Nonwovens manufacturing
How Magnera's operation in Spain brought its plant teams' training to Clikma, with its own content on processes, quality, cleaning and maintenance.
In short
Magnera, a nonwovens manufacturer, has used Clikma since 2026 at its operation in Spain, with more than 180 current employees and its own plant content: more than 470 e-learning modules and more than 230 courses.
Magnera has used Clikma since 2026 to train its plant teams in Spain. As of October 17, 2026, it has more than 180 current employees on the platform and its own content: more than 470 e-learning modules, more than 230 courses and more than 50 learning paths.
It is a recent implementation: the content was published between July and September 2026, and training started being assigned in September.
Learning challenges in nonwovens manufacturing
The most common training challenges in nonwovens plants in Spain, with lines that run continuously within a group created by a merger in 2024, with the rule that makes them mandatory and how Clikma addresses them. In Spain, Magnera has plants in Asturias and Tarragona and an office in Barcelona. The rules cited are Spain's; the group's standards are global, and in the other countries each country's own rules apply. "How Clikma addresses it" describes the platform, not what each client uses.
Safety on lines and work equipment
Nonwovens lines run continuously with high-speed equipment, and everyone who uses or maintains it has to know how to work with it safely, following the manufacturer's instructions.
Regulation (Chile): Royal Decree 1215/1997, article 5: adequate training and information on the risks of work equipment, with written instructions on its correct use. Law 31/1995 on Occupational Risk Prevention, article 19: theoretical and practical training focused on the job, repeated when needed.
How Clikma addresses itProcedures for each piece of equipment with a read receipt and a short assessment, on-the-job assessment with the observer's checklist, and certificates with validity periods that alert when training has to be repeated.
Training at every change of role or line
The merger that created Magnera in 2024 brings changes to processes, equipment and roles, and every change requires retraining the people affected.
Regulation (Chile): Law 31/1995, article 19.1: training on hiring, on a change of duties and when new technologies or changes to equipment are introduced. Workers' Statute, article 23.1.d: training to adapt to changes in the job is paid by the company and counts as working time.
How Clikma addresses itTraining is assigned automatically on a change of role, with paths by job and by line made of reusable modules that are updated only once, and each person keeps a record of what training they received and when.
Subsidized training that has to be justified
Training is funded with the FUNDAE credit, applied as a rebate on social security contributions, but each training action has to be notified and backed by daily attendance and quality questionnaires, and if the justification fails the rebate is lost.
Regulation (Chile): Law 30/2015 and Royal Decree 694/2017, article 12: inform the workers' legal representatives, notify the start and end of each action, keep proof of daily attendance, give the quality questionnaire to all participants and ensure training is free for them.
How Clikma addresses itAn annual training plan with hours and costs, attendance recorded by person and by day —in person with a QR code or online—, satisfaction surveys by program and reports that can be exported to justify each action.
Twenty hours of training a year per person
Anyone with at least one year at the company is entitled to 20 hours a year of job-related training, so the company needs to know how many hours each person has.
Regulation (Chile): Workers' Statute, article 23.3: 20 hours of paid leave a year for vocational training for employment, which can be accumulated for up to five years; it is met if the person can train within the company's training plan.
How Clikma addresses itTraining hours by person and by period in reports and in the Command Center, upload of past training records and an annual plan that compares what was planned with what was done.
Equal access to training
Companies with 50 or more people must have an equality plan, and its assessment covers training and harassment prevention, so the company needs to know who is trained, in what and for how many hours, broken down by sex.
Regulation (Chile): Organic Law 3/2007 on effective equality between women and men, with a mandatory plan from 50 workers, and Royal Decree 901/2020, article 7: the assessment covers, among other areas, training and the prevention of sexual and gender-based harassment.
How Clikma addresses itConfigurable reports with the employee record's attributes —sex, area or plant— to measure access to training, harassment prevention courses with a read receipt for the protocol, and anonymous surveys.
What are the main training challenges in a nonwovens plant in Spain?
Training people to use lines and work equipment safely; retraining with every change of role, line or process; justifying FUNDAE-subsidized training; tracking each person's 20 hours of training a year; and measuring equal access to training.
Sources
- Magnera: locations
- BOE (Spain): Royal Decree 1215/1997 on work equipment
- BOE (Spain): Law 31/1995 on Occupational Risk Prevention
- BOE (Spain): Workers' Statute
- BOE (Spain): Royal Decree 694/2017 on vocational training for employment
- FUNDAE: training funding
- BOE (Spain): Royal Decree 901/2020 on equality plans
A nonwovens manufacturer that trains its plant teams in Spain
Magnera is a global manufacturer of nonwovens and specialty materials for hygiene, healthcare, wipes, filtration and other markets. Its operation in Spain uses Clikma to train its plant teams.
What it trains, according to its content titles: process and line procedures, control and verification, cleaning, format changeovers, equipment operation, maintenance, laboratory and quality, and leadership and management.
Plant procedures as its own content
With Clikma, Magnera turned its plant procedures into its own e-learning modules, with tests, and organized them into courses and learning paths assigned to each team.
Its employee records include their manager, so each leader can follow their team's progress.
What it uses today, according to the data
Own e-learning
More than 470 e-learning modules with lessons in Clikma's player.
Courses and paths
More than 230 courses and more than 50 learning paths.
Tests
More than 240 tests created for its content.
Managers in records
Almost all its records have their manager registered.
Magnera's figures on Clikma
180+ current employees
Active (not archived) employee records on the platform.
470+ own e-learning modules
Current e-learning modules created by Magnera on the platform.
230+ courses
Current courses of its own on the platform.
50+ learning paths
Current learning paths of its own on the platform.
Frequently asked questions
Since when has Magnera used Clikma?
Since 2026: its first accounts date from February, its Spanish operation's content was published between July and September, and training has been assigned since September 2026.
What does Magnera use in Clikma?
Its own e-learning with tests, courses and learning paths on its plant processes, and employee records with their manager.
Can plant procedures be brought into Clikma?
Yes. Magnera published more than 470 e-learning modules of its own on processes, quality, cleaning and maintenance, organized into more than 230 courses.
How were these figures counted?
With read-only queries to Clikma's production databases on October 17, 2026, using the same definitions as the Command Center. The figures are rounded down and include no personal data.
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