E-Learning Video Production ROI Guide for SA Businesses

E-Learning Video Production ROI Guide for SA Businesses

Last Updated: 2 months ago by Astral Studios Staff

E-learning video production transforms how South African companies train their teams. This article breaks down exactly how much return you can expect when you invest in training videos for your business.

I spoke with a mining company director last month who was spending R80,000 every quarter flying trainers to their Free State operations. After switching to video training, they cut that budget by 70%. The kicker? Their safety test scores actually improved.

That’s the power of getting this right.

Understanding E-Learning Video Production

E-learning video production means creating professional videos specifically for employee training. These aren’t your standard corporate promos or marketing clips. They’re built from the ground up to teach skills and change behaviour.

The videos range from simple screen recordings showing how to use new software, right through to full productions with actors demonstrating customer service scenarios. You can go animated for complex topics or stick with talking heads for policy updates.

Types of Training Videos That Work

Here’s what most SA companies are using:

Onboarding videos get new hires up to speed without tying up your HR team for days. One retail chain we worked with reduced their onboarding time from three days to one day.

Compliance training covers safety protocols and legal requirements. Manufacturing clients tell us this saves them from regulatory headaches down the line.

Technical training walks people through equipment or software step-by-step. Your team can pause, rewind, and rewatch until they’ve got it.

Soft skills development teaches communication, leadership, and problem-solving through realistic scenarios.

Microlearning modules are short videos (2-10 minutes) that focus on one specific skill. These get completed 80% of the time, compared to just 20-30% for traditional hour-long courses.

Why Video Beats Traditional Training

Video gives you both visual and audio learning at once. Research shows people retain 50% more information this way compared to reading text alone.

But the real game-changer is scalability. You film once and train thousands of people. Same message every time. No trainer having an off day or forgetting key points.

Your teams can watch on their phones during lunch breaks or commutes. This matters in South Africa where you might have staff spread across Gauteng, KZN, and Western Cape. Getting everyone in one room costs a fortune.

Plus, you can produce videos in multiple languages. When you’re dealing with 11 official languages, this levels the playing field.

The Business Case for Video Training

Let me show you the money side of things. These numbers come from actual implementations, not theory.

Time Savings Add Up Fast

Employees complete video training 45-80% faster than traditional methods. A financial services company told me their compliance training used to take four hours. Now it takes 90 minutes.

Do the maths: 10 hours per week of saved trainer time at R350 per hour equals R3,500 weekly. That’s R182,000 per year from one change alone.

Travel costs disappear too. No more flying trainers between offices or bringing regional teams to head office. Those savings hit your bottom line immediately.

Better Retention Means Real Learning

Your team remembers 50% more when they learn through video. People forget 80% of what they learn within 30 days without reinforcement. Video lets them revisit tricky bits anytime.

Microlearning bumps engagement up by 50%. One logistics company saw their completion rates jump from 35% to 85% after switching to shorter video modules.

When knowledge sticks, performance improves. Call centres report handling more calls per hour. Manufacturing floors see fewer errors. Sales teams close more deals.

The Cost Comparison

Traditional training programmes eat money in ways you might not track. Venue hire, catering, printed materials, travel, accommodation. Then there’s the productivity loss when people spend full days away from their work.

Video development costs 50% less than traditional e-learning courses. You develop it 300% faster too. One video trains unlimited employees without extra cost.

A Pretoria-based tech company spent R200,000 on in-person training that reached 60 people. They spent R150,000 on videos that trained 300 people in year one. By year two, they’d trained 800 people with no additional cost.

Employee Retention Boost

Here’s something that surprised me. 94% of employees stay longer when companies invest in their development. Nearly half are less likely to look for new jobs when learning opportunities exist.

Companies using microlearning report 30% less turnover. When you consider replacement costs (typically 50-200% of annual salary), that ROI is massive.

Calculating Your Video Training ROI

Right, let’s get into the actual formulas. This is where you prove the business case to your CFO.

