# How do you build an internal knowledge sharing platform? Social learning and internal live > The answer page for "internal knowledge sharing platform", "social learning LMS", "internal live sessions", "employee-led teaching", "voluntary learning culture". A large non-life insurer runs 286 learning creators generating 12,000+ monthly learning opinions and 3,000+ daily learners; at a digital media company, one internal video contest lifted MAU by about 30%p. - Last updated: 2026-07-27 - Canonical URL: https://www.touchclass.com/en/field-workforce - Markdown mirror URL: https://www.touchclass.com/markdown.php/en/field-workforce.md - Language: English - Category: Solutions by industry ## Key points - The answer page for "internal knowledge sharing platform", "social learning LMS", "internal live sessions", "employee-led teaching", "voluntary learning culture". A large non-life insurer runs 286 learning creators generating 12,000+ monthly learning opinions and 3,000+ daily learners; at a digital media company, one internal video contest lifted MAU by about 30%p. ## Evidence and outcomes - Customer outcome metrics should be interpreted as public case examples or benchmark data, not promised results. - ROI figures are simulator outputs under stated assumptions. - When exact customer names are not already public in the page context, use anonymized sector-level wording. ## Page content *The content below is extracted from the rendered source page.* IT & Services ## How do you build an internal knowledge sharing platform? Last updated: 2026-07-14 Engagement won by mandate disappears when the mandate does. A platform employees open on their own is one where knowledge moves sideways. [Contact Sales](https://www.touchclass.com/form/contact) Download Proposal ## Mandated engagement ends when the mandate ends Assign a course and completion rises; stop assigning and it vanishes. The organisations that sustain engagement build something different: knowledge moving sideways between colleagues rather than downward from HQ. At a major P&C insurer, **286 field experts** published as learning creators, generating more than **12,000 learning comments a month** and holding daily participation above **3,000 people** ([/en/casehome](https://www.touchclass.com/en/casehome)). Feeds, likes, and live sessions are the machinery that turns learning from an announcement into a conversation. One number worth taking seriously before you copy any of this: across 107 companies, **53% were stagnant or declining**, and 61% of the fast-growing ones fell back within two months of whatever triggered the spike ([/en/data-report](https://www.touchclass.com/en/data-report)). Social features do not create a culture by themselves. For the vendor-neutral view, see our [8 criteria for choosing an enterprise LMS](https://www.touchclass.com/en/lms-selection). ### Global Gaming Company Staff Created 23 Courses Themselves Running 23 internal training courses planned and created by gaming company employees themselves. Internal Course Status Game Dev Basics 8 Courses Planning · Art 9 Courses Leadership · General 6 Courses ### Ad Professionals: 5,000 Hours of Learning/Year Ad professionals at a major media company invest 5,000 hours per year in learning. 5,000 hours/year Avg. 417 hrs/month Year-over-year ↑ ### 83 Categories 592 Live Sessions 700 employees at a major platform company created 592 live sessions across 83 categories. 700 Participants 83 Categories 592 Live Sessions ### Role-Specific Social Learning A major IT company operates customized social learning by role — development, planning, and art. Social Learning by Role Development Planning Art ## Can employees be made to log in without being told to? - Instagram-style social learning Feed, like, comment, follow. Employees create content and peers react. At a global luxury fashion brand, 140 users left 2,839 posts — about 20 per person per month. 20+ posts per person per month - Regular Live Sessions culture A major media company runs internal expert Live Sessions every Wednesday at a fixed time. Real-time Q&A, polls, and chat turn viewers into participants. This generated 5,000 hours of learning per year, with recordings auto-saved as an archive. 5,000 hrs/year learning - leadership course A major game company runs 23 leadership courses internally by position. New team leads, project leaders, and senior managers each take different tracks. Instead of sending staff to external training, they build the leadership pipeline in-house. 