Melitta’s digital transformation began with the implementation of their first human capital management system. Historically, training had relied heavily on PowerPoint, virtual calls, and on-site meetings. Thorsten Manz, Manager - People & Organisational Development, recognised the need to expand and promote an eLearning culture within the organisation to improve efficiency and reduce costs. 

Operating as a global but highly decentralised business, Melitta needed to balance respect for the independence of its dispersed business units with the ability to provide mandatory training and share essential knowledge across teams and geographies. 

However, the organisation faced a key limitation: a lack of resources to produce the required volume of eLearning content. Thorsten’s priority was a tool that was both intuitive and powerful; something that would enable rapid onboarding and quick content creation without compromising quality. As he explained, “I did not want to have to spend two weeks learning a tool before I could even write a headline.” 

Additionally, Melitta targeted a cultural shift: embedding eLearning as a valuable part of the learning experience and ensuring rapid, effective knowledge transfer. Any solution also needed to be capable of supporting a global workforce across borders and time zones. 

Melitta selected imc Express as the ideal tool to achieve its eLearning ambitions. The platform provided the ease of use, speed, and professional results the organisation required. 

The team’s strategy began with producing new training, that did not need to be delivered in person, as high-quality eLearning modules, supported by subject matter experts. Next, they reviewed existing training programmes to identify elements that would benefit from being redesigned as eLearning – both for efficiency and to enhance the learner experience. 

With imc Express, Melitta could roll out a scalable, global eLearning approach. Training materials could be produced quickly, shared easily with subsidiaries and partners, and made accessible across time zones. Importantly, the tool encouraged a shift in culture by making knowledge sharing straightforward and engaging for all employees. 

There is also the company’s image to consider: through social media, dissatisfied customers have access to their own wider platform – even if their original complaints are unjustified or the conflict was triggered by their own behaviour. De-escalation training is therefore essential to avoid conflicts in the first place or at least prevent them from escalating.  

Up until now, ROSSMANN relied on classic, linear training courses – mostly produced in-house and partly purchased. While these provided a good foundation, interactive formats promised stronger learning outcomes.  

Store managers also had access to two-day classroom training, but their teams only benefited indirectly through what these individuals shared afterwards. This led to a growing desire to try something new: an interactive training format that all frontline employees could access.

ROSSMANN has successfully used the imc Learning Suite as its learning management system for several years. For this project, the company partnered with imc Studios to design and implement the new de-escalation training. This ensured seamless integration with the existing learning platform while drawing on Scheer IMC’s extensive eLearning expertise.

“It was important to us that the training was interactive and incorporated gamification elements to motivate employees and achieve better learning outcomes,” says Christina Hennings. “We also chose to use voice-over narration to make the content more accessible and to help reduce potential language barriers.”  

The resulting final training solution fully met ROSSMANN’s expectations: an engaging, interactive format that employees enjoy and that helps them manage their daily challenges more effectively. Feedback from stores has also been overwhelmingly positive. Staff particularly appreciate being able to test out different options and explore alternative outcomes.

“Our goal is for employees to repeat the training and try out new reactions each time,” says Christina Hennings. “This way, the learning really sticks.” 

All 33,000 frontline employees are completing the eLearning programme, strengthening their de-escalation skills.  Looking ahead, Christina Hennings sees the potential to expand the training by adding further scenarios over time. 

The training was awarded the eLearning Award 2026 in the “Web Based Training” category, with a focus on conflict management. Particular praise was given to the combination of clearly defined learning objectives, technical robustness, and didactic innovation.

The W&W Group had been using various different learning management systems (LMS), depending on the individual company and use case. This meant that sharing content across the group was virtually impossible, and many systems lacked modern features such as learning paths or multimedia formats.

This fragmented landscape created challenges not only for learning managers but also for the learners themselves. For example, self-directed learning content could be found in one system, while instructor-led courses were located in another. This separation made it difficult for learners to find relevant content.

One critical issue in the insurance sector is the tracking of so-called IDD hours – mandatory continuing education for insurance brokers. As Mike Bochmann, Head of Specialist Training at Wüstenrot, explains: “The hours had to be exported regularly and made available on a separate platform. For affected employees, it was impossible to check their current IDD status quickly and easily. What we wanted was a system where this status is always up to date.”

Some companies within the group also needed to provide learning to external audiences, such as banking and sales partners. To offer them a different learning experience, yet another system was used – making administration even more complex.

It soon became clear: the W&W Group needed a unified and future-ready LMS. Finding the right solution was a large-scale joint effort. As Sabine Volk, HR Development Expert at Wüstenrot & Württembergische AG (W&W AG), recounts: “From the start, L&D managers from the various companies, together with departments such as IT and Controlling, were involved. We began by collecting our diverse requirements into a comprehensive catalogue and approached several providers with it.”

Demo access allowed the project team to explore and test each of the different systems. Three providers made the shortlist, and the final choice was the imc Learning Suite, which best met the group’s complex requirements. The team also felt well-supported and guided transparently throughout the entire selection process. Crucially, the system could easily handle the high number of learners: over 10,000 employees plus around 4,000 external users.

Particularly convincing were the simplified user experience and shared task management for administrators, which enables made delegating to and covering for colleagues seamless. Tamara Leitner, Digital Learning Consultant at Württembergische Versicherung AG, highlights another key point: “By connecting with Microsoft Teams, we can easily demonstrate who attended each training. This is a big help with IDD, where we must document participation. Until now, reporting was a manual process – so we’re really looking forward to the automated option.”

