Goals and Aspirations
Main Goals and Drivers:
Barriers to Learning
Persona Template
Improve skills to stay current as manufacturing
Irregulardifficult;fatiguefromlongshiftslimitsconcentration.
shift
patterns
make
scheduled
training
becomes more digitised.Future-proof her role and remain valuable to the business as processes evolve.she can see how his work connects to the final Gain confidence in digital tools used in modern Personal pride in mastering new skills and keeping up with younger colleagues
Limitedtimeduringtheworkingweekforextended
learningactivities
Understand the “why” behind design decisions so
Preferspractical,hands-ontasksoverabstracttheory.Lowtoleranceforcomplexinterfacesthatrequiretrial
product.
anderror.
Perception of Digital Learning
vehicle design and workflow.
Personal Data
Sees digital learning as useful but impersonal -values hands-on practice and face-to-face instruction
Name:
but recognizes that online learning can be more flexible. Feels that digital courses can sometimes be
Amelia Jackson
“made for office people,” not for practical shop-floor
workers like her.
99-year-oldpaintshopoperativeatJaguar
Short Bio:
Technology
LandRover(JLR).ShecompletedanapprenticeshipearlyinhercareerandhasspentovertwodecadesworkingonHer
the
production
line.
role
involves
physically
demanding,rotatesthroughdayandnightshifts.Ameliaisproudof
time-pressured
tasks,
andshe
regularly
Technology Considerations
Digital Learning Preferences
hercraft-basedskillsandprecisioninfinishingwork.Outsideofwork,shevaluestimewithfamily,DIYprojects,andmaintainingagoodwork–lifebalance.
Bite-sized modules that can be
Has access to a smartphone and personal laptop but often uses her
completed in 15–30 minutes between shifts or during downtime. Visual, practical demonstrationsInteractive elements such as drag and-drop design exercises him to learn on his phone when
phonefor most digital activities.Internet accessat home is reliable, though he rarely uses e-learning
Who is it?
platforms unless required for compliance training.Prefers simple, intuitive interfaces and clear instructions —too many
Age; 39Role: JLR Operative
content —videos,
logins, apps, or technical terms can discourage engagement.Workplace digital tools are often locked downor shared, so flexibility
Location; SolihullTime with JLR: 10 years
to learn off-shift is important.
Mobile-friendly access, allowing
it’s convenient.
© 2020 -2023 Digital Learning Institute. All rights reserved.
Consider
1.2.3.4.5.
What is motivating your learners? Are there accessibility needs you should design for? What could impact their learning? How can you address this? What technology limitations might impact their learning? How will learner preferences inform your design?
Design considerations: For a JLR production operative working nights, motivation is usually pretty down-to-earth. They want to do their job well, hit their targets, and avoid mistakes that slow
the line down. They also want to feel confident and safe, especially when tired. Clear, simple training helps them feel more in control of their work and reduces stress. And if learning something new makes their shift run smoother—or gets them noticed for doing a good job—that’s a big plus.
2. Night-shift workers are often tired, so anything that’s hard to read or overly complicated is going to be a struggle. Many operatives may not be super comfortable with technology, so the training should feel straightforward and friendly. Big buttons, clear visuals, and plain language help a lot.Also, since they may be wearing gloves or PPE, training shouldn’t rely on tiny touchscreen interactions or audio-only instructions.3..Being tired from working nights /Not being used to new digital tools/ Needing to fit learning into a busy, fast-paced shift/ Stress from production targets /Finding it
hard to connect abstract information to the real jobKeep the training short, visual, and practical—something they can dip in and out of easily. Show them real examples from the production line, not abstract theory. Give
How to addres:ss
them simple, step-by-step guidance that they can replay as many times as they need. And always make the interface forgiving and easy to navigate so they don’t feel
frustrated or judged if they make a mistake.
4. They may be using older tablets or shared terminals, and the internet on the shop floor isn’t always perfect. They might alsobewearing gloves, so small or fiddly touchscreen buttons are a no-go. Because they’re not heavy tech users, anything complicated—like long logins, multiple menus, ortiny icons—will slow them down or put them off. Training should load fast, work offline if possible, and be designed with big, simple controls.
5.This type of learner usually prefers seeinghow something works rather than reading about it. Short videos, diagrams, and clear visuals go a long way. They appreciate straight-to-the-point instructions—no jargon, no long paragraphs. They also like being able to learn at their own pace without feeling rushed or tested. If
training feels practical, relevant, and respectful of their time, they’ll engage with it much more.
