Best practices for learning plans in LMS or online learning platforms

Aug 31, 2017

Hi there,

Beyond the discussion about how to bulid better e-learning courses, we need to discuss also how to buld better learning for organizations via online platforms or LMS. 

Do you have some ideas, examples, best practice recommendations or resources regarding how to put in place or improve learning plans for new hires and employees in LMS? 

When I say "Learning plan" I mean the recommended path for specific profiles or family profiles (sales, operations, engineering) composed of learning contents inside that could be in different formats (e-learning courses, bite sized video contents, job aids, etc.) As a manager or admin we can follow the progress of the learning in his/her learning plan completion and the learners themself can follow their progress. 

 In attachment you'll find the example of one. 

Is there any research showing what are the characteristics that improve the efficiency and impact on employee integration process for a position? 

Looking forward to exchange with you about this topic. There are often the constraints put by the platform providers but I want to challenge mine and improve it. 

Thanks!!

2 Replies
Russ Sawchuk

Hi Ivana,

We have been developing Learning Plans for various health professions since about 2004. However, the Learning Plan is only one component of a government mandated Continuing Competence Program. Learning Plans must be submitted and approved annually as a condition of renewing practice permits.

You can see a description of the various components of our continuing competence approach here.   

I  have been struggling with how to effectively set up competencies and learning plans in my Moodle 3.3 website. All of the components seem to be there, but how to implement all the steps, from identification of learning needs to evaluation, is proving to be a challenge.

I'm told that the latest trend in training is Competency Based Education (CBE). However, I have yet to find any good examples of effective implementation of such.

Thanks,

Russ

Bob S

Hi Ivana,

Fantastic topic and one that's near and dear to my heart. Thanks for opening the discussion.

I believe that need should drive the solution, not the other way around.  So one best practice is base learning plans/paths on organizational imperatives. For example...

  • In a sales based organization, time-to-competence might be one of the biggest imperatives. In such cases, structuring the learning along a time line such as 0-90 days, 91-190 days, etc can make a lot of sense. The key question here being "if I only had X amount of shifts/time, what would I need them to learn first".
  • In a high-risk environment where there is a direct correlation to under-trained folks increasing the risk of physical/financial harm (eg Finance, HealthCare, the priorities would be different.  In such cases, you may well structure the training plans to address the most common (or most risky) situations first.  For example bodily fluids safety early on in the curriculum. The key question here being "what is the biggest/most likely exposure that I need to address first".

Even if an organization has full competency maps for every role (few actually do), you still need to decide where to start and in what order to cascade the training. Looking at the organizational needs in a broader way and asking good questions about their pain points/concerns can often lead to an approach best suited to them.

Really curious about what the rest of the community has to offer around this important topic!

Bob

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