DIGITAL WORKFORCE CAPABILITY

Stop making everyone take the same training.

Digital capability varies widely inside the same organization. Academy78 assesses what each learner already knows, routes them to the right depth, and connects learning to the systems and workflows they actually use.

Digital capability is broader than software training

Most employees are expected to work confidently across a growing stack of digital tools, data, collaboration platforms, security requirements and AI-enabled workflows. Yet the digital basics are often assumed rather than taught — and traditional training frequently treats every employee as if they start in the same place. Academy78 is Move78's adaptive digital reskilling model for building practical workforce capability without forcing everyone through identical content.

Eight disciplines. Three depths. One adaptive system.

M1 — Digital Literacy & Awareness — foundational digital confidence and the shift from analog to digital work

M2 — Digital in the Organization — how the organization's tools connect and where each role plugs in

M3 — Digital Communication — email, conferencing, customer messaging and the practical etiquette of each

M4 — Data & Information — reading reports, data hygiene, information quality and governance basics

M5 — Innovation & Problem-Solving — structured problem-solving, better use of digital tools and AI as a thinking partner

M6 — Cybersecurity & Digital Hygiene — personal cyber habits, safe technology use and protecting customer and company information

M7 — AI & the Future of Work — AI as a daily tool, applied AI for decisions and the changing expectations of work

M8 — Adaptability & Change Management — personal adaptability and helping teams respond constructively to new ways of working

Adaptive learning: the “just right” approach

Before each module, the learner completes a short eight-question pre-assessment. The score determines the depth of learning they receive for that discipline. The result is 8 disciplines × 3 levels = 24 targeted sessions, generally 30–40 minutes each, self-paced and designed to run inside an organization's existing learning environment.

L1 Basic — entry-level practitioners building confidence, practical habits and foundational understanding. L2 Standard — experienced contributors strengthening applied practice and day-to-day team contribution. L3 Advanced — team leaders and managers focused on leadership systems, strategic use and helping others work more effectively.

Why this is different from one-size-fits-all training

Less wasted time — employees do not sit through content they already understand. Less learner frustration — foundational users are not dropped into material that assumes knowledge they do not have. More relevance — examples, depth and expectations reflect the employee's current capability and role. Better progression — the learning path is about the next appropriate step, not simply completing a course. More practical transfer — training is built around the digital work employees actually perform.

Customized to your technology stack

The framework is deliberately tech-stack agnostic. The structure can be reused, but the organization-specific layer is built from stakeholder interviews and real operating context: your actual systems, platforms and workflows; how different roles use those tools; where employees get stuck or work around the system; customer and internal communication realities; examples that reflect the organization's terminology; and branding, visuals and delivery format that fit the organization.

This avoids the two extremes of generic training libraries on one side and a slow, expensive custom-build from scratch on the other. Too generic → stakeholder interviews bring real tools, customers and workflows into the learning. Too technical → pre-assessment routing means content never starts above the learner's head. One-size-fits-all → three depth levels mean a frontline employee and a senior manager do not receive identical instruction.

Proven across many organizations and locations

The adaptive model is not a concept waiting for its first customer. It has been deployed and trialled across many organizations and operating locations — branch-based distribution businesses, multi-site operating environments and teams who helped test and refine the program during its development. The largest single deployment to date covers roughly 700 employees across about 25 branches, built from stakeholder interviews across leadership, operations, IT, managers and frontline roles, with 24 sessions mapped to the organization's real technology stack, delivered self-paced through its existing LMS with live pre-assessment scoring and routing.

The important proof is not the company names. It is that the adaptive model has been built, localized and launched in complex workforces with different roles, skill levels and operating locations — and refined with every deployment.

What organizations and employees gain

Organizations gain a clearer view of digital capability by learning area, targeted learning rather than blanket training, better alignment with the technology they already own, a practical way to strengthen digital foundations before or alongside AI adoption, reusable learning assets that evolve as the tech stack changes, and a workforce development model that scales across roles and locations.

Employees gain learning that starts at their actual level, examples that look like their work, less irrelevant course time, a clearer progression path, more confidence using the organization's digital tools, and a stronger foundation for working effectively with AI-enabled systems.

The goal is not more training. It is the right training, at the right depth, connected to the technology and work that matter in your organization.