The Basic Formula

ROI = (Benefits - Costs) / Costs × 100%

Simple enough. Now let’s fill in those numbers properly.

Working Out Your Costs

Production costs include:

• Concept and instructional design
• Scriptwriting
• Professional filming
• Talent or subject matter experts
• Post-production and editing
• Graphics and animation
• Music and sound design

In Johannesburg, expect to pay R20,000-R50,000 for simple productions. Mid-range multi-camera shoots with motion graphics run R80,000-R200,000. High-end custom work with actors and multiple locations goes R250,000+.

Ongoing costs cover:

• Video hosting platforms
• LMS integration
• Content updates
• Distribution

Don’t forget to factor in Skills Development Levy utilisation. You might already be contributing 1% of payroll. Using those funds for video training makes sense.

Measuring Your Benefits

Direct savings are easy to spot:

• Trainer time freed up
• Travel eliminated
• Venue costs gone
• No more printed manuals

Productivity gains need a bit more work. Track metrics like:

• Units produced per hour
• Calls handled per shift
• Error rates before and after
• Time to competency for new hires

Revenue impact shows up in:

• Sales conversion rates
• Customer satisfaction scores
• Reduced rework costs
• Fewer workplace incidents

One manufacturing client tracked a 15% reduction in safety incidents after rolling out video safety training. Their insurance premiums dropped as a result.

A Real Example

Let’s say you have 30 employees at R250 per hour average. Training improves productivity by just 10%.

Your video production costs R150,000. Over 12 months:

Benefits calculation:

• 30 employees × R250/hour × 8 hours/day × 10% improvement = R6,000 per day
• R6,000 × 250 working days = R1,500,000 annual benefit

ROI calculation:

• (R1,500,000 – R150,000) / R150,000 × 100% = 900% ROI

Even if your improvement is only 5%, you’re still looking at 400% return.

Quick Estimation Method

Here’s a shortcut: Hours saved by training resources × R350/hour ÷ 10% = your video budget.

If video cuts 10 hours per week of trainer time at R350/hour, you’d see 10x return on a R90,000 budget.

Tracking the Right Metrics

The Kirkpatrick Model gives you four levels:

Level 1: Reaction – Did people like the training? Send quick surveys.

Level 2: Learning – Did they actually learn? Test before and after.

Level 3: Behaviour – Do they apply it at work? Managers track this.

Level 4: Results – Does it help the business? Check your KPIs.

You need all four to prove real ROI. Too many companies stop at Level 1 and wonder why training doesn’t move the needle.

Visual Storytelling in Training Videos

This is where good training videos separate from boring ones. Storytelling makes the difference between people remembering your content or zoning out.

Why Stories Work

Your brain latches onto stories way better than facts alone. A list of safety rules? People forget them in a week. A story about Sipho who prevented an accident by following those rules? That sticks.

Stories create emotional connections. They show real applications instead of abstract concepts. Narrative structure naturally improves retention.

Character-Driven Learning

Create characters your teams can relate to. Show their struggles and how they overcome challenges using the skills you’re teaching.

One of our clients did onboarding videos following a day in the life of an actual employee. New hires loved it because it felt real, not scripted.

Authenticity matters more than polish here. Your people can spot fake scenarios a mile away.

Scenario-Based Training

Drop your viewers into situations they’ll actually face. Customer service videos should show difficult customers, not just the polite ones. Leadership training needs to tackle real conflict, not theoretical problems.

Show, don’t tell. If you’re teaching how to handle complaints, demonstrate it visually. Let viewers see facial expressions, body language, and tone of voice.

Interactive decision points work brilliantly. Pause the video and ask: “What would you do next?” Then show different outcomes based on choices.

Visual Communication Techniques

Graphics and animations simplify complex ideas fast. Trying to explain a 12-step process? Motion graphics beat a talking head every time.

Text overlays highlight key takeaways. People can screenshot these for later reference. One IT company built an entire troubleshooting library this way.

Infographic-style presentations work great for data. Instead of reading statistics off a slide, visualise them with charts and icons that move and change.

