MySolved Training Courses and Certificate Help

An employee receives a message stating that a required training course is overdue in mysolved.

The employee remembers watching the entire video and closing the browser afterward. However, the course dashboard still shows 90% complete.

Another employee passes the final quiz but cannot find a certificate. A new hire sees several onboarding courses but cannot open one of the modules. Someone else completes a safety class in person, yet the online learning record remains incomplete.

These situations can involve several separate requirements:

• Course assignment.
• Enrollment.
• Lesson launch.
• Video completion.
• Reading acknowledgment.
• Quiz attempt.
• Passing score.
• Instructor attendance.
• Supervisor approval.
• Certificate generation.
• Learning-path completion.
• Record synchronization.
• Compliance reporting.

Employees commonly search for MySolved, although the official employee platform is generally called isolved People Cloud and uses the Myisolved identity environment.

isolved currently offers Learn & Grow, a learning management system designed to deliver courses, certifications, quizzes, learning paths, progress tracking, skills development and compliance-related training. The employer determines which employees receive each assignment and what counts as successful completion.

This is an independent informational guide. It is not operated by isolved, an employer, a course provider or a certification authority. It cannot assign training, change quiz scores, mark a course complete, issue an official certificate or collect employee login credentials.

What Does MySolved Mean?

The search term mysolved is commonly used by employees looking for:

• Myisolved employee login.
• isolved People Cloud.
• Employee training.
• Required courses.
• Learning assignments.
• Certificates.
• Compliance training.
• New-hire education.
• Professional development.
• Learning Management System.

MySolved is not normally presented as a separate official learning platform.

An employer can use People Cloud for payroll, benefits and timekeeping without enabling Learn & Grow. Another employer may assign extensive learning paths, certifications and professional-development content.

The available experience therefore depends on:

• Employer subscription.
• Employee role.
• Department.
• Work location.
• Job requirements.
• Hire date.
• Compliance obligations.
• Manager assignment.
• Integration with another learning provider.

What Is isolved Learn & Grow?

Learn & Grow is isolved’s learning management system, commonly abbreviated LMS.

Official isolved materials describe it as a platform for:

• Delivering employee courses.
• Assigning personalized learning.
• Creating structured learning paths.
• Providing quizzes.
• Tracking progress.
• Managing certifications.
• Supporting compliance training.
• Connecting development with performance and career growth.
• Reporting on skills and course consumption.

The platform can contain:

• Employer-created courses.
• External course libraries.
• Videos.
• Articles.
• Interactive modules.
• Quizzes.
• Webinars.
• Instructor-led sessions.
• Certifications.
• Development playlists.

isolved states that Learn & Grow can provide access to more than 95,000 courses, although the exact library visible to an employee depends on employer configuration and licensing.

Learn & Grow Versus People Heroes University

These names can be confusing.

Learn & Grow

The broader isolved learning management system that an employer can use to assign training and development content to employees.

People Heroes University

An isolved educational environment that includes training about People Cloud and other professional topics. Official isolved materials say it can provide courses, certifications and personalized learning paths for existing customers and their teams.

An employee assigned workplace safety or company-policy training may use Learn & Grow without needing People Heroes University.

An HR or payroll administrator may use People Heroes University to learn how to operate isolved products.

Where to Find Training in MySolved

The exact navigation can vary.

Look for names such as:

• Learn & Grow.
• Learning.
• Training.
• My Courses.
• Assigned Learning.
• Talent Management.
• Development.
• Learning Paths.
• Certifications.
• Tasks.
• Action Items.
• People Heroes University.

Older employee guidance has described a People Cloud tile that can use single sign-on to open Learn & Grow.

A course can also be opened from:

• Dashboard notification.
• Assignment email.
• New-hire checklist.
• Performance-development plan.
• Manager message.
• Compliance reminder.

Do not use an unrelated search result merely because it contains the word “isolved.”

Start through the official employer-provided People Cloud route.

