Mercedes-Benz Global Training is transforming global corporate learning by leveraging AI-powered tools like imc Express to enhance efficiency, accessibility, and personalisation. Facing the challenge of training up to 350,000 retail employees worldwide, they have reduced content creation and translation time by up to 90%. AI-driven automation enables multilingual training, self-directed learning, and seamless content delivery. Their vision is to build a fully integrated AI learning ecosystem, ensuring scalable, high-quality training that empowers employees and fosters continuous learning.

Insights from Mercedes-Benz Global Training and Scheer IMC

In a recent webinar, Amanda Miles from Scheer IMC and Thomas Schmid, Project Manager Learning Solutions, Mercedes-Benz Global Training, shared insights on how AI-powered learning technologies are revolutionising global corporate training. With a focus on efficiency, accessibility, and self-directed learning, Mercedes-Benz is leveraging innovative tools to deliver training to its vast network of employees and dealerships worldwide.

The challenges of global training

Mercedes-Benz faces the enormous challenge of training a global audience of approximately 350,000 learners, including employees and dealership staff. The training process involves not only delivering mandatory courses but also creating engaging, self-directed learning experiences that cater to different markets, languages, and cultural nuances. 

One of the key difficulties has been ensuring that learning content is delivered efficiently across different time zones and in multiple languages, without compromising quality. Traditionally, translation and content adaptation were time-consuming processes, often taking weeks to complete. However, with advancements in AI-driven tools, the company has been able to drastically reduce content development and translation timelines. 

Introducing self-directed learning

Recognising the shift towards self-directed learning, Mercedes-Benz has introduced a more flexible approach that allows learners to choose relevant content based on their needs and interests. Inspired by streaming platforms like Netflix, they created "learning channels" where employees can subscribe to topics, receive notifications, and access bite-sized learning modules at their convenience. 

Thomas Schmid highlighted the importance of balancing structured, mandatory training with non-directed learning. A recent poll conducted during the webinar showed that more than 50% of organisations now incorporate self-directed learning, a significant increase from a decade ago. 

The role of AI-powered learning tools

Mercedes-Benz has integrated imc Express, an AI-driven content creation tool, into its training ecosystem. imc Express enables faster, high-quality content development, making it possible for subject matter experts with no formal instructional design experience to create engaging training materials. 

Key benefits of imc Express include: 

• Automated Content Creation: AI assists in summarising documents, generating quiz questions, and structuring content. 

• Multilingual Translation: AI-powered translation allows content to be quickly converted into 80 languages, reducing translation time from weeks to just a few days. 

• Text-to-Speech Capabilities: Automated voiceovers make content more accessible and engaging for learners worldwide. 

• Seamless Integration: The platform integrates with the imc Learning Suite (LMS), ensuring a smooth end-to-end content publishing process. 

Achieving faster and scalable training delivery

Through AI and automation, Mercedes-Benz has significantly accelerated the learning content creation process. By leveraging imc Express, they have reduced translation and deployment time by up to 90%, allowing them to roll out training content globally in record time. 

Additionally, the company is piloting a system where AI-generated translations are implemented without manual verification, further optimising efficiency. Early feedback from users suggests a high level of satisfaction with AI-generated content, demonstrating the tool’s effectiveness in maintaining quality. 

The future of AI in corporate training

Mercedes-Benz aims to build a fully integrated, AI-powered learning ecosystem where content creation, translation, and delivery are seamlessly connected. Their vision includes: 

• Expanding self-directed learning channels to provide more on-demand knowledge. 

• Enhancing AI capabilities to further refine language accuracy and personalisation. 

• Empowering global teams to create localised content with minimal effort. 

Final thoughts

The webinar underscored the growing role of AI in corporate training, highlighting its potential to transform traditional learning approaches. Mercedes-Benz’s journey serves as a compelling example of how organisations can leverage AI-driven learning technologies to enhance accessibility, streamline processes, and foster a culture of continuous learning. 

By embracing AI-powered tools like imc Express, businesses can future-proof their training programs, ensuring that employees and partners have access to high-quality learning experiences—anytime, anywhere. 

Talk to an expert

Discover AI-powered learning

Since August 2024, the EU AI Act — the European Union’s regulation on Artificial Intelligence — has been in force. It defines the legal requirements for the use of AI within the EU and is the first comprehensive legal framework for AI globally. The objective is to ensure the safe, transparent, and controlled use of AI, while still enabling innovation.

More and more companies are harnessing the potential of AI — in customer service, marketing, or HR. It is therefore crucial for businesses to familiarise themselves with the regulation early on and implement the necessary measures. Importantly, the AI Act does not only apply to companies that develop AI systems or use them at scale. Even occasional use of AI tools to support day-to-day tasks can fall under the regulation’s scope.

