ValCom Learning
Workplace Learning, next Generation.
Learn self-organized in the workplace — in practical projects, with VIA and a community. Embedded in a didactic concept that works.
ValCom Learning closes the gap between diagnostics and actual competency development — and finally makes skills management accessible to all employees, not just the top 50. The platform is live; we are opening the Pilot 2026 to companies that want to expand the modules together with us.
- AI-supported with didactics instead of a content pool
- Values and competency model + proven learning methods
- VIA — AI learning partner with AI agents
- GDPR-compliant, EU hosting
- Scientifically supported (Prof. Sauter)
90% of training knowledge evaporates.
Classic courses have been digitized, but not broken open. Even blended learning remains, at its core, a rigid format.
The same content for everyone
No matter the competency profile, the practical context, the maturity level — all participants receive the same material.
A fixed pace
Module 1 in week 1, module 2 in week 2. Even if some have long since mastered the topic or another question would be more pressing.
Reflection outside of work
The engagement takes place within the course framework — not in the concrete work situation where the competency is actually needed.
The question is not whether the course as a format is dying. The question is: which architecture develops competencies effectively within the work process — and where is the course a deliberately chosen element within it?
Until now, competency management mostly ended at diagnostics.
Values and competency models are the right basis for solving the transfer problem. But in practice, the impact was far too often lost along the way.
Diagnostics without a follow-up
A skills diagnosis, perhaps a development recommendation — and then? The results end up in a drawer. The tool that turns the diagnosis into actual development was missing.
Accessible only to a few
Skills and values management was mostly talent management — reserved for junior talent and high potentials. Never at scale.
Specialist knowledge as a bottleneck
It took experienced skills and competency managers to support employees individually. Great when available — but not scalable.
With ValCom Learning, we finally make skills management accessible to everyone. Not just for the top 50, but for all employees. Not dependent on individual specialists, but supported by AI with a didactic concept. And with a clear focus on soft skills — values and competencies that become ever more important in an AI-shaped working world.
Three phases, one path.
ValCom is a suite of three modules that build on each other. We are developing them consistently in this order.
ValCom Diagnostics
Values and competency diagnostics with around 390 soft-skill terms, hard skills, 360° feedback. From job profiles, we derive values and competency models with AI support.
First approaches to skills mapping are already built in — job-profile-to-model mapping, simple heatmaps.
ValCom Learning
Here we turn the diagnosis into actual development — through personalized courses today, dynamically generated learning paths tomorrow.
This is what we are looking for pilot partners for.
ValCom Skills Mapping
Understand skills movements in the market, keep competency models up to date, map employees to fitting roles. First approaches are built; the real test follows after Learning.
AI alone does not make a learning path.
There are many tools today that generate learning material with AI — podcasts from documents, quizzes at the push of a button, mind maps in seconds. That is nice. But it is not yet learning.
We use AI in many places — and we use it consistently. But we pour it into a didactic concept, fed by decades of experience with proven learning methods — theory and practical implementation combined. In the end, the result is not a content pool, but a didactically high-quality learning path with real-world relevance.
Values and competency model
Around 390 soft-skill terms, scientifically grounded, connectable to the diagnostics.
Proven learning methods
Theory and practical implementation, curated in a dedicated method library.
Specialized AI agents
Dedicated agents for content, advice, conversation simulation and learning planning — bundled in VIA.
Other platforms ask: "How do we generate more content with AI?"
ValCom Learning asks: "How do we ensure that people actually develop competencies — in the workplace, with impact?"
Learn self-organized, not alone.
Learning in the workplace works when three components come together: the real task, an AI learning partner that is always available, and people to exchange ideas with.
Practical project — the anchor
Real challenges from everyday work. This is where values and competencies emerge — through action, not through listening. The practical project is the center; everything else supports it.
VIA — your AI learning partner
VIA (Valcom Intelligent Agent) is the AI learning partner within the platform.
Clarify spontaneous questions, simulate difficult conversations in advance, get subject-matter advice, receive learning material. VIA knows your context, your competency profile, your recent weeks.
Community — real people, real sparring
Learning circles, tandems, mentoring by experienced colleagues, coaching by learning facilitators, peer reflection. Nothing replaces the exchange with people — not even the best AI.
