eLearning News

Cyber4Dev Case Study


Design and delivery of a cyber hygiene training package

Delivered for CYBER4DEV


  • Tailored cyber security eLearning course
  • Customer-specific scenarios and branding
  • Hosted on a Moodle LMS


Cyber Resilience for Development (Cyber4Dev) is a European Union project to promote cyber-resilience and cybersecurity to protect public and private enterprises across the globe.

The main objective of the project is to increase the cyber resilience of countries outside of the EU while promoting an inclusive multi-stakeholder and rights-based approach and ensuring compliance with the rule of law and good governance.

The project works across the globe with particular focus in Africa, Latin America, the Caribbean, and South East Asia.


One of the partners delivering the Cyber4Dev project is NI-CO (Northern Ireland Cooperation Overseas). NI-CO selected SkillSet to develop a cyber hygiene training package.

The training was intended to help organisations across Latin America understand what good cyber hygiene is and how best to build their cyber-resilience.

The course had to be delivered in both English and Spanish.


SkillSet’s library of off-the-shelf (OTS) courses includes one on cyber security. Usually,  OTS eLearning is generic and cannot be changed to suit the specific requirements of individual clients. However, at SkillSet, we work with our customers and tailor our material so that it is much more relevant to their learners. 

Working with Cyber4Dev, SkillSet clarified the aims, objectives and needs of the intended audience. We then individualised the course with custom scenarios and Cyber4Dev branding.

We also developed two quiz-style assessments: one taken at the start and one at the end of the course. The initial quiz allowed Cyber4Dev to measure learners’ current levels of understanding and identify potential knowledge gaps. The second assessment enables Cyber4Dev to report on the progression of learners after completing the course.

SkillSet implemented a Moodle learning management system to host the new learning content. This was installed in a secure Amazon Web Services (AWS) environment in the UK. AWS hosting is secure and meets the requirements of  our ISO27001 processes.

The Moodle system was customised to match Cyber4Dev’s branding and configured to support their accessibility requirements. Learners are able to access the learning content from a range of devices, reducing barriers to learning. Progress is controlled, ensuring learners complete pre-learning assessments, eLearning, and post-learning assessments in the correct order.

SkillSet then implemented the translation of both the training and the platform into Spanish. We also provide on-going support for the platform, including first-line support, in Spanish.

Regular progress reports are supplied to ensure the success of the project is tracked.


To date, over 36,000 users across Latin America have completed the training. On average, users scored 68% on the initial assessment (prior to completing the training), increasing to 91% on the post-training assessment. 

Due to the success of the project, the contract with Skillset has already been extended for a further two years.


“The functionality and flexibility of the SkillSet platform has allowed us to reach a huge range of users. The feedback we’ve received has been great.”

Jo English, Cyber4Dev


New Client –  Cyber4Dev

New Client – Cyber4Dev 

Cyber Resilience for Development (Cyber4Dev) is a European Union project designed to promote cyber-resilience and cybersecurity in order to protect public and private enterprises across the globe.  

SkillSet has been selected to develop the cyber hygiene training package that will be delivered in both Spanish and English to over 20,000 people.


Understanding Training Needs Analysis

Understanding Training Needs Analysis


In today’s dynamic business environment, employee development is crucial for organisational growth. Tailored training programmes are the key to improving performance and achieving success.

To create impactful training initiatives, businesses must first understand their unique training needs through a process called training needs analysis (TNA). Through TNA, organisations can identify knowledge gaps, skill deficiencies, and performance expectations, enabling them to design targeted training programmes that align with their goals.

This blog post explores the significance of understanding training needs, the components of a TNA, and how it drives continuous learning and improvement in organisations.

What Exactly Is a Training Needs Analysis?

A training needs analysis is a systematic process that assesses the skills, knowledge, and competencies required for employees to perform their roles effectively, and to ensure their skills are relevant for the future. It involves gathering data through surveys, interviews, and observations to identify performance gaps and training requirements.

The TNA process helps organisations prioritise training , allocate resources efficiently, and ensure that programmes are relevant and targeted. By understanding the specific needs of employees, businesses can tailor learning experiences to improve job performance, increase productivity, and create a more skilled workforce.

A TNA is the foundation of an effective training strategy and will serve as a roadmap for continuous development and organisational success.

