own speed.
Real-World Applications: Included practical examples and applications to illustrate the relevance of safety practices in the workplace.
Multi-Device Accessibility: Ensured the course was accessible on various devices, facilitating learning from any location.
Additional Resources: Provided supplementary materials and resources to support ongoing learning and development.
Community Support: Established a support system for participants to engage with peers and instructors, fostering a sense of community.
Feedback Mechanism: Implemented a method for gathering participant feedback to continuously improve the course.

Outcomes

Standardised Training – Established a consistent induction training experience for new staff across global locations, reinforcing the company’s safety philosophy.
Increased Engagement – Enhanced participant engagement through interactive content, leading to better understanding and retention of safety practices.
Improved Safety Awareness – Elevated awareness of personal protective equipment (PPE) and health and safety reporting among new employees.
Fostering a Safety Culture – Strengthened the culture of care and safety within the workplace, aligning employee behaviours with company values.
Flexibility in Learning – Provided a self-paced learning environment that accommodated various learning styles and schedules, improving accessibility for all employees.
Positive Feedback – Received favourable feedback from participants regarding the relevance, clarity, and effectiveness of the training materials.
Ongoing Support – Established a community support network that encouraged ongoing dialogue about safety practices and fostered collaboration among employees.
Enhanced Competence – Increased overall competence in health and safety practices among new staff, contributing to a safer workplace environment.

ELS Case Studies

ELS Case Studies

EOD Case Studies

Defence Digital Learning

Procurement Digital Learning Case Studies

Systems Approach to Training (SAT) Digital Learning Case Studies

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