Odoo Training
Training on a demo database teaches people a system they will never use. We train on yours, with your data.
Structured training programs (end-user, administrator, and developer bootcamps) delivered on-site or remotely with hands-on labs and certification.
Adoption failures are usually described as training failures, and they usually are not. People do not resist the software, they resist not knowing what to do when the screen does not match what they were shown. That happens when training runs on a generic instance, when it is delivered as one long session a fortnight before go-live, and when the exceptions are left out because they complicate the slides.
So we train on your configured system, with your data, split by role, close to the moment people need it. Every session is mostly hands-on. The exceptions get taught, because the exceptions are where users get stuck and where a workaround gets invented that finance discovers three months later.
Sessions are recorded and the material stays with you. New joiners in six months get the same training as the original team, without booking us again.
What is included
- โ End-user training (sales, purchase, inventory, HR)
- โ Admin training (security, users, backups)
- โ Developer bootcamp (Python, OWL, XML)
- โ Role-based curriculum
- โ Hands-on lab exercises
- โ Certification on completion
- โ Video recordings of sessions
- โ Post-training support channel
How the engagement runs
- 1
Curriculum design
Decide who needs to know what, and cut everything else.
- List the roles and the tasks each one actually performs, from the process map where one exists
- Write objectives as tasks a person can complete unaided, not as topics covered
- Set the depth per role: an approver does not need the same session as a daily entry user
- Identify the exceptions each role will hit, and build them into the exercises
You end up with: A role-by-role curriculum with task-level objectives.
- 2
Environment and material preparation
Make the training system look like the job.
- A dedicated training database with your configuration and a realistic data set
- Individual logins with the same access rights people will have in production
- Exercises built on your real documents and your real product and customer names
- Quick-reference sheets per role, one page, written for the desk and not for a binder
You end up with: A training environment and role-specific material in your own language and layout.
- 3
Delivery
Get people doing the work, not watching someone else do it.
- Short sessions by role, on site or remote, mostly hands-on
- Each participant completes the task themselves before the session moves on
- The exception cases practised deliberately: the return, the correction, the cancellation
- Sessions recorded, so the material outlives the day
You end up with: Trained users, session recordings and a written list of the questions that came up.
- 4
Assessment and gap closing
Find out who is not ready before go-live does it for you.
- A short practical assessment per role, done on the system rather than on paper
- Results reviewed with managers, privately, so it is used for support and not for blame
- Extra sessions for the groups that need them, targeted at the specific gap
- Certification for those who pass, which matters more than it sounds for adoption
You end up with: An assessment record per role and a targeted plan for the gaps.
- 5
Follow-up
Support the questions that only appear once the work is real.
- A support channel for the period after go-live, so questions do not become workarounds
- A refresher after the first period close, when the hard questions finally arrive
- Material handed over in editable form so your team can maintain it
- Train-the-trainer for the people who will onboard new joiners
You end up with: Editable material, recordings, and an internal trainer who can run it again.
What you need to provide
The schedule slips on these more often than on anything technical.
- โ A participant list by role, with managers committed to releasing people for the sessions
- โ A configured system, or agreement for us to prepare a training copy of it
- โ Realistic sample data, or permission to use a masked copy of production
- โ A room and reliable connectivity for on-site sessions, or a working remote setup
- โ Your document templates and terminology, so training uses the words your business uses
- โ A decision on the language of delivery and of the material
Decisions you will be asked to make
Train everyone, or train trainers
Direct training is faster to get right and does not scale past a certain headcount. Train-the-trainer scales and needs your internal people to have time and appetite for it. Large or dispersed teams usually need both.
When to train relative to go-live
Too early and it is forgotten, too late and there is no time to fix the gaps the assessment finds. Close to go-live with a scheduled refresher after the first close is the pattern that holds up.
How much depth for administrators
The administrator session decides how dependent you stay on outside support. Users, access rights, backups and scheduled actions are the difference between calling us for a password reset and not.
Whether developers need a bootcamp
Only worth it if you intend to hold the code. If you do, it pays for itself quickly. If you do not, the money is better spent on deeper administrator training.
