Arvand Bank
Size
~1,000 employees
Function
HR / Learning & Development
Led by
Sarvinoz, Head of L&D
Location
Tajikistan
Before Re-skill, we were building training materials manually in Canva with no visibility into who had completed what. Re-skill gave us one platform to create courses quickly and track progress across our 1,000 employees across mandatory and skills training. It’s now a core part of how we run L&D at Arvand Bank.
Sarvinoz, Head of L&D, Arvand Bank
The result
20 hours
saved each week by moving course production and progress tracking out of manual workflows
What changed
Course production came in-house
Before: courses built by hand in Canva, delivery split across Zoom and outside vendors, no reliable view of who had finished what.
After: the L&D team authors directly, including video, and sees completion in the same place.
Why it matters: for a regulated bank, not knowing who completed mandatory training is audit exposure, not an inconvenience.
The situation
Arvand Bank runs a mandatory training cycle every six months: compliance, financial analysis, management, soft skills, across roughly 1,000 employees. Like most L&D functions at that size, it was doing the work of a content studio without the tooling of one.
Courses were built by hand in Canva. Delivery was scattered across Zoom sessions, offline workshops, and third-party courses bought one topic at a time. Two authoring tools had already been tried and dropped: one produced work the team wasn't happy with, the other was rejected by employees.
The harder problem wasn't production. It was blindness. There was no reliable way to see who had completed what, and for a regulated bank running recurring mandatory training, that isn't an inconvenience. It's audit exposure.
What they needed
Produce courses fast enough to keep pace with a six-month mandatory cycle
See completion and progress across the whole employee base in one place
Stop buying generic per-topic courses that didn't fit the bank's context
What changed
Arvand moved course creation in-house onto Re-skill. The L&D team authors directly, including AI-generated video, instead of assembling materials by hand or buying courses topic by topic.
Delivery and tracking sit in the same place, so progress across mandatory and skills programmes is visible without chasing spreadsheets.
Results
~20 hours a week of manual course-building work removed
Two paying accounts. Arvand expanded after the first
Mandatory and skills training consolidated into one platform
HR sees completion without spreadsheet follow-up
Course production brought in-house, off Canva and external vendors
Arvand is preparing to submit its Re-skill-powered programme for national banking recognition
Why Re-skill fit
You pay for courses, not headcount. Arvand pays for what it produces, not for every employee on the payroll. That is what makes per-seat LMS pricing punishing for a bank.
Authoring and tracking in one place. No separate course builder and LMS to reconcile.
Russian-language content, built for local context. Courses reflect the bank's own policies and market, not a generic library translated after the fact.
If your training still lives across docs, Canva, Zoom, and spreadsheets, let’s map the cleaner version.
We’ll show what Re-skill can automate, what your team should still review, and how tracking would work for your employee base.
Book a walkthrough