two colleagues discussing their work in a chemical laboratory
Case Study

The Right Chemistry: ALTANA’s Award-Winning Onboarding Programme

altana logo

ALTANA AG is a global leader in specialty chemicals headquartered in Wesel, Germany.


The ALTANA Group offers innovative, environmentally compatible solutions for coating manufacturers, paint and plastics processors, the printing and packaging industries, the cosmetics sector, and the electrical and electronics industry.


ALTANA employs around 7,000 people worldwide in four business divisions and generated sales of over 3 billion euros in 2022.


Who are we exactly?

The business divisions that make up ALTANA each operate under their own brands. They offer premium products and a comprehensive array of services to customers worldwide, leveraging the group’s combined knowledge and wealth of experience. ALTANA’s guiding principles and its four corporate values of Appreciation, Openness, Empowerment to Act and Trust serve as a mandatory basis for joint, goal-oriented action for all employees.


The project team was tasked with communicating these values and the ALTANA identity and culture uniformly to all people across all locations and divisions throughout the organisation. And that called for a global, digitalised onboarding programme. The group already had local onboarding programmes. But there was no group-wide e-learning system to give new hires an overview of the entire organisation. And certainly not one that harmonised with ALTANA’s guiding principles.


The team also had to design a training programme for future leadership personnel. The brief: a system that could onboard new leaders with key leadership guidelines and illustrate a leader’s typical working day.

colleagues discussing their work in a chemical laboratory

Three-hour e-learning programmes for new hires and leadership personnel

“We knew we had taken on a truly mammoth project,” says Andrea Pfister from ALTANA’s Talent Management CoE. “We wanted a modular e-learning system with interactive elements, videos and trailers. Onboarding@ALTANA had to be aimed at both new hires and long-serving colleagues. The idea was to have multiple options for newcomers to get to know our organisation and its culture and people. We also wanted established employees to be able to refresh their knowledge at any time.


Consequently, we took great pains to find the right provider. We needed someone who met the technical criteria, obviously, but the personal chemistry had to be right too. We knew it was going to be a long-running project that would require close consultation and intensive dialogue.”


Ines Conrad, project manager at imc, adds: "The project was also a great challenge for us as a supplier. Although there was a large number of 'individual, different' materials, these had to be combined into a sensible whole. And, of course, completely new modules had to be developed together with the technical experts. But it was also a great opportunity because it gave us a free hand and allowed us to be creative."

selection of graphics from ALTANA onboarding

A greenfield project

The ALTANA team was open to creative ideas and to relying on the expertise and recommendations of the imc team. Following a joint kick-off meeting on site, ALTANA opted for a programme comprising two different but interlocking parts. The first part was the general onboarding programme – mandatory for new employees and voluntary for the old hands.


The second part was the training programme specifically for leadership personnel. The idea was that existing employees moving up into leadership roles would only have to do the leadership part. External leadership appointees, on the other hand, would have to complete both parts.


Silver Award from Brandon Hall Group and excellent in-house feedback

The result of the project is nothing short of impressive: a colourful array of e-learning formats structured into two modular, target group-specific curricula. The programme starts with an invitation e-mail and a teaser trailer that includes a welcome message from the Management Board. The content itself is delivered via web-based training sessions, with learning supported by performance cards and the Readiness Check feature. The programme also integrates the imc BizQuiz format.


This result certainly impressed the jury at human capital management gurus Brandon Hall Group, the sponsor of the annual HCM Excellence Awards. The programme won ALTANA and imc silver in the Talent Acquisition category at the 2023 awards.


The project’s success is also evident from the results of employee surveys conducted by ALTANA. In those surveys, both onboarding programmes scored over 4 on a scale of 1 to 5 – a great result.