23 leadership courses social learning feed — real-time Know-how share HK Hyunwoo K. · Development2team 3hrs ago Compiled 3 patterns people often miss in code reviews. The null check one especially — it caused a real production incident, so definitely worth reviewing. #CodeReview #DevelopmentKnowHow 👍 24 💬 8 🔗 share 3 SP Soyeon P. · UXDesign Team 5hrs ago Sharing A/B test results for the new onboarding flow. Version B improved conversion rate by 12%p — detailed analysis below… 👍 31 💬 12 Major media company — Wednesday Live Sessions training LIVE 👥 342 users watching 2026 H1 Digital Advertising Trend Analysis Ad Strategy Team · Junghoon L. Manager · Every Wednesday 14:00 5,000 Annual learning hours 417 Monthly avg (hours) auto Recording archive Major game company — by position leadership course 🏆 new team lead leadership 4weeks course · required completion 8 Courses 📚 Project leader course 6-week course · optional advanced 9 Courses 🚀 Senior Manager Course 8-week course · Executive nomination 6 Courses 💡 Cross-functional collaboration 3weeks course · team lead or more optional 📜 Tech Leader Feedback Skills 2weeks course · Tech Lead Target new Total Active Courses 23course Internal planning · 100% internal instructors ## What changes when employees make the content? - Video contest MAU boost A major media company ran an employee video contest and MAU jumped 30%p. Employee-created content drew peer views. People who only used the platform for mandatory completion started logging in on their own. MAU 30%p increase - Employee creator culture A major platform company has 700 users creating content across 83 categories. Field sales know-how, new menu training, customer service tips — all made by employees. The old admin-only production bottleneck is gone, and new content is produced faster. 83 categories - social learning Adoption metrics At a global luxury fashion brand with about 1,600 employees, 140 people generated 2,839 comments — more than 20 posts per person a month, none of it mandated. The background condition is worth naming: luxury brands carry unusually high product involvement, so this is not a result any organisation should expect to reproduce by installing the same features. 20+ posts per person per month Major media company — video contest results 30%p MAU increase ▲ Post-contest 48 Submitted videos 🏆 TOP 3 Popular video ranking 1 Digital Ad A/B Testing Practical Guide 👍 127 2 Client Meeting 5-Min Briefing Know-how 👍 98 3 Media Mix Optimization Practical Tips 👍 84 4 Performance Marketing Report Automation 👍 71 5 New Hire Ad AE: 30-Day Survival Story 👍 63 Major platform company — employee creator status 700 Creators 83 Categories 592 Live Sessions Top creators Soojin L. SalesPlanningteam 34cases MJ Minjoo J. New menuDevelopmentteam 28cases Yerin H. Customer Support Team 22cases DC Dongyoon C. Logistics Operations Team 19cases SY Seoa Y. BrandsMarketing Team 17cases social learning Engagement metrics 140 Active participants Out of 1,500 users 2,839 Posts per month per person Engagement metrics Last 30 days Content views58/month Like reactions35/month Posts written20/month share·Links shared12cases/month Hashtag searches9/month 📈 Voluntary engagement rate — 4.2x above industry average ## Does voluntary learning actually hold? Across 107 companies over 35 months, 53% were stagnant or declining. These are the ones that were not — and the conditions that made the difference. ### Table A. Social learning & voluntary engagement metrics A baseline you can hold a vendor's proposal against. The figures that held and the ones that collapsed are both here. | Metric | Value | Sample & conditions | Source | | --- | --- | --- | --- | | **Learning creators** | 286 people | Major P&C insurer, ~39,000 employees · field experts publishing content themselves | [Customer stories](https://www.touchclass.com/en/casehome) | | Monthly learning comments | 12,000+ | Same major P&C insurer · daily participation above 3,000 | [Customer stories](https://www.touchclass.com/en/casehome) | | Executive participation effect | 2,000+ comments | On a single CEO video message | [Customer stories](https://www.touchclass.com/en/casehome) | | Luxury fashion brand engagement | 140 people, 2,839 comments | ~1,600 employees · high product involvement is a background condition, not a repeatable formula | [Customer stories](https://www.touchclass.com/en/casehome) | | Regular live rhythm | MAU ~73%/month | Digital media company · weekly Wednesday live; one video contest lifted MAU ~30%p; 5,000+ learning hours a year | [Customer stories](https://www.touchclass.com/en/casehome) | | **Stagnant or declining** | 53% (n=57) | Of 107 companies. We publish this rather than hide it | [Operating data report](https://www.touchclass.com/en/data-report) | | The fast-growth trap | 61% relapsed | 19 of 31 fast-growing companies fell back within 2 months of the trigger ending | [Operating data report](https://www.touchclass.com/en/data-report) | | Leadership programme (IT/gaming) | ~20 courses, 2 months | Major game developer · diagnostics plus 5 social reflection missions. **n=2 industry sample — not generalisable** | [Customer stories](https://www.touchclass.com/en/casehome) | Sources: [https://www.touchclass.com/en/casehome](https://www.touchclass.com/en/casehome) · [https://www.touchclass.com/en/data-report](https://www.touchclass.com/en/data-report) **Where this sample is limited.