FAQs

Video Arts creates engaging workplace learning videos and digital training courses that help employees develop essential human and behavioural skills. Our content covers topics including leadership, management, communication, mental health & wellbeing, customer service and sales, and is designed to make learning memorable, practical and enjoyable.

Video Arts’ training content is created by a team of subject matter experts, writers, producers and professional filmmakers, combining learning expertise with TV-quality production and humour. Our subject matter experts develop the learning points, while our creative teams turn them into relatable, story-led videos featuring well-known faces from British comedy. The result is training that’s both grounded in expert knowledge and designed to keep employees engaged.

Video Arts typically films new training collections or additional videos to existing collections twice a year, although this can vary depending on our content development programme. This allows us to continue expanding and refreshing our library in response to emerging workplace needs and changing organisational priorities.

Video Arts combines expert-led learning with the power of humour, storytelling and high-quality video production to create workplace training that employees actually want to watch. Rather than simply presenting information, our content uses relatable characters and memorable stories to bring workplace challenges to life, helping learners connect emotionally with the subject and remember what they’ve learned.

Video Arts offers workplace training across a wide range of human and behavioural skills, including Leadership, Management & Talent, Diversity, Equity & Inclusion, Mental Health & Wellbeing, Hybrid & Cross-cultural Communication, Conversations, Coaching & Mentoring, Customer Service & Sales, Health, Safety & Compliance, and Workplace Skills. We also provide access to partner content covering specialist areas such as industry-focused compliance training.

Video Arts content is available through a licensing model, allowing organisations to use our training videos and courses for employee learning. The licence you need will depend on how you want to access and deliver the content, such as through your existing learning platform or one of our delivery options. Our website content and videos are provided for preview purposes only and require a licence for training use. For full details, see our licensing terms and conditions.

The cost of Video Arts content depends on the type of licence, the content you need and how you plan to deliver it. To find out which option is right for your organisation and get a quote, contact our team; sales@videoarts.co.uk. You can also request a trial to explore our content before making a decision.

You can request a trial of Video Arts content through our Get Started page. A trial gives you the opportunity to explore our training content and see how it could support your organisation’s learning needs before choosing a licence.

Yes. Video Arts content can be delivered through your existing learning platform, with options including SCORM packages, on-demand video and other flexible delivery methods. This allows you to integrate Video Arts training into your existing learning environment rather than requiring employees to use a separate system. Find out more about our delivery options.

Yes. Video Arts provides SCORM-compatible training packages that can be uploaded directly to a compatible Learning Management System (LMS). Our SCORM content is supplied as compressed .zip files, making it straightforward to upload and provide employees with access to the relevant training.

Video Arts Play is Video Arts’ Learning Management System (LMS), designed to make it easy for organisations to deliver, manage and track workplace learning. It gives employees access to Video Arts training content in one place, while providing organisations with the tools to manage learning and monitor engagement and completion.

Getting started with Video Arts content depends on how you plan to deliver your training. We provide guidance for setting up content through different delivery methods, including SCORM, iFrames and our learning platform, with support from our team when you need it.

Yes. Video Arts offers bespoke video production services to help organisations create custom training content tailored to their specific learning objectives, audiences and workplace challenges. Our team can work with you to develop engaging, story-led training videos that reflect your organisation and the behaviours you want to develop.

Yes. Video Arts offers on-demand access to training content, allowing employees to learn when and where it suits them. On-demand delivery provides a flexible way to make workplace learning available without requiring employees to attend scheduled training sessions.

Yes. Video Arts offers an increasing range of our content in international language versions, helping organisations deliver engaging learning to multilingual and global workforces.

Yes. Video Arts’ digital-first learning solutions are designed to support organisations delivering consistent, high-quality training across countries, cultures and time zones. With multilingual content, flexible delivery options and dedicated client support, we help global organisations provide a consistent learning experience while adapting to the needs of local teams.

When choosing a digital learning content provider, look for engaging, high-quality content that is relevant to your organisation’s needs, backed by credible subject matter expertise and easy to deliver at scale. It’s also important to consider the provider’s range of topics, content freshness, accessibility, language options, LMS compatibility and the level of support available to help you implement and manage learning.

A good off-the-shelf training course should be engaging, relevant, credible and easy to apply to real workplace situations. It should combine clear learning objectives with high-quality content and relatable scenarios, while offering enough flexibility to meet the needs of different organisations and employees. The best courses should also be easy to integrate into your existing learning environment and regularly reviewed to ensure the content remains current.

For busy employees, effective training is usually concise, engaging and easy to access when it is needed. Short, focused learning such as video-based and microlearning courses can help employees fit development into their working day without requiring long periods away from their responsibilities. Content that uses relatable stories, real-world scenarios and practical examples can also make learning easier to understand, remember and apply.

Organisations can develop human skills at scale by combining engaging, accessible learning content with opportunities for employees to practise and apply new behaviours in real workplace situations. A consistent learning framework, flexible digital delivery and content that can be accessed across teams and locations can help organisations build skills such as communication, emotional intelligence, leadership, collaboration and resilience at scale. Reinforcing learning through manager support, coaching and ongoing practice can also help turn knowledge into lasting behavioural change.

To improve employee engagement with online learning, make training relevant, easy to access and enjoyable to complete. Short, focused content, relatable workplace scenarios, humour and storytelling can help capture attention and make learning more memorable, while flexible delivery options allow employees to learn at a time and pace that works for them. It’s also important to connect learning to real workplace challenges so employees can see the practical value of what they’re learning.

To measure the effectiveness of workplace training, look beyond completion rates and consider whether learning is improving knowledge, skills and behaviour. Useful measures can include learner engagement and usage, assessment results, learner feedback, confidence levels and evidence that employees are applying what they’ve learned in the workplace. Where possible, compare results before and after training and connect learning outcomes to wider organisational goals.

The most useful learning and development metrics depend on your goals, but commonly include course enrolment and completion rates, learner engagement, time spent learning, assessment results, learner feedback and knowledge retention. To demonstrate deeper impact, organisations can also look at changes in workplace behaviours, employee performance and business outcomes linked to the learning programme. Tracking a combination of activity, learning and business metrics provides a more complete picture of L&D effectiveness.

To demonstrate the value of L&D to senior leadership, connect learning activity to outcomes that matter to the wider organisation. Rather than focusing solely on course completions, show how learning contributes to employee performance, behavioural change, engagement, retention and business priorities. Learner data, feedback and measurable outcomes can help build the case, while real-world examples and case studies can demonstrate how learning has delivered value in practice. Explore our resources and client case studies for insights into the wider value of workplace learning.

Measuring behavioural change requires looking beyond whether employees completed their training and assessing whether they are applying what they’ve learned in the workplace. This can include manager observations, employee self-assessments, 360-degree feedback, performance indicators, follow-up surveys and evidence of changes in workplace behaviours over time. Combining these measures with learner engagement data can help organisations understand whether training is translating into meaningful, lasting change.