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

Getting to Climate Neutral: Global Action Day Plus Professional Development

Schaeffler logo

The Schaeffler Group, headquartered in Herzogenaurach, Germany, is a leading global supplier to the automotive and industrial sectors. True to its motto “We pioneer motion,” the company has been driving forward ground-breaking developments in the fields of motion and mobility for more than 75 years.


With innovative technologies, products and services for CO₂-efficient drives, electric mobility, solutions for automotive suspensions, Industry 4.0, digitalisation, and renewable energies, the company is a reliable partner for making motion and mobility more efficient, intelligent and sustainable.


The Schaeffler Group currently has about 84,000 employees spread across some 200 locations in over 50 countries. In 2022, it generated sales of approximately 15.8 billion euros.

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imc meets Schaeffler: Climate neutral thanks to eLearning

90 minutes of climate neutrality brainstorming worldwide

Schaeffler aims to be completely climate neutral by 2040. Its in-house production will be climate neutral by 2030, and its entire supply chain will achieve climate-neutrality by 2040. “That’s a very ambitious goal, certainly, but we are utterly determined to achieve it,” emphasises Nadja Lemke, Schaeffler’s Senior Vice President Global Branding & Marketing.


“But, of course, we will only succeed if everyone gets onboard.” Which is why Schaeffler is seeking to harness its employees’ creativity and expertise. It wants to draw together ideas from all areas of the company worldwide.


This was the thinking behind Schaeffler’s Climate Action Day, a group-wide event staged in June 2022. On that day, all the company’s employees paused their normal work for 90 minutes. For 90 minutes, they jointly focused on the challenges posed for Schaeffler and for society generally by climate change. In over 4,000 workshops worldwide, they developed a wealth of ideas for reducing CO2 emissions in their respective departments.


Climate Action Day was also to be a day of learning. Employees were to improve their knowledge of sustainability and climate neutrality through in-person and online workshops. But how, exactly?

Schaeffler employees hold signs

Fully integrated learning – Digital and in-person

An animated, integrated landing page complete with chatbot, curated content and direct interfaces with Microsoft Teams and the existing learning management system. That was the winning solution devised by imc.


imc project manager Melissa Hohmann explains: “It had to be completely learner-centric. All employees worldwide needed to know at a glance how to proceed directly to their learning content. The solution needed to come across as a coherent whole and be inspiring for the learners. The learner experience had to be so engaging that the passion for sustainability felt at Schaeffler headquarters in Herzogenaurach would carry across fully to learners as far away as Mexico, China, and Australia.”


The solution provided by imc took the form of a learning portal. On the big day, the employees logged in and watched video messages from the Board of Managing Directors. These messages demonstrated that the commitment to sustainability came from the highest levels of the company. After watching the videos, the employees were able to click through the portal to various options.


They could work their way through training content or take part in group chats. Or contribute their own ideas in the four categories of Green Products, Green Production, Green Materials and Green Behaviour.


Over 23,000 ideas and documented positive outcomes

“About 23,000 ideas – that was the outcome of Climate Action Day 2022,” says Hanna Peter-Regar, Senior Vice President, Schaeffler-Academy.


“The feedback from colleagues from all around the world was resoundingly positive. We were astonished at the innovative ideas that flowed in from the individual countries. The Teams chat absolutely exploded, and the engagement via social media was massive, too. People were proud to be contributing their ideas. They were excited to be lending their support to our drive for climate neutrality. What’s more, we’ve managed to implement a lot of their ideas since then.”


imc Executive Board member Sven R. Becker is likewise delighted with the results. “We count a project as a success only if the client achieves demonstrable and quantifiable positive outcomes. That’s what drives us. Why? Because the outcomes have to be there in order for learning and professional development to be an integral part of the digital transformation.”

Around 23,000 ideas: That was the outcome of Climate Action Day 2022. The feedback from colleagues around the world was overwhelmingly positive. The team chat exploded and social media engagement was huge.
Hanna Peter-Regar
Senior Vice President
Schaeffler Academy
Target Audience
Employees and reseller in 160 contries
Learning format
LMS & Blended Learning Journey
one central system instead of six stand-alone solutions
Success Story

With dedicated data to long-term growth and better forecasting

stihl logo

Quality “made by STIHL” is a core brand promise that dates all the way back to 1926. Since then, the one-man operation founded by Andreas Stihl in southern Germany has blossomed into an international mechatronics company.