Needless to say, ALTANA is very happy. “We are absolutely delighted with the result. What’s more, the project taught us a lot, including about communication and internal stakeholder management,” explains Andrea Pfister. “imc was an extremely enjoyable, pragmatic, open and reliable partner to work with at all times.”

selection of graphics from ALTANA onboarding
3 hours training
Learning format
Blended Learning
Brandon Hall Silver Award
Andrea Pfister, Altana
We are absolutely delighted with the result. What’s more, the project taught us a lot, including about communication and internal stakeholder management. imc was an extremely enjoyable, pragmatic, open and reliable partner to work with at all times.
Andrea Pfister
CoE Talent Management
Success Story
Hansgrohe Group: The Power of Premium Enterprise Learning

Ensuring high quality across global operations

Enterprise learning to ensure quality across global operations

The Hansgrohe Group is a major player in the bathrooms, kitchens, and wellness industries, generating €1.4 billion in sales annually. The company lives and breathes premium quality and design. It needed a best-in-breed learning platform to ensure the highest quality delivery across all its global operations with over 5,400 employees in 34 companies and 20 sales offices.


How to achieve a consistent delivery worldwide

The Hansgrohe Group is committed to top quality. Delivering on this commitment entails communicating the quality message to all employees at multiple locations around the globe. To that end, the company needed to guarantee the same high level of expertise in all its divisions, whether in the USA, Europe, or China.


Face-to-face professional development was another challenge: shift workers in production had few options for attending courses held at remote locations during their normal working hours.

Enterprise learning to ensure quality across global operations

A top-tier distributed learning system

In 2006, Dynamic Media GmbH (later merged with imc) developed an LMS for Hansgrohe. Since that time, all employees have been able to learn independently, free of time constraints. They have access to industrial safety courses, fleet training programmes, and diverse learning offerings for topics in IT security, quality management, and staff development. More recently, the company introduced its employee app, giving its production workers easy access to the learning platform and relevant training content.


But that’s not all. In 2021, Hansgrohe adopted the imc LMS. This opened up a whole new category of learning to its installers, resellers, designers, and others. These users can now access a wealth of e-learning content and information on the company’s entire hansgrohe range and its AXOR luxury range.


Each division of the Hansgrohe Group is able to design its own training content. The company uses imc’s content authoring tools – Content Studio and imc Express – to create engaging e-learning content. Hansgrohe chose Content Studio because of its impressive user-friendliness and wide range of options for interactions.


Thanks to imc Express, the company can now automatically translate user-generated content and integrate it directly into the LMS. This is possible because imc Express is browser-based. The system also includes approval workflows to ensure that only approved high-quality content gets shown to learners.


Flexible corporate training a big hit with employees

During the pandemic, Hansgrohe hit on the smart idea of using their imc LMS as a vaccination booking tool. The platform gave employees and their families an easy and convenient way of booking appointments, enabling them to take advantage of the company’s in-house vaccination offer.


The project manager in charge, Jasmin Gargano, is pleased with how the system worked.

“Our main criterion was to give our employees a fast, bureaucracy-free booking system so they could protect themselves and their families. And the imc Learning Suite seemed the perfect choice for the necessary central administration capability. Our employees were already familiar with the system, so they found the booking process very easy. The resulting personal data was deleted from the system afterwards. Needless to say, the offering was very well received by our workforce.”

At Hansgrohe, learning ties in with the company’s core value of mutual appreciation and respect. A key tenet of the corporate culture is for all employees to be empowered to learn independently. Thanks to the adoption of the imc Learning Suite and imc authoring tools, this is now a reality at all the corporate locations.


The company also continually expands its learning paths and optimises internal processes with regard to skill and competency level. Hansgrohe plans to focus ever more closely on the needs of its employees to provide them with even better training.

Target learners
~ 5,400 employees worldwide
Learning platforms
LMS + Content Studio + imc Express
Our main criterion was to give our employees a fast, bureaucracy-free appointments booking system. Quite simply, the imc Learning Suite was the perfect choice.
Jasmin Gargano
Human Resources IT & Processes
Hansgrohe SE
mockup of nrl module
Case Study
National Rugby League

A holistic learning management experience for Australia’s national rugby league

Reinvigorating the learning centre of Australia’s second largest professional sporting association

nrl logo

The National Rugby League (NRL) is the world’s premier rugby league competition run by the Australian Rugby League Commission. It is the second biggest professional sporting association in Australia and is the dominant sport in the states of New South Wales and Queensland.


