Training, explainer videos, webinars and workshops

The most important pillar of a management system is the people who work in it. If they understand what the system is for, it gets used. If they do not, a second reality appears: the documented procedure here, the way the work is actually done there.

The requirements from standards, laws, regulations and customer contracts keep growing. Awareness of them does not arise on its own; it has to be built deliberately. That is exactly what training, webinars, explainer videos and workshops are for.

Tailored to your processes, not to standard slides

Training that recites the standard achieves little. Hardly anyone on the shop floor needs to know what clause 8.5.1 says. They need to know what it means for their own job. That is why we work with your documents: process descriptions, forms, examples from the last audit. The content of the standard sits behind that, not in front of it.

Effectiveness has to be demonstrated, not just attendance

The standards require competence, not presence. An attendance list on its own is regularly not enough in an audit. The auditor's question is how you can tell that the training has worked.

We settle that question beforehand, not afterwards. Sometimes it is a short knowledge check, sometimes an observation in the process, sometimes a performance measure.

The right mix instead of one big date

An annual training day for everyone is expensive and quickly forgotten. Short, recurring formats keep the topic present and cost less working time. An explainer video, a newsletter, a 20-minute slot in the team meeting: together these often work better than a whole day of training.

Who this is for

You have introduced a new standard, and your people do not yet know what changes for them
An audit has raised a finding against your competence records, and you need documentation that stands up
You have high staff turnover and have to bring new people up to the same level again and again
Training does take place, but it is seen as a chore and has no lasting effect
You have several sites and cannot find a single date that works for everyone

Which format suits what

Classroom training

On site, with your documents and examples from your own business. Worth it when something needs to be discussed, or when there is resistance in the room. We come to you, and to several sites one after another if needed.

Webinar

Location-independent, in small groups, alternating between input and knowledge checks. Suitable for distributed teams and for topics that do not need a whole day. With a recording for everyone who could not attend, if you wish.

Explainer video

Short videos on a single topic, tailored to the way you actually work. Available anywhere and at any time, and repeatable as often as needed. Particularly practical for inducting new staff and for recurring mandatory topics.

Workshop

Here people work rather than listen. Typical topics: strategic and operational risk management, handling of nonconformities, context and interested parties, statistics, compliance, customer requirements. The outcome is a working result you can carry on using.

Recurring short formats

Newsletters, email briefings, short slots in the team meeting. The content comes out of your own system: audit results, management review, objectives, policy, customer requirements. The effort per unit is small, the effect across the year is considerable.

Training for officers

For quality, environmental and health and safety officers as well as internal auditors. From understanding the standard through audit practice to the question of how to evidence a finding properly. Also as an induction when the role is newly filled.

What you get

Training material related to your processes, which you keep and may go on using internally
Records that can be presented in an audit: attendance documentation, an overview of the content, a knowledge check and the assessment of effectiveness
A training plan across the year, showing who receives which topic and when
Explainer videos and webinar recordings as files, usable for inducting new staff
For workshops, a documented working result instead of photographed flipcharts: a risk analysis, a context analysis or a list of actions
Feedback to senior management on where the gaps in understanding sit in the business, and what that means for the system

How we work

Establish the need
Who needs what, and why? We look at audit findings, faults, complaints and your competence matrix. That produces a list of concrete topics with target groups, not an off-the-shelf catalogue.
Set the format and the success criterion
For each topic we choose the format that fits. At the same time we define how the effectiveness is meant to show itself. That criterion later determines which records are created.
Build the content from your own documents
We build the content on your processes, forms and examples. You see the draft beforehand and can correct it wherever your practice looks different from the documentation.
Delivery
Together with you, or on your behalf. Classroom, webinar, video or workshop, one-off or recurring. The documentation is created as we go, not afterwards.
Check effectiveness
After a few weeks we check whether the agreed criterion has been met. If it has not, we adjust the content or the format. Only then is the evidence complete.

Who handles this at our end

Marion Rammé – IRCA certified and registered QMS / EMS / OHSMS Lead Auditor #01194927

Rüdiger Rammé – IRCA certified and registered QMS / OHSMS Lead Auditor #01192806

We produce the explainer videos and the analysis of training records ourselves. Anyone who has to evaluate competence records across several sites will eventually hit the limits of a spreadsheet. More on that under Software & databases.

The team in detail

How this looked in practice

Starting point: A lubricant manufacturer with two sites and its own testing laboratory, running an integrated management system built on five standards. Every one of those standards calls for training. The question is therefore never whether training happens, but whether it lands where the work is done. Training plan, induction plans and competence matrices were in place and properly maintained. That is precisely the question they do not answer.

Approach: Two formats, which we deliberately keep apart. For the management team, a standards briefing: not the text of the standard, but what it demands of a management decision and what management is personally answerable for. For everyone else, once a year, a system training session covering all five standards in one go, because in daily work nobody separates one rulebook from another anyway. Alongside that comes the cross-check in the laboratory: test method audits covering more than 30 test methods to DIN, ISO, ASTM and customer standards. The technician runs the method on a real sample from current production while we record the actual values from the weighed-in quantity through to the result against the control sample. Which person is audited for which method rotates over the years. Added to this are the internal audits across every standard in the system and, where the client asks for it, support during the certification audit. The working relationship has run for over twenty years.

Result: The cross-check turns a general training need into a named one. One example: a method was being run cleanly and confidently to a 1983 edition of the standard, although a new edition has applied since 2020. No competence matrix reveals something like that, because the person was doing exactly what they had been taught. The finding became an action with a deadline and a topic for the next system training session. That closes the loop: train, look at the workplace to see whether it holds, and feed the result back into the next session. Training that grows out of an observed gap has an addressee and an end point.

The client's name, the individual test methods and all audit records remain confidential.

Building a management system – when the training is part of an implementation
External officers – when the role is not yet filled in-house
Internal audits & gap analyses – where it shows whether the training has worked
ISO 9001 – clause 7.2 requires demonstrated competence, not merely an attendance list
ISO 45001 – instructions and briefings whose effectiveness is checked in the audit
Overview of standards – which standard sets which competence requirements

Frequently asked questions

What does training cost?

The decisive factors are the format, the number of participants and the number of sites. A webinar for twelve people is a different matter from a classroom series at four sites. Explainer videos cost more to produce, but can then be used as often as you like. After a conversation about your needs we can put a figure on it.

How long does typical training take?

For employees we usually plan 60 to 120 minutes per topic. Workshops need half a day to a full day, because a working result is meant to come out of them. Short formats in the team meeting run to 20 minutes. Longer blocks return less than they cost.

Can this be done remotely?

Yes. We run webinars and workshops online regularly, and explainer videos are location-independent anyway. Being on site makes sense when the subject is how the work is done at particular workstations, or when a topic is contentious in the business. A mixture is often the best answer.

What records does the audit ask for?

The questions are about the competence of your people and the evidence for it. An attendance list on its own is rarely enough. The usual set is the training content, attendance documentation, some form of knowledge check and an assessment of effectiveness. With us, those documents are created as part of the work.

Do you train the officers themselves?

Yes, that is a focus in its own right. We induct quality, environmental and health and safety officers as well as internal auditors. The content covers understanding the standard, audit practice, record keeping and how to deal with findings. If the role is vacant for a while, we also take it on ourselves.

Let us talk about it

The first conversation is free and without obligation. It usually takes half an hour. Afterwards you know what to expect and whether we are the right people for your project.

Marion Rammé, Hamburg
Rüdiger Rammé, Lüneburg – phone: +49 4131 2198634
Email: all@bout-quality.de

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