1. Objective

The goal of the qualification and training concept is to efficiently and sustainably enable all relevant user groups to use Can Do. It ensures that users can perform their tasks confidently and independently, develop a solid understanding of processes and data flows, maintain high data quality, and that the organization can operate and further develop Can Do independently in the long term.

The training concept follows a practical, hands-on approach and is largely based on the train-the-trainer principle (key user model). Internal knowledge is systematically built and sustainably anchored within the organization through defined contacts.

2. Core Principles of Qualification

A successful training program requires a solid foundation. Before training individual user groups, we define the fundamental principles for knowledge transfer. Two proven approaches are available and can be combined if needed.

2.1 Key User / Train-the-Trainer Concept (recommended)

In practice, we successfully use a train-the-trainer model that has proven effective in numerous customer projects. Initially, selected key users from each department receive comprehensive training. They then take on three central roles: acting as multipliers within the organization, serving as first points of contact within their departments, and functioning as interfaces to the Can Do consultants.

This brings clear advantages:

Sustainable internal knowledge build-up
Reduced dependency on external support
Higher acceptance through internal contacts
High scalability of knowledge transfer

2.2 Role-Based Training Approach (alternative or complementary)

Alternatively or additionally, training can be conducted based on roles. Typical target groups include employees (time tracking / reporting), project managers, portfolio managers, management, and administrators. This approach enables targeted, task-oriented knowledge transfer aligned with the specific use of Can Do.

3. Training Concept by User Groups

Not every user interacts with Can Do in the same way—therefore, training content differs accordingly. Depending on the role within the organization, different tasks, perspectives, and requirements are emphasized. The following section outlines what each group learns, how training is conducted, and which supporting measures are applied.

3.1 Employees (Time Tracking & Reporting)

Target group: All users who record time and report progress

Format: Remote training in two consecutive sessions – scalable and efficient

Content – Block 1 (Basics, approx. 1–2 hours):

Introduction to Can Do and system logic
Importance of data input in the overall context
Time tracking (entry, corrections, booking logic)
Progress reporting and its impact
Transparency: who sees which data and why

Content – Block 2 (Advanced):

Clarification of practical questions
Typical use cases and best practices
Handling special cases
Exchange of experiences

Additional measure: Short videos (e.g., on time tracking), especially useful for onboarding new employees and for refresher training.

3.2 Project Managers and Portfolio Managers

Target group: Project owners and controlling roles

Format: Training in two main blocks, each approx. 0.5–1 person-day

Content – Block 1 (Fundamentals & Planning):

System logic and interdependencies
Structure and setup of projects
Project planning (phases, work packages, milestones)
Resource planning (high-level and detailed)
Fundamentals of capacity planning

Content – Block 2 (Advanced, Controlling & Reporting):

Project controlling (planned vs. actual comparisons)
Interpretation of progress and effort
Reporting capabilities
Steering of projects and portfolios
Scenarios and forecasts

Additional measure: Q&A sessions to clarify specific project situations and exchange experiences.

3.3 Management

Target group: Executives and decision-makers

Focus: Strategic use rather than operational application

Content:

Core principles and methodology of Can Do
Importance of transparency and data quality
Interpretation of KPIs and reports
Portfolio and resource management
Decision support through system data

Goal: Enable management to confidently interpret available information and use it for well-founded decision-making.

3.4 Administrators

Target group: Technical and functional system owners

Administrator training is divided into two roles:

a) Technical Administration (System Operations)

Content (examples):

Operation and maintenance of the system
Execution of backups and updates
Monitoring and controlling interfaces
Analysis of log files for troubleshooting
System stabilization and restarts
Ensuring availability and performance

Goal: Independent technical support and stable system operation

b) Functional Administration (Application & Customizing)

Content:

Maintenance of master data
User and permission management
License management
Configuration of projects and structures
Customization of fields and forms
Support of business departments

Goal: Independent functional administration and continuous system development

Overall goal: Clear responsibilities, efficient task distribution, and sustainable, independent operation of Can Do.

4. Methodology and Didactics

The training concept is based on the following principles:

Practical orientation: training based on real use cases
Step-by-step structure: basics → application → deepening
Interactivity: room for questions, exercises, and exchange
Sustainability: repetition, deepening, and Q&A formats
Understanding-driven: focus on the “why” behind processes and data

5. Additional Measures

The following measures have proven effective for supporting and sustainably embedding knowledge:

Short videos (e.g., for time tracking)
Role-specific guides and documentation
Q&A formats after go-live
Close support of key users by Can Do consultants

6. Summary and Classification

The presented training and qualification concept is a proven, exemplary approach that has been successfully established in numerous customer projects.

At its core is the train-the-trainer principle, enabling sustainable knowledge development within the organization and forming the foundation for independent use of Can Do.

The concept combines:

A proven key user model
Role-based training approaches
Practical, hands-on content
Sustainable supporting measures

The concept is not rigid but flexible:

It can be adapted depending on project scope, organizational size, and user groups
Training can be expanded or deepened in both content and methodology
Additional formats such as workshops or more intensive support can be added at any time

Where appropriate, we go beyond this model—for example through:

Additional training formats
Individual coaching approaches
Closer operational support for business units

The final design is always tailored to specific needs and developed in close coordination with the customer—with the shared goal of sustainably and successfully embedding Can Do within the organization.

How is the qualification and training for the Can Do software carried out?