Training Menu Is Missing

Possible reasons include:

• Employer does not use Learn & Grow.
• Employee has no active assignments.
• Training is handled through another LMS.
• Employee is in the wrong employer profile.
• New-hire account is not fully activated.
• Permission has not synchronized.
• Assignment begins on a future date.
• Course is available only to a particular job or department.
• Employer uses Skillsoft or another integrated provider.
• Mobile navigation does not display the full menu.

isolved supports learning integrations, including a Marketplace connection with Skillsoft that can exchange employee information such as job, location, supervisor and status.

Ask HR which learning system applies before creating another account.

How to Complete a Training Assignment

A typical process can include:

1. Sign in through the official employer-provided People Cloud route.
2. Confirm the correct employer.
3. Open Learn & Grow or the assigned learning section.
4. Select My Courses or Assigned Learning.
5. Open the required course.
6. Review the due date.
7. Complete every lesson or module.
8. Allow videos to reach their recorded endpoint.
9. Open required documents.
10. Complete any acknowledgments.
11. Take the quiz or assessment.
12. Meet the required passing score.
13. Complete the evaluation where required.
14. Select Finish, Complete or Exit Course properly.
15. Refresh the learning dashboard.
16. Save the completion confirmation or certificate.

Closing the browser immediately after the final lesson can prevent the system from recording the final status.

Assigned Does Not Mean Started

Common training statuses can include:

• Assigned.
• Not Started.
• Enrolled.
• In Progress.
• Pending Attendance.
• Assessment Required.
• Failed.
• Passed.
• Completed.
• Overdue.
• Expired.
• Awaiting Approval.
• Certification Pending.

An assignment appears because the employer or system connected it to the employee.

It does not prove that the employee opened or completed the content.

In Progress

A course can remain In Progress because:

• One module is unopened.
• Video did not reach the end.
• Quiz is incomplete.
• Required document was not acknowledged.
• Course evaluation remains.
• Browser session ended early.
• Completion did not synchronize.
• Instructor attendance has not been entered.
• Employee opened another version of the course.
• Course contains a hidden final action.

Open the course outline and inspect each item.

A course displayed as 90% or 95% complete usually indicates that one required component remains unfinished.

Watched the Video but Course Is Not Complete

Possible causes include:

• Video was skipped forward.
• Player did not record the final seconds.
• Browser tab was closed before completion transmitted.
• Internet connection dropped.
• Employee watched an embedded copy outside the LMS.
• Another lesson remains.
• Quiz must be passed.
• Confirmation checkbox was not selected.
• Final Exit or Complete button was not used.

Try opening the course again and reviewing its module list.

Do not repeatedly play the entire course before checking whether only the final acknowledgment is missing.

Course Progress Is Stuck

A stuck percentage can result from:

• Browser cache.
• Blocked cookies.
• Pop-up blocking.
• Outdated browser.
• Mobile compatibility issue.
• Interrupted single sign-on session.
• Course-provider outage.
• SCORM or learning-record communication failure.
• Multiple tabs.
• Employee opened the content from an expired email link.

Document:

• Course name.
• Date and time.
• Completion percentage.
• Browser.
• Device.
• Error message.
• Module that will not complete.

Useful request:

“I completed every visible module in the Workplace Safety course, but the dashboard remains at 92%. Please identify the incomplete lesson or refresh the course-completion record.”

Quiz Required

A course can require an assessment after the learning content.

The quiz may use:

• Multiple-choice questions.
• True or false.
• Scenario questions.
• Matching.
• Short answer.
• Practical evaluation.
• Manager observation.

isolved describes Learn & Grow as supporting personalized quizzes and configurable learning paths.

Check:

• Required passing score.
• Number of attempts.
• Waiting period between attempts.
• Whether answers are reviewed.
• Whether all questions were submitted.
• Whether a final certification button remains.