Today, STIHL is the world’s top-selling chainsaw brand. The company employs over 20,000 people and has a presence in 160 countries across five continents.

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imc meets STIHL | Sustainable growth thanks to eLearning

How to share decades of knowledge

All STIHL tools, whether chainsaws, lawnmowers or hedge clippers, are high quality, safe and easy to use, and built to last. Therefore, many people keep their STIHL tools their whole life and have them serviced and repaired at their local specialised dealerships.


Consequently, employees at the 50,000 dealerships worldwide must be able to repair any older model at any time. And to enable that, employees and sales partners need access to detailed information on all STIHL products. This information needs to be in digital form, quick to access, and available worldwide.

Stihl worker

One learning platform for all

STIHL needed to ensure staff could access its product and service training courses at any time, from anywhere worldwide. So, in 2020, the company decided to implement the learning management system (LMS) developed by imc AG.


imc business consultant David Jost advised STIHL on the implementation of the imc Learning Suite. “The fact that STIHL is structured into several national operating companies posed a particular challenge,” he says. “Between them, they had six different systems that now had to be migrated in standardized form to our LMS. Hence, we had to discuss the requirements in great detail and run through a range of scenarios.”


STIHL e-learning and training manager Leandra Deininger was the customer contact for this project.

“We also attached huge importance to delivering a quality learning experience,” she says. “We wanted all users – from internal STIHL staff to dealers – to be able to find exactly the learning content they need, quickly and easily. And for that, the system had to be simple and intuitive to get to grips with.”


Better forecasting thanks to learning analytics

After the global rollout of the system and the progressive retirement of the legacy systems, STIHL intends to go a step further. It wants to put its data to work. This is where the imc Learning Platform’s learning analytics dashboard functionality comes in. It can be used to visualize learning success.


As David Jost explains, this is about more than tallying up the number of courses completed. Or even calculating average training hours. It’s about providing answers to questions like the following:

  • How can we enable our course managers to make sound decisions based on solid data?
  • How can we enable learners to achieve optimal learning?
  • How and in what way do professional development courses contribute to corporate objectives?

Once you have answers to these questions, learning programmes can be aligned with long-term corporate strategy. The impact of this corporate learning on achievement of the corporate strategy can then be visualised using learning data.

Leandra Deininger, STIHL
We attached huge importance to delivering a quality learning experience. All users – from internal STIHL staff to dealers – have to be able to find exactly the learning content they need, quickly and easily. For that, the system had to be simple and intuitive to get to grips with.
Leandra Deininger
E-Learning and Training Manager
Target Audience
Employees and reseller in 160 contries
Learning format
LMS & Blended Learning Journey
one central system instead of six stand-alone solutions
Young woman in the city happy with her training
Case Study

Together we can: Next-Level Blended Learning at Vodafone

vodafone logo

Vodafone’s purpose is to connect for a better world and drive innovation – as summed up by its “Together we can” global brand positioning.


The British mobile telephony company’s German subsidiary Vodafone GmbH was founded in 1990 in Düsseldorf. Today, the Vodafone Group has a global workforce of around 100,000, including 16,000 in Germany.


The group’s worldwide revenue for 2021 was 43.81 billion euros, 13 billion of which came from the German market.


Digitalising a five-day in-person onboarding workshop

At Vodafone GmbH, induction, orientation and training in corporate values for new customer service representatives used to take the form of a week-long in-person workshop. That was the case up until early 2020, when the pandemic came along and changed everything. Suddenly the company had to find an alternative solution.


Pre pandemic, new customer service representatives would spend their first five days with the company learning a great deal more than just the nuts and bolts of the job, like how to deal with difficult customers. They would receive instruction in Vodafone’s corporate values and its customer promise.

  • What does the Vodafone brand stand for?
  • What is Vodafone’s mission?
  • What are the dos and don’ts of dealing with colleagues, superiors, external partners and customers?

All of this learning content would be imparted by trainers in in-person training workshops. But once it became apparent that the pandemic was not going away any time soon, and that steps therefore needed to be taken to protect employees, Vodafone decided to digitalise these training workshops.


