Behind the Screens at HPMT Industries – Tailored Training for Technical Growth
HPMT Industries is known for producing high-precision cutting tools—but when it came to sharpening their in-house training systems, they called in Pukunui.
Based in Shah Alam, Selangor, HPMT Industries Sdn Bhd is a leader in advanced metal cutting technology. With a strong presence in the aerospace, automotive, and precision engineering sectors, they don’t just machine components—they shape the future of manufacturing. But like many fast-growing organisations, their team needed a smarter, more structured way to manage internal skills development and learning programs.
The Missing Link in Organisational Learning
Even with the best people on their team, HPMT realised that manual training records, inconsistent evaluation methods, and limited tracking on course outcomes weren’t doing justice to their ambitions. They were looking for a learning management approach that could align learning goals with actual job competencies, track learner progress with clear data, and give department heads insight into performance gaps. In short: something scalable, digital, and meaningful.
What they needed wasn’t just software—it was guidance in applying the Moodle™ software platform in a way that made sense for their team and their workflows.
Customised Moodle™ Sessions Delivered Onsite
Pukunui was engaged to deliver not one, but two highly-focused, hands-on Moodle™ training sessions at HPMT’s Shah Alam headquarters. Each session was tailored based on HPMT’s internal goals, staff structure, and technical expectations.
The first session took place in 2022. Our focus? Helping the team get the most out of Moodle™ for operational tracking:
- Organising student attendance monitoring tools
- Building assessments and tracking who passed and who needed to retry assessments
- Setting up grouped questions for streamlined testing
- Introducing digital badges for achievement recognition
- Creating post-course evaluation forms—for both learners and their heads of department
Here’s the tricky part: It’s not just about knowing how to build a quiz. It’s about designing those processes so they reflect the real working environment. The training was designed to mimic HPMT’s actual workflows so everyone could “test drive” the features hands-on. The feedback from this session laid the groundwork for the next one.
In 2023, we returned for a second full-day session—this time with a focus on competencies and long-term learning plans. This was where things got deeper:
- Setting up a competency framework, including key functions, sub-tasks, and levels of proficiency from Foundation through Expert
- Mapping those competencies to actual learning paths across different job roles
- Linking courses and training modules to upskilling strategies
- Configuring roles specifically for managing competencies versus managing learning plans
We wrapped both sessions with open Q&A discussions—often the most valuable part—where participants could troubleshoot their real examples in real time. And though we usually stick to around 12 participants per session, HPMT’s team managed the balance with focus and engagement throughout.
Why Structuring Learning Plans Matters
This wasn’t just about ticking a training box. It was about building a sustainable internal learning system that helped HPMT maintain the sharp edge in a competitive market.
For organisations in high-tech manufacturing—where precision, safety protocols, and continuous improvement matter—being able to link learning outcomes back to specific competencies is game-changing. It supports better hiring, smarter internal promotions, and saves time by showing exactly where people need support or more training. The Moodle™ software platform, when configured strategically, makes this entirely possible.
The Results? Clarity, Confidence, and Control
After both sessions, the HPMT learning and development team walked away with more than just new buttons to push in the Moodle™ software. They had a live system tailored to their structure, a clear competency map aligned to roles, and the ability to track real-world learning impact.
Now, HR and department leads can instantly view who’s completed required modules, how they scored, what badges they’ve earned, and even gather feedback on the usefulness of those courses. That level of clarity helps the whole organisation move forward with purpose.
And more importantly, everyone—from junior team members to senior management—can see how their learning connects to their daily responsibilities and long-term growth.
Looking Ahead: A Platform for Growth
One of the things we appreciated most about working with HPMT was their commitment to doing this right. They didn’t cut corners. From involving department heads to surfacing the right pain points during Q&A, they were serious about quality learning infrastructure.
As they continue to expand, HPMT now has the digital support to match their technical expertise. Future training cycles, onboarding, and competency progression are all documented, connected, and efficient.
And, should they ever need a refresher or want to scale things even further across regions or teams, the foundation is already there.
Build a Learning Culture That Works—Not Just One That’s Digital
Learning management isn’t about uploading a few modules and hoping for the best. It’s about tying training to actual outcomes, developing people with purpose, and making sure every course completed means something. That’s where the right implementation of the Moodle™ software platform makes the difference.
Looking to build your own role-based learning plans? Want your internal training to feel aligned instead of ad-hoc? We can help.
Reach out to Pukunui today and let’s talk about practical LMS trainings that make sense.