Passed Quiz but Course Remains In Progress

This can happen when:

• Passing score was recorded but another module remains.
• Quiz is one part of a larger learning path.
• Course evaluation is required.
• Certificate generation is pending.
• Instructor approval remains.
• Employee passed a practice quiz rather than the final assessment.
• The employee must acknowledge a policy.
• The system has not refreshed.

Useful request:

“My assessment shows a passing score of 88%, but the course remains In Progress. Please confirm whether another module, acknowledgment, evaluation or approval is required.”

Failed Quiz

A failed attempt can occur when the employee does not meet the assigned passing score.

Before trying again:

• Review the course materials.
• Check whether missed questions are displayed.
• Confirm the passing threshold.
• Check remaining attempts.
• Ask whether retraining is required.
• Confirm whether the first score remains in the record.

Do not create another employee account to reset attempts.

No Quiz Retake Available

Possible reasons include:

• Attempt limit reached.
• Manager must reset the course.
• Required waiting period.
• Course expired.
• Employee must repeat the content.
• Certification administrator must approve another attempt.
• Exam is proctored.
• Employer policy permits only one attempt.

Useful request:

“I did not meet the required score, and no additional attempt is available. Please confirm the retake policy and whether the course must be reassigned or reset.”

Training Due Date

The due date can reflect:

• Regulatory deadline.
• New-hire requirement.
• Annual renewal.
• Company policy.
• Job qualification.
• Customer requirement.
• Manager development plan.
• Certification expiration.

Check whether the time refers to:

• Local time.
• Employer headquarters time.
• End of business day.
• End of calendar day.
• Start of the employee’s shift.

Complete required training before the final hours of the deadline where possible.

Technical problems are harder to correct after the assignment becomes overdue.

Overdue Training

A course can show Overdue when:

• Employee did not finish before the deadline.
• Completion failed to record.
• Attendance remains pending.
• Course was reassigned with the wrong date.
• Employee was on approved leave.
• Employee received the assignment late.
• Time-zone setting is incorrect.
• Course was completed in another system.
• Manager did not approve a practical component.

Overdue does not always mean the employee ignored the assignment.

Ask HR or the training administrator to identify the missing completion condition.

Completed Before Deadline but Now Shows Overdue

Collect:

• Completion confirmation.
• Certificate.
• Screenshot.
• Quiz score.
• Email receipt.
• Course activity date.

Useful request:

“I completed the Information Security course on July 28 and saved the completion certificate, but the assignment now shows Overdue. Please reconcile the certificate with my Learn & Grow record and correct the status.”

Do not alter a certificate date.

Course Was Assigned After the Due Date

This can happen because of:

• Late employee enrollment.
• Job transfer.
• Data synchronization.
• Rehire.
• Manager assignment error.
• Course migration.
• Employee profile correction.

Request a reasonable corrected deadline.

Useful request:

“The course was assigned to my profile on August 5 with a due date of August 1. Please correct the assignment date or provide a new completion deadline.”

Course Expired

Expired can mean:

• Content access ended.
• Certification window closed.
• Assignment period ended.
• Course version was replaced.
• Employee missed the allowed period.
• License expired.

Ask whether the course will be:

• Reopened.
• Reassigned.
• Replaced with a new version.
• Recorded as incomplete.
• Waived because another course was completed.

Mandatory Versus Optional Training

Mandatory Training

Required by the employer for employment, compliance, safety, job access or policy reasons.

Optional Training

Offered for professional growth, career development or employee interest.

An optional course can still have a due date once added to a formal development plan.

Check the assignment description.

Do not assume a course is optional merely because it is available in a large content library.

Compliance Training

Compliance courses can cover subjects such as:

• Workplace harassment prevention.
• Safety.
• Information security.
• Privacy.
• Anti-bribery.
• Code of conduct.
• Industry regulations.
• Data handling.
• Workplace violence.
• Responsible use of company systems.

Official isolved materials describe Learn & Grow as supporting compliance through courses, certifications and progress tracking.