With sixteen teams in Australia and New Zealand, the NRL is synonymous with Australia’s sports culture and is the best-attended rugby league in the world. It was founded in 1998 as a merger of two competing leagues, but its roots reach right back to 1908.

rugby ball


A learning management solution with limited functionality


The NRL needed to reinvigorate its NRL Learning Centre, which provided training for coaches, referees, trainers and volunteers.


The Learning Centre also offered accreditation programmes for aspiring NRL referees, and

LeagueSafe: an online safety awareness course for parents and volunteers at children’s games, which was designed to help create a healthy and safe rugby league environment for young players.


At the heart of the LMS was an outdated Content Management System (CMS) which at the back end did not give users much autonomy over their content or integrate effectively with the league’s membership database.


Modernising the Learning Centre System

There were several challenges for the NRL with their current suite of technology, and they were using multiple systems for differing purposes, many of which were not performing well.


The LMS included a coach reaccreditation programme which was poorly organised and did not effectively address many different skill levels. It also included a referee training programme that had a high dropout rate, which indicated a poor user experience.


In addition to the LMS they were using for the NRL Learning Centre, the league also needed to use a third party system to manage all of their certifications, and it was proving very difficult to track and report on these internally.

child playing rugby

A fully-integrated NRL Learning Centre portal

Our solution was the implementation of a new LMS to combine the functions of the two previous systems it was using. The new system enables users by giving them greater control over content, certification management, and syncing with the membership database


The system consists of an interactive e-learning programme using imc’s Chatbot framework, with options for all experience levels. The programme contains scenario-based learning modules that account for different personality types and the challenges they present at games.


The Coach Reaccreditation and Referee Training programmes are now also using imc technology to provide an entertaining and informative journey to users. The new system provides students with the opportunity to learn through a variety of real-world scenarios that best fit their interests (for example, age-appropriate training for children or teenagers). Each learner has access to video examples of real-life, correct and incorrect performances.


As part of the redevelopment, we reinvigorated the referee-accreditation programme with real game footage and used an authoritative subject matter expert (SME), Kasey Badger, to attract referees from all walks of life.


A rejuvenated approach

This project successfully helped to rejuvenate the learning approach for our client, and the LMS solution was delivered both on time and within budget.


Not only did NRL meet its original objectives, but post-implementation, there was an uplift of the participation rates for online learning and positive feedback from users of the upgraded NRL LeagueSafe courses.

mockup of nrl module
A fully-integrated LMS portal
Increased participation rates & positive learners feedback
Role-based & individualised training
Icon representing Avatar Quiz apps
“imc Australia has been instrumental in helping us to modernise NRL Learning Centre to a whole new level. The new system improves the users experience and increases the courses participation tremendously. ”
National Rugby League
Case Study

Culture Change Through E-Learning on the Factory Floor

Ronal Group Logo

The RONAL GROUP is a leading manufacturer in the international market for light alloy wheels and has about 7,000 employees worldwide.

Founded in 1969, the Swiss-headquartered company has 13 production locations on three continents and is an OEM for all the world’s leading manufacturers of cars.

RONAL produces some 18 million wheels annually, and generated sales of EUR 1 billion in 2021.


Cross-departmental training for all workers, from white to blue-collar

“We make the best wheels in the world.” The RONAL GROUP’s vision statement is an uncompromising commitment to top quality. To live up to this claim, all the company’s employees need to be committed to quality and work to defined standards.


This applies to all employees, wherever they are based, whether in Switzerland, Taiwan, Mexico or elsewhere, and whatever their role, whether office or factory worker. Everyone throughout the RONAL GROUP needs to live and breathe quality so that the company can live up to its quality promise and meet the demanding standards of the automotive industry.