Emotional Engagement

Music sets the tone and maintains attention. A software company used upbeat music for their onboarding series. New hires associated starting work with positive feelings.

Pacing creates suspense and resolution. Don’t drone on at one speed. Speed up for action sequences. Slow down for important points.

Celebrate learning milestones. When someone completes a module, acknowledge it. Gamification elements like badges and points tap into this.

Production Quality Matters

Grainy video and tinny audio make your company look cheap. Crisp visuals and clear sound show you respect your people’s time.

Professional voiceovers cost more than text-to-speech AI, but they’re worth it. Your team can hear the emphasis and emotion. They stay engaged longer.

Localisation goes beyond translation. Cultural context matters. A Johannesburg audience responds to different references than a Durban audience might.

Interactive Elements That Work

In-video quizzes check understanding as you go. Get a question wrong? The video explains it again before moving forward.

Clickable hotspots let curious learners dig deeper without forcing everyone through extra content. This personalises the experience.

Branching scenarios adapt based on responses. Sales training might take you down different paths depending on whether you’re selling to retail or wholesale clients.

Video Formats That Maximise ROI

Not all video formats deliver equal returns. Here’s what actually works in South African companies.

Microlearning Videos Win

Short modules between 3-10 minutes get 83% completion rates. Compare that to 20-30% for hour-long traditional courses.

Microlearning fits into workflow better. People squeeze it into gaps between meetings or tasks. This means 17% more efficient learning without pulling people off the floor.

Your mobile-first workforce loves this format. They can learn during commutes or breaks without needing a laptop.

Format Options

Explainer videos break down complex topics using simple visuals. Animation works best here. Keep them under 90 seconds for maximum impact. Perfect for process overviews and concept introductions.

How-to tutorials give step-by-step demonstrations. Screen recordings handle software training. Close-up shots work for technical procedures. Film in real-time so learners can follow along.

Talking head videos feature a person speaking directly to camera. Quick to produce and lower cost. Great for policy updates, executive messaging, and compliance topics where authority matters.

Animated training simplifies sensitive or technical topics. Whiteboard animation explains educational content clearly. Character-based storytelling makes dry subjects interesting. Plus you can update text and graphics easily without reshooting.

Interactive video content includes clickable elements and decision trees. Viewers choose their own path through the material. Immediate feedback loops boost engagement. One client saw retention jump 40% after adding interactivity.

VR and AR training creates immersive experiences for high-risk scenarios. Mining companies use VR for underground safety training. Manufacturing plants simulate equipment operation without production downtime. Higher upfront cost but powerful impact for dangerous or expensive-to-practice situations.

Delivery Methods

LMS integration connects your videos with existing training platforms. SCORM compliance ensures they work with Moodle, TalentLMS, or whatever you’re running. Automated tracking saves your HR team hours of admin.

Mobile optimisation is non-negotiable. 74% of companies worldwide use mobile learning now. SA is catching up fast. Your videos need to work on phones and tablets, not just desktops.

Download options matter here. Data costs still pinch, and connectivity isn’t perfect everywhere. Letting people download for offline viewing removes barriers.

Blended learning mixes video with in-person sessions. Send pre-work videos before workshops. People arrive informed and ready to practice. Follow up training with video reinforcement. This flipped classroom approach gets results.

On-demand video libraries give just-in-time learning. Instead of waiting for next quarter’s training session, people search your library when they need help. Organise by topic, department, or skill level. Update regularly to keep it relevant.

Measuring Training Success

You can’t improve what you don’t measure. Here’s what to track and how.

Engagement Metrics

View count shows reach but not much else. 500 people watched? Great, but did they finish it?

Completion rate matters more. If only 30% finish your videos, something’s wrong. Aim for 80%+ with microlearning.

Watch time reveals where people drop off. Video platforms show heatmaps. Big dropoff at minute 3? That’s where you’re losing them.

Re-watch patterns indicate tricky concepts. People coming back to the same section means it’s either confusing or really useful. Check your comments to figure out which.