The Key Steps in Conducting a Training Needs Analysis

  1. Define Objectives: clearly outline the goals and outcomes you want to achieve through the TNA. Identify the specific skills and knowledge required for employees to excel in their roles today and in the future.
  2. Gather Data: collect information from various sources, such as surveys, focus groups, interviews, performance evaluations, and observation. This data will provide insights into individual and organisational performance gaps.
  3. Analyse Data: thoroughly examine the data to identify patterns and trends. Compare current performance levels with desired outcomes to determine the training requirements.
  4. Prioritise Needs: rank the identified training needs based on their impact on business objectives and employee development. Focus on the most critical needs to optimise use of
  5. Design Training Solutions: create tailored training programmes that address the identified needs. These programmes should be engaging and interactive.
  6. Implement Training: roll out the training initiatives, ensuring that employees have access to the necessary resources and support to succeed in their learning journeys.
  7. Evaluate Effectiveness: assess the impact of the training programmes on employee performance and overall business outcomes. Use feedback and data to continuously improve the training approach.

The Benefits of Conducting a Training Needs Analysis

Conducting a training needs analysis offers numerous advantages for both employees and organisations:

  • Targeted Learning: the analysis helps pinpoint knowledge gaps, ensuring that training resources are invested wisely.
  • Increased Efficiency: by focusing on relevant training, employees can acquire essential competencies faster, leading to improved job performance and efficiency.
  • Employee Engagement: tailored training programmes show employees that their development is valued, leading to increased motivation and engagement.
  • Better Resource Allocation: businesses can allocate resources effectively, maximising the return on investment in training and development.
  • Improved Job Satisfaction: when employees receive training that addresses their needs, they feel more competent and satisfied in their roles.
  • Enhanced Organisational Performance: a well-executed TNA leads to a more skilled and capable workforce, contributing to overall organisational success.


Understanding training needs is a fundamental aspect of creating successful learning and development initiatives. By conducting a training needs analysis, organisations can bridge performance gaps, empower their employees, and achieve business objectives more effectively. Investing in tailored training programmes is an investment in the growth and success of both employees and the entire organisation.

If you need more help and support on conducting a training needs analysis, get in touch with SkillSet today!


Learning Management System Requirements Checklist


Five Steps to Define Your Learning Management System Requirements

Five Steps to Define Your Learning Management System Requirements

Jemma Greener

Jemma Greener

operations director

Meet Jemma Greener, SkillSet’s operations director. Over the past decade, she has been helping organisations in private, public and third sectors define, implement, and improve their learning management systems (LMS). Jemma has packed this blog post with practical tips and actionable advice for readers struggling to define their requirements.

Learning Management System Requirements

Do you want to make your learning content accessible to all your users? Well, hosting it externally is a fantastic way to achieve that. I have seen, first-hand, how challenging it can be for organisations to define their hosting requirements. With so many learning management systems and hosting options out there, it’s easy to feel overwhelmed. Don’t worry, in this blog post, we’ll guide you through the process of defining and implementing a learning management system, step by step. It doesn’t matter if you’re a small business owner, an educator, or an HR professional – the principles are the same. By understanding the important steps and considerations involved, you’ll be able to make the implementation process smoother and achieve successful results.

Step 1 - Getting Started on the Right Foot

Before diving headfirst into the ocean of learning management system options, it’s important to define your organisation’s learning strategy. Let’s begin by asking a key question: what are your objectives? What goals do you hope to achieve by implementing a learning management system? Taking the time to clearly identify your objectives will set the course for a successful LMS. Some clients have a very clear idea of their objectives from the outset but, if you are struggling, think about the following:

  • What is the main purpose of your LMS?
  • Are you looking for a simple lightweight system or something more versatile that can support complex functionality as the system expands?
  • How would you define success for this LMS project?

This initial step will provide a solid foundation for selecting the right learning management system, aligned with your goals.

Step 2 – Define the Scope of Your Learning Management System

Once you’ve outlined your LMS strategy, the next step is to take a closer look at each element of the plan and flesh out the details. Take the time to evaluate your learning objectives, target audience, technical infrastructure, and any unique features or functionality you might need. Think about how many courses, learners, and administrators your LMS needs to accommodate.

Do you have a budget in mind for your LMS implementation project? The cost of developing and hosting an LMS can vary widely depending on the features and functionality that you need, the size of your organisation, and the level of customisation required.