That was one part of the challenge. At the same time, the company wanted to digitalise its systems for documenting training completion. It wanted to do away with the labour-intensive, manual processes of keeping lists and gathering, signing and scanning paper certificates. Going digital would not only give the company a clearer overview of its training landscape, it would also reduce the error rate inherent in manual processing.

Ronal Race team

An enterprise-wide blended learning strategy

In order the better to administer, sustain and document its training courses, the RONAL GROUP decided to digitalise all learning-related processes using a learning management system (LMS). First and foremost, the managers in charge of the project at RONAL were looking for an LMS that could be integrated into the company's existing system landscape. Moreover, it should be easy and intuitive to use.


As well as the LMS itself, they were looking for a provider who could develop tailored training courses and enable the company to create its own learning content.

imc Learning Suite, the LMS provided by imc Learning, met all of these requirements. It has now been implemented at the RONAL GROUP as an employee development centre (EDC). The EDC is now used to administer all the company’s online training courses, as well as analogue courses.

Where once the various steps involved – everything from participant invitations by email to course completion to certification and verification – could only be accomplished by switching between media. Now they are all digitalised and can be coordinated via a single system.


HR managers with the relevant access privileges can now log in to get an overview of which training courses have been started or completed, and by whom. And employees can use their personal log-in credentials to check their learning progress. As well as this, all employees can independently search for and request courses from within the platform.

LMS from Ronal

The beginnings of a culture shift through targeted anytime, anywhere training

Philipp Leupoldt from Group Learning & Development at the RONAL GROUP provides support for the learning platform and also had a hand in the development of the first digital training courses. He has noticed that carefully targeting the training to key groups of employees encourages new ways of thinking that lead gradually to a culture shift throughout the company.


This is clear from two e-learning programmes in particular.

One is a training course on quality awareness which, in terms of methodology and didactic approach, is specially designed for blue-collar workers and can be undertaken either using tablets while on the shop floor or using PC workstations located nearby.

Featured image Ronal

The other programme is a training course for all RONAL GROUP employees designed to raise awareness of social engineering – the risk of being manipulated into disclosing sensitive information, such as passwords. The online content is supported by a poster campaign that specifically targets blue-collar workers.


The posters, which are displayed in staff cafeterias, production halls, common rooms, and staff facilities, summarize the learning content in the form of a comic strip. They also feature a QR code that employees can scan to receive further information on an internal page.

Leupoldt is pleased with the outcome. “We can see that the various measures and digital training courses are slowly giving rise to a genuine shift in culture,” he says. “Many of our blue-collar workers have demonstrated a matter-of-fact and pragmatic attitude to digital learning. The feedback from many other of our employees has been positive as well. Interest in work-related content is increasing, and the innovative methods are fostering independent learning.”

Trainings for Blue- and White Collar Workers
Learning Format
WBTs and Posters
Company Wide Blended Learning Strategy
Philipp Leupoldt, Ronal Group
We can see that the various measures and digital training courses are slowly giving rise to a genuine shift in culture.
Philipp Leupoldt
Group Learning & Development
mockup of DCJ module
Case Study
NSW Department of Communities and Justice

Helping to create a scaffold for what “good performance” looks like

Working with an Australian government department to develop a performance development project
DCJ logo

In June 2020, 3% of people at the NSW Department of Communities and Justice had completed a Performance Development Plan.


These plans are important because they reflect conversations between managers and the individuals in their team. The conversations are an opportunity to talk about goals, trade feedback, and create clarity on what ‘good performance’ looks like.

DCJ module illustration


The need for more frequent conversations


In 2019, the NSW Government brought together the departments of Family and Community Services and Justice to form the Department of Communities and Justice.


The Department partnered with imc Australia, seeking to embed a program that supports managers to have more frequent performance conversations that are not tethered to formal reviews.


Ten DCJ employees and two imc consultants worked together to co-design a solution that focused on gaining the audience's trust, attention, and motivation and delivered them the information and supports to manage for performance confidently.

