Employers
Getting a tool adopted, not merely deployed
Adoption is won on three fronts: a common digital base, training built on your own workflows, and managers brought on board before their teams. The Artificial intelligence and data field holds 67 modules, 32 of them for people starting out.
The order that makes the difference
Rollout order weighs more than tool choice. Training managers before their teams costs an extra week and durably changes usage: a manager who handles the tool implicitly authorises their team to take it up.
- 01
1 — Common digital base
Real office skills, digital hygiene, file sharing. The widest gap, and the cheapest to close.
- 02
2 — Managers, first
One week ahead of the teams, on the same cases. The highest-return investment in the scheme.
- 03
3 — The tool on your real workflows
Training built on your own data and your own circuits, not on the vendor's demo dataset.
- 04
4 — Usage measured at three months
Accounts created describe a deployment; people still using it describe an adoption.
What the digital base covers
The common digital base is the most profitable starting point because it benefits everyone, whatever tool is chosen afterwards. Three fields equip it, and their breakdown shows where the catalogue runs deepest.
- AI & data
- 67 (59 %)
- Cybersecurity
- 18 (16 %)
- Development
- 17 (15 %)
- Design
- 11 (10 %)
The transformation programmes
Four entry points depending on the target role: leading the transformation, equipping the trades, deciding with data, building the reporting. Each displays duration, supervised volume and amount, allowing a decision before any exchange.
| Programme | What is awarded | Duration | Supervised hours | Fees |
|---|---|---|---|---|
| Digital Transformation Certificate | Professional certificate | 6 months | 180 h | 3 600 000 GNF in total |
| Applied AI for Business Certificate | Professional certificate | 4 months | 120 h | 3 200 000 GNF in total |
| Certificate in Artificial Intelligence for Business Decisions | Professional certificate | 5 months | 150 h | 3 600 000 GNF in total |
| Business Intelligence and Steering | Bachelor's degree | 2 years | 1200 h | 5 000 000 GNF per year |
The titles that carry transformation over time
A transformation project outlives its project manager when someone carries the topic in-house, durably. These three titles match the three roles that keep a scheme alive beyond the rollout phase.
| Professional title | Target role | Level | Supervised hours |
|---|---|---|---|
| Digital Project Manager | IS project manager | Manager and professional | 750 h |
| Digital Transformation Manager | transformation director | Expert and executive | 700 h |
| Data Analyst | data analyst | Manager and professional | 750 h |
Questions about adoption
Our teams have very uneven levels.
This is the most common situation, and it is handled through the entry point rather than the content. The base offers 42 beginner-level modules across the digital scope, letting everyone start where they stand. The cohort converges on the application modules, once the base is acquired.
Should we train on the tool or on the job?
On the job, with the tool as the means. Training centred on menus is forgotten at the vendor's next update; training centred on the workflow — receive, check, approve, forward — stays true when the interface changes. It is also what makes content reusable next year.
When should adoption be measured?
At three months, and on usage rather than account creation. Three indicators are enough: the share of activity actually running through the tool, how many people use it weekly, and how many workarounds are still observed. All three are measured in your own systems.
Explore next
- Managers and executivesTraining managers and executives: four management moves, manager and executive pathways, follow-up indicators at three months.
- Upskilling a departmentUpskilling a whole department: reading by level of responsibility, parallel pathways, a full worked example on a support function and a shared calendar.
- Skills-based hiringSkills-based hiring: writing an ad on verifiable blocks, assessing through practical exercises, verifying a certificate online and training on the remaining gap.
- Validating experienceRunning a validation-of-experience campaign for your staff: block-by-block review, evidence file, remaining blocks and a calendar compatible with the job.
- Internal mobilityOrganising internal mobility and redeployment: bridges between roles, common blocks already held, a pathway targeted on the gap and a calendar compatible with the current job.
- Internal tutoringStructuring internal tutoring: training the tutors, writing a transmission outline, producing sequences from practice and recording what was passed on.