That was at the start of 2021. Vodafone HR Learning Manager Sabine Fusenig remembers the decision well: “Even before the pandemic, we had been considering digitalising our onboarding programme in order to improve quality and standardisation. A key requirement was that our trainers retain their central role but be given more time to provide one-on-one support. We had already worked with imc Learning on a number of successful projects and were keen to see what they would come up with to meet these requirements.”

vodafone island training

A blended learning experience featuring an interactive 3D map, learning diary and portal page

It was immediately obvious to imc that an undertaking of this complexity and scope called for an extremely well-thought-out blended learning concept. Keeping learners engaged over several days of at-home online learning was clearly going to take more than run-of-the-mill online lectures or hours of video content. Because to deliver 2030 minutes of learning, you need variety.


With this in mind, the team from imc’s content department put their heads together with the Vodafone team. They developed a blended learning concept called “Basic Customer Care”, or BCC for short. This new onboarding programme is strong on variety, comprising such varied components as a trailer video, performance cards, a four-day challenge, a learning diary, a central portal page and a “Vodafone Island” 3D map.

“We soon realised it was going to be a truly mammoth project.  Loads of different formats were needed and it was going to take quite a bit of time. Not to mention a great deal of active input from the project team at Vodafone,” says Thomas Faas, a Project Manager in e-learning content at imc.


“You see, while we can certainly help structure the learning content, selecting that content is a decision only the client can make. Not every client understands that. But Vodafone does. Everyone on the team understood exactly what they were getting into, and there were clearly defined contact persons and lines of responsibility. As a result, the project went off without a hitch, plus we had a lot of fun.”

Perfect teamwork

Sabine Fusenig agrees: “imc has been a very constructive, pleasant and reliable partner to work with. The project managers defined clear structures, including timelines, so everyone knew exactly what they had to deliver, and by when.”


It was also a special project experience for the business-side team at Vodafone, which consisted of the Training Specialist Manuela Jeschke and the three trainers Monika Arenz, Rene Schmelzer and Dirk Winkler. They spent many weeks compiling and reviewing content and providing feedback.


“Here on the Vodafone project team, we have a really good handle on things and are very well coordinated. But we are a learning organisation, and this was a learning opportunity,” says the HR Learning Manager. “We had half-hour sprint meetings with imc twice a week and were given ‘homework’ to do after each session. Also, we had separate kick-off meetings for each day of the onboarding programme so that we could define clear goals and structures for each day of programming at the outset.”


Measurably improved results

All the hard work has paid off. By ensuring careful, detailed coordination, avoiding unnecessary reworks and keeping to the tight project timeline, it proved possible to complete the entire blended learning programme in the space of just seven months. Vodafone’s objectives were to achieve measurable improvements in training quality and increase the already very pleasing scores achieved in the metrics it typically assesses for all training courses.


Net Promoter Score: Increased

For example, after each training course, Vodafone calculates the net promoter score – a commonly used metric that indicates how likely consumers are to recommend the product or service in question to others. Previously 82%, this score increased to an extremely pleasing 88% following implementation of the digital onboarding programme.


Similarly, Vodafone wanted to increase the programme’s practical applicability scores from the already above-average 4.3 to 4.5. The programme actually exceeded this target, and the new score is 4.7 (out of 5).


These scores are reflected in the favourable comments from users:

  • “The first BCC round went really well!”
  • “Brilliant all round! 😊 …and it’s great fun training with the new programme!"


The feedback from the trainers, too, has been positive without exception:

Vodafone Case Study Portal
  • “The learners really like the self-learning phase (SLP) as they are free to organise their own time and work at their own pace.”
  • “The content has a clear, easy-to-follow structure. The group tasks have also been extremely well received. It’s not excessively content-heavy, which allows learners time to ask questions and actively engage with the content.”
  • “The concept also gives us the flexibility to catch learners up if they miss a session here or there. We didn’t leave anyone behind!”

The last word goes to Sabine Fusenig: “The project was a resounding success, and I personally would like to see it used as a blueprint or example of best practice for future projects and rolled out in other countries.”