Three workshops, one for discovery, the second for analysis and the third for conceptualisation and service mapping, were conducted. They focused on aligning the team to the vision and potential to design more than an eLearning module and still stay within scope.


By considering the managers, their challenges, but also the opportunity to make a more significant impact across the organisation, the design process put the managers' needs and the organisation's requirements at the heart of the solution.


A newly merged government department

The bringing together of people, processes and technology created a unique circumstance where over twenty thousand geographically dispersed people needed to collaborate in service of the taxpaying people of NSW.


Nationally, labour market data says that social assistance industries and organisations like the NSW Department of Communities and Justice are expected to grow by 14.2% before 2025.


With more employees, the Department recognised that a performance culture that aligned their people would be business-critical.

DCJ module illustration

Formal and informal learning

Launched from the DCJ LMS and intended to respond to any screen available to geographically diverse learners, this solution used three fundamental approaches:


  • Acknowledge the preconceived idea that performance conversations are difficult, uncomfortable, and unnecessary.
  • Include a hero who finds the confidence to have performance conversations and unintentional villains who detract from the hero’s journey.
  • Simplify the call to action.


To summarise the eLearning and focus on the ‘why’, a short animation was developed to act as a lightning rod to attract managers and employees' trust, attention, and motivation.


Understanding that talking about performance can be complex; the 3-minute animation demonstrates that performance conversations are an opportunity for managers and employees to work together and discuss opportunities. The target audience for the animation is wider and designed to create interest in the broader program.


Building on Success

To be precise, 6,960 people have been given a genuine opportunity to discuss their career aspirations and goals.


The increase in Performance Development Plans proves that the performance support project that scaffolded the existing performance management responsibilities has worked to:

  • impart skills needed to have performance conversations in a compelling and productive way.
  • instilled managers with the confidence and motivation to engage in a performance conversation.


There are approximately 3,900 managers at DCJ, 1,035 of whom have completed the program.


This means that 4.8% of DCJ employees have created an impact on 1 in 3 of their colleagues.


imc and the Department of Communities and Justice were recognised as Gold winners in the 2021 LearnX awards. The international award program honours innovative and creative projects in the fields of learning and design every year.

mockup of DCJ module
Increased accomplishments of Performance Development Plans
32.4% employees finalised their plans, a 30% increase in comparison to last year
Reinforce managers' confidence for Performance conversations with their team
Icon representing Avatar Quiz apps
The performance program helped me feel more confident in having really meaningful conversations with each of my employees. It was easy to follow, has great resources and even a short video clip which made it engaging. I truly recommend it to any manager and often refer to it in my current role as a HR Business Partner.
NSW Department of Communities and Justice
mockup of ccyp module with gold award
Case Study
The Commission for Children & Young People

Creating a Better Employee Experience

Learning that goes a long way
ccyp logo

The Commission for Children and Young People (CCYP) is an independent statutory body that promotes improvement in policies and practices affecting the safety and wellbeing of children and young people in the state of Victoria, Australia.

emu illustration


Using a human-centred design approach


The CCYP desired to create a better orientation and overall employee experience for their people.


To do this, we implemented a human-centred design approach in the new hire program across its organisation.


The solution of human-centred design enables us to consider the people that we’re designing for.


So putting people at the centre is the core of everything we do.



Creating a huge disruption to the current approach

CCYP strived to make the new starter and employee experience enjoyable, nevertheless, the reality was that new starters were handed 60 pdf documents when joining and sent on their way, leaving everything to chance. Our intervention was focused on disrupting this in a big way.


For CCYP, 'experience' was defined as “an event or occurrence which leaves an impression on someone” or a “feeling and emotion”. Employee experience, much like customer experience, is the deliberate and intentional design of systems and processes that create better human outcomes.


In the context of CCYP, Employee experience is the way new starters feel and the impression that’s made on them when they join the organisation.

illustration of adults and children

Considering the people we are designing for

This project was developed with a Human-Centred Design approach.