Step 3 - Determine the Key Features of Your Learning Management System

Our checklist includes a comprehensive list of features that you might like to include in your learning management system. Don’t be overwhelmed if some of these requirements seem too complicated for your project: this is a good way to weed out unnecessary features and associated costs.

Once you have a list of the features you need, categorise them into three groups: essential, desirable, and nice-to-have. Essential features are non-negotiable and directly align with your learning objectives. Desirable ones add value but aren’t crucial, and nice-to-have features are beneficial, but not very important. By scoring each feature based on its importance, you can prioritise effectively and choose an LMS that perfectly meets your organisation’s requirements, making the most from your investment.

There are several ways that learners might access your LMS, including:

  • Browser: the most common way for learners to access an LMS is through a web browser. This allows learners to access the LMS from any device with an internet connection, including desktops, laptops, tablets, and smartphones.
  • Mobile app: many LMS platforms offer mobile apps, which learners can download to their smartphones or tablets. This allows learners to use the LMS from anywhere, even when they’re not connected to the internet.
  • Single sign-on: SSO allows learners to access the LMS using their existing login credentials, such as their Microsoft Office email address and password. This can simplify the login process for learners and reduce the risk of password fatigue or security breaches.

By providing learners with convenient access to your learning management system, you can help to increase engagement with your training programmes and ensure that learners are able to access the content they need to achieve their learning objectives.

Do you need your LMS to support online content in multiple formats, e.g. eLearning, videos, webinars, PDFs, face-to-face bookings, word documents, quizzes etc?

Do you already have the eLearning content you need? Having thought-provoking, engaging content helps to ensure that everyone is working towards shared goals. We have options for both off-the-shelf and tailored eLearning. Click here to find out more about the learning content SkillSet can offer.

Learning management systems can do more than just deliver content: they can also provide tools for building engaging content directly within the platform. This feature is particularly beneficial if you have internal subject matter experts who can contribute to your training offerings.

Assessments play a crucial role in measuring learning outcomes. Do you want to track that a learner has completed some content? This could be just through completion of a webinar, or piece of eLearning, or through an assessment. Features like automated grading and detailed performance analytics can support you in tracking the effectiveness of your material.

Assessment can range from simple to complicated, with branching, question banks, and different retry methods. Think about your learning strategy to decide which assessment features you need.

Learning management systems typically offer a range of customisation options, from simple modifications such as adding a logo or colour scheme, to more extensive customisation that allows the system to blend seamlessly with your existing website or collateral. Ultimately, the level of customisation you choose will depend on factors such as budget and the objectives you set out in your LMS strategy.

SkillSet’s elasticLearning LMS is perfect if you want low cost and simplicity. It allows you to rapidly deploy material and track your users’ learning journeys. You can do all this without having to compromise on your branding or user experience. Alternatively, you could choose a fully customised system. For example, you might want to personalise user-friendly dashboards, providing users with access to everything that they need — courses, reports, documents, messages, and more.

What level of integration will your learning management system have with other systems? For example, if your organisation uses an HR system to manage employee records, you may want your LMS to integrate with that system to save learners’ assessment results automatically. This would eliminate the need for manual data entry and ensure that your LMS always has up-to-date employee records.

It is important to note that the LMS will need to be SCORM-compliant in order to track learner data and integrate it with other systems. SCORM is a set of technical standards that allows different eLearning software products to work together seamlessly. It defines a common way of packaging eLearning content and tracking learner progress.

There are three main levels of integration that an LMS can have:

  • Standalone LMS: a self-contained LMS that runs independently of other systems. It’s suitable for smaller organisations that don’t have many integrations or have a limited budget.
  • Partial integration: this level of integration allows your LMS to communicate with other systems, but not at a deep level. For example, your LMS may be able to exchange data with your HR system, but not in real-time.
  • Full integration: this allows your LMS to integrate deeply with other systems, providing real-time data exchange, single sign-on, and a seamless user experience. For example, a large corporation that uses multiple systems for HR, sales, and customer relationship management may require a fully integrated LMS to ensure that a consistent set of data is used across all systems.

Remember integration is a two-way street, so it’s worth talking with the support teams about the products you wish to integrate with to scope this further.

You can be sure that your learning objectives have been met by tracking engagement, completed training, and assessments. Do you need very basic reporting functionality: for example, just a simple report telling you who has completed each course? Or do you need something more comprehensive than that?  Or do you need something more comprehensive than that? Moodle is a free, open-source learning platform, which allows any attribute recorded in the database to be tracked and monitored. Click here to find out more about the Moodle systems that SkillSet can offer.

