Digitalisation of training in a trade academy

Project context

Establishment and further development of a central crafts academy

Key areas

Digital learning content, Learning Management System, Blended learning, Curricula, Interim management

The role of grünlicht

Project management, interim leadership, didactic concept development, implementation and integration

Starting situation

A leading residential and property company established a trade academy to sustainably improve the quality and appeal of vocational training in skilled trades. The goal was to make training more modern and flexible, with a strong focus on digital learning content for apprentices in professions such as mechanical engineering, electrical engineering, and tiling.

The previous learning materials consisted primarily of traditional training documents and in-person training sessions. To improve training quality and learning outcomes, content should be systematically digitised, modernised, and made available via a central Learning Management System. At the same time, the Craftsmanship Academy should be established organisationally and professionally managed during the start-up phase.

Our Approach

grünlicht took on both the project management for setting up the Craft Academy and its interim management during the initial phase. At the same time, we supported the Academy in developing its digital learning architecture and were responsible for its design, development and implementation.

The central focus was on several interconnected priorities:

• Project management and interim management
  Academy structure, team leadership and project organisation management
• Teaching Concept
  Development of a unified learning logic for all training years
• Digitalisation of content
  Transfer of scripts and presentations into interactive eLearning modules
• Multimedia implementation
  Use of videos, animations, interactive graphics and quiz formats
• Introducing an LMS:
  Selection, customisation and implementation of a modern Learning Management System with reporting and learning paths
• Structured Curricula
  Development of a digital training roadmap covering all apprenticeship years
• Trainer Enablement
  Training for Trainers on the Use and Integration of Digital Modules
• Change Management:
  Communication with stakeholders and involvement of trainers and apprentices to secure acceptance

Measures in detail

As part of the project, over 100 digital modules were created on topics such as heating technology, electrical engineering, drinking water hygiene and tool knowledge. The aim was not only to digitise existing content but also to prepare it didactically so that it could be used by apprentices without prior knowledge in an understandable, motivating and practical way. To this end, interactive elements such as learning videos, simulations, practical exercises and knowledge checks were developed. Technical terms were introduced gradually and content was prepared in simple, understandable language.

In parallel, a blended learning architecture was developed, in which e-learning modules were sensibly combined with face-to-face training in workshops. Thus, digital training was conceived not as a replacement, but as a targeted supplement and extension of practical training.

Another building block was the establishment of so-called Light Academies for regions without their own training centres. These offered digitally supported instruction, thereby ensuring a high quality of training even within decentralised structures.

For quality assurance, didactic guidelines were defined, feedback loops with instructors and pilot groups were established, and content was systematically reviewed and further developed.

Results

The project led to a training environment that functions in a more modern, structured, and scalable way.

• Digital learning platform established:
  All apprentices have access to learning content via a central LMS.
• High acceptance:
  Trainees regularly use the platform and consider the digital approach to be modern and practical.
• Efficiency gain
  Trainers can reuse content, update it centrally, and track learning progress more effectively.
• Increased attractiveness of training
  The academy positions itself as an innovative training partner and increases its attractiveness to applicants.
• Stability and control during the initial phase:
  The academy was professionally set up and managed with structured leadership from the outset through project management and interim management.
• Scalability:
  Contents are modular and can be applied to new professional profiles or further target groups.
• Fast availability
  Already within the first year, several training courses could be fully digitally supported.