Learning Effectiveness

Pre and post-tests show actual knowledge gain. Test before training, then again after. The gap tells you if learning happened.

Skills demonstration proves people can apply what they learned. Call centre training? Listen to calls before and after. Manufacturing? Watch them operate equipment.

Time to competency tracks how fast new hires become productive. Faster time means better training or better candidates. Compare to your baseline.

Behavioural Change

This is where training either works or doesn’t. People passing tests means nothing if behaviour doesn’t change.

Manager observations catch on-the-job application. Are people using the new safety protocols? Following the sales process? Implementing customer service techniques?

Performance metrics show business impact. Error rates, quality scores, customer satisfaction, productivity numbers. These connect training to money.

Business Impact

Track what your CEO cares about:

• Revenue per employee
• Customer retention rates
• Safety incident reports
• Quality defect rates
• Employee turnover

Here’s a simple table showing what good looks like:

Metric	Before Video Training	After Video Training	Improvement
Training completion	35%	85%	+143%
Time to competency	6 weeks	3 weeks	-50%
Safety incidents	12 per quarter	5 per quarter	-58%
Employee turnover	24% annually	18% annually	-25%
Training cost per head	R2,500	R800	-68%

Tools for Tracking

LMS analytics give you built-in dashboards. Most modern platforms track everything automatically. Real-time progress reports show who’s completed what. Export data for deeper analysis.

Video platform analytics from YouTube, Vimeo, or specialist hosts show engagement patterns. Heatmaps reveal dropoff points. Device and location data help you optimise.

Pulse surveys gather immediate feedback. Three questions after each video: Was this helpful? Will you apply it? What was unclear? Simple but powerful.

Focus groups add qualitative colour to your numbers. Six people in a room talking about training experiences reveal things surveys miss.

South African Compliance

Track everything for your Skills Development Plan. Document all training for Workplace Skills Plan reporting. Capture data for Annual Training Reports to SETAs. Build evidence for B-BBEE scorecard skills development points.

This paperwork pays off. Companies earning full B-BBEE points on skills development gain competitive advantages in tenders and procurement.

Continuous Improvement

Use your data to spot content needing updates. A/B test different approaches. Try two versions of the same video with different openings. See which performs better.

Iterate based on what you learn. Update content as processes change. Set quarterly reviews to keep everything fresh.

Working with Johannesburg Video Production Companies

Choosing the right partner makes or breaks your project. Here’s the production process and what to expect.

The Production Process

Phase 1: Discovery takes 1-2 weeks. You’ll discuss learning objectives, analyse your audience, audit existing materials, and set budget and timeline. Define success metrics upfront so everyone knows what you’re aiming for.

Phase 2: Creative development runs 2-3 weeks. The production company develops concepts, writes scripts, creates storyboards, and plans technical specs. You review and approve everything before filming starts.

Phase 3: Pre-production needs 1-2 weeks. Casting happens if you need actors. Location scouting finds the right spots. Equipment and crew get scheduled. Props and wardrobe sorted. Shot lists finalised.

Phase 4: Production takes 1-5 days depending on scope. This is the actual filming. Multiple takes capture different angles. B-roll footage adds visual interest. Audio gets recorded clean. On-set reviews catch issues early.

Phase 5: Post-production runs 2-4 weeks. Editors assemble rough cuts. Motion graphics and animation get added. Colour correction makes everything look professional. Sound design and music complete the package. You review and request changes. Final renders output multiple formats.

Phase 6: Delivery takes about a week. Videos get packaged for your LMS. Multiple formats export for different devices. Closed captions and subtitles get added in whatever languages you need. Upload, test, and quality check across devices.

Total timeline? Usually 8-12 weeks from kickoff to launch for a full training series.

What You Need to Provide

Internal resources include subject matter experts who know the content. Real employees if you want authentic storytelling. Workplace locations for filming. Brand guidelines and visual assets. Review and approval stakeholders who can make decisions quickly.