Persona Template
Dr Oana Barnett
Created on January 10, 2026
Start designing with a free template
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Transcript
Goals and Aspirations
Main Goals and Drivers:
Barriers to Learning
Persona Template
Improve skills to stay current as manufacturing
Irregulardifficult;fatiguefromlongshiftslimitsconcentration.
shift
patterns
make
scheduled
training
becomes more digitised.Future-proof her role and remain valuable to the business as processes evolve.she can see how his work connects to the final Gain confidence in digital tools used in modern Personal pride in mastering new skills and keeping up with younger colleagues
Limitedtimeduringtheworkingweekforextended
learningactivities
Understand the “why” behind design decisions so
Preferspractical,hands-ontasksoverabstracttheory.Lowtoleranceforcomplexinterfacesthatrequiretrial
product.
anderror.
Perception of Digital Learning
vehicle design and workflow.
Personal Data
Sees digital learning as useful but impersonal -values hands-on practice and face-to-face instruction
Name:
but recognizes that online learning can be more flexible. Feels that digital courses can sometimes be
Amelia Jackson
“made for office people,” not for practical shop-floor
workers like her.
99-year-oldpaintshopoperativeatJaguar
Short Bio:
Technology
LandRover(JLR).ShecompletedanapprenticeshipearlyinhercareerandhasspentovertwodecadesworkingonHer
the
production
line.
role
involves
physically
demanding,rotatesthroughdayandnightshifts.Ameliaisproudof
time-pressured
tasks,
andshe
regularly
Technology Considerations
Digital Learning Preferences
hercraft-basedskillsandprecisioninfinishingwork.Outsideofwork,shevaluestimewithfamily,DIYprojects,andmaintainingagoodwork–lifebalance.
Bite-sized modules that can be
Has access to a smartphone and personal laptop but often uses her
completed in 15–30 minutes between shifts or during downtime. Visual, practical demonstrationsInteractive elements such as drag and-drop design exercises him to learn on his phone when
phonefor most digital activities.Internet accessat home is reliable, though he rarely uses e-learning
Who is it?
platforms unless required for compliance training.Prefers simple, intuitive interfaces and clear instructions —too many
Age; 39Role: JLR Operative
content —videos,
logins, apps, or technical terms can discourage engagement.Workplace digital tools are often locked downor shared, so flexibility
Location; SolihullTime with JLR: 10 years
to learn off-shift is important.
Mobile-friendly access, allowing
it’s convenient.
© 2020 -2023 Digital Learning Institute. All rights reserved.
Consider
1.2.3.4.5.
What is motivating your learners? Are there accessibility needs you should design for? What could impact their learning? How can you address this? What technology limitations might impact their learning? How will learner preferences inform your design?
Design considerations: For a JLR production operative working nights, motivation is usually pretty down-to-earth. They want to do their job well, hit their targets, and avoid mistakes that slow
the line down. They also want to feel confident and safe, especially when tired. Clear, simple training helps them feel more in control of their work and reduces stress. And if learning something new makes their shift run smoother—or gets them noticed for doing a good job—that’s a big plus.
2. Night-shift workers are often tired, so anything that’s hard to read or overly complicated is going to be a struggle. Many operatives may not be super comfortable with technology, so the training should feel straightforward and friendly. Big buttons, clear visuals, and plain language help a lot.Also, since they may be wearing gloves or PPE, training shouldn’t rely on tiny touchscreen interactions or audio-only instructions.3..Being tired from working nights /Not being used to new digital tools/ Needing to fit learning into a busy, fast-paced shift/ Stress from production targets /Finding it
hard to connect abstract information to the real jobKeep the training short, visual, and practical—something they can dip in and out of easily. Show them real examples from the production line, not abstract theory. Give
How to addres:ss
them simple, step-by-step guidance that they can replay as many times as they need. And always make the interface forgiving and easy to navigate so they don’t feel
frustrated or judged if they make a mistake.
4. They may be using older tablets or shared terminals, and the internet on the shop floor isn’t always perfect. They might alsobewearing gloves, so small or fiddly touchscreen buttons are a no-go. Because they’re not heavy tech users, anything complicated—like long logins, multiple menus, ortiny icons—will slow them down or put them off. Training should load fast, work offline if possible, and be designed with big, simple controls.
5.This type of learner usually prefers seeinghow something works rather than reading about it. Short videos, diagrams, and clear visuals go a long way. They appreciate straight-to-the-point instructions—no jargon, no long paragraphs. They also like being able to learn at their own pace without feeling rushed or tested. If
training feels practical, relevant, and respectful of their time, they’ll engage with it much more.