The employer determines:

• Which courses are legally required.
• Which workers are covered.
• Training frequency.
• Documentation.
• Passing score.
• Record-retention period.

Required Training Time and Payroll

Nonexempt employees should accurately report time spent on employer-required training according to the employer’s timekeeping instructions.

Questions to ask include:

• Should the employee remain clocked in?
• Is there a training pay code?
• Can the course be completed outside the normal shift?
• Must manager approval be obtained first?
• How is off-site training recorded?
• Does travel time apply?

Do not complete required training off the clock merely because the LMS is available at home.

Report all compensable time through the employer’s approved process.

Training Completed Outside Scheduled Hours

If an employee was directed or permitted to complete required training outside the normal shift, preserve:

• Course title.
• Start and finish time.
• Assignment message.
• Manager instruction.
• Completion record.

Submit the time according to employer policy.

A training certificate proves completion but may not show the full amount of compensable time.

Instructor-Led Training

An instructor-led course can require:

• Registration.
• Scheduled date.
• Physical or virtual attendance.
• Attendance code.
• Instructor confirmation.
• Follow-up quiz.
• Course evaluation.
• Practical demonstration.

The LMS may continue to show Pending Attendance until the instructor or administrator records participation.

Do not submit a second registration merely because attendance is not updated immediately.

Attended Class but Status Is Incomplete

Possible reasons include:

• Instructor roster not uploaded.
• Employee used another name.
• Employee ID mismatch.
• Wrong session.
• Early departure.
• Attendance code missing.
• Follow-up assessment incomplete.
• Administrator has not closed the session.

Useful request:

“I attended the August 3 CPR session under my legal name and completed the practical assessment, but the LMS still shows Pending Attendance. Please verify the instructor roster and update my training record.”

Webinar Completion

A webinar can require:

• Registration through the LMS.
• Attendance for a minimum duration.
• Poll responses.
• Attendance code.
• Post-session assessment.
• Evaluation.

Watching a recording afterward may not satisfy a live-attendance requirement.

Check the assignment rules before substituting an on-demand video.

Learning Path

A learning path is a sequence of courses or activities organized around a role, skill or development objective.

Official isolved materials describe configurable and personalized learning paths as part of Learn & Grow.

A learning path can include:

• Orientation.
• Policy training.
• Technical course.
• Quiz.
• Manager check-in.
• Practical demonstration.
• Certification.

Completing one course does not complete the entire path.

Learning Path Is Stuck

Check every component for:

• Prerequisite.
• Required order.
• Passing score.
• Attendance approval.
• Manager task.
• Waiting period.
• Hidden module.
• Expired course.
• Certification.

Example:

Course 1: Completed
Course 2: Completed
Manager observation: Pending
Overall path: 80%

The employee may have no additional action until the manager completes the observation.

Prerequisite Course

A locked course can require completion of another course first.

Possible prerequisites include:

• Orientation.
• Safety basics.
• System access training.
• Prior certification.
• Manager approval.
• Required quiz.

Do not ask IT to bypass a valid prerequisite unless the training administrator confirms it was assigned incorrectly.

Course Will Not Open

Possible causes include:

• Pop-ups blocked.
• Browser extensions.
• Expired session.
• Single sign-on error.
• Unsupported browser.
• Mobile limitation.
• Course-provider outage.
• VPN or network restriction.
• Third-party cookies blocked.
• Assignment not yet active.

Try:

• Refreshing the People Cloud session.
• Opening from the learning dashboard rather than an old email.
• Using a supported updated browser.
• Allowing the employer’s course window to open.
• Disabling only unnecessary blockers where permitted.
• Trying an employer-approved device.

Do not disable security software or install unknown browser extensions.

Blank Course Window

A blank window can indicate:

• Content blocked.
• Course failed to load.
• Authentication timeout.
• Network filtering.
• Unsupported mobile player.
• Popup opened behind another window.

Record the course title and time.

Useful request:

“The course launches a blank window after single sign-on. I tested the current browser and employer device. Please verify the course package and my assignment permissions.”

