Gamification for Martina!
We have previously (in assignments) discussed the importance of clear objectives of Martina's training and defined the format as an online training. Gamification elements that I would suggest for Martina:
Serious games: Giving her challenges, inviting her team and creating environment tolerant to her mistakes
One of the difficulties of the case at hand is that Martina is taking the course on her own while other team members do not take part in it. For gamification, we need to create a group. Let's invite the team to a team building event and give them a challenging task to solve together. In the game, Martina would get a role similar to her new position. The essence of the game will require Martina to apply her new skills she acquired online. Importantly, she will not be afraid to make a mistake as the working situation at hand will not be real but imaginary. In addition to gamifying the process of her learning and development, we will also attain the goal of team building, helping Martina to get established in a new role.
Supporting the sense of progress
I would suggest Martina report every week to her boss how much she has learnt. To support her, the manager can provide her with a reward in any form appropriate in a company: give her one hour off on Friday (as a compensation for her time spent on learning online), provide a cup of coffee or a symbolic monetary compensation. A good idea will be if Martina has a picture of the sequence of units and cross the units as she passes them.
Badges from colleagues
I would suggest introducing "a month of badges" in her team. The team members will be given a certain number of badges that they can give to one another for the skills that Martina should develop. Her objective would be to receive the most of the badges from the team. At the end of the month, the winner with the greater number of badges from the colleagues would get some considerable real-world reward. This competition can make Martina more active in showing out her new skills.