Learning Paths SimplifiedLearning Paths Simplified

Kim Simmons, BMC SoftwareKim Simmons, BMC Software

Learning: Re-Imagined

What Is a Learning Path?What Is a Learning Path?What Is a Learning Path?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.

BenefitsBenefitsBenefitsBenefits

• 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.

Process at-a-GlanceProcess at-a-GlanceProcess at-a-GlanceProcess at-a-Glance

Team FormationTeam FormationTeam FormationTeam 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 CollectionData CollectionData CollectionData Collection

• Business plans

• Roles & responsibilities reviews

• Job profiles

• Skills assessments and/or success factors

• Hiring and selection criteria

Focus Group InterviewsFocus Group InterviewsFocus Group InterviewsFocus 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 DevelopmentLearning Path DevelopmentLearning Path DevelopmentLearning 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 LearnedLessons LearnedLessons LearnedLessons 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 & DiscussionQuestions & DiscussionQuestions & DiscussionQuestions & Discussion

Kim SimmonsOrganization & Employee DevelopmentBMC Software, Houston, TX kim_simmons@bmc.com(713) 918-8800