Information and content covers learning objectives, existing training materials, real scenarios and case studies, performance data, and compliance requirements.

Faster approvals mean faster delivery. Slow feedback loops stretch timelines.

Choosing Your Production Partner

Ask these questions:

Experience matters. Have they done corporate training videos or just marketing content? Training videos need instructional design thinking, not just pretty visuals.

Check their portfolio. Look for work in your industry. Mines need different approaches than retail stores.

Technical capabilities should include LMS integration and accessibility features like closed captions.

Turnaround times need to match your schedule. Can they scale up for urgent projects?

Post-launch support matters for updates and revisions. Processes change. Videos need updating.

Johannesburg Advantages

Local production companies understand SA workplace culture. They have diverse talent pools for authentic casting. They know industry sectors and challenges. B-BBEE certified partners help your own scorecard.

Working with a Johannesburg company means easier communication and timezone alignment. Site visits happen without international flights. Post-production tweaks get handled quickly.

Investment Levels

Budget expectations for Johannesburg production:

Entry level (R20,000-R50,000): Simple talking head or screen recordings. Good for policy updates and basic how-tos.

Mid-range (R80,000-R200,000): Professional multi-camera shoots with motion graphics. Most corporate training lands here.

High-end (R250,000-R500,000+): Custom animation, multiple locations, professional actors. When you need cinematic quality or complex scenarios.

Ongoing retainer: Regular content production costs less per video than one-off projects. Consider this if you need quarterly updates.

Maximising Your Investment

Film multiple videos in a single production day. Set up once, shoot several modules. The marginal cost per additional video drops dramatically.

Create modular content you can repurpose. Mix and match sections for different audiences. One client filmed 20 short modules that combine into eight different training paths.

Develop template-based approaches for consistency. Same opening, same transitions, same closing. Viewers know what to expect. Production gets faster and cheaper.

Plan for updates during initial filming. Shoot some evergreen B-roll you can reuse. Record voiceover separately so you can update scripts without reshooting everything.

Negotiate package deals. Most production companies offer better rates for multiple videos upfront rather than one at a time.

Future-Proofing Your Training Strategy

Technology moves fast. Here’s what’s coming and how to prepare.

AI-Powered Personalisation

AI analyses how each person learns and suggests what they should watch next. Adaptive learning paths adjust based on quiz performance. Automated recommendations keep people engaged.

This isn’t science fiction. Companies like Netflix and Spotify have perfected personalisation. Training platforms are catching up.

AI Content Creation

Text-to-video tools convert your existing training documents into videos automatically. AI avatars present content with natural expressions and lip-syncing. Support for 140+ languages makes localisation instant.

Platforms like Synthesia already do this. A bank used them to create compliance videos in six languages simultaneously. Total production time? Two days.

Rapid updates become possible. Change a policy? Update the script and regenerate the video in hours, not weeks.

Immersive Technologies

VR and AR simulations let people practice hands-on skills safely. 360-degree video familiarises teams with new environments before they arrive. Mixed reality overlays training information on real equipment.

Mining companies use VR for underground safety training. Firefighters practice emergency responses. Medical teams rehearse procedures. The tech is expensive but proves worth it for high-risk scenarios.

Enhanced Interactivity

Gamification elements within videos make learning fun. Real-time collaboration lets teams learn together remotely. Social learning integrations connect people discussing the same content. Peer-created content taps into institutional knowledge.

One retail chain encouraged store managers to create quick tips videos for each other. The informal, practical advice proved more useful than formal training.

Mobile-First Design

Vertical video formats work better on smartphones. Reduced data consumption matters for cost-conscious learners. Offline download capabilities remove connectivity barriers. Push notifications remind people to continue learning.

Your younger workers expect mobile-first experiences. Design for phones, then adapt for desktops. Not the other way around.

Microlearning Evolution

Content keeps getting shorter. 60-90 second burst learning delivers single concepts. Just-in-time knowledge appears exactly when needed. Spaced repetition algorithms schedule reviews automatically.