We’ve summarised the key points of the EU AI Act and outlined the most important requirements your organisation should be aware of.

Discover AI training

1. Assess the risk level of AI use: which rules apply?

Under the EU AI Act, AI applications are classified into four risk categories: minimal, limited, high, and unacceptable. The applicable rules vary according to the level of risk, with AI systems deemed to pose an unacceptable risk being outright prohibited.

Organisations should therefore review their AI systems to determine which risk category applies and what legal obligations they must meet. Many everyday workplace tools will fall into the minimal or limited risk category. For example, a chatbot used in customer service is generally subject only to transparency obligations. However, AI tools that support candidate screening in HR or assist with medical diagnoses are classified as high-risk and must meet stricter requirements.

2. Train employees in the use of AI

According to Article 4 of the EU AI Act, companies that develop or use AI systems must ensure their employees have adequate AI-related skills and knowledge. Training must be tailored to the systems and use cases involved. The level of training required will vary depending on the company and the AI tools in use. For instance, employees using AI to create marketing content should understand that AI systems do not conduct fact-checks and that outputs need to be reviewed before publication. For higher-risk systems, training is typically more comprehensive.

An easy way to provide basic AI training is to use off-the-shelf content, but costs can rise with multilingual or accessible formats. Content creation tools like imc Express offer pre-built resources, including AI training, reviewed by global law firm Baker McKenzie, to comply with Article 4 of the EU AI Act. The X-Library in imc Express includes 60+ copyright-free, customisable courses in 80 languages, which can be tailored to an organisation’s branding and content.

3. Ensure transparency towards end users

When companies use AI, the EU AI Act mandates transparency. This applies to AI-generated images and content, as well as to software with embedded AI components or AI-based recommendation systems in online shops. Such use must be clearly indicated — for example, with labels like “AI-generated” or “Created with Artificial Intelligence”.

4. Ensure human oversight for high-risk systems

AI systems classified as high-risk must be subject to human oversight. The individuals responsible should be able to understand the capabilities and limitations of the system and must make the final decisions themselves, without blindly relying on the AI. 

One example is the shortlisting of candidates for job interviews. If AI supports the pre-selection process, HR staff must be able to understand and review the outcome — and make the final decision themselves. Companies should establish clear processes and responsibilities for such cases. 

5. Understand and comply with AI documentation requirements

High-risk systems are subject to specific documentation requirements. Providers must create extensive technical documentation. However, users of such systems also bear responsibility, including the obligation to report incidents to relevant authorities.

Even though AI tools in the limited or minimal risk category are not subject to these documentation requirements, it is still advisable to keep track of key information, such as:

• Which AI tools are in use
• Who is using them
• What they are being used for
• What data is being input

By doing so, organisations maintain an overview of their AI usage and remain aware of potential risks.

Training, transparency, and responsible use

To ensure compliance with the EU AI Act, organisations should develop a clear understanding of which AI systems are in use and how they are classified in terms of risk. There are transparency obligations towards third parties — any AI-generated outputs must be labelled accordingly.

High-risk AI systems should always be subject to human supervision. More generally, responsible use of AI is essential. Employees who work with AI must receive appropriate training to ensure they have the necessary skills. imc Express offers a suitable AI training programme to support this.

Discover AI training

A shared, future-ready learning system for the W&W Group

The W&W Group is a financial services provider born out of the merger of two long-standing companies: Wüstenrot and Württembergische. At the heart of its business lies one key theme: provision for the future.

Today, the Group incorporates two business units and 17 companies, employing around 13,000 people across both internal and external roles.

THE PROJECT

THE CHALLENGE

Complexity instead of unity: A fragmented learning landscape

The W&W Group had been using various different learning management systems (LMS), depending on the individual company and use case. This meant that sharing content across the group was virtually impossible, and many systems lacked modern features such as learning paths or multimedia formats.

This fragmented landscape created challenges not only for learning managers but also for the learners themselves. For example, self-directed learning content could be found in one system, while instructor-led courses were located in another. This separation made it difficult for learners to find relevant content.

One critical issue in the insurance sector is the tracking of so-called IDD hours – mandatory continuing education for insurance brokers. As Mike Bochmann, Head of Specialist Training at Wüstenrot, explains: “The hours had to be exported regularly and made available on a separate platform. For affected employees, it was impossible to check their current IDD status quickly and easily. What we wanted was a system where this status is always up to date.”

Some companies within the group also needed to provide learning to external audiences, such as banking and sales partners. To offer them a different learning experience, yet another system was used – making administration even more complex.