2030 min learning content
Learning format
Blended Learning
Increased Net Promoter Score
imc has been a very constructive, pleasant and reliable partner to work with.
Sabine Fusenig
HR Learning Manager
Case Study

Not just good – a Meisterpiece: How Jägermeister combines LMS and Blended Learning

Established as a vinegar factory and wine trader in the Lower Saxony town of Wolfenbüttel in 1878, the company launched its first herb liqueur under the name of Jägermeister in 1935. The secret recipe comprising 56 herbs remains unchanged from those early days.


Mast-Jägermeister SE grew from a small family business to an international organisation, and is now in the fifth generation of family ownership. In 2020, the company recorded global sales of 89.6 million 0.7 litre bottles, now selling the main product Jägermeister in more than 150 countries.


Jägermeister has around 1000 direct employees. Resellers and external distribution partners around the world add to the large number of people requiring training.


Top-quality training in line with the brand

Before corona, Jägermeister took a rather traditional approach to learning and knowledge-sharing. In most cases, new employees, distribution partners and resellers were invited directly to the headquarters in Wolfenbüttel to help them learn about the brand and understand it better. There, they would receive all the necessary training on the products and get a feel for the brand.


Yet, even before the pandemic, it was clear that this system needed to be optimised, and Jägermeister started to look into procuring a learning management system (LMS). Professional training courses in e-learning format were also on the wish list back then.

The range of training to be covered by the LMS, individual learning nuggets and web-based training (WBT) went beyond the offering for external distribution and trading partners. For instance, different target groups from apprentices and trainees to the CEO needed to gain an in-depth understanding of e-commerce.


At the same time, a coherent and strong brand image that all employees identify with is a top priority for Jägermeister. Therefore, the learner experience was considered crucial.

bar tender serves jaegermeister

A blended learning journey masterpiece

Jägermeister decided to use the imc Learning Suite as its learning platform. The well thought out extended enterprise scenario in combination with the clear module structure was a major deciding factor in favour of imc. The Learning Suite also scored with its customisable configurability and great system reliability.

Simply sharing knowledge is not enough – it also has to be packaged right to reach all target groups and meet their needs. To this end, imc created a sophisticated blended learning scenario for Jägermeister.


Kathrin Heidler, Instructional Designer at imc, analyses the collaboration with Jägermeister: “What set the project apart is how complex it was. A blended learning journey embedded in classroom training, web-based training, performance cards and our BizQuiz is far from routine – even for us!

We were really able to go all out with this project. It was great fun helping to design such a complex project using a large variety of techniques.”


Learning that doesn’t feel like learning

imc meets Jägermeister | A Meisterpiece of E-Learning

The feedback for the initial platform tests was all positive. Users were especially taken with how the e-learning content triggered an emotional response. The consensus among the employees: Once you log in to MeisterAcademy, the training courses don’t feel like learning. The direct integration of LinkedIn learning courses was also received very favourably, as it gives employees an even greater choice of courses.


Philipp Terstesse, Manager Global Trade Marketing at Jägermeister, summarises: “Our goal was to create a learning experience that takes a new approach and motivates learners. The learner and employee experience were extremely important to us.
We firmly believe that our digital ambitions go a long way towards shaping the future of our brand. We are thrilled to have a strong partner in imc who will stay by our side as we embark on this journey into the future together.”

Target Audience
Employees and reseller in 150 contries
Learning format
LMS & Blended Learning Journey
brand confom, emotional learning contents
Philipp Terstesse
Our goal was to create a learning experience that takes a new approach and motivates learners. The learner and employee experience were extremely important to us. We are thrilled to have a strong partner in imc who will stay by our side as we embark on this journey into the future together.
Philipp Terstesse
Manager Global Trade Marketing
Mast-Jägermeister SE
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
Premium enterprise e-learning content
Case Study

A slightly different kind of
compliance training

case study compliance training customer reference audi ag

Audi is one of Germany's leading premium car manufacturers. Based in Ingolstadt and Neckarsulm, Germany, the company has been producing high-quality vehicles since 1909 and is now part of the Volkswagen Group.


Motivation for an unloved topic

When employees learn that they have to attend compliance training, their enthusiasm is often limited. The trainees are usually hostile to the training even before it begins.

Audi therefore wanted to train employees with an unusual compliance training course in such a way that the necessary knowledge is clearly conveyed to them and, ideally, they also have fun during the training.

case study compliance training customer reference audi ag

Web-based training of a different kind

“Welcome to Fraud City. The city “eats” its residents – skin, hair and all. We hope you’re up to it. Enter at your own risk.” This intro sounds ever so slightly different to the traditional “Click here to start your training”.  