Human-Centred Design is a way of working and being that exists beyond a project or methodology. The world around us is changing rapidly, and the human-centric approach prepares us to deal with uncertainty and ambiguity.


Using Human-Centred Design methods helps us to understand human values and latent needs, so we are able to create people experiences that are meaningful and resilient.


Through this approach, we were able to shape a workplace experience where people want to be, one that responds understands, and values the perspectives and needs of those we aim to empower.


Delivered on time and on budget

This project delivered on what it set out to do on both time and budget.


Not only did we meet our original objectives, but imc successfully managed to implement the majority of strategic findings throughout the organisation.


After we delivered the initial concept, imc developed a 20-minute orientation module, implemented our innovative Trello solution as induction hubs, and further refined the organisations perspective on learning-centred employee experience for the future.


imc and CCYP were recognised as Gold winners at the 2021 LearnX awards, in the category Best Talent Strategy: Employee Experience. The international award program honours innovative and creative projects in the fields of learning and design every year.

mockup of ccyp module
Innovative Orientation Module
Increasing New Hires' Satisfaction Level
Cultivating Leadership Culture & Rapport Building
Icon representing Avatar Quiz apps
"As a Manager, what I say and do matters. I need to be consistent in showing up with the right conversations, feedback and focus that enable New Starters to align to CCYP and feel heard. The opportunities, support and mentoring I provide along the way build rapport and enables the best possible examples of leadership culture to become visible. It’s by making the culture and my ideal behaviours visible to New starters that I am able to provide the ideal New Starter experience."
The Commission for Children & Young People
TAC drivesmart mockup with learnx award badges
Case Study
The Transport Accident Commission (TAC) Victoria

Delivering an impactful driving experience

Engaging a Gen-Z audience through gamification
TAC logo

The Transport Accident Commission (TAC) is a Victorian Government-owned organisation whose role is to promote road safety, support those who have been injured on Victorian roads and help them get their lives back on track.

obsolete system


An ageing program that was failing to engage its audience


In the 1990’s, the TAC launched DriveSmart, a computer-based simulation training tool designed to support learner drivers develop skills for safe driving.


The program was originally delivered on CD-ROM, and then transitioned to an online resource in 2014. However, as the program aged, so too did its effectiveness in engaging an audience that had grown up in the age of gaming.


Even though the research within the program withstood the test of time, the tool was now outdated for a Gen Z audience who have come to expect a good user experience, interactivity, and mobile accessibility, which are necessary factors to deliver an impactful learning experience for this up-and-coming generation.


Rebuilding content from the ground-up

The major challenge of the project was to build a new system that was primarily aimed at a Gen Z audience. Therefore, the platform had to be fully mobile-optimised, with intuitive UI, a custom interface, and be accessible to all participants.


To effectively connect with the intended audience, the development of new content had to include realistic learning scenarios, gamification elements, interactivity and feedback and had to be embedded in research.

Drivesmart mockup

A portal with media-rich content

Our solution was the implementation of the imc Learning Suite, as the front end portal (website) for the TAC.


This portal was combined with a mobile-first interactive video format which was designed in a way that was easy-to-use, playful and mobile-optimised.


There were gamification elements included within the development of content such as badges, storytelling and driving games which enabled the learner drivers to build up their driving knowledge. They also had the ability to share badges on social media to share the safe driving message with their peers.


New video footage of driving conditions and risks were filmed for the scenarios. The videos were to be adapted into interactive scenarios by imc. These scenarios were designed to resonate with real-world examples that a young driver might experience whilst driving and be exposed to common dangers on the road.


A successful transition to mobile-first

The project was delivered on time, on budget and in its initial launch phase in March 2019, where over 8,000 users had been onboarded.


The successful redesign of the DriveSmart program has resulted in management who are very satisfied with the modernisation of the website and the mobile-first platform.


