Abstract
<jats:p>This study analyses employee training as a critical factor for the successful implementation of a credit management system in a microfinance institution in the city of Nampula, Mozambique. Adopting an interpretive paradigm and a qualitative approach, the research used a case study design and semi-structured interviews as the main data collection instruments, involving five employees directly engaged in the technological transition that took place in 2025. The results reveal that the system was implemented under operational pressure and without a prior structured training phase, which generated insecurity, resistance, and dependence on informal learning among employees. Although training fulfilled a relevant introductory role, it proved insufficient to ensure immediate operational autonomy, with competence consolidation occurring mainly through daily practice, task repetition, and informal peer support. The study concludes that training constitutes a structural condition for the success of technological innovation, and must integrate theory and practice in an articulated manner, be conducted with sufficient lead time, and be supported by post-training follow-up mechanisms. Technological innovation should be understood as a simultaneously technical and human process, in which competence development plays a central role.</jats:p>