The entire web-based training course with motion design adopts the style of “Sin City”, and takes the brave participant to a corrupt city full of dangers and suspect colleagues – accompanied by Detective Fraudless who is always on the brink of solving yet another crime and starts off by explaining the rules.

As the employee navigates through the training course, the criteria for identifying cases of fraud are revealed, as are the behavioural patterns that call for special attention. 

case study compliance training customer reference audi ag

Positive feedback on the intranet

Screenshot of Fraud City

Audi demonstrated great courage with this unconventional concept – and reaped the rewards: The elaborate and polarising concept leaves a lasting impression, creating a buzz among almost all employees. Similarly, the intranet feedback was predominantly positive, and many employees praised the web-based training, as Laura Schumacher from the Audi compliance department confirms.

  • “Great job! This makes ‘learning’ fun!” 
  • “Very pleasant WBT, executed superbly. That’s what I’d call modern. Let’s have more of this.” 
  • “I thought the presentation of the WBT as a homage to Sin City with L.A. Noire elements was extremely original. A great example for knowledge transfer in an entertaining package. Keep it up!!!” 
  • “We need a lot more web-based training in this style.  It gets the message across in an entertaining and easy-to-understand manner, well narrated with cool stories!” 
Target audience
worldwide > 90,000 employees
Learning format
Web Based Training + Trailer
Film Noir & Sin City
Icon representing Avatar Quiz apps
Compliance training is always a tricky subject. For this WBT though, we received very favourable feedback from our employees!
Laura Schumacher
Compliance Department
Audi AG
Arnbeit Leben berlin Brandenburg
Success Story
Arbeit und Leben Berlin-Brandenburg

When Bricklayers and Gardeners Create Their Own Digital Content: A success story starring imc Express

Arbeit und Leben Berlin-Brandenburg DGB/VHS e.V. is a non-profit adult education organization.
It is supported jointly by the Berlin-Brandenburg branch of Germany’s DGB trade union confederation
and Berlin’s adult education schools (VHS). It was initially founded to support the democratic restart
– including by means of political education – after 1945. 


Today, its educational and advisory services impart knowledge, promote critical thinking, and encourage participation in society.
It empowers people who are typically disengaged from educational and advisory services and therefore excluded from work and society. 


To turn learners with limited literacy skills into producers of learning media.

Arbeit und Leben (English: work and life) Berlin-Brandenburg provides support to people from many backgrounds. These include apprentices, job-seekers, low-skilled workers, and people with limited digital literacy and limited skills in reading, writing, and math.  


To combat the skills shortage, it aims to help people from many different (educational) backgrounds through further training and improved preparation for workforce entry. 


Accordingly, it trains instructors and apprentices and advises businesses and educational institutions on implementing targeted learning in the workplace. 


But it wanted to incorporate modern, digital learning methods into its offering. And for that, it needed a tool that was easy for teaching staff to integrate into their teaching practice. The idea was to facilitate greater long-term retention of knowledge by turning the learners themselves into producers of learning media. 


Collaboration using AI and automated translations

After much comparison and testing, Johanna Lambertz from Arbeit und Leben’s vocational training department chose the authoring tool imc Express.


“We were impressed with imc Express right off the bat,” she says.

“The tool is intuitive and easy to use, particularly for people with low literacy and media skills or from migrant backgrounds.  And the great thing for our teaching staff is that its integrated AI takes care of layout, dubbing and translation. What’s also really helpful is the option to summarize things in simple language with its built-in ChatGPT features.


What’s more, the integrated image database means that our instructors don’t have to worry about legal issues like copyright. They can prepare their teaching materials and then invite the learners to generate content – which the learners find extremely motivating.” 


87 new items of learning content in the space of three months

So, how has it all worked out in practice?


“The learning units we created in cooperation with the Steinbeisschule Stuttgart school illustrate this perfectly,” Johanna Lambertz explains. “We shot some videos with young apprentices. This content was then used to create learning nuggets showing in detail the steps involved in building a wall. Other learning videos deal with construction site safety, as well as specialist tools and how to use them. 


