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Learning: Re-Imagined. Learning Paths Simplified Kim Simmons, BMC Software. What Is a Learning Path?. A sequenced list of role or skill-based learning activities that represents a recommended approach to training and development.
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Learning: Re-Imagined Learning Paths Simplified Kim Simmons, BMC Software
What Is a Learning Path? • A sequenced list of role or skill-based learning activities that represents a recommended approach to training and development. • Ensures opportunities for increased job or skill proficiency and to consistently maximize employee performance. • May include learning activities such as instructor-led training, online training, assessments, certifications, or tasks.
Benefits • Managers • Facilitation of employee development discussions. • Shared accountability between manager and employee. • Budget forecasting for development opportunities. • Employees • Ownership of development. • Direction and guidance for development. • Determine quarterly and annual objectives. • Knowing which skills are required for promotion or job change.
Team Formation • Executive Sponsor – overall support and communication to management. • Business Leader – active participant; gain commitment on participation; serves as a key SME. • HRBP (HR Business Partner) – active participant; helps to gather existing data and conduct focus group interviews. • OD Consultant – drives the learning path process; developer of learning path; consults with SMEs; guides communication and rollout.
Data Collection • Business plans • Roles & responsibilities reviews • Job profiles • Skills assessments and/or success factors • Hiring and selection criteria
Focus Group Interviews • 3-5 participants per group • No reporting relationships • Two interviewers • Facilitator • Scribe • Recommended agenda (90 min.) • Introduction & purpose of discussion (5 min.) • Topic 1: Job activities & responsibilities (20 min.) • Topic 2: Skills/knowledge needs and learning sequence (20 min.) • Topic 3: Differentiating skills (20 min.) • Topic 4: Learning activities & learning needs (20 min.) • Close & wrap up (5 min.)
Learning Path Development • Step One: Gather all information about the role. • Step Two: Determine common themes found in focus group data. • Step Three: Complete analysis of existing training. • Step Four: Determine training gaps. • Step Five: Determine required training. • Step Six: Recommend new training activities (if needed) and specify delivery method. • Step Seven: Create learning path in Excel or graphical format (optional). • Step Eight: Determine method for managing learning path.
Lessons Learned • Executive sponsorship is critical! • Make learning paths a part of the employee development process. • Ensure learning paths are easy to access. • Make learning path reviews a part of the Quarterly Business review process.
Questions & Discussion Kim Simmons Organization & Employee Development BMC Software, Houston, TX kim_simmons@bmc.com (713) 918-8800