THE SOLUTION

A future-ready LMS – one platform for everything

It soon became clear: the W&W Group needed a unified and future-ready LMS. Finding the right solution was a large-scale joint effort. As Sabine Volk, HR Development Expert at Wüstenrot & Württembergische AG (W&W AG), recounts: “From the start, L&D managers from the various companies, together with departments such as IT and Controlling, were involved. We began by collecting our diverse requirements into a comprehensive catalogue and approached several providers with it.”

Demo access allowed the project team to explore and test each of the different systems. Three providers made the shortlist, and the final choice was the imc Learning Suite, which best met the group’s complex requirements. The team also felt well-supported and guided transparently throughout the entire selection process. Crucially, the system could easily handle the high number of learners: over 10,000 employees plus around 4,000 external users.

Particularly convincing were the simplified user experience and shared task management for administrators, which enables made delegating to and covering for colleagues seamless. Tamara Leitner, Digital Learning Consultant at Württembergische Versicherung AG, highlights another key point: “By connecting with Microsoft Teams, we can easily demonstrate who attended each training. This is a big help with IDD, where we must document participation. Until now, reporting was a manual process – so we’re really looking forward to the automated option.”

Jessica Rütz, Digital Learning Specialist at the Württembergische Vertriebspartner GmbH (WVVP) Academy, adds: “In my area, it’s especially valuable that we can segment learners into different target groups and make tailored adjustments. Not everyone sees all content anymore – each overview is much more relevant.”

RESULTS AND OUTLOOK

First steps and what comes next

The project began with a kick-off event and two full-day training sessions for the core team. This was followed by close support from dedicated Scheer IMC contacts and a ticketing system for handling specific questions. The current test phase will soon be followed by data migration from legacy systems, and then a roll-out across the group.

Tamara Leitner sums up the positive first reactions: “The cockpit for managers and learners has already gone down well with test users. The look and feel of the interface, plus the intuitive usability, are very convincing.”

By choosing the imc Learning Suite, the W&W Group has taken an important step towards more efficient and user-friendly learning. The company is now well on its way to creating a unified, future-oriented learning ecosystem for the entire group.

WHAT OUR CUSTOMERS SAY

The imc Learning Suite was the system that could best meet our diverse requirements across the group.

Sabine Volk – eLearning Specialist

Wüstenrot & Württembergische AG

Talk to an expert

Discover the imc Learning Suite

Artificial intelligence is rapidly reshaping the way sales teams learn, practise, and perform. Across the industry, research from Forrester and others shows that the most effective enablement programmes are moving beyond classroom-style training and more towards intelligent learning experiences that are adaptive, contextual, and continuous.

While some organisations focus on predictive analytics or content automation, the most immediate impact is coming from AI that improves human interaction. The ability to simulate real conversations, practise challenging dialogues, and receive instant, constructive feedback is helping sales professionals refine their skills in a way that’s both scalable and personal.

At Scheer IMC, this is exactly what we focus on with DialogueGPT: our conversational AI solution that transforms communication training. It allows teams to practise realistic sales and customer interactions in a safe environment, receive tailored feedback, and build confidence before stepping into the real world.

To explore how conversational AI is transforming sales readiness, we spoke with Dr. Robert Lohmann, Product Manager for DialogueGPT, about how this technology is changing the learning experience for modern sales organisations.

He shares practical tips for building effective partner enablement programmes, warns of common pitfalls, and provides an outlook on the potential of AI-supported learning.

Everyone is talking about AI in learning right now. From your perspective, what’s really changing in sales enablement?

What we’re seeing in sales enablement is real, fundamental change: AI doesn’t just make content creation faster – it changes how we learn. Instead of one-off trainings that often get forgotten quickly, sales teams can now train continuously with real work context.

For me, people remain right at the centre: AI doesn’t replace training, it enhances it. Through it, we can enable realistic conversation simulations, for example with DialogueGPT. This allows sales professionals to practise typical scenarios – negotiations, personal presence, sharpening messaging – as often as needed. This is training, not with a sole theoretical focus, but that incorporates experiential learning tailored to their industry or even specific customer cases.

This radically changes learning: We’re no longer just consuming content, we’re learning by doing. And that’s what makes AI so valuable in a sales environment.

Many companies still rely on workshops and classic role play scenarios. How does conversational AI improve this experience?

Traditional workshops and role plays still have their place: for example because human coaches provide feedback that AI cannot. Our AI-powered coaching, such as DialogueGPT, complements these trainings perfectly and adds extra benefits.

The advantages are clear: Employees can practise anytime, anywhere with no scheduling, time, or location constraints. Most importantly, they can experiment in a safe environment. Not everyone feels comfortable training in front of a group or a coach. AI offers a secure space to try out new approaches, draw conclusions, and build confidence.

Plus, the training is scalable: Human coaches are expensive and their time is precious! AI makes it possible to extend training to many employees at once without losing quality. This makes learning more flexible, frequent, and effective – the perfect complement to traditional training.