This might not seem like a feature of your learning management system, but the level of support provided for the learning management system is just as crucial as its customisation abilities. Consider end-users’ access to support, training for administrators during onboarding, and assistance for SMEs in content creation.

Lastly, think about where your learning management system needs to be hosted and the security standards you need to comply with. This will depend on the type of data you are storing and where your staff are located.

Step 4 - Organise Your Stakeholders

Now you have your specification, it’s time to share it with the rest of your team. There’s nothing worse than rolling out a learning management system and discovering a significant requirement was missed in the specification.

If you weren’t sure about the system budget when outlining your LMS strategy, this should be a key part of the discussion now. It may require you to go back and make amendments to your checklist.

Involve a group of focused, engaged employees and stakeholders early in the selection process. Hopefully, they will help you weed out any problems before system development work begins.

Here are some suggestions of who to include in your group of stakeholders:

  • Managers
  • Executives
  • Program administrators
  • Teachers and trainers
  • HR managers and administration staff
  • Department employees
  • IT managers
  • Finance managers

Once complete, review your requirements checklist and scoring. Now is a good time to discuss how you will score proposals against the criteria in your checklist and other key elements including price, and timescales. This will help you to evaluate each proposal objectively and determine which proposal is the best fit for your needs.

Step 5 - Request Proposals

Now that you have buy-in from the rest of the organisation, it’s time to start looking for the right learning management system. Your organisation may be required to publish an invitation to tender. If not, have a search online to find appropriate suppliers to send your requirements checklist to. Needless to say, I’d recommend including SkillSet!

As a rule-of-thumb, I’d get at least three different proposals for comparison. Suppliers will offer slightly different solutions and cost models. Go back to your checklist and score each proposal against your essential and desirable criteria. The proposal that offers the best fit will get the highest score if you’ve thought through your evaluation scheme carefully. Don’t just compare the proposals: read reviews, ask for references, and meet with the teams you will be working with – you may be working alongside them for several years. Take your time finding the right organisation – compatibility is key!

Here are a few examples of SkillSet’s past clients and how we met their LMS requirements:

SkillSet delivered a learning management system for Sparsholt College, initially for 2500 learners. This capacity had to be scalable so that the platform could support tens of thousands of users across the globe in the future.

SkillSet created eLearning courses hosted on elasticLearning for Hertsmere Borough Council. We developed assessment questions within, and at the end of, each individual module. These provide regular checking of the learner’s understanding and also provide the council with checkpoints to follow the progress of each user.

SkillSet developed a Moodle LMS with a bespoke dashboard for Whyte and Mackay. The dashboard allows managers to log into the platform and see a “My Staff” overview on the homepage. This gives them information such as their direct reports’ last logins, assigned courses, and progress.


I hope that this blog post has been helpful in guiding you through the process of defining requirements for your learning management system. If you have any questions or would like to talk through each of these steps for your project, please don’t hesitate to get in touch!



New Client – Lewisham and Greenwich NHS Trust

New Client – Lewisham and Greenwich NHS Trust

SkillSet has been selected to manage the hosting, maintenance & support of a Moodle learning management system for Lewisham and Greenwich NHS Trust.


SkillSet Customer Satisfaction Survey 2023


SkillSet Customer Satisfaction Survey 2023

SkillSet is committed to upholding excellent customer satisfaction standards. According to our recent customer survey, SkillSet was acknowledged by all respondents for delivering expert advice and assisting them in making well-informed decisions.

Furthermore, all participants confirmed that they would engage in business with SkillSet again and would recommend our services to friends and colleagues.

What our customers said:

Andy Summers, NCTJ:

“Skillset were by far our preferred option. Both for known cost to host our Moodle platform/expected costs to develop our bespoke customisations, and also the engagement and knowledge demonstrated by Jemma during consultation. It has been a pleasure to work with SkillSet over the past 9 months. Thanks to the SkillSet team for the work completed during this time, their knowledge and expertise.”

Kayleigh Stockton, South Lakeland District Council:

“Good communication, quick resolutions and quick updates.”

Rolph Danko, LivePerson:

“Being a partner is not easy and with SkillSet I know that I will always get sound and honest advice and a very realistic assessment of what is possible and sensible. I look forward to partnering for a long time to come!”

