Training that moves the team from a written procedure to daily use

No. We are an implementation and training company, not a certification body or an accredited institute, and we do not issue an “internationally accredited” certificate. What we issue is an internal attendance and assessment certificate belonging to your organisation, documented with the assessment results, the training hours and the modules covered, and usable in the employee’s file. If externally accredited certificates are required, we refer specialist bodies and take no commission from them and no part in issuing their certificates.

We start from the roles, not the modules: we establish who will actually work in the system and what each of them does every day, then build a track for each role carrying only the modules that concern it. Training runs on your own operations with realistic data in a separate training environment, with a pre-assessment to establish the level and a post-assessment to measure what was reached, then a ladder that ends with an internal trainer we have prepared.

We give no binding duration before knowing the number of roles, the number of users per role and the volume of modules covered. What we give are planning ranges: several short sessions beat one exhausting full day, and training is spread before, during and after go-live, because learning settles through repetition on real work rather than one session. More importantly, training is scheduled so the team actually attends — freeing staff for training is a management decision, not a training one.

Three things outside the training room: that the trainee will genuinely work in the system after the session, that parallel work in the old spreadsheets and files is stopped, and that each role has someone who answers the first question after training. Training succeeds when the employee is tested on their daily work rather than on memorising screens, which is why we measure usage two weeks later instead of measuring satisfaction at the end of the session.

Both, and each has its place. Hands-on training for warehouse, till and production roles works better on-site because hands on the screen surface mistakes immediately. Reference sessions, reviews and management sessions work efficiently remotely and save the team’s time. We recommend a mix: on-site for operating roles, remote for the two-week review and follow-up.

Certificates accredited by external bodies, official translation of materials, professionally photographed guides or produced video content, changing the company’s own procedures (we train on the approved procedure, we do not rewrite it), preparing training data or files on the team’s behalf, and guaranteeing attendance or application after the session. Training across several sites or languages is assessed as additional scope.

“Complicated” usually means “I was not trained on my own case”. So we train each role on the work it actually performs rather than the whole system, and start with its most frequent case so it completes real work in the first session. We involve capable sceptics in designing the exercise, because whoever helps build the steps defends them afterwards. Whatever remains after that is a management problem rather than a training one, and we say so plainly to management.