Course Works on Desktop but Not Mobile

Some modules rely on:

• Large screen.
• Pop-up window.
• Interactive simulation.
• Keyboard input.
• Unsupported media.
• External course provider.

Use the device recommended by the employer.

A mobile app can provide access to many HR tools, but it does not guarantee that every third-party course runs fully on a phone.

Course Opens Another Website

An employer can integrate external course libraries or providers.

For example, isolved lists a Skillsoft integration that can connect People Cloud employee information with Skillsoft learning content.

A legitimate external provider can therefore use:

• Different web domain.
• Separate course player.
• Single sign-on.
• Separate support process.

Verify the provider through HR or the Learn & Grow assignment before entering personal information.

Certificate

A certificate can confirm:

• Employee name.
• Course.
• Completion date.
• Score.
• Training hours.
• Certificate number.
• Expiration date.
• Provider.
• Instructor.

A certificate does not always prove:

• Professional license.
• Government credential.
• Independent certification.
• Continued qualification.
• Practical competency.

The meaning depends on the course and issuing organization.

Where to Find a Certificate

Look for:

• Completed Courses.
• Learning History.
• Certificates.
• Transcript.
• Achievements.
• Course Details.
• Download Certificate.
• Print Certificate.

A certificate may become available only after:

• Passing the final assessment.
• Course evaluation.
• Instructor approval.
• Administrator review.
• Completion synchronization.

Certificate Is Missing

Possible reasons include:

• Course does not issue one.
• Employee passed the quiz but did not finish the course.
• Certificate template is pending.
• Name field is incomplete.
• Instructor attendance has not posted.
• Course expired.
• Employer restricts certificate downloads.
• Certificate is in learning history rather than the course page.

Useful request:

“The course shows Completed with a passing score, but no certificate appears in Learning History. Please confirm whether this course issues a certificate and whether another approval is pending.”

Incorrect Name on Certificate

Do not edit the PDF.

Ask HR to correct the employee’s legal or display name in the source record and determine whether the certificate must be regenerated.

A name discrepancy can affect:

• Professional renewal.
• Customer requirement.
• Audit.
• License documentation.
• Training transcript.

Wrong Completion Date

A certificate can show:

• Course completion date.
• Quiz date.
• Instructor approval date.
• Record posting date.

These dates may differ.

Ask which date the credentialing or compliance process uses.

Request correction when the displayed date is factually wrong.

Certificate Expiration

Some certificates expire after:

• One year.
• Two years.
• Defined regulatory period.
• Employer policy period.
• Product version change.

The system may assign refresher training before expiration.

Check:

• Certificate issue date.
• Expiration date.
• Renewal window.
• Required refresher.
• Grace period.
• Whether the old certificate remains valid during renewal.

Recertification

Recertification can involve:

• Repeating the full course.
• Short refresher.
• New quiz.
• Practical assessment.
• Updated policy acknowledgment.
• Continuing education credits.

Completing the original course again does not necessarily renew the certificate if the employee was supposed to take a specific recertification version.

Certification Versus Course Completion

Course Completion

Shows that an employee completed assigned content.

Certification

Can require broader conditions such as:

• Multiple courses.
• Passing exam.
• Practical demonstration.
• Work experience.
• External authority.
• Renewal.

People Heroes University offers isolved-related certifications, while employer-assigned training can issue internal completion certificates.

Do not present an internal course certificate as an external professional license.

Training Transcript

A learning transcript can summarize:

• Assigned courses.
• Completed courses.
• Completion dates.
• Scores.
• Certificates.
• Credits.
• Expiration dates.
• Instructor-led attendance.

An employee may need it for:

• Internal promotion.
• Customer assignment.
• Professional development.
• Compliance audit.
• Transfer.
• Former-employment records.

Ask whether a downloadable transcript is available.