Learning in the flow of work becomes seamless. Instead of stopping work to train, training happens during work.

Building a Sustainable Library

Start with high-impact topics that affect the most people or solve the biggest problems. Create evergreen content that doesn’t date quickly. Plan regular review cycles (annually or bi-annually). Build internal capability for simple updates like text overlays or voiceover tweaks. Maintain version control so you know what’s current.

One company created a core library of 30 videos over 18 months. They update 5-10 per year as processes change. Total cost after year one? Just update costs.

South Africa Looking Ahead

Internet connectivity keeps improving across SA. Business fibre rollout continues. 5G networks expand in urban areas. This enables richer video experiences.

The younger workforce expects video-first training. They grew up on YouTube and TikTok. Traditional classroom training feels outdated to them.

Government support for digital skills development grows. SETA funding increasingly covers digital learning. Companies that adapt early gain advantages.

Competition for talent intensifies. Better development opportunities attract better people. Video training shows you’re serious about growth.

Making the ROI Case

Let’s bring this home. Video training delivers measurable returns that justify the investment.

Key Numbers to Remember

50% better knowledge retention with video versus traditional training. 45-80% reduction in training time means more productive hours. Development costs run 50% less than traditional e-learning.

Completion rates hit 80% for microlearning compared to 20-30% for traditional courses. Employee turnover drops 30% when you invest in development. One-time production costs train unlimited people.

The Johannesburg Advantage

World-class video production expertise lives right here. Local companies understand SA business challenges. Cultural and linguistic localisation happens naturally. B-BBEE alignment opportunities help your scorecard. Competitive pricing beats international alternatives.

Time zones match for easy communication. Site visits don’t require international flights. Changes and updates get handled fast.

Beyond the Spreadsheet

Better-trained workforces give you competitive advantages. Enhanced employer brand attracts top talent. Demonstrated commitment to development keeps people longer. Consistent quality training works regardless of location. Faster adaptation to market changes becomes possible.

These intangibles matter as much as the hard ROI numbers.

Your Next Steps

Ready to move forward? Here’s how to start.

Assess Your Current State

Audit existing training programmes and their costs. Identify high-impact training needs. Calculate current training ROI if you can. Survey employees about their training preferences.

Most companies discover they’re spending more than they thought on training that doesn’t work well.

Define Your Objectives

Set clear, measurable goals. Identify target audiences and learning outcomes. Determine success metrics before you start. Establish budget parameters.

Vague goals get vague results. Specific goals drive specific actions.

Start Strategic

Pilot with one high-value training programme. Measure results carefully. Gather feedback from participants and their managers. Iterate and improve. Scale successful approaches across the organisation.

Early wins build momentum and support for larger investments.

Partner with Experts

Talk with video production specialists about your ROI requirements. Review their portfolio and case studies. Understand their production process. Get specific cost and timeline estimates.

The Bottom Line

Can you afford not to invest in e-learning video production? Skills gaps keep growing. Competition for talent intensifies. Traditional training costs escalate. Video offers measurable, scalable solutions that meet Skills Development requirements and boost B-BBEE scores.

The question isn’t whether video training works. It does. The question is how quickly you’ll implement it and start seeing returns.

Your competitors are probably already doing this. Don’t fall behind.

Start Training That Actually Works

Ready to see what professional e-learning video production can do for your organisation? Astral Studios has helped South African companies across mining, manufacturing, retail, and financial services create training videos that actually deliver measurable ROI.

Our Johannesburg-based team combines production expertise with instructional design thinking to build training that your people will complete and remember. We’ll walk you through the entire process, from defining your learning objectives to measuring results after launch, and show you exactly how video training will pay for itself in your specific situation.

Let’s have a conversation about your training challenges and calculate what better completion rates and knowledge retention would mean for your bottom line.

Frequently Asked Questions

How much does e-learning video production cost in South Africa?

Simple talking head videos start around R20,000-R50,000. Most corporate training videos with professional multi-camera setups and graphics run R80,000-R200,000. High-end productions with actors and custom animation can reach R250,000+. The good news? One video trains unlimited people, so your per-person cost drops fast.