Jessica Rütz, Digital Learning Specialist at the Württembergische Vertriebspartner GmbH (WVVP) Academy, adds: “In my area, it’s especially valuable that we can segment learners into different target groups and make tailored adjustments. Not everyone sees all content anymore – each overview is much more relevant.”

The project began with a kick-off event and two full-day training sessions for the core team. This was followed by close support from dedicated Scheer IMC contacts and a ticketing system for handling specific questions. The current test phase will soon be followed by data migration from legacy systems, and then a roll-out across the group.

Tamara Leitner sums up the positive first reactions: “The cockpit for managers and learners has already gone down well with test users. The look and feel of the interface, plus the intuitive usability, are very convincing.”

By choosing the imc Learning Suite, the W&W Group has taken an important step towards more efficient and user-friendly learning. The company is now well on its way to creating a unified, future-oriented learning ecosystem for the entire group.

A4DD faced a critical and immediate challenge. Their Bloodborne Pathogens (BBP) course for safe delivery of blood and lab specimens needed to be updated. The training is required for many medical delivery workers, but their previous content partner and source files were no longer available.

A4DD’s mission is to provide affordable, accessible support to its members and the need to provide continuity for this critical training meant it needed to find a cost effective and rapid solution.

Enter imc Express. This intuitive content creation tool enabled A4DD’s team to independently recreate an hour-long compliance course in just a few weeks, without the original source files or costly external support.

Additional benefits for the team are the ability to independently customize and update the content at any time, to keep pace with evolving regulatory requirements and to localize the content in multiple languages. Peter Schlactus, Co-Founder and Executive Director of A4DD explains, “In addition to supporting and building on our existing training offerings, having this platform has enabled us to quickly and cost effectively develop customized training modules.”

For United Overseas Bank (UOB), compliance isn’t just a function—it’s foundational to building trust with customers, regulators, and colleagues alike. But for a global workforce of 30,000 employees across 17 countries, the question wasn’t just how to deliver policy and regulatory knowledge—but how to do so in a way that would engage and empower learners. 

The vision was clear: create a training experience that could effectively convey complex content without overwhelming the learner. UOB also aimed to align the training with its employee value proposition—Care, Growth, and Trust—while ensuring consistency and cultural relevance across all regions. 

UOB partnered with Scheer IMC to reimagine compliance training from the ground up. Through a close, consultative collaboration involving subject matter experts, learning professionals, and creative leads, the teams developed an interactive, narrative-driven experience that made compliance tangible and relevant — Mission: Compliance

Instead of relying on static materials, learners were placed inside real-world scenarios and guided through branching decision paths. The training combined live-action video, interactive storytelling, and AI-generated visuals to help bring complex topics to life—creating a learning experience that felt intuitive, immersive, and distinctly UOB. Seamless integration into the bank’s learning ecosystem ensured a smooth user experience, while the program’s modular design laid the foundation for future updates and scalability. 

The Swiss staffing industry faced a significant challenge due to the absence of standardised training for internal personnel. This gap led to frequent errors and financial losses, adversely affecting the industry's reputation and increasing the risk of stringent regulatory interventions.

There was a pressing need for a comprehensive training solution to ensure consistency, reduce mistakes, and uphold service quality across the sector.

With skilled staff in more than 35 countries, Halton were looking for HR technology that could support their goals of implementing global programmes across a wide and diverse ecosystem of business units. 

True to their customer-first approach, they needed systems that also respected the local practices, expertise and customer needs of the individual regions. 

Halton’s incumbent HR system at that time was extremely complex and was not used regularly enough, resulting in a time-consuming learning curve each time the HR and wider teams needed to use the system. Therefore, Kenny Niutanen, Senior Vice President, People & HR at Halton Group, and the HR team commenced their search for a system better suited to their needs. 

A shortage of skilled workers and employee fluctuation are impacting many companies and often require new training for the workforce. Deutsche Bahn is no exception. A particular challenge is that face-to-face training is expensive and blocks trains that are needed to transport passengers. 

Nicole Szabo, on-board service qualification officer and her team therefore wanted to focus more on digital learning formats. But where should they start? The existing training materials comprised 3,000 to 4,000 pages of Word documents and were sometimes written in a complex way. A problem for learners whose native language is not German, which is particularly common in the on-board catering sector. 

Ms Szabo was therefore looking for a solution that would enable their training developers to create digital learning content quickly and easily. 

In large companies like Festo, it's structurally challenging to offer practical learning methods to improve communication skills for leaders and employees across the organisation. Traditionally, such methods are often delivered through seminars involving role-playing. However, these methods reach their limits when scaling up or focusing on highly individual topics and practice scenarios, such as when leaders need to prepare for specific conversations like difficult employee discussions. Moreover, the success of these methods often depends on the empathy and acting skills of the sparring partner.

"We wanted a way or tool for leaders to simulate challenging conversations anytime and anywhere," says Corinna Jaron-Theiler, Organisational Development Specialist at Festo. "Ideally, the person should also receive feedback on their behaviour."

In addition to scalability, internationalisation was an important factor. It was almost impossible to offer standardised, practice-oriented training for leaders worldwide.

For Manuel Schmidt, Learning Innovation at Festo, it was particularly important to provide a safe space for communication training. "Comparable to a dojo in karate or sparring in boxing, allowing you to practise and improve," he explains.