“These subjects are much easier to show visually than explain in words, so the videos are great. We are also currently producing learning content for horticulture under a partnership with the foundation Stiftung für Mensch und Umwelt (English: foundation for Humans and Enviroment) in Berlin that concerns itself with environmental questions.


“To give another example: a job centre employee used the tool to create a learning unit that shows her clients how to use the centre’s website. Similarly, the interactive elements, such as multiple-choice questions and flipcards, are ideal for integrating occupation-specific prose styles and specialist vocabulary.” 


Five months on, imc Express has been used to create 140 learning nuggets. In addition, 44 instructors are now using the tool on a regular basis. 


Arbeit und Leben Berlin-Brandenburg is now looking at using imc Express to support even more learners in sectors such as construction and nursing. To quote Johanna Lambertz:


“The potential applications are virtually unlimited.” 

fast and flexible elearnings
Content creation
elearnings for and by employees
further departments want to use the tool
The potential applications are virtually unlimited.
Johanna Lambertz
Vocational Training Department
Arbeit und Leben Berlin-Brandenburg
More about the project

ABConnect - "Connecting work, education, opportunities. Networking, professionalising and strengthening actors in work-oriented basic education for digital teaching".

Responsible for the eVidoe media workshop: Arbeit und Leben Berlin-Brandenburg DGB/VHS e.V.

Funding rate of the funding body: 
The ABConnect project (funding code W1497BAOG) is funded by the Federal Ministry of Education and Research as part of the "National Decade for Literacy and Basic Education 2016 - 2026".

mybreev team happy with the possibilities of AI and imc
Success Story

How the latest authoring tools can ‘change the game’ in scaling global e-learning creation

mybreev logo

mybreev is a cutting-edge company that offers pioneering solutions in the field of online
duty of care training (security, safety, cyber education, and compliance e-learning) across the globe.


Our comprehensive e-learning programs ensure that our clients stay ahead of the curve
and are well-equipped to tackle the challenges of today's rapidly changing liability environment.


Producing e-learning that keeps pace with learner needs

Uwe Roniger, CEO of mybreev with more than 25 years of expertise in the industry, had been looking for a super-fast authoring tool that could provide a cool, engaging content experience for global learners for more than 2 years.


As Uwe explains: “Even though only 10-15% of the off-the-shelf content that mybreev supply to their clients needs customisation, it is this 10-15% that is most important for both the learner and the client company, to personalise their content and provide the best learning experience.”


Around 50% of mybreev’s clients request customisation or language localisation so finding the right authoring tool would have a huge impact on mybreev’s efficiency. However, this solution was proving very difficult to find. “In our own private media consumption, we can view anything we want, instantly in our own language, for free. So why, in the professional sector, are clients still having to invest huge amounts of money and time in translation? In an age of technology, this doesn’t make sense,” Uwe says.

mybreev team using imc Express

Using AI super-powers to create limitless, global e-learning

As a future-focused, innovative organisation, mybreev’s CEO, felt strongly that an automated tool using the power of technology was the solution and tasked his senior manager, Jutta Nowak-Strauch, to find the ideal authoring tool.  


Jutta’s many years of experience in e-learning content creation meant she understood fully all the problems that can occur in the production process. The frequent changes needed to create the optimal learner experience, especially where multilingual content is required, are the most time consuming. She explains “all learners learn better in their own language”.


As soon as Jutta saw imc Express in action and tried the system, she was convinced.


“I was astonished to find how much AI was already available within imc Express, compared to other solutions, especially the AI voices. All our in-house content producers are now using imc Express as part of their suite of expert tools.”


No more learning boundaries thanks to imc Express

Uwe explains, “previously we had no limitations in what we and our clients could create in terms of content experience. But we did have limitations in what we could offer the client in terms of customisation and language possibilities and of course our clients had budget limitations. Since the discovery of imc Express, the boundaries have been lifted and our clients are now able to offer an amazing, customised content experience to any learner, anywhere in the world, instantly and without additional budgets.”