How long does it take to produce training videos?

Typical timeline runs 8-12 weeks from first meeting to launch. Discovery and planning take 1-2 weeks. Creative development needs 2-3 weeks. Pre-production runs 1-2 weeks. Actual filming takes 1-5 days depending on complexity. Post-production needs 2-4 weeks. Delivery and testing take about a week. Rush projects can move faster if needed.

What ROI can I expect from training videos?

Most companies see 400-900% ROI in the first year. Time savings alone often cover costs. One video replaces repeated in-person sessions. Travel expenses disappear. Productivity improves 5-15% on average. Employee retention increases by up to 30%. The exact return depends on your team size and how often you train.

Do training videos work better than classroom training?

Video delivers 50% better knowledge retention than text-based learning. People complete video training 45-80% faster. Completion rates hit 80% versus 20-30% for traditional courses. The big advantage? Consistency. Every person gets the same quality training. Nobody has an off day or forgets key points.

How do I measure if video training actually works?

Track completion rates first. Aim for 80%+ with short modules. Test knowledge before and after training. Watch for behavioural changes on the job. Measure business metrics like error rates, productivity, and customer satisfaction. Connect training to KPIs that matter to your CEO. Your LMS should track most of this automatically.

Can we update videos when processes change?

Yes, and this is crucial for long-term ROI. Plan for updates during initial production. Film extra B-roll footage. Record voiceover separately so you can change scripts without reshooting. Some companies build simple updates into their retainer agreements. Small text or graphic changes take days, not weeks.

What video length works best for corporate training?

Keep modules between 3-10 minutes. Shorter videos get completed more often. People can fit them into breaks or between meetings. One long video becomes overwhelming. Break complex topics into multiple short modules. Learners appreciate being able to jump to exactly what they need.

Do we need professional actors or can we use our own staff?

Both work well depending on your goals. Real employees create authenticity that resonates. They know the job and speak the language. Professional actors deliver polished performances and take direction easily. Many companies mix both. Use staff for authentic testimonials and actors for scenario-based training.

How many languages should we produce videos in?

Start with your most common workplace languages. Many SA companies do English and one other official language. Costs increase with each language but so does reach and compliance. Subtitles cost less than full voiceover. Some companies do English voiceover with subtitles in multiple languages as a middle ground.

Will video training work for our remote and field teams?

Absolutely. This is where video shines brightest. Mobile optimisation lets people learn anywhere. Download options work around connectivity issues. Remote teams get the same quality training as head office staff. Field workers can watch during downtime. One mining company trained sites across three provinces simultaneously.

How do we integrate videos with our existing LMS?

Most modern LMS platforms accept SCORM-packaged videos. Your production company should handle this packaging. Upload to your LMS like any other course. Tracking happens automatically. Users access videos through their normal login. Integration usually takes a day or two of testing.

What if our team doesn’t engage with video training?

Make videos relevant to daily work. Use real scenarios people actually face. Keep them short and focused. Add interactive elements like quizzes. Get manager buy-in so they encourage completion. Track who’s watching and follow up with non-completers. Sometimes the content is fine but people just need a nudge.

Can video training help with B-BBEE compliance?

Yes, documented training boosts your Skills Development scorecard. Video creates clear evidence of training delivery. Track completion and test results easily. Spend your Skills Development Levy on production costs. Report everything for your Workplace Skills Plan. Many companies gain full points on skills development this way.

Should we produce videos in-house or hire a production company?

Simple screen recordings work fine in-house for basic software training. Anything more complex benefits from professional help. Production companies bring expertise in instructional design, filming, and post-production. Quality matters because poor videos damage engagement. Start with professionals, then build internal capability for updates and simple content.

How often should we update our training video library?

Review annually at minimum. Some content needs updates quarterly as processes change. Track which videos get the most views and prioritise those for updates. Watch for outdated references, old branding, or changed procedures. Build update costs into your annual training budget from the start.