Ian Shanahan, YGAM:

“Great working relationship and fully supported by a trusted partner.”


Making ELearning Accessible For All

Making ELearning Accessible For All

What is accessibility?

We’re all different and learn in different ways. That’s generally down to how we think, but physical characteristics also play a part. For instance, if you’re unable to read text then you won’t learn much from a simple PowerPoint presentation. We need to think about physical abilities when designing eLearning so that it can be used by everyone. That’s what we mean when we refer to the “accessibility” of eLearning.

Why is it important?

Everyone should be able to have a great learning experience so making your eLearning accessible is essential. Organisations in the UK are bound by law to comply with accessibility requirements for their employees.

“In the case of disability, employers and service providers are under a duty to make reasonable adjustments to their workplaces to overcome barriers experienced by disabled people.” – The Equality Act 2010.

How can eLearning support accessibility?

The World Wide Web Consortium (W3C) has published the WCAG 3.0 Web Content Accessibility Guidelines to help eLearning creators design content that is accessible for everyone. This provides recommendations for making digital content more accessible. These guidelines, which also apply to websites, consist of four principles. All online content should be:

  1. Perceivable – learners can perceive the content being delivered using at least one of their senses.
  2. Operable – learners can navigate through the course regardless of what input methods they use.
  3. Understandable – the content is understandable, considering the different ranges of cognitive abilities in learners.
  4. Robust – the course is compatible with assistive technologies such as screen readers.

So, how do we, at SkillSet, apply these principles to the eLearning we create?

Making eLearning perceivable

Some learners may prefer an audio or visual version of an eLearning course. SkillSet always includes the text with all audio content, either via a transcript or closed captions. This is to cater for all those who are hard of hearing, or have a sight impairment and therefore use a screen reader. This includes multimedia content such as videos.

Contrast is key to the readability of text. We can create high-contrast eLearning to assist users with sight impairments. SkillSet used this technique when creating high-contrast eLearning modules for Scope. Click ‘Read More’ on the right to find out more about this project.

Making eLearning operable

Some of the ways in which we interact with our IT devices can cause problems for some learners. Drag and drop won’t work on a mobile phone, for instance, or for anyone using keyboard navigation.

Words like “Click” imply that learners should use a mouse. We often use “Select” or, as seen in the example below, “Submit” rather than “Click here” in our eLearning modules.

eLearning developers also need to ensure course navigation is clear and easy to access for all learners. Some learners will use the tab key on a keyboard to navigate through a course, instead of a mouse.

SkillSet always ensures that the courses we build allow easy access to each module. Within a suite of courses, we ensure consistency in how navigation and content are organised to help decrease the learning curve and improve accessibility for all users.

Making eLearning understandable

It is important to be clear and concise when developing an eLearning course. SkillSet developers use active voice and avoid long sentences. We also try to use familiar terms for important concepts and use them consistently throughout a course.

Before passing material to a client, we review it for clarity and remove any words that don’t convey additional information.

Making eLearning robust

SkillSet’s consultants are highly experienced in using Articulate’s content creation tools (including Storyline 360 and Rise 360) to design and develop eLearning. These tools support WCAG 3.0 Level AA, including screen readers, keyboard navigation, visible focus indicators, closed captions, alt text and more.

SkillSet developed SCORM-compliant content for the Civil Service College, and delivered this on our own learning platform – elasticLearning. Users can re-start at the last point that they reached, or return to any other point in the course, allowing them to learn at the appropriate pace and increase their engagement with the course. Click ‘Read More’ on the left to find out more about this project. 

In conclusion

Following accessibility guidelines is a must for eLearning modules. Not only will this help you comply with legislation, but it also ensures that you’re creating great learning experiences for everyone. If you need more help and support on making sure your organisations eLearning is accessible to all, get in touch with SkillSet today!


New Client – Signature CM

New Client – Signature CM

Signature Career Management is a team of FMCG recruitment experts, placing leading FMCG talent in sales and marketing roles. SkillSet has been selected to create an induction programme for their employees.


What Is Moodle and How Can I Use it to Deliver Online Learning?

What Is Moodle and How Can I Use it to Deliver Online Learning?

What is Moodle?

Moodle is a free, open-source learning management system (LMS), launched in 2002 by founder and CEO Martin Dougiamas, who identified a need for a dynamic way for educators to provide learning online. It is made of countless plugins and themes. These are constantly evolving, making it an incredibly versatile and customisable solution.

