BMS
Training
We turn your organization's knowledge, processes and standards into short video modules that employees and clients watch – and put into practice right away.
MODEL
SHAPING
Knowledge that works.
Tailor-made video micro-trainings designed for your business needs
Context
and the need
to change the
training model
Ineffectiveness of traditional training
The just-in-case model caused knowledge loss after training due to the forgetting curve.
Training as a cost
Traditional training was perceived as a cost, not an investment in development and business results.
Pressure and changes at work
The pace of work and information overload made long training sessions no longer suitable for team needs.
An agile learning model
The new model supports employees when they need knowledge, integrating learning with work.
The Forgetting
Curve
Ineffectiveness of traditional training
The just-in-case model caused knowledge loss after training due to the forgetting curve.
From just-in-case
to just-in-time
A shift in the learning philosophy
The just-in-time model focuses on delivering knowledge at the moment of real need, increasing the effectiveness of learning.
Reducing cognitive overload
Delivering specific information minimizes data overload, which increases motivation and makes it easier to absorb knowledge.
Support during professional challenges
The model allows employees to quickly access knowledge during client conversations and sales decision-making.
A new role for Trainers
We design learning experiences embedded in the work context, increasing their value and effectiveness.
Microlearning
as an answer
to the pace
of work
Short knowledge bites
Microlearning offers short, precisely designed modules focusing on one topic or skill.
Supporting work efficiency
It enables quick knowledge refreshment without the need for long absences from the workstation.
Reducing the forgetting effect
Repeatability and easy access to materials facilitate knowledge retention and limit information forgetting.
A thoughtful didactic approach
Microlearning takes into account how the brain works and team working conditions, increasing learning effectiveness.
Learning through experience
Building competencies through experience
VR simulations enable learning through practice in realistic and safe conditions, increasing training effectiveness.
Individual training scenarios
VR scenarios are tailored to real-life situations, helping prepare employees for everyday professional challenges.
Feedback and session repeatability
The ability to repeat VR sessions with feedback reinforces correct reactions and employee habits.
Development of soft skills
VR engages emotions and procedural memory, which effectively supports the development of soft and behavioral competencies.
Gap-based
training
and training
personalisation
Precise training alignment
Gap-based training identifies specific competency gaps and tailors training to the real needs of employees.
Increased participant engagement
Personalisation of training makes development more relevant and useful, which increases motivation and learning effectiveness.
Manager support and budget efficiency
The gap-based training model helps managers develop teams based on data, optimising the use of training resources.
A transparent and measurable learning process
Gap-diagnosis-based training is transparent, measurable, and aligned with the organisation's business goals.
Frequently asked questions about training
What is microlearning?
Microlearning is a combination of expert consulting with AI capabilities. You receive both the work of a consultant and tools supporting decisions, analysis, and maintaining implemented changes. This makes the process faster, more predictable, and doesn't end when the consultants leave.
How does a micro-training differ from a "regular" training?
Micro-training focuses on one specific topic and lasts about 5–6 minutes. It is not a shortened version of a longer training, but a separately designed format. This makes it easier to absorb, remember, and - most importantly - apply in practice.
Can valuable knowledge be conveyed in such a short format?
Yes. As long as we don't try to say everything at once. Our approach is to focus on one thread, show its meaning, and translate it into a specific action. It is precisely this precision that makes knowledge "stick" and start working.
How long does it take to prepare a micro-training?
It depends on the scope of the project, but the process typically includes: a conceptual and research stage, scenario preparation, and production (recordings, graphics, editing). We usually work iteratively - we show initial materials and refine them together.
Do you help prepare the content, or do we need to provide it?
We support the entire process. We can develop content from scratch, organise and translate existing materials, or help define what's truly worth communicating. We don't leave the client with "materials to rework" - we build the solution together.
Can micro-trainings be tailored to our organisation?
Yes, and this is key. We create materials based on real situations from your organisation, the language your employees use, and the specific challenges you face. This makes training closer to everyday reality, not "detached theory".
In what format are micro-trainings delivered?
Most often they are short video materials (approx. 5–6 minutes), ready to deploy on learning platforms. Depending on needs, they may include voice-over narration, animations and graphic elements, and slides supporting memorisation.
Do we need our own narrator or production team?
No - we handle the entire production process. We work with professional narrators and a graphics and editing team, so we deliver a finished product.
When do micro-trainings work best?
Especially when you need to implement specific behaviours, employees don't have time for long training sessions, or you want to support change in everyday work, not just "in a training room".
Can micro-trainings be part of a larger development programme?
Yes - they are often an integral part of one. They can prepare for workshops, reinforce knowledge after training sessions, and support the implementation of changes over time. This makes learning a process, not a one-time event.
How do you measure the effectiveness of micro-trainings?
We look not only at "views", but primarily at behavioural change, the adoption of specific practices, and the use of materials in daily work. Because for us, training makes sense only when something actually changes.
Let's talk about training for your team
We'll select a training model tailored to your organisation's needs