Training is a critical success factor in every IT and SAP transformation. It is often equated with delivery. In reality, delivery is the smallest part of the work. Sustainable adoption needs methodology through every stage of the transformation: who is affected, what they must learn, whether the system is ready, how to roll out without disrupting the business.
We combine change, training, business and technical perspectives in one integrated approach, avoiding friction losses, interface problems and unnecessary iterations. And we don’t stop at concepts: we take ownership of the operational delivery, from planning and structure to the hands-on execution of training and change measures.
Needs Analysis
Systematic identification of performance gaps, determining who needs what training, why, and with what expected business impact.
Learn More
The process begins by identifying which parts of the organization are affected by the change, whether by sector, business unit, or role, and determining which topics require training, which have simply evolved, and which demand more in-depth explanation. This targeted analysis ensures that training investment is directed exactly where it delivers value, rather than applied indiscriminately.
01
Design
Structuring learning objectives, content, methods, sequence, materials, and assessments into a program that closes identified gaps.
Learn More
Once requirements are defined, the course structure is developed, including scope, learning objectives, and format, alongside the supporting training materials such as click guides, manuals, and presentations.
02
System & Data
Providing a hands-on practice environment with realistic test data, enabling participants to execute processes and transactions themselves.
Learn More
Training systems, including dedicated test or sandbox environments, are prepared and validated so that participants can apply what they learn in a realistic setting, building practical competence rather than passive familiarity.
03
Training Plan
Aligning people, resources, and timing across the organization, so the schedule holds up before a single invitation is sent.
Learn More
The training plan is developed by coordinating content, trainers, and room or system availability with input from business experts across the organization, ensuring the schedule is realistic, resourced, and ready for execution.
04
Participant Management
Confirming that the right people attend the right sessions, and keeping that accountability clear from registration through to the final day.
Learn More
Working directly with subject-matter experts, attendance requirements are determined for each course, and the full registration process is managed before, during, and after each session, so accountability for attendance remains clear throughout.
05
Training Organization
Delivering according to plan on the ground, and resolving issues immediately when a trainer, a room, or a group changes at short notice.
Learn More
On the ground, delivery proceeds exactly as scheduled. Where changes occur, whether to a trainer, a room, or a participant group, responsibility for resolving them promptly is taken on directly, minimizing disruption to the wider programme.
06
Evaluation
Converting delivery into measurable outcomes, comparing what was planned against what actually happened, and identifying what to improve next.
Learn More
Following delivery, participation is tracked through the training management tool, and results are consolidated into structured KPI reporting, comparing planned against actual outcomes, summarizing participant feedback, and identifying concrete opportunities for improvement in subsequent phases.
07
Not every training requirement fits within the core plan. Ad hoc and individual requests, such as additional sessions, refresher training, or tailored support for specific roles, are addressed by applying the same structured approach that underpins the wider programme.
Please also feel free to reach out for custom support based on your unique requests, e.g. standard trainings for Change/Training.