Course Completion Missing From Transcript

Possible reasons include:

• Completion has not synchronized.
• Another employee profile was used.
• External provider has not transmitted results.
• Course is still In Progress.
• Completion occurred before system migration.
• Administrator manually assigned the wrong version.
• Course was archived.

Provide the certificate or other completion evidence.

Duplicate Training Records

A duplicate can result from:

• Rehire.
• Duplicate employee profile.
• Course reassignment.
• Training-system migration.
• Two course versions.
• External provider integration.
• Name change.

Do not assume both entries must be completed.

Ask which assignment is active and whether the duplicate can be closed.

Course Assigned to the Wrong Employee

An employee may receive training intended for:

• Another job.
• Another state.
• Another department.
• A manager.
• A licensed professional.
• A different work location.

Do not simply ignore it.

Useful request:

“The assigned Forklift Operator course does not match my administrative role or work location. Please confirm whether the assignment is intentional before the due date.”

The employer may still require broad safety or awareness training, so ask rather than assuming an error.

Wrong State Training

Some training requirements vary by jurisdiction.

An employee working in one state may receive another state’s course because:

• Work location is wrong.
• Home address was used instead of work location.
• Employee recently transferred.
• Employer assigned a national curriculum.
• Multiple state courses apply.

Ask HR which jurisdiction controls the assignment.

Do not substitute one state’s course for another without approval.

Training After Job Transfer

A transferred employee can receive:

• New-role learning path.
• New safety training.
• System access course.
• Refresher training.
• Duplicate onboarding content.

Ask whether prior completions receive credit.

Training assignments can be driven by employee information such as job, location, supervisor and status, especially when integrated systems exchange these fields.

Training After Rehire

A rehired employee may see:

• Prior history restored.
• New employee profile.
• Reassigned courses.
• Expired certificates.
• New policy versions.
• Duplicate learning records.

Ask:

• Which historical completions remain valid?
• Which courses must be repeated?
• Is the old transcript connected?
• Does the new role require different training?

Training During Leave

An employee on approved leave may continue receiving automated reminders.

Contact HR or the leave administrator.

Ask:

• Is the training deadline paused?
• Is remote completion permitted?
• Will the assignment be extended?
• Is the employee expected to complete training during leave?
• Does an accommodation apply?

Do not disclose detailed medical information in a general course comment.

Former Employee Training Records

After separation, an employee can lose People Cloud or Learn & Grow access.

Before the final day, where permitted, save:

• Certificates.
• Transcript.
• Course completion records.
• Professional-development history.

Do not take proprietary course materials or confidential company content.

After separation, ask HR whether a former-employee transcript or certificate copy is available.

Training Connected to Performance Reviews

A development plan can assign learning based on:

• Skill gap.
• Career goal.
• Promotion preparation.
• Manager feedback.
• Performance improvement.
• Succession plan.

isolved states that Learn & Grow can connect learning with performance and career development.

Completing a course does not automatically change:

• Performance rating.
• Promotion status.
• Pay.
• Development-plan status.

The manager may need to review completion and confirm application of the new skill.

Course Completed but Development Goal Remains Open

Possible reasons include:

• Goal also requires practical application.
• Manager approval is pending.
• Course result has not synchronized.
• Employee must add a reflection.
• Another course remains.
• Goal deadline has not arrived.

Useful request:

“I completed the assigned Supervisory Skills course and the LMS shows a certificate, but the related development goal remains open. Please confirm the remaining manager or practical requirement.”

Learning Credits

Some courses can provide:

• Continuing education units.
• Professional development hours.
• Internal credits.
• Certification points.

Do not assume every course qualifies for an external license.

Verify:

• Accrediting organization.
• Credit type.
• Number of credits.
• Reporting process.
• License acceptance.
• Certificate requirements.

Course Evaluation

A course can require a feedback survey after the content.

Questions may cover:

• Course quality.
• Instructor.
• Relevance.
• Difficulty.
• Learning outcome.
• Technical experience.

The course can remain incomplete until the evaluation is submitted.

