GFoundry is more than a traditional LMS. It’s a complete learning ecosystem designed to deliver engaging, effective, and continuous learning experiences - from quick micro-learning to structured journeys and formal training management.
It was built to solve two common problems in corporate learning:
Low engagement (people don’t complete training)
Rapid knowledge loss (people forget soon after learning)
The challenge: the Forgetting Curve
A key principle behind the ecosystem is the Forgetting Curve - the idea that information is lost over time when there is no reinforcement. Traditional one-off sessions often fail here. The goal in GFoundry is to flatten the curve by making learning continuous, accessible, and motivating.
1) Content (the building blocks)
Content is your organisation’s content library. It includes learning material and general internal information - not everything in the library is “training”.
Typical examples:
Micro-learning content and short lessons
Videos, podcasts, slide-based content
Downloadable PDFs and e-books
Embedded external resources
Quizzes and Forms/Surveys used as knowledge checks
Immersive VR/AR experiences (when applicable)
When to use Content
Use Content for “just-in-time” needs: a product update, a policy page, a short skill refresh, or internal information people should find and read quickly.
2) Learning & Missions (the journey)
Missions turn learning into a guided journey and can link multiple GFoundry modules in one flow. A Mission is a structured path made of steps (goals) that can combine Content, quizzes, forms, and actions from other modules (for example tasks, feedback, recognition, or other configured activities).
Why Missions exist?
Missions help you deliver more than “content consumption”. They add:
Structure (a clear sequence)
Visual impact (a clear, engaging journey map with milestones)
Gamification (points, badges, and progress-driven momentum, when enabled)
Motivation (milestones and visible progress)
Adoption (learning plus action across modules)
Meaning (a journey with a clear outcome)
When to use Missions?
Ideal for longer initiatives where progress and engagement matter over time, such as onboarding journeys, leadership tracks, or multi-step development paths that require learning and actions beyond content.
3) Training Management (formal training)
Training Management is for formal training that needs governance: who it’s for, when it runs, what’s mandatory, and how learning is evaluated and validated.
Training Programs
Training Programs group multiple Content items into a formal training experience, adding features such as:
Target audience (who can access it)
Assignment type (mandatory vs recommended)
Registration rules (automatic, requires approval, optional)
Scheduling (start dates and due date rules)
Evaluation stages, which can be configured using Forms/Surveys or Quizzes:
Initial Assessment (before training)
Knowledge Test (during/after training)
Validation (impact after some time)
Curricula
Curricula group multiple Training Programs into a broader pathway. They can:
Mark items as required
Enforce sequential completion (step-by-step progression)
Include the same evaluation model (Initial Assessment, Knowledge Test, Validation)
When to use Training Management
Use Training Programs and Curricula when you need formal, time-bound training with enrolment/assignment rules and measurable evaluation.
How these three layers fit together
A simple way to think about it:
Content is what people consume (learning or information).
Missions are how you guide and motivate gamified learning through a journey.
Training Programs and Curricula are how you manage formal training at scale, with scheduling, rules, and evaluation.