Reskilling strategy and knowledge transfer in IDIADA's digital transformation

Applus IDIADA is a global partner to the automotive industry, with more than 30 years of experience supporting clients through design, engineering, testing, and homologation services at every stage of product development.

With a team of over 3,000 professionals and a network of 56 subsidiaries and branches across 22 countries, IDIADA ensures that its clients receive fast and personalised solutions.

The Challenge: Shifting from reactive to proactive learning

IDIADA set out to overhaul a fragmented and reactive training model. With over 3,400 employees and increasing demand for expertise in artificial intelligence, electric vehicles, and hydrogen technologies, the company needed a shift towards continuous, proactive learning.

The goal was to create an environment that encouraged self-directed development and supported large-scale reskilling. But without a centralised platform for training and knowledge sharing, it was difficult to scale and track professional development initiatives.

The Solution: A Hub to connect training and skills

Working with Actua, IDIADA launched the IDIADA Learning Hub to centralise training, streamline content creation, and improve learning management across the organisation. The platform was further enhanced through the integration of Totara Perform, enabling continuous competency assessment and the development of personalised training plans aligned with the skills required for each role.

The platform was integrated with IDIADA’s internal systems, allowing for a smooth transition and automating key processes such as managing training subsidies through Fundae. This improved both operational efficiency and data security.

Internal training is essential at IDIADA due to the company’s technical and innovation-led work. Therefore, the IDIADA Learning Hub supports a network of internal trainers who deliver more than 50 in-house courses, helping ensure that employee knowledge stays current. Training needs are identified alongside subject matter experts, who then help shape reskilling and upskilling plans.

For example: A Training Manager can independently request courses through the Learning Hub and has extensive knowledge of the platform. A Content Owner is trained to manage existing courses, create sessions, enrol users, track attendance, and upload new content. A Watcher can view and supervise courses but cannot make edits, making this role particularly useful for line managers.

IDIADA makes full use of Totara’s notification, seminar, and certification features. The technical nature of the work requires a combination of theoretical knowledge, practical application, and authorisation to perform tasks safely and effectively. With Totara, IDIADA can automate these learning pathways, making it easier to manage qualifications and maintain high standards. This not only ensures that all employees are properly qualified for their tasks but also optimises the efficiency and safety of all operations.

The Results: Aligning training processes with strategic needs

The IDIADA Learning Hub shows how the right technology can support continuous employee development at scale. Reports generated by the platform allow managers to track which training their teams are completing and identify the most impactful content. These insights also help standardise communication with Applus+, supporting consistent compliance submissions and content updates across the organisation.

IDIADA’s new Performance Management process enables the identification of internal talent by defining competency profiles per position and fostering a feedback culture.

Since launch, the impact has been clear:

• Over 2,205 courses completed, with higher course completion rates than in previous years.
• 500 employees trained through recurring soft skills programmes with GoodHabitz.
• There are 53 internal trainers across 22 of IDIADA’s 31 departments, made up of 38 content creators and 15 focused on e-learning delivery.
• The Learning Hub now supports 57 active internal technical courses, contributing to 2,412 hours of internal training delivered at HQ in 2024.
• Autonomous training management introduced across business units, increasing active participation from both managers and employees.
• Fast implementation: launched in under 8 months, with 1,944 users active on day one and an average of 200 daily logins.
• Enhanced communication and visibility, with platform reports supporting better-informed decisions around training needs.

The impact has been significant, improving both operational efficiency and organisational culture. IDIADA has built a collaborative learning ecosystem in which employees, managers and departments actively participate in professional development. This approach has supported more strategic talent management, aligned with business priorities and the evolving needs of the industry.

The learning ecosystem also helps employees stay prepared for emerging technological challenges in the sector, reinforcing a culture of continuous learning and development. This comprehensive strategy has not only enhanced day-to-day operations but has also increased employee engagement and satisfaction, by aligning training opportunities with individual growth aspirations and long-term career goals.