Do not include confidential personnel complaints in a general course survey when a separate HR process is appropriate.

Manager Observation

Certain training requires a manager to verify that the employee can perform a task.

Examples include:

• Equipment operation.
• Safety procedure.
• Customer process.
• Technical skill.
• Clinical or regulated procedure.
• Supervisor duty.

The employee may complete all online content while the assignment remains Pending Observation.

Ask the manager to complete the documented assessment.

Record Was Manually Marked Complete

An administrator may manually record completion after:

• Classroom training.
• External certification.
• System migration.
• Technical failure.
• Approved equivalent course.
• Prior learning credit.

Ask for confirmation that the manual entry includes:

• Correct course.
• Completion date.
• Score where applicable.
• Certificate.
• Expiration.

Technical Issue Before Deadline

Report the issue before the deadline.

Include:

• Course title.
• Due date.
• Error message.
• Completion percentage.
• Device.
• Browser.
• Screenshot where allowed.
• Troubleshooting already attempted.

Useful request:

“The required course is due today, but the final assessment will not load after I completed all modules. I reported the issue at 2:15 p.m. Please preserve the activity record and extend or correct the assignment.”

Do Not Share Training Answers

Do not:

• Share quiz answers.
• Take the assessment for another employee.
• Use another employee’s account.
• Photograph restricted test questions.
• Buy a completion certificate.
• Alter a score.
• Falsify attendance.

These actions can invalidate the training and lead to disciplinary or compliance consequences.

MySolved Training Phishing

A fraudulent message may claim:

• Training must be completed through an unrelated login page.
• Employee must provide a Myisolved password.
• Manager needs the authentication code.
• A fee is required to release a certificate.
• Gift cards are needed to avoid suspension.
• Bank information is required for course credit.
• Remote-access software must be installed.
• A certificate can be purchased without taking the course.

Open the official employer-provided People Cloud route independently.

A legitimate course assignment should not require:

• Online banking password.
• Debit-card PIN.
• Gift cards.
• Cryptocurrency.
• Sharing an authentication code.
• Sending the current People Cloud password to a manager.

Another Employee’s Training Record Appears

Stop reviewing it.

Do not:

• Download the certificate.
• Share the result.
• Contact the employee.
• Alter the assignment.
• Post screenshots.

Notify HR or the employer’s privacy contact.

Provide only:

• Time.
• Course area.
• Employer profile.
• Minimal description.

Ask the employer to correct the permissions.

Useful Missing-Course Request

“My manager assigned required training, but no course appears in Learn & Grow. Please confirm the course title, assignment date, employee profile and due date.”

Useful Stuck-Progress Request

“I completed every visible module, but the course remains at 94%. Please identify any unopened lesson, final acknowledgment, quiz, evaluation or approval requirement.”

Useful Quiz Request

“My final quiz shows a passing score, but the course is still In Progress. Please confirm whether the score transmitted correctly and whether another completion step remains.”

Useful Overdue Request

“I completed the course before the deadline and have the certificate, but the dashboard now shows Overdue. Please reconcile the certificate with the learning record.”

Useful Certificate Request

“The training status shows Completed, but no certificate appears in Learning History. Please confirm whether the course issues a certificate and when it will be available.”

Useful Attendance Request

“I attended the instructor-led class and completed the required exercise, but my status remains Pending Attendance. Please review the session roster and employee ID.”

Useful Payroll Request

“I completed employer-required training outside my scheduled shift at my manager’s direction. Please explain how to record the training time on my timecard.”

Useful Wrong-Assignment Request

“This course appears intended for another job or work location. Please confirm whether the assignment is required before the stated deadline.”

These requests provide enough information for investigation without sharing passwords or unnecessary identity data.

Who Should Handle Each Issue?

Contact the Manager About:

• Whether training is required.
• Development assignment.
• Practical observation.
• Work schedule for training.
• Job-specific content.
• Course priority.
• Application of the learned skill.

