Finding the real gaps
We track down the actual weak spots, which seldom match what the board assumes: the issue is not “Excel” in general, but three specific reports someone rebuilds by hand every Monday.
Sometimes one session right after go-live is enough. Other times it makes sense to run a sequence of modules over several weeks or months.
We track down the actual weak spots, which seldom match what the board assumes: the issue is not “Excel” in general, but three specific reports someone rebuilds by hand every Monday.
Content follows your tasks and where the group is starting from, whether that means collaboration in Teams, reporting in Excel or Power BI, shared calendars in Outlook, handling personal data properly under GDPR.
People who share a job learn together faster than a random mix from across the firm. Accounts talk about KSeF and e-invoices, sales about quotes and CRM, a council office about EZD RP and ePUAP.
For production floors, warehouses and shops we schedule brief modules at times that keep work moving, early in the morning or at shift changeover if needed.
Everyone works in their own account on their own files, and the trainer checks progress through screen sharing and small breakout groups.
A short task at the end, a concise guide to return to when in doubt, and a certificate of completion listing the topics covered.
An online module lasts two hours, three at the very most. A departmental series usually means a few sessions, with dates agreed with you.
We ask the employees themselves, not only their manager, where they get stuck and what workarounds they use.
Content is built from their examples and sent to you for sign-off together with a timetable.
Groups split by level, plenty of practice, questions welcome throughout, cameras on and pairs working in breakout rooms.
Guides, a quiz and a check-in call a few weeks later to deal with questions that came up in real use.
The department head should sit in on the course with the team. When a manager starts sharing links instead of sending attachments, staff pick up the habit within days. When the manager sticks to old routines, the team drifts back to them within a week and the training budget is wasted.
Yes, as long as we get a test account and the documentation. For specialist ERP modules, such as HR and payroll in Comarch or enova365, the vendor's partner is the better choice. We then cover everything around it: Microsoft 365, document flow, security and remote working.
Ninety minutes built on real examples from Polish inboxes: swapped bank details on invoices, fake courier notifications, the “CEO” urgently asking for a transfer. Participants point out the warning signs themselves. If you want to measure the effect, a controlled test campaign can follow a month later.
They receive the recording and cheat sheet, and if we are running several groups they can join a later one. To earn the certificate of completion, though, they must finish the final task, so watching the video alone is not enough.
Usually, provided participants are told about the recording and it is used only for training inside your company. The legal basis and retention period are worth agreeing with your data protection officer. Before the first session we send a short notice to pass on to staff, and anyone who prefers can keep their camera off during the recorded part.
We quote after the needs review, since it depends on the number of groups and modules. The reference point is PLN 190/hour excl. VAT for the trainer's time, including preparing material for your systems. You get a fixed price for the whole series before anything starts.
Let us know which teams need help and what trips them up. The course will be built from their real daily tasks.
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