AI-based feedback sounds promising, but how do you ensure it’s credible and truly helps people improve?

Our AI-based feedback is grounded in proven communication psychology theories, such as those of Friedemann Schulz von Thun, as well as the Harvard Concept, which are combined with our own training expertise.

The feedback combines structured insights with narrative explanations: Employees see what works well and where they can improve. The system was developed together with learning experts and customers to ensure it’s practical and human-oriented.

Security is also key: Real customer data is never used, and all responses are handled securely. At the same time, feedback can be tailored to a company’s own communication models. This creates a reliable, transparent, and trustworthy learning tool that truly drives sustained learning and improvement for employees.

How will conversational AI change the concept of “sales readiness” in the future?

Conversational AI will radically change sales readiness. Instead of isolated training events, sales teams will train more continuously and in context – exactly when it’s needed. Learning in the flow of work means: If you have a client meeting at 10 a.m., you can already start preparing with your very own personal AI coach at 9:30 a.m. Training becomes flexible, on-demand, and highly practical.

Employees can prepare for specific conversations, test different scenarios, and get instant feedback, right when it matters. Expertise grows continuously because learning is tightly integrated into daily work.

And this is just the beginning: Future developments will include gestures, facial expressions, and emotions, with avatars enabling virtual negotiations on camera. Scheer IMC is leading the way with its DialogueGPT team to integrate these innovations into training and take sales readiness to an entirely new level.

Learn more about the capabilities of DialogueGPT

Read more about what makes DialogueGPT such an easy, effective, and scalable tool below, or explore our case study with Festo, a leader in pneumatic and electrical automation, to see how AI-supported communication training drives excellence in a leadership context.

Discover more about DialogueGPT

Read case study

Rosemarie Clarner, long-standing managing director and head of human resources of Scheer GmbH moves to supervisory board and advisory board functions in the Scheer network, effective July 1^st 2023, one year after reaching the age-limit. She remains managing director of Scheer Holding and will therefore continue to contribute her extensive experience to the entire enterprise.

As of April 1^st her successor as managing director for human resources of Scheer GmbH will be Meike Scheer, daughter of the company’s owner Prof. Dr. August-Wilhelm Scheer. The 48 year old lawyer previously held HR responsibilities at various international companies, most recently at the consulting firm Pricewaterhouse Coopers GmbH (PwC).

Prof. Scheer recognizes the extraordinarily great services Rosemarie Clarner has rendered to the Scheer companies over the past 25 years. With Meike Scheer’s assignment of personnel responsibility for Scheer GmbH Prof. Scheer also sets a signal for continued stability and secure future prospects of the organization. Scheer GmbH is the largest enterprise within Scheer Holding, which as a whole counts 1300 employees.

This is the corporate group’s response to the high demand for business process expertise on the North American market. It aims to successfully combine SAP’s Signavio business process transformation solutions with Scheer’s own innovative solutions in the field of digital transformation.

Rouven Morato, General Manager of the SAP Signavio segment at SAP, on the profitable alliance: “U.S. companies are becoming increasingly reliant on optimized business processes for the success and resilience of their operations. End-to-end processes play a decisive role in SAP’s solution portfolio. We have had a trusting partnership with both the Scheer Group and BPM-D in the past. This acquisition will create a powerful player on the North American market that will take the process transformation of our joint customers to a new level.”

The American market is particularly interesting to Scheer because it represents an important hub for global enterprises. With its many well-trained professionals with extensive SAP experience, it also offers enormous opportunities and vast potential. In BPM-D, Scheer is acquiring an established consulting firm that has maintained close ties with Scheer companies for many years. BPM-D has long supported its customers in improving their performance and productivity through cross-functional business and information technology initiatives. Within the Scheer Group, the acquisition will intertwine the dual approach of process discipline and implementation experience even more closely – a combination that offers significant added-value to digital enterprise transformation.

Prof. Dr. August-Wilhelm Scheer, founder and Advisory Board Chairman of Scheer Group, is pleased with the growth initiative in the U.S.: “Our process DNA has proved to be a decisive success factor as domestic and international markets face a series of crises. Our focus on business process management is in very high demand right now and represents an important component in our partnership with SAP.”

Mario Baldi, CEO of the Scheer Group, stressed the importance of this close collaboration: “A stable partnership is characterized by trust. What’s more, we have repeatedly demonstrated our courage to try new things in the four decades that Scheer has been working closely with SAP.” Together with Dr. Mathias Kirchmer, CEO of BPM-D, he emphasized the added value for the Group’s customers: “In the future, we will be able to offer an expanded portfolio together on the U.S. market. With more extensive services, a broad spectrum of experience, and a strong, growing team, this latest acquisition by the Scheer Group will pave the way to further growth in North America.”