Even complex projects succeed with the OrgaBrain Wima Action Model Plus.


The three HR modules Learning Management, Knowledge Management and Talent Management can be used individually as well as in combination and thus offer maximum flexibility and effectiveness.

Knowledge Management (KMS)
Learning Management (LMS)
Talent Management (TMS)



Our systems run in German data centers with highest availability and the valuable ISO 9001 and ISO 27001 certification for data protection. Optionally, the solutions also run in a data center of your choice.
OrgaBrain Wima Action Model Plus
In addition to providing tools and training, ORGABRAIN supports companies in the successful implementation of modern knowledge and learning solutions. For this purpose, ORGABRAIN has developed the “Wima Action Model Plus”. Example: By passing on experience, we differentiate between managers, specialists, commercial employees and trainees. Futhermore we use target-group-specific methods based on the persona principle and thus help to keep the teams up to date.

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What should our organisation achieve with knowledge management?

Agile is not always the right answer. Before starting with the introduction of modern knowledge management, it must be clearly defined what our organisation wants to achieve with KMS. This results in the further course of your individual action model as the basis for your digital future.

Where is our organizational knowledge slumbering and what is the path to KMS?

Knowledge slumbers in minds, in data file directories, in sharepoint catacombs, in filing cabinets, in databases or in trainers. We need to be aware of that and find the perfect way to translate all of these values into modern knowledge management.

In which formats shall we design pinpointed knowledge media and how does it work?

Knowledge arises from learning. Learning Management is a subset of knowledge management. Each target group has its own learning methods. Which learning formats do we select to provide our knowledge in the future? We need to understand which employee can contribute which competence areas or where there are still minor knowledge gaps (skills gaps) in order to close them.

How do we control the targeted creation of secured knowledge entries in a learning organization?

For anyone who wonders how targeted creation of secured knowledge entries works, you can find your answer here. Digital peer-to-peer networks give rise to secured specialist entries with lightning speed if you are using the right systems.

How to reach a controlled distribution of compulsory and freely selectable knowledge modules to the target groups?

Knowledge can be of self-service or obligatory nature. The rights and roles directory must specify how groups or individual authorizations are organized. Compulsory information must be disseminated with compliance test. Management information is available in secured areas of knowledge.

Which methods and processes have to be put in place in order to optimally use the valuable knowledge elements for each individual according to authorization and need?

Knowledge entries are currently provided as text, image or as video at the maximum.  In order to optimally serve all target groups, managers, specialists, industrial workers or trainees, an extension of the knowledge formats and the situation-specific provision of the entries are required, for example also as an interactive 3D application or as an e-learning. The linking with interactive elements such as RFID, QR code or other contact points also promote omnipresent knowledge for all.


What needs to be done to preserve and pass on experienced-based knowledge?

Knowledge leaves with man. There are solutions to pass on experience. In this regard, we differentiate between executives, specialists, industrial workers and trainees. It is essential that we are able to master sophisticated assignments even together with less experienced manpower in the future.

Knowledge statistics, performance monitoring, search analysis, knowledge recommendations and Co.:

Beside the simple evaluation of knowledge entries further analyzes play an important role. How often did you search for which terminologies and how successful was the hit ratio? For how long did visitors read a knowledge entry? Which recommendations did your staff members make? Based on such findings, the value of the knowledge entries can be improved permanently.


Creation and release processes, compliance assurance, QM and timing control:

The quality of information in closed organizations has to be perfect. For this purpose, semi-automatic creation and release processes are to be implemented into the knowledge management. In addition to the technical accuracy compliance, CI compliance and timing also play an important role.

The master/ slave real-time principle. Manage source documents centrally, version them and automatically transfer amendments to all subsets.

Document management is a subset of knowledge management. Document management must be safe and easy to use at the same time. Essentially, the solution lies in an integrated DMS, which is able to distribute amendment entries from the source document to all sub-documents in a version-accurate manner – no matter in which context such documents are stored in the knowledge management system. Example: Legal changes.

What does “learning organization” really mean? Is an e-mail the place where the information goes to die?

The most exciting topic in knowledge management ever! What is the benefit of knowledge entries if they are populated centrally? Anyhow, not enough, because we would like to unify the knowledge of all employees to a become a collective knowledge. Considering that, modern knowledge management systems are providing special communication channels and it is thanks to this that no information is lost anymore (versus email: the place where the information goes to die). As a result of the interdisciplinary development of peer-to-peer knowledge in groups new secured knowledge entries permanently arise (-> learning organization).