VIA scales what an excellent mentor would ideally provide. The community brings what people give each other — perspective, trust, compassion, critical sparring. Both together, with the practical project at the center: that is Workplace Learning, next Generation.
A course can be personalized too.
Before we generate the learning path fully dynamically, we show with our Leadership course that even an existing course structure can be radically personalized — without losing its content framework.
- A practical task at the core of every module. It is not the theory input that takes center stage, but a concrete practical task — oriented to your current work challenges.
- Multi-format content by learning preference. AI-generated podcasts, explainer videos, mind maps, quizzes, flashcards. The content stays the same, the form adapts.
- Self-learning and blended, fluidly. Self-organized at your own pace, in a learning group with experienced trainers, or with a learning partner — you choose.
Showcase
Leadership course. 13 weeks, modular, personalized. Practical tasks as the common thread, multi-format content, optionally a learning group or self-learning. Already in use today.
From curriculum to dynamic learning path.
Here the logic shifts completely. The center is no longer the knowledge module, but the practical project. Knowledge modules, flashcards, explainer videos, mind maps still exist — but as an additional offering, not the main route.
Deep onboarding
Before we generate a learning path, we get to know you as a learner: how do you like to learn, what preferences do you have, what are your goals, what motivates you?
Baseline assessment
From the job profile, we derive the fitting values and competency model as well as the relevant hard skills with AI support. The 360° feedback builds on this — self-assessment, managers, peers, employees.
Practical project at the center
A real challenge from your everyday work that you solve over the coming weeks. Theory beforehand only as far as you need it.
Your own sources
You upload your own documents or connect external sources — internal concepts, specialist literature, industry studies. On this basis, the platform generates your learning path.
AI generation with didactics
From your sources, explainer videos, podcasts, flashcards, mind maps, quizzes and summaries emerge — embedded in didactically meaningful learning steps.
VIA and its AI agents
Conversation simulator (role plays), subject-matter advisor (source-based), planning agent (calendar integration), content generator. From the learner's perspective: one companion with different modes.
Weekly reflection loop
What did you try out in practice? What worked, what did not? Based on the reflection, the coming week is generated anew. Data-driven, in the rhythm of work.
Architecture under the hood
- • Hybrid search: BM25 + vector search (pgvector) + graph database (Apache AGE)
- • Long-term memory per learner — the learning path learns along with you
- • Curated database of work methods and didactic building blocks
- • Multi-agent orchestration instead of a monolithic chat
- • GDPR-compliant, EU hosting
Those who shape learning content work in the Studio.
ValCom Studio is the admin view of the same platform — made for people developers, learning facilitators and trainers who configure values and competency models, courses, practical projects and learning paths.
- • Create values and competency models, derive them from job profiles with AI support
- • Integrate courses, modules, practical projects and your own sources
- • Create and configure your own AI agents — coaches, simulators, advisors
- • Integrate company-internal content into the RAG and graph database
- • Review and curate learning paths — approve or adjust AI suggestions
- • Configure VIA: tone, sources, role plays, reflection questions
- • xAPI / SCORM export, integration into existing LMS
- • User, role and tenant management, reporting
Studio is part of ValCom Learning — not a separate product. There is one platform; learners and learning managers see different views depending on their role.
We do not stop at the individual learning path.
Skills management is not only a topic for employees, but also for the organization. ValCom Skills Mapping will become the third module of the suite after the Learning expansion.
What is already there
- • Job profile → competency model: AI-supported derivation
- • Market monitoring in development: a job crawler observes job postings, maps them against the ValCom taxonomy
- • First heatmap approaches: make skills concentration and gaps visible
Where we are headed (Phase 3, Pilot 2027)
- • Keep competency models up to date: AI suggestions when the market moves
- • Strategic heatmaps: where are the competencies, where are the gaps to the strategy?
- • Skills mapping for employees: which role fits my profile?
Phase 3 is in development. Pilot partners for ValCom Learning gain insight into the roadmap and can help shape the requirements for Skills Mapping.
A day in the life of a manager.
Scenario: Maria, team leader.
Morning check-in
VIA: "Good morning, Maria. Today you have the conversation with Tom — he is regularly late. Your current learning focus: conducting critical conversations. Shall we practice briefly beforehand?"
