How A-train works with an extended learning journey

From one-off training to continuous learning

Traditionally, much of the railway industry’s training has taken place once a year during a full day in a classroom with repetition and testing.

But Patrik explains that this old way had a major drawback:

– Competence risks dropping to unsafe levels between training sessions. That’s not sustainable in an operation where safety is absolutely critical.

Together with Learnifier, A-Train began exploring how learning could be spread out and reinforced in several ways – without becoming an administrative nightmare. The result was an extended learning journey: a concept combining classroom instruction, digital modules, and practical application throughout the year.

Four steps to keep knowledge alive

The extended learning journey consists of four parts that together create a circular learning process. A-Train is currently running this journey for train hosts.

1. Classroom training – the train host’s rulebook

This is where A-Train lays the foundation. Participants go through service, safety, vehicles, and infrastructure.

– This is our shared base. We get a sense of what everyone knows and where we need to strengthen competence.

2. Digital scenario

Between physical sessions, participants work on realistic situations directly in Learnifier.

– One year, the train hosts had to conduct a risk assessment in the track area. It’s scenario-based learning, you’re forced to think like in real life.

3. Quiz and repetition

After a few months, digital quizzes are sent out to review key parts of the training.

– It’s a way to keep knowledge alive and detect if any area is being forgotten, Patrik explains.

4. Practical application

Finally, everything is followed up in the field.

– We stand together on the platform, look at how the departure procedure works, talk, reflect, and learn in the moment.

Results: greater engagement and stronger safety

A-Train has already seen clear results. Engagement has increased significantly – more employees take part in voluntary digital courses and see training as something they want to do, not something they have to do.

– We quickly noticed that more people wanted to join in; a curiosity spread throughout the organization.

Safety has also improved, and the digital elements make it easier to plan training efficiently without disrupting daily operations.

– Everyone gets the chance to shine. Those strong in theory show their knowledge in the classroom, while others excel in practice.

Further reading: Structured learning keeps accidents away

Learning as part of continuous improvement

A-Train’s approach to learning is also part of something bigger, a culture of continuous improvement, inspired by lean production and Kaizen.

When something happens in operations, such as a deviation or incident, they act quickly to share lessons and close knowledge gaps.

– We want to act immediately when we see that training can prevent similar future incidents. The key is to respond while the event is still fresh.

A-Train does this by publishing a training question of the week in Learnifier, a short, targeted learning activity tied to real situations.

– It’s a simple and fast way to reinforce knowledge when it’s needed most. And now we’re starting to link participation feedback to our operational managers. That adds a bit of positive pressure on employees and makes learning measurable.

The goal is for participation in training question of the week to become a natural part of performance reviews for drivers and train hosts.

– Individually measurable goals increase motivation. When someone follows up and shows they care, you feel seen and valued, says Patrik.

Further reading: How Alligo builds a culture of learning - from target group analysis to measurable impact

Success factors – Patrik’s best advice

After a year with the extended learning journey, Patrik shares his key lessons for other organizations:

• Keep it simple. Choose a few critical areas and start there. It doesn’t have to be big, just relevant.
  
• Schedule time. Training must be built into the schedule, or it won’t happen.
  
• Vary methods. Everyone learns differently. Combine classroom, digital, and practical learning.
  
• Think long-term. Build something that lasts for years, then it becomes a natural part of the culture.
  
  

Learning that keeps rolling

A-Train’s initiative shows how learning can move from isolated sessions to a living part of everyday work.

When repetition, reflection, and improvement are integrated throughout the year, the result is not only safer employees but also a company that learns together.

– For us, it’s about creating an environment where development never stops. Learning must never stand still.

Want to learn more?

Would you like to know how your organization can create an extended learning journey? Contact Learnifier – and we’ll help you build learning that truly sticks.