Content created in over 50 languages
Collective creativity in real time
Time saving
From weeks > days
Uwe Röniger, CEO mybreev
imc Express is the perfect example of the AI revolution. Companies can now produce one great e-learning, in one language and the rest of the work will be done by the machines
Uwe Roeniger
mybreev GmbH
Case Study
imc Learning

The new digital brand training at imc Learning: Understanding through experiencing

Using gamified brand training to reach and lastingly inspire a highly diverse target audience

In business it’s generally a good idea to stick with what you do best. And that’s precisely our approach to internal brand training here at imc Learning. We have taken our expertise in learning, something we normally offer other companies, and used it to help our own employees.


At imc, we’ve been working with digital learning for about 25 years. We strive to make learning better by redefining how learning happens. Experts in technology, e-learning content and strategy work hand in hand to offer holistic and tailored e-learning solutions – worldwide.


Having started out as a spin-off from Saarland University in Germany, we now work with more than 1,300 companies and public and educational institutions from all sectors and of all sizes, providing them with holistic support in the planning and implementation of digital training strategies.


Enabling employees worldwide to understand and engage with our values and purpose amid the demands of hybrid work and new onboarding methods

imc has changed a lot over the years, both in terms of our brand image and the core values on which it is built. This change in culture is reflected in all areas of our company and therefore needs to be understood and actively supported by all employees – including new hires, who need to be able to connect with and internalize our values.

Achieving this outcome requires learning in the following main areas:


  • Company history: What defines us as a company? Where do we come from?
  • What are imc’s goals and vision?
  • What are the values that shape us, and how do we communicate those values?
  • What is our business purpose, and what can each and every employee do to further that purpose?
  • What does the imc brand feel like?


We needed a learning solution that could both impart this knowledge to all new hires right from day one and make it available to all existing imc employees on an ongoing basis. The obvious approach was to create an interactive, digital training course that was fun while still getting the imc brand and culture across.


The challenge in designing the course was not just to find a way of disseminating the informational aspects of the training content. The main challenge, in fact, was to give the content emotional power and authenticity, but without overdoing it, so that the very diverse target audience here at imc could identify with it.


A brand experience that invites engagement using a dedicated mascot

No sooner said than done. Kerstin Steffen, Director Brand Strategy at imc, initiated the training course and helped with its implementation. Teaming up with experts from our Content department – people who normally create digital learning content of this type for external clients – she set her sights on developing a training course that inspires all imc employees.

“It was extremely important to develop something that did more than merely disseminate information,” she recalls. “People need to be able to understand and ‘feel’ the brand. New employees should be able to instantly understand what drives us here at imc, what our values are, and what kind of cooperation and collaboration we practise and expect of others.”


Oliver Steinhilber is an instructional designer at imc and provided support for the conceptual design of the training course. “We’re currently seeing strong demand for training courses of this type among our clients,” he says. “Onboarding, change, new work and the like are a big deal at the moment, and managers in HR, marketing and internal communication are looking for ways of communicating these messages with authenticity and emotional power.”

So, it was immediately obvious what we needed to do. But we had to make a number of key decisions before we could start with the conceptual design and creation work.


Excitement and engagement among newcomers and old hands alike

The first step was to select a suitable tool for creating the training course. We chose Articulate Rise, and the team undertook two in-house workshops on how to use it.

Next, the team agreed to use storytelling as the course’s definitive stylistic device and to adopt a mascot as the narrator and companion for learners on their learning journey. Max – that’s the mascot’s name – looks a little like a ghost and emerges from the dot on the “i” of imc. He starts out very pale but gradually takes on more colour as the learner progresses through the course and learns more about the imc brand.


Max features in all elements of the training course. For example, in the history section, he reads from a book telling the story of the company’s founder, Professor August-Wilhelm Scheer. As the training course progresses, Max draws the learner deeper and deeper into the imc brand experience. The course also includes quizzes at regular intervals to gauge comprehension of the learning content.

The result is an entertaining and explorative 25-minute training course, split into four chapters, that teaches the learner everything they need to know about imc.


“We’re really pleased with the result, and the initial feedback from users is extremely positive,” says Kerstin Steffen. “The newcomers are engaging enthusiastically, plus it has sparked the interest of the old hands, who feel inspired to do the course right away. The time invested – it took about three months from initial idea to implementation – has well and truly paid off!”

Inspiring Brand Training
Learning format
explorative web-based training
Three months
Photo of Kerstin Steffen
We’re really pleased with the result, and the initial feedback from users is extremely positive.
Kerstin Steffen
Director Brand Strategy
imc Learning