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Mahindra - Incorporating Gamification for Mobile-based Learning


Mahindra & Mahindra Financial Services Ltd.


Product Case Study



Business Requirements 

  • To deliver training program to employees who usually work at offsite locations or travel a lot. 
  • To deliver efficient e-courses for new hires so that they retain knowledge for long.

When they approached Tenneo (formerly G-Cube LMS) to find a digital learning solution, they had specific need

  • An agile & robust learning platform to enhance the competence of sales staff at the dealerships.
  • A learning solution which can be scalable, cloud-based, and gamification friendly to engage the learners.
  • Easy access to various formats of learning contents and a tracking mechanism for training delivery and outcome.
  • Ability to provide elearning and blended learning that makes workforce knowledge ready quickly with new products and features.


  • The 4-day long training program was boring and time-consuming. 
  • Learners wanted to undergo training at their own pace of time and convenience.  
  • Less scope for learning re-enforcement was another challenge.

Our Solution

  • The Digital Drona App compressed a 4-day long program to 5.5 learning hours.

This made considerable time as well as money savings. 

  • In addition, game mechanics were built into the training, making mundane topics come alive for the learners.  This increased the effectiveness of the training manifold. 
  • The mobile delivery ensured that the training was available for the learner as per his schedule and changing needs. In addition, making learning content available on their handheld devices, the training content was automatically accessed more. Additionally, this also allowed for greater flexibility and increased the learners’ control over their training.
  • Learners in this case, are on the move and rarely get the chance to sit and read. With mobile based training, we provided learners the flexibility to complete the course as per respective schedule. The progress was tracked and synched automatically – even if they completed the course in multiple tries.


  • Within two months of its launch, the program delivered training to more than 200 learners. The feedback from users has been universally positive and they found that the information was easily implemented and integrated into their day-to-day work schedule. The knowledge imparted was practical and easily retained as well as applied on to their work.
  • The program was being utilized enthusiastically by new learners. As an induction program, it shared a lot of knowledge on organizational values as well as product specific knowledge. New inductees were finding a quick and effective way of learning about their work which made them confident and helped them deal with the challenges of their work life.
  • With the implementation of the program, it was easier to keep track of learners’ progress and assign courses for revision from time to time. This made sure that important knowledge does not slip out of the learners’ mind with time. 
  • As part of the learning strategy, it was imperative that the learner scores 80% or more in all four learning modules. As a direct result of the learning program, employees were better prepared for the workplace, and understood the expectation of their job roles well.
  • In addition to work related content, the learning program also shared important information on organizational values and ethics which helped in maintaining sound professional relationships. With increased employee satisfaction through the learning program, attrition rates were also predicted to decrease over time.

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