Contact HR or the Learning Administrator About:

• Missing assignment.
• Incorrect due date.
• Wrong course.
• Learning path.
• Quiz attempts.
• Course reset.
• Completion status.
• Certificate.
• Transcript.
• Compliance record.
• Former-employee training history.

Contact Payroll or Timekeeping About:

• Paid training hours.
• Training pay code.
• Overtime impact.
• Missing training time.
• Off-cycle payment.

Contact Employer IT About:

• Single sign-on.
• Browser issue.
• Blank course window.
• Mobile access.
• Popup blocking.
• Employee-profile synchronization.

Contact the External Course Provider About:

• Course-player error.
• External account.
• Assessment transmission.
• Provider certificate.
• Course-library issue.

The employer controls employee assignments and records. isolved’s public support guidance says employees should contact their own HR department for help with individual People Cloud access and records.

Frequently Asked Questions

Does MySolved Include Employee Training?

Participating employers can use isolved Learn & Grow to assign courses, quizzes, certifications and learning paths and track employee progress.

Where Is Learn & Grow?

It may appear as a People Cloud tile, Talent Management menu, learning section or single-sign-on link, depending on employer configuration.

Why Is My Course Stuck at 90%?

A final lesson, quiz, acknowledgment, evaluation, attendance entry or completion button may remain unfinished.

Does Watching the Video Complete the Course?

Not necessarily. The assignment can also require a passing quiz, acknowledgment, survey or instructor approval.

Why Does a Passed Quiz Still Show In Progress?

The quiz may be only one component of the course or learning path.

Can I Retake a Failed Quiz?

It depends on the employer’s attempt limit and course configuration. A learning administrator may need to reset the assignment.

Why Is Training Marked Overdue When I Completed It?

The completion may not have synchronized, attendance may be pending or the employee may have completed a different course version.

Can I Download a Certificate?

Some courses provide certificates through Learning History or Completed Courses. Not every course issues one.

Is Required Training Time Paid?

Employees should follow the employer’s timekeeping instructions and accurately report compensable required training time.

Can My Manager Mark Training Complete?

A manager or learning administrator may have approval or manual-completion permissions, depending on employer configuration.

Can isolved Public Support Change My Course Status?

Employee-specific assignments and records are controlled by the employer. Contact HR or the employer’s learning administrator.

Final Point

A mysolved training assignment should be followed from enrollment through the final learning record.

The employee should distinguish among:

• Course assigned.
• Course opened.
• Modules viewed.
• Quiz attempted.
• Passing score achieved.
• Attendance recorded.
• Manager observation completed.
• Course marked complete.
• Certificate generated.
• Learning path completed.
• Transcript updated.

The safest process is:

1. Use the official employer-provided People Cloud route.
2. Confirm the correct employer and course.
3. Review the due date.
4. Complete every module.
5. Let videos reach the recorded endpoint.
6. Submit required acknowledgments.
7. Meet the passing score.
8. Complete evaluations where required.
9. Exit the course using its final completion control.
10. Refresh the learning dashboard.
11. Save certificates and confirmations.
12. Report technical problems before the deadline.
13. Record required training time correctly.
14. Contact HR for incorrect or missing records.
15. Never share a Myisolved password or authentication code.

Official isolved materials confirm that Learn & Grow supports personalized courses, quizzes, learning paths, certifications, compliance training and progress tracking, while People Heroes University provides additional isolved-focused training and certification opportunities. The employer remains responsible for assignments, completion standards, deadlines and employee records.

This independent website does not operate Myisolved or People Cloud, assign courses, alter quiz scores, issue official certificates, record attendance or collect employee credentials.

Sources Consulted

This article was researched using current official isolved Learn & Grow, Learning Management System, Talent Management, People Heroes University, People Heroes World, People Cloud, employee support and Marketplace materials. Training availability, course libraries, passing scores, certificates, deadlines, employee permissions and paid-training procedures can differ by employer.