How YAPPI's Personal Manager Saves HR Teams Dozens of Hours of Operational Work: The Most Important FAQs

HR rarely talks about how much time organising corporate training actually takes: finding a provider, testing levels, managing schedules, rescheduling, answering employee questions, tracking attendance. All of this background operational routine eats up hours every week — on top of the main job.

At YAPPI, these tasks are handled by a personal manager who becomes your primary point of contact and coordinator for the training project. Here's how it works in practice.

Who Is the YAPPI Personal Manager and What Do They Cover?

The personal manager is the connector between your company and the school. They coordinate all organisational processes and are the first point of contact whenever a question arises.

You can reach out to them when:

• you need to clarify an employee's level or group placement
• you need to pause training temporarily or resume after a break
• you need to change the lesson schedule
• any organisational questions or technical difficulties come up

HR no longer needs to coordinate every process manually — there is a dedicated person responsible for all of it.

How Does the Training Launch Work Step by Step?

HR only needs to provide two things: initial information and confirmation to start. The manager handles all organisational coordination.

Here is the sequence of steps the manager takes:

• clarifying the company's goals, format, expectations, and constraints
• analysing the request and agreeing on the programme
• conducting placement testing to determine participants' levels
• forming groups and arranging convenient schedules
• selecting teachers suited to the team's needs
• onboarding HR and providing access to the digital ecosystem with reporting and analytics

From the first contact to the start of training, HR resolves a minimum of tasks — the manager takes care of the rest.

Who Handles Operational Issues During Training?

All responsibility lies with the provider. The YAPPI team manages administrative, financial, and technical processes. For HR, this means no need to manually coordinate reschedules, access issues, or document workflows.

Can the Company's Own Materials Be Integrated Into the Programme?

Yes. If you need more work-focused English — tailored to a specific department, product, or role — you can pass all materials and requirements to the manager. They involve the content team, who integrate this into the group's programme. Your company's own terminology, scripts, and cases can become part of the learning curriculum.

A separate option is specialised mini-courses in English for Specific Purposes. These are ready-made programmes for specific roles and fields: IT, finance, legal, sales, healthcare, defence, and 30+ other sectors. These programmes are compact in format — 5 to 14 lessons over 3 to 6 weeks. A mini-course can be launched independently or added as a practical module to the core corporate training.

The personal manager will help you select a ready-made programme from the catalogue or adapt it to your team's specific needs.

How Are Teachers Selected?

Teachers are selected based on the project's requirements. HR retains full transparency throughout:

• you can review teacher requirements in the open job listings
• view teacher CVs in your personal account
• monitor employee feedback about teachers and the training throughout the semester in the yCloud digital ecosystem

How Are Attendance and Motivation Issues Handled During Training?

Absences due to workload, dips in motivation mid-semester, reluctance to speak during class — all of this is a normal part of any learning process, and HR should not have to deal with these situations on their own.

Our managers monitor the mood of groups through chats with teachers and bring in a methodologist when needed. Often, timely intervention is all it takes to keep the process on track.

How Is Feedback Collected?

Feedback is collected at three stages:

• after the trial lesson
• during the semester
• after the semester ends

HR can view this feedback directly, so a separate internal survey is usually not needed. Since managers are present in group chats with teachers, they can respond quickly to any requests.

Programme improvements, material updates, and developments to the digital ecosystem are all informed by this feedback. In other words, feedback genuinely shapes the product — and HR can see this reflected in changes to the curriculum the following semester.

What Role Does the Methodologist Play?

The methodologist coordinates the work of teachers and ensures that the learning materials and approach stay aligned with the company's requirements. They act as a quality anchor — keeping the programme on track not just organisationally, but methodologically as well.

HR does not interact with the methodologist directly, as this is an internal process that continuously maintains the quality of training.

How Do You Know the Manager's Support Is Actually Working?

Check yourself against these simple markers:

• training is running smoothly and without disruption
• employee questions are resolved quickly and without your involvement
• you are not spending hours each week coordinating processes
• reschedules, pauses, and returns after breaks happen without your intervention
• you have access to reporting and can see progress without making additional requests
• after the first semester, you want to launch another group

If most of these boxes are ticked, the manager is doing their job. And perhaps you are ready to discuss training for your team? Leave your contact details and our manager will gather the initial information, agree on the format, and take care of the entire launch.

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