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Volvo Eicher - Custom LMS to Train Widespread Dealer Network


Volvo Eicher


LMS Case Study



Learning Requirement

  • Traditionally, the dealers were trained to gain competency through classroom training. But this approach had several drawbacks.
  • The training could be arranged sporadically – once in every 6 months or so. This led to large gap in the skill as well as knowledge competency.
  • The training did not have a uniform efficacy as external trainers were assigned to do the job.
  • The measure of training efficacy was also not up to the mark as it was possible to measure only the percentage of manpower trained.

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.


  • Most commercial vehicles are sold through an extensive network of 270+ dealers all over the country. It is a constant challenge to make sure that the large workforce among the VECV dealers have the pertinent knowledge as well as skills to make successful sales and achieve targets.
  • Due to continued lack of training, a lot of new recruits remained untrained for a long time, which affected their output.
  • The learning content was not updated, and this often reduced the relevance of training.
  • All this resulted in a high attrition rate and low morale among the dealers.
  • Finally, VECV did not have a measure of the total trained manpower available at the dealers, which adversely affected sales and other targets.

Our Solution

  • Tenneo (formerly G-Cube LMS) customized its new age Tenneo (formerly G-Cube LMS) LMS to create a learning portal that delivered training seamlessly across the vast spread of the dealer network and, eventually, empowers them to drive their own learning. 
  • The LMS created a job role for each individual to gauge the competence level of learners. Accordingly, a learning plan was created as per the profile of the learner with suitable courses assigned for online learning as well as classroom sessions.
  • The cycle of continuous learning was suitably strengthened by periodic assessments - both online as well as offline. 
  • Certificates were issued for selected courses. This provided a sense of achievement for the learners.
  • The portal also managed national events like Skill Contests. This provided a suitable push for learning and encouraged learners to aspire for better scores and come up as Skill Contest winners.


  • With multi-device delivery, learning content was available across multiple devices, providing more opportunities to learn. Also, since the learners are now more adept at working with mobile devices, the multi-device access was aligned as per their preferences. This helped learning initiative gain instant appeal for the learner group.
  • A variety of relevant courses were added onto the portal and the courses were assigned as per the job role of the learner in the organization. This provided customized learning that aligned to individual needs. The learners were able to make better use of the knowledge and were able to apply it to well to their work.
  • Customized reports provided accountability for the training initiatives and stakeholders could always ascertain the progress of learners. Findings from certain reports are displayed on the learners or admin interface for better utilization. 
  • The learning initiative was not only successful in creating an easily accessible platform of learning, it also increased the overall satisfaction of the dealer employees. They were more connected to the organization and had access to the latest learning content. They were able to apprise themselves on newer products as well as schemes for their prospective clients.
  • The LMS was able to track a variety of data and create logical as well as relevant reports that provided a lot of pertinent information on the effectiveness of the training initiative. The reports can be churned out as per the requirement of the administrator – the criteria of department, region, area, job title, dealers and so on. 
  • The portal was equipped to send automatic test messages to the users’ phone when the User was successfully registered on the system. A text message was also sent every time that a classroom session has been confirmed for the learner. This helped the learners keep track of the learning events better. 
  • Classroom assignments as well as other offline assignments could be uploaded on the portal to create a cumulative picture of a learners’ progress and true competence.

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