Where this goes wrong
The failure modes we plan around, and what the plan does about each one.
Training on a demo database
People learn a product tour rather than their job, and the first unfamiliar screen sends them to a colleague. Training runs on your configuration with your data.
One long session for everybody
Mixed-role sessions bore half the room and lose the other half. Short sessions per role, close to the work, hold attention and hold retention.
Exceptions left out
Returns, corrections and cancellations are exactly where users invent workarounds. They are taught deliberately, even though they make the session longer.
No assessment
Attendance is not competence, and without an assessment nobody knows who is not ready until go-live. A short practical test per role finds it while there is still time.
Material nobody can update
Screenshots go stale, the configuration moves, and the document becomes misleading. Material is handed over in editable form with your internal owner named.
Training that stops at go-live
The genuinely hard questions arrive at the first period close, weeks later. A refresher is scheduled for that point rather than offered if anyone asks.
Not included
Stated up front so the proposal has no soft edges.
- ร Official Odoo certification exams and their fees, which are run by the vendor
- ร Travel and accommodation for on-site delivery, quoted separately
- ร Configuration changes discovered during a session, which are logged and quoted, not made live in the room
- ร Ongoing helpdesk cover, which is a support agreement
- ร Translating material into languages not agreed at the start
- ร Retraining after a later system change, unless a refresher is contracted
How this is priced
Training is priced per session and per role, with a fixed price where the curriculum is set. Training delivered inside an implementation is included in the published bands. Standalone programmes and train-the-trainer are quoted on the participant count and the number of roles.
See the published bands โModules that come up on this work
Ready-built modules from our own catalogue. Where one of these covers the requirement, installing it beats writing it.
Recently Viewed Records + Pinned Favorites
Floating navbar widget that lists the last 20 records each user opened plus their pinned favorites. Click any item to jump straight back. The fast-access shortcut Odoo Community is missing.
Why here: New users lose time finding their way back to what they were working on, and that friction is what makes a system feel hard.
ProductivityDefault List Filters
Ship ready "My Orders / My Invoices" default filters for Sales, Purchase and Invoicing lists.
Why here: Trainees do better when the list they open already shows their own records rather than everything in the company.
ToolsDocuments DMS with Folder Permissions and Versioning
Document manager on top of attachments: folder level access rights, file versions with restore, tokenised upload requests, PDF split and merge.
Why here: Training material and procedures need a home inside the system, with versions, or they end up as attachments in an inbox.
Productivity/DocumentsDashboard Builder - Drag & Drop KPI Dashboards
Build live KPI dashboards on any Odoo model - numbers, bar charts, ranked lists & progress, with drag-and-drop tiles.
Why here: Managers adopt a system when their numbers are on one screen. That is often the difference between sponsorship and indifference.
ProductivityWhere we deliver this
Delivery language and working week follow your location. The country pages show where we already run teams.
Odoo Training: common questions
Do you train on our system or a standard one?
Yours. A training copy of your configured database with your data, and logins carrying the same access rights people will have in production. Generic training produces people who can use Odoo in general and not the system in front of them.
How long does training take?
It depends on roles rather than headcount. A daily entry user needs a short focused session on their own tasks. An administrator needs considerably more. The efficient shape is several short role sessions rather than one long day for everybody.
Can you deliver in Arabic or Urdu?
Yes. Our project teams work in Arabic, English and Urdu, and both delivery and material can be in the language your users actually work in. That gets decided at curriculum design, because it affects the material as well as the session.
What happens when new people join later?
You keep the recordings and the material in editable form, and we recommend train-the-trainer so somebody internal can run the sessions. If your turnover is high, that is much cheaper than booking us for each intake.
Do you train developers?
Yes, as a bootcamp for teams that intend to hold their own code. It is worth doing only if that is the plan. Where it is not, deeper administrator training returns more for the same money.
Is there an assessment?
A short practical one per role, done on the system. It is reviewed with managers to target follow-up sessions, not to rank people. Its real job is to find out who is not ready while there is still time to do something about it.
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Tell us what you are trying to fix
A 30-minute call is usually enough to tell you whether this is a small piece of work or a project, and to say so before anyone writes a proposal.