There has been a lot of positive word of mouth from the program’s users. The consensus within the community is that the bright colours and design of the website are very engaging, and it seems that users are more open to absorbing the information because of the way that the scenarios have been designed.

Drivesmart mockup
Engaging and Accessible Modern Solution
Improved Road Safety Awareness
Novice Drivers' Skills Improvement
Icon representing Avatar Quiz apps
"DriveSmart is part of a suite of programs available for novice drivers as part of our efforts to eliminate road trauma in Victoria. We are really pleased to have DriveSmart recognised for its evidence-based approach to supporting novice drivers build the hazard perception and concentration skills they need to become safer drivers."
Project Manager for the DriveSmart Redevelopment, Road Safety
Transport Accident Commission
kiwirail vehicle travelling through mountain pass
Case Study

Unifying an Organisation Under One Learning Management System

kiwirail logo

KiwiRail is New Zealand’s national rail network operator and one of the largest transport employers in New Zealand. They have over 4,200 permanent staff and more than 6,500 contractors.


Their employees are split over five distinct business units: KiwiRail Freight, Interislander, KiwiRail Passenger, KiwiRail Infrastructure & Engineering and KiwiRail Corporate.

obsolete system


Replacing ageing systems


KiwiRail required a single Learning Management System (LMS) for its five business units and over 5,000 users.


They had been using ageing and inflexible systems which were inefficient for the business because they did not communicate with one another.


Ensuring that the LMS met compliance

imc needed to ensure that the new platform, based on their Learning Management System imc Learning Suite, met critical safety business processes, skill competencies and compliance with legislation.


Another challenge was ensuring the system reduced administrative efforts and costs whilst also improving KiwiRail’s data quality and availability.

railway extends into mountain range

One source of truth for all business functions

imc built one system which helped KiwiRail to undertake a variety of business functions. These included:

  • A way for employees and contractors where they can find and register for training
  • The ability for employees to track their progress and manage their career training goals
  • A method for the business to manage skills, certificates and competencies
  • Enhancing managers’ ability to monitor and report on what their staff are completing


This system also helped to reduce costs across the business through the synchronisation of the HR system within the LMS.

It benefited KiwiRail by providing them with a platform that is accessible anywhere, with all records consolidated in one place.


Another highlight of implementing this new system was the topic of compliance. The system tracks safety, regulatory and legislative compliance training requirements. It helped to ensure that all of these are met with the ability to deliver company-wide reporting.


Efficient management of all rail personnel

The integration of all old systems into one new LMS helped to ensure the efficient management of all certifications and career developments across all business units. In addition, it gave KiwiRail the opportunity to further enhance their training access within their organisation.


This meets the individual requirements of the five different business units by providing one complete view across the enterprise. The new system is still being flexible enough to allow creativity and innovation across business units.

mockup of kiwirail LMS
Fulfillment of compliance requirements
Cost reduction across all business units
Relevant & up-to-date learning courses
Icon representing Avatar Quiz apps
“We are excited about the opportunities the system will give KiwiRail to further enhance training access in the organisation. It will provide one complete view across the enterprise, whilst still being flexible enough to allow creativity and innovation across business units.”
LMS Coordinator
Case Study
Department of Education & Training
(State of Victoria)

Building teachers’ capability through e-learning

logo DET

The Department of Education and Training (the Department) offers learning and development support and services for anyone living in the state of Victoria, Australia. The Department is responsible for the state’s education system.

teacher interacting with student


Enabling teachers to build the numeracy skills of their students


With this in mind, imc Australia partnered with the Department for the development of e-learning to build the confidence and capability of Victorian teachers to support students with learning difficulties in numeracy.


E-learning modules were developed to cover an introduction to learning difficulties in numeracy. These modules acknowledged the signs of numeracy learning difficulties, assessed mathematical skills and knowledge using the curriculum and supported students with numeracy learning difficulties in the classroom.