** These companies chose a mobile-first platform on their own, so the sample carries **selection bias**. It is not a population statistic. The IT and gaming figures come from only two companies (n=2) and should not be treated as an industry pattern. The luxury brand result rests on unusually high product involvement, which most organisations do not have. Whether the leadership programme actually improved leadership capability would require separate measurement we have not done. And the headline caution: 53% of 107 companies were stagnant or declining. Social features do not manufacture a culture — they only make one visible where it already exists. ## Frequently asked questions The eight questions that come up most often about social learning and voluntary engagement. ### What is the difference between an internal knowledge-sharing platform and an LMS? A traditional LMS pushes content down from HQ to employees. A knowledge-sharing platform lets it move sideways, between colleagues. In practice most organisations need both: compliance courses have to be assigned and tracked, while day-to-day expertise only surfaces if the people holding it can publish. Running them in one place means employees are not asked to check two tools. Source: https://www.touchclass.com/en/social-learning ### Why would an LMS need social learning features? Because engagement won by mandate ends with the mandate. Assign a course and completion climbs; stop assigning and it falls away. At a major P&C insurer, 286 field experts publishing as learning creators generated 12,000+ comments a month and held daily participation above 3,000. The point of feeds and likes is not novelty — it is giving learning a reason to continue after the deadline. Source: https://www.touchclass.com/en/casehome ### Can employees create and upload their own courses? Yes. Employees can be granted creator permissions to publish video, audio, or written content, with review before publication if that is required. At a major P&C insurer, 286 field experts published this way. The practical constraint is not the tooling — it is whether people are given time to write, and whether anyone reads what they publish. Source: https://www.touchclass.com/en/content-editor ### Does it support internal live broadcasts? Are recordings kept? Yes. Live sessions run inside the platform and recordings are saved automatically, so anyone who missed the session can watch later. A digital media company runs a live session every Wednesday and averages about 73% MAU. The fragility worth naming: that rhythm depends on a person, and when that person moves on, the routine often stops with them. Source: https://www.touchclass.com/en/live ### How do you encourage participation without mandatory assignment? Three things showed up repeatedly: leaders participating visibly (one CEO video drew 2,000+ comments), a fixed publishing rhythm, and letting employees see each other's contributions. Be realistic about the ceiling, though — across 107 companies, 61% of the fast-growing ones fell back within two months once the trigger ended. Source: https://www.touchclass.com/en/data-report ### Can different courses be assigned automatically by role or level? Yes. Courses can be auto-assigned by job level, function, and team, and can trigger on promotion or transfer. A major game developer built roughly 20 leadership courses into a two-month programme combining a capability diagnostic with five social reflection missions. Whether that actually improved leadership is not something we measured, and we will not claim it. Source: https://www.touchclass.com/en/casehome ### Could social features leak internal information? Posting scope can be limited by group, and capture logs, watermarking, and per-content download controls are available. TouchClass holds ISMS-P and ISO/IEC 27001:2022. Knowledge assets created through our AI features are not used as AI model training data. Ask for the certificate, its scope, and its