This article explores a fictive use case that demonstrates how you can create learning paths with Learn365 to drive professional development.
Investing in employee development can unlock the potential for growth, innovation, and long-term success.
One effective approach is implementing learning paths which provide structured training programs that guide employees through different levels of learning.
By unlocking new levels upon completion of each training stage, organizations can cultivate continuous growth and expertise within their workforce. At the same time, the unlocking of levels adds an aspect of gamification, motivating learners to reach the next step in their learning journey.
In this example, we’ll follow Megan from the manufacturing company, Compafi. She seeks to offer learning opportunities for all employees to enable people to follow their career aspirations and to foster intern mobility. She, also, makes an effort in motivating people to engage with learning.
To support this, she creates learning paths in the company’s learning portal that each support employees in pursuing different types of skill development.
Step 1: Assessing Skill Levels
To begin, Megan initiates an assessment of the employee skill levels and identifies areas that require improvement. Megan does this in collaboration with HR and line managers reporting
Step 2: Designing Learning Paths
Based on the assessment outcomes, Megan designs specific learning paths aligned with job roles and career progression within the organization. Each learning path consists of courses of multiple levels, with increasing complexity and depth of knowledge.
Megan makes sure that each course in the learning path has to be completed in the order she defines. To unlock and begin the next course of the learning path, the learner will have to complete the previous course first.
Megan gathers and develops interactive and engaging training modules tailored to each level within the learning paths. These modules included a mix of e-learning courses, hands-on workshops, simulations, and mentorship programs. She also leverages digital resources, such as videos, presentations, and quizzes, to facilitate effective knowledge transfer.
Step 3: Advancing to New Levels
Megan sets up the Learn365 Skills Framework with skills and skill levels to support the progression of courses in the training paths. Each skill has levels corresponding with the level of proficiency granted by the courses of the learning path it relates to. As employees complete the training requirements for a specific course, they’re rewarded with a skill and the opportunity to unlock the next course within their learning path.
For example, the production department has a learning path leading people to be granted the skill “Advanced Manufacturing Specialist.” The first course in this learning path grants the skill “Entry-level Manufacturing Specialist” the next skill that is granted is “Junior Manufacturing Specialist, then “Intermediate Manufacturing Specialist”, “Senior Manufacturing Specialist”, and finally the completion of all courses in the learning path grants learners the skill “Advanced Manufacturing Specialist”.
Megan feels confident the learning paths will provide Compafi with a structured framework to guide employees through various levels of training and skill development. By unlocking new levels of courses upon completion and achieving new career-advancing skills, Compafi can cultivate a culture of continuous learning, engagement, and career advancement.
The implementation of learning paths not only enhances individual capabilities among employees but also contributes to the overall growth and success of the organization in a rapidly evolving business landscape.