Difficulty in numeracy and mathematics

Students in the classroom may be experiencing difficulty with numeracy for a variety of reasons. It could be because of the presence of one more learning disability, absenteeism, sensory impairment or delayed language acquisition. Other factors include: social-emotional difficulties, issues with working memory, limited early language and literacy exposure, lower socio-economic status and disrupted learning.

mockups of DET modules

Building comprehensive E-Learning modules to support Victorian teachers

imc built four online training modules using an industry standard commercial authoring tool. This tool follows a simple, linear structure and utilises a mixture of custom graphics, stock images and text on screen, with the inclusion of multimedia assets developed and provided in support by the Department.


imc provided guidance and recommendations to the Department. We also provided extensive support within the customer's Learning Management System (LMS), including survey design, data capture, reporting and coaching on how to maintain modules effectively.


Ultimately imc's final recommendation was integrating and embedding a web object by Google Forms within the solution. Survey data and reports are extracted outside the modules and shared with the Department.


Helping to build the capability of Victorian teachers

The success of the four e-learning modules was determined by the teachers’ awareness-building, knowledge transfer, and mindset shifts.


imc was measured through a variety of e-learning engagement tools to enhance the learning experience. Through elements such as videos, simulations, meaningful quiz questions and a variety of other tools that formed part of the e-learning design solution, imc was able to create a bespoke suite of modules to aid the Department’s teachers.


The Department conducted a survey of 800 teachers and principals before and after the implementation of the course. The results of the survey showed that the courses had a high acceptance rate, meaning that they were highly successful in increasing teachers’ capabilities of assessing learning difficulties in numeracy among their students.

Moreover, developing the courses helped the teachers to improve their strategies for teaching students with learning difficulties.


imc and the Department were recognised as the Gold Award winners in the 2021 LearnX awards, in the category Best eLearning Initiative: Widespread Adopter. The international award program honours innovative and creative projects in the fields of learning and design every year.

Refined teaching skills
Train your best educators
100% satisfaction level
Jarrod Hogan
The e-learning course "Supporting students with learning difficulties, including dyscalculia" developed in conjunction with imc Australia, represents an important milestone in numeracy and learning difficulties in professional teaching.
Jarrod Hogan
Project Manager
Department of Education and Training
case study chatbot web based training kundenreferenz villeroy boch
Case Study
Villeroy & Boch

With chatbot and WBT to the
trade fair

Villeroy & Boch is one of the leading premium brands for ceramic products worldwide. Founded in 1748, the family business based in Mettlach, Germany stands for innovation, tradition and abundance of style.

As a renowned lifestyle brand, Villeroy & Boch has a presence in 125 countries with its bathroom, wellness and fine tableware products.


Fit for the leading trade fair

The ceramics manufacturer Villeroy & Boch needed to train around 400 sales representatives worldwide for a trade fair. Each employee attending the fair had to complete mandatory virtual product training so they would be able to present the new products.


The greatest challenges were: 

  • Time pressure: training had to be complete by a certain date 
  • Ensuring mandatory participation 
  • Subsequent testing of learning success 
  • Catering to different ages with different e-learning skills

Virtual product training

Two different web-based training courses (WBT) were created for the predominantly technical products. For all other new developments a chatbot was developed.

The chatbot was filled with short learning units aka learning nuggets, each taking 3 minutes to complete. Each participant moved through different topic areas and product training units.

Each employee arriving for the trade fair was required to complete these training courses in advance and demonstrate in a test that they had understood the learned content.

case study chatbot web based training kundenreferenz villeroy boch

Delighted customers

The training received a strong response and achieved high levels of acceptance. Employees provided extremely positive feedback.

Villeroy & Boch therefore plan to work with equally innovative, digital training concepts for future trade fairs.

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Target audience
400 Sales employees
Learning formats
Chatbot & Web Based Training
Combination of LMS and Content
We experienced our collaboration with imc as very pleasant and professional. Our requirements were fully met, and whenever timing was tight, imc did their best to be flexible and accommodate us.
Jörg Karrenbauer
Technical Trainer
Villeroy & Boch Global Academy