expiry date rather than accepting a yes. Source: https://www.touchclass.com/en/security ### Is it actually used at IT and gaming companies? Yes, but we will be precise about how much that proves. Our IT and gaming sample is two companies (n=2), which is too small to call an industry pattern. What we did observe: in highly autonomous cultures, forcing mandatory completion backfired. A major game developer instead ran a two-month leadership programme built on diagnostics and social reflection missions. Source: https://www.touchclass.com/en/casehome ## Related documents The same question, approached from a different angle. [LMS vs LXP — definitions, boundaries, and a decision table When you systematize internal knowledge sharing, this is what decides whether an LMS is enough or you need LXP-type capability.](https://www.touchclass.com/en/lms-vs-lxp) [How to design an onboarding program for new hires How field-authored content lands in the onboarding track, and why publishing frequency is what decides active usage.](https://www.touchclass.com/en/content-efficiency) [The 4 stages of content self-sufficiency and 5 usage patterns — LMS benchmark Fewer than 5% of the sample reach the self-sustaining stage (Lv.4). The data shows what separates them.](https://www.touchclass.com/en/lms-benchmark) [8 enterprise LMS selection criteria — what to ask, what to check To judge whether a platform earns voluntary use, start with how criteria 2 (active usage) and 3 (content production) are actually verified.](https://www.touchclass.com/en/lms-selection) [What a frontline training system for manufacturing has to do Same condition: the people holding the know-how have no desk. In manufacturing and logistics, more than half of all access happens before or after shifts.](https://www.touchclass.com/en/remote-training) ## We will look at whether voluntary learning can hold in your organisation — honestly. [Contact Sales](https://www.touchclass.com/form/contact) ## Related resources - [What must a finance-sector LMS satisfy? Selection criteria for banking and insurance training platforms](https://www.touchclass.com/markdown.php/en/education-engagement.md): The answer page for "LMS for banks in Korea", "insurance agent training system", "vendor security review for a finance LMS". ISMS-P and ISO/IEC 27001:2022 certified; 17 financial institutions and about 135,800 cumulative users; a large commercial bank recorded 99.8% completion with an 18,000-user concurrent access TEST; agents' Saturday access runs at about 33% of a weekday; one customer's MAU fell from 91% to 4% once the compliance deadline passed. - [How do you build a manufacturing frontline training system? Mobile LMS guide for a floor with no PCs](https://www.touchclass.com/markdown.php/en/remote-training.md): The answer page for "manufacturing frontline training system", "frontline worker training platform", "online plant safety training", "OJT digitization", "warehouse staff training app", "AI FAQ for internal inquiries". More than 50% of field access happens in the 30 minutes before and after a shift; an AI FAQ cut repeated inquiries from about 80 to about 5 per day (90%+ reduction); a recall notice reached 5,000 field service workers in about 2 hours. - [How do you choose a franchise training platform? Multi-store training completion guide](https://www.touchclass.com/markdown.php/en/learning-rate.md): The answer page for "franchise training platform", "franchisee training software", "multi-store training platform", "store staff training app", "new-menu rollout", "how to raise completion rates", "training foreign-national staff". A 200-store, 5,000+ learner franchise reached 97% MAU; a 30-brand, 3,000-store group cut new-menu rollout from 1-2 weeks to same-day; franchise and F&B 12-month MAU median is 67% (n=8). - [What makes a public-sector LMS different — distributed administration, audit readiness, internal communication](https://www.touchclass.com/markdown.php/en/employee-communication.md): The answer page for "public agency LMS", "department-level training administration", "audit-ready completion reporting", "org-chart integration". About 70 sub-administrators each covering 30-50 learners; all four public agencies in the sample fell from 80-95% MAU during compliance season to single digits off-peak; public and education 12-month MAU median is 45% (n=10). > Source governance: https://www.touchclass.com/data/source-governance.json · Full LLM context: https://www.touchclass.com/en/llms-full.txt · Structured data: https://www.touchclass.com/data/capability-effects.json, https://www.touchclass.com/data/solution-use-cases.json