Case Study: Pratt & Whitney Poland
Pratt & Whitney (P&W) is a world-class supplier of engines for the aerospace industry. The company employs around 6,000 people in Poland across four locations. Its powerplants are used in the F-35 fighter, the Airbus A320neo passenger jet, and Gulfstream business aircraft. P&W is part of the RTX corporation, which has over 180,000 employees worldwide. Given the strict regulations in aerospace and defense, the business needed a solution that would meet the highest global standards, improve production efficiency, reduce quality defects, and support a learning organization.
Effortless knowledge sharing
At Pratt & Whitney, we believe people and their competencies are the company’s most valuable competitive advantage. That’s why we set out to build an environment where employees can gain new knowledge and share their experience with co-workers. To make this happen, we used the same mechanisms people know from Facebook and YouTube, and turned our own employees into the main content creators. After only a few months, the catalog of company know-how grew exponentially, in the form of short video guides recorded by operators of individual production lines. Every piece of content was tied directly to specific machines, workstations, and products, and then distributed across the organization. The most knowledgeable employees were recognized for their contribution, and at the same time onboarding new hires became much simpler, thanks to structured knowledge linked to each product and workstation.
In noSilo (formerly Dolineo Factory), every team leader has interactive competency matrices that show their team’s current skills, certifications, and knowledge level in real time. Each competency can include instructional videos, on-the-job training, instructor-led sessions, workstation training, and presentations. What makes noSilo competency matrices different from earlier solutions is their scope and ease of use.
Managing several thousand people on skill matrices is no longer a problem, thanks to the standardization and smooth workflow the platform provides. Inconsistencies in training, certifications, or competency validity are caught automatically, so supervisors no longer have to spend their time on it.
When a new employee joins or moves to another role, the supervisor sees in one view what the employee still needs to complete, their current skill level, and their full competency history. The matrix also helps manage the workforce during absences, departures, or changing production needs. One view, one decision about production line flexibility.
Smoother audits with noSilo
“Thanks to the data we collect in noSilo, preparing for different audits and presenting the required information is much smoother. We just open the app, and everything we need is there.”
Łukasz Szczekala, OpX Project Manager, P&W Rzeszów
noSilo was designed to meet the highest standards expected of manufacturing companies, including those required by ISO. Every change to skills, certifications, training, competencies, or knowledge is logged and ready for audit. The application also includes a knowledge verification module with written tests and practical exams. Each part of the exam is confirmed by the examiner, and the protocol is written directly to the employee’s profile.
The noSilo rollout showed that modern knowledge management on the shop floor can meet the highest industry standards. By digitalizing competencies, structuring workstation knowledge, and getting employees involved in content creation, the company built an environment that supports continuous improvement and fast know-how transfer. It also strengthens the culture of a learning organization, and helps Pratt & Whitney make better use of the potential of the people on its production lines.
Want to see how noSilo could work in your company? Contact us.
Last updated: March 9, 2026
For years, he has been exploring how technology can tangibly support people at work - especially in manufacturing environments. He develops technologies and content that help companies reduce the time it takes to onboard new employees, better manage team competencies, and transfer knowledge more effectively.
In his writing, he combines practical language with an accessible style, demonstrating that digitalization in factories is not just a trend but delivers tangible benefits: lower turnover, higher quality, and greater efficiency. He draws inspiration from daily conversations with clients and observations from production facilities, ensuring that every article is grounded in the real needs and challenges of the industry.
