Liebherr: Ganzheitliches Trainingskonzept für globalen Software-Rollout
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Training concept for global software rollout

For Liebherr, tts developed an expandable training concept for training in a decentralised and centralised context.
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Training in a decentralised and centralised context

The training concept for the employees of the globally operating Liebherr Group ranges from a one-pager to an assessment. But how is one and the same training concept supposed to do justice to the decentralised structure of the group of companies on the one hand and support the group-wide uniform introduction of a training management system and a personnel management system on the other?

Locations in more than
50 countries
11.75 bilion Euro

The result is impressive

For the LMS, 1 hour of e-learning has been created for 5 system roles in 3 languages, so that a user learns the essentials very briefly in 10 to a maximum of 20 minutes in the WBT. To complement this, 100 guides are available to him so far - and the number is increasing.

WBTs that lay a foundation with formal training

Training presentations to complement the WBTs, supplemented by trainer guides and already containing practice exercises. These can be adapted in the decentralised units and used for on-site trainings

Performance Support, a context-sensitive assistance in the so-called "Moments of Need".

QuickAccess (part of the tts performance suite) with guides as reference books

Flyers/nepagers for marketing purposes, each explaining everything briefly at a glance on one A4 page as a click guide; this with a reference to more details in the QuickAccess.

learning architects
Since we only offer basic training, we store as much content as possible in the area of performance support. If we had relied exclusively on WBT training in the traditional way, we would certainly have ended up with 3 to 4 hours of training.
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Ramona Rösler
Head of Corporate Learning Solutions, Liebherr IT Services GmbH

Implementation of a new learning management system

Liebherr introduced a new training concept with the implementation of a new Learning Management System (LMS). Via the LMS, the corporate units can also provide e-learning on a mobile basis, administer on-site training, have training booked by dealers and end customers, record training costs, handle certification programmes and much more. The flexibly expandable training provides the company units with "only" a basic training in the area of formal training, which they can expand to meet their needs and adapt for their purposes. It is composed of 4 parts:

  1. WBTs that lay a basic foundation with formal training.
  2. Training presentations to complement the WBTs, which are supplemented by trainer guides and already contain practice exercises. These can be adapted in the decentralised units and used for on-site training.
  3. Flyers/nepagers for marketing purposes, which explain everything briefly on one A4 page as click instructions; this with a reference to more details in QuickAccess (part of the tts performance suite).
  4. QuickAccess with guides as reference works.

Lessons Learned: 10 Clicks and Change Story

In hindsight, it became clear to the e-learning and training team that a central reference platform (web publisher) would be useful for further support in everyday work for complex contexts and that change management also needed more support from a central point. "We focused on role descriptions and system explanations, but little on what the individual gets out of the system," says Rösler, but for this there is now the "change story". The team continued to set "guide standards" so that users do not get frustrated and find the right thing quickly: Among other things, these include clear titles and keywording, a maximum of 10 steps per guide and a descriptive introductory sentence that informs about the role and task.

MySuccess training: with mandatory part

For the rollout of a group-wide HR management system, Liebherr adds further components to the training concept with the lessons learned. In addition, it is now centrally controlled and is also made available in 8 languages. In contrast to the LMS training, the WBTs imparting basic knowledge are preceded by a webinar for key users who are to serve as catalysts and supporters in the company units on site. The assessments for knowledge verification are now also part of this training concept, they take up scenarios from the WBTs and webinars. Workshop templates have been added to the training presentations to support process changes in the decentralised units. Both contain not only optional, but also some mandatory trainings, which are conducted by the key users on site. The marketing materials have now been joined by the Change Story in video format, which makes sense to the users and thus increases their motivation.

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