Moodle is widely recognised as one of the best learning management systems available. It is used by over 870,000 organisations worldwide to deliver online learning.

SkillSet currently hosts and supports Moodle for 18 clients. This includes the Welsh Government, for whom we developed, implemented, and continue to maintain and enhance the BOSS (Business Online Support Service) portal.

How Does it Work?

Moodle is a platform for online learning. It enables you to create online courses, add assignments, and keep an eye on learners’ progress. Moodle also allows you to communicate with learners and encourage communication between them in forums and discussions.

Responsive Interface

Moodle is compatible with all common browsers including Chrome, Firefox, Safari, and Edge, running on all common platforms. Users can access content on a full range of devices: PCs, mobile phones, tablets, laptops etc. Moodle also offers an official smartphone app for iOS and Android, which allows users to access the course content offline. This means that your learners can access the course content in a way, and at a time, that suits them best.

Personalised Dashboard

On logging into Moodle users are presented with their own dashboard, which can be customised to their individual preferences. Items commonly selected for display include details of the user’s courses, deadlines for upcoming assignments, and important dates such as examinations or assessments.

A customised dashboard creates a feeling of ownership for the user, and further motivates them to engage with the content. It makes it easy for the user to find content that is relevant to them, and can act as a useful encouragement for them to return to the site to further their learning.

Collaborative Tools

Moodle has been designed to facilitate collaborative learning. This is reflected in the range of tools available for users to share information and work together on assignments. Forums, wikis, glossaries, database activities, and an easy-to-use messaging system ensure learners stay in touch with peers and course leaders. Providing a channel to ask questions will allow your learners to quickly find answers and access any additional support that they may need.

Tracking and Reporting

Moodle features advanced tracking and reporting. This includes a drag-and-drop builder to create custom reports, which can be automatically emailed to managers or team leaders. Data can be shared in real-time with other systems, such as HR programs or management information systems, or it can be exported in bulk, in a variety of formats, for long-term storage and auditing.

What Value Does SkillSet Add?

Aesthetic Features

SkillSet can configure Moodle to use any branding requested by our clients. The system is highly customisable, with many options for colours, fonts, images, and navigation. We work closely with our clients to agree any appropriate customisations that fit the clients’ needs and allows the system to be used effectively by all users.

Here’s an example of a branded Moodle site that we built for Peppermint Technology Ltd:

Custom Plugins

SkillSet has developed numerous plugins to support our customers’ Moodle systems. One example is a conferencing plugin, which combines Zoom integration with a means to manage, report, and track completion data on multiple individual meeting or webinar instances. This means that, as the Zoom organiser, you don’t need to worry about whether all participants joined the Zoom call: Moodle makes a record of all participants that joined and also how long they stayed on the call. This information will automatically complete the relevant section or module for the learner, and you can see that they have completed it satisfactorily.

We have also developed a notification plugin to allow clients to define specific actions or events within Moodle that can trigger customisable notifications to be sent to end users or managers. These can be configured, as required, to help users stay on top of their required learning. Some default notification triggers include:

  • User enrolled on course
  • X days after user enrolled on course
  • X days after user enrolled on course without any activity completions (e.g. you need to finish this course)
  • User completed course (e.g. what to do next)
  • X days after user completed course (e.g. recertification will soon be required)
  • User completed activity (e.g. a workflow trigger to let a manager know that a user has got to a certain point)

Here’s an example of the notification plugin SkillSet built for the Compassionate Leadership Academy’s (CLA) Moodle site:


SkillSet host Moodle LMS solutions using Amazon Web Services (AWS). We are an AWS Consulting Partner and have certified consultants able to advise on the most appropriate services and solutions for you. You can find out more about our AWS partnership here.

System Availability

SkillSet uses the AWS Cloudwatch monitoring tools with all the hosted system components. This alerts SkillSet if there are any issues with running services, memory/CPU/disk usage, or if errors are encountered on the servers.

Here is an example of our disk space usage graph for CLA:


SkillSet holds ISO 27001 certification for our information security management. All of the technology and processes used to manage our LMSs are covered by this certification. You can read more about this and our Cyber Essentials accreditations here.

We hope this article has given you some insights into what Moodle is and how it can be used. If you decide to move forward with your Moodle project, please give SkillSet a call to discover how we can help you meet your learning objectives.