Maria: "Yes, let's do that."
Scenario training with the conversation simulator
VIA (as Tom): "Hey Maria, you wanted to talk to me? Sorry, I just had another call ..."
Maria practices the conversation. Makes mistakes. Tries again. In a safe environment.
Immediate feedback
VIA: "Well done. You listened actively and used "I" statements. One tip: instead of offering solutions right away, first ask: 'What is making this difficult for you right now?'"
The real conversation
Maria goes into the conversation better prepared. With concrete techniques, calmer, clearer.
Weekly reflection
VIA: "How did the conversation with Tom go? What worked? What would you do differently next time?"
Learning in everyday work. Not instead of work. But as part of work.
More impact. Lower costs.
The Learning Guild (2025) has calculated: Up to 2/3 of previous training costs can be saved with AI-supported learning — while being more effective at the same time, because the application takes place in practice.
| Cost type | Classic | With ValCom Learning |
|---|---|---|
| Content creation | Expensive, slow, labor-intensive | AI-generated on demand, didactically embedded |
| Trainers | High costs, bottleneck factor | Learning facilitators complement the AI — about 1/3 of the costs |
| Seminar rooms & travel | Considerable | Largely eliminated |
| Absence from the job | High opportunity costs | Learning in the flow of work |
| 1:1 coaching | Not scalable | AI coaching for everyone, complemented by mentors |
Cultural benefit
- • Establish a self-organized learning culture
- • Skills management accessible to all employees
- • Develop soft skills systematically — not by chance
- • Relevance instead of curriculum
Economic benefit
- • Scalable
- • Massive cost savings (~2/3 of the training budget)
- • Higher performance through immediate application
- • 100% effectiveness in action instead of a 10% transfer rate
Four target groups — and each means the platform differently.
ValCom Learning is the same platform for everyone. The arguments for why it pays off differ by role. Choose your perspective:
Management / C-Level
"Make strategic skills visible — and develop them before they are missing."
- • ROI: save up to 2/3 of the training budget
- • Skills heatmaps: do I have the competencies for my goals?
- • Soft skills as a competitive advantage in an AI-shaped working world
HR / People Development
"Take skills management out of the talent management silo."
- • Finally for all employees, not just the top 50
- • Practical projects solve the 90% transfer problem
- • Measurable competency development with diagnostics before and after
Managers
"Strengthen your team — directly in the tasks they are working on."
- • Couple practical projects to real team challenges
- • VIA as sparring for your own leadership role
- • Make team progress visible
Consultants / Consulting
"A scalable platform for your people development offering."
- • ValCom Learning as a tool in your own consulting portfolio
- • Values and competency models customizable per client
- • Your own methods multiplied with AI
Become a pilot partner for ValCom Learning.
We are looking for companies that want to expand the modules of ValCom Learning together with us. Your requirements, your practice, your competency models flow directly into the development.
Co-creation
3 months. Adaptation to your values, competencies and work reality. Setup of diagnostics, models, first practical projects.
Pilot
8 months. Rollout with up to 50 employees. Scientifically supported by Prof. Dr. Werner Sauter. Measurable results.
Scaling
Rollout to further target groups and competency fields. Optional: early access to Phase 3 (Skills Mapping).
What you get as a pilot partner
- ✓ Early access — access before market launch
- ✓ Influence — your requirements shape the roadmap
- ✓ Full customization — values, competencies, learning paths
- ✓ Pilot conditions — attractive early-adopter conditions
- ✓ Direct collaboration — short paths to the product team
- ✓ Scientific support — evaluation with Prof. Sauter
We will get back to you within 48 hours.
Frequently asked questions about ValCom Learning
What is the difference between ValCom Diagnostics, ValCom Learning and ValCom Studio?
Who is VIA?
What sets ValCom Learning apart from an AI chat or a notebook tool that generates content?
We already have an LMS. Do we need ValCom Learning on top of that?
How does the integration with ValCom Diagnostics work?
How is data protection handled?
What does the pilot program cost?
Skills Management. Finally for everyone.
Let us show together that competency development can work differently in the 21st century — self-organized, in everyday work, with AI and community.
"Self-organized action can only be learned through action — which is why work and learning must grow together."— Prof. Dr. Werner Sauter