We are in the process of implementing Workday Learning and we have been asked to provide a list of "Topics" or "Subject Areas" to categorize the system. We've done this before in prior systems and they really became convoluