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Arvand Bank

How Arvand Bank moved mandatory training from manual course-building to trackable digital learning

How Arvand Bank moved mandatory training from manual course-building to trackable digital learning

How Arvand Bank moved mandatory training from manual course-building to trackable digital learning

A regulated bank replaced Canva-based course production and gained visibility across ~1,000 employees

A regulated bank replaced Canva-based course production and gained visibility across ~1,000 employees

A regulated bank replaced Canva-based course production and gained visibility across ~1,000 employees

Discuss your L&D workflow

Size

~1,000 employees

Function

HR / Learning & Development

Sponsor

Sarvinoz, Head of HR

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.

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.

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 HR, Arvand Bank

THE OPERATING SHIFT

From content assembly to training operations

Before: hand-built courses, split delivery, weak visibility.

After: in-house AI-assisted authoring and progress tracking in one place.

Why it matters: mandatory training becomes visible enough for management and audit conversations.

The situation

Arvand runs a mandatory training cycle every six months across compliance, financial analysis, management, and soft skills. Like most banks its size, the L&D function was doing the work of a content studio without the tooling of one.

Courses were built by hand in Canva. Delivery was split across Zoom sessions, offline workshops, and third-party online courses purchased per topic. Two authoring tools had already been tried and dropped — one produced results the team was not happy with, and another was rejected by employees.

The deeper problem was not production alone. It was blindness: there was no reliable way to see who had completed what. For a regulated institution with recurring mandatory training, that is not an inconvenience — it is an audit exposure.

What they needed

  • Produce course content fast enough to keep up with a six-month mandatory cycle.

  • See completion and progress across the full employee base in one place.

  • Stop paying per-topic for external courses that did not fit the bank’s context.

What changed with Re-skill

Arvand moved course creation in-house onto Re-skill. The L&D team now authors courses directly — including AI-generated video — instead of assembling materials manually or buying generic courses topic by topic.

Delivery and tracking sit on the same platform, so completion and progress across mandatory and skills programmes are visible without chasing spreadsheets. Arvand is now a paying customer on two Growth accounts and is preparing to submit its Re-skill-powered learning programme for national banking recognition.

Results so far

  • Mandatory and skills training now live in one platform.

  • HR can see employee progress without spreadsheet follow-up.

  • Course production moved in-house instead of relying on Canva and external vendors.

  • Re-skill is now part of Arvand’s ongoing L&D operating model.

What made Re-skill a fit for Arvand

  • Per-output pricing — Arvand pays for the courses it produces, not for every employee on the payroll. Cost does not scale with headcount.

  • Authoring and tracking in one place — The team does not need a separate course constructor and LMS to log into.

  • Russian-language content, built for local context — Courses reflect the bank’s own policies and market instead of a generic library.

If your training still lives across docs, Canva, Zoom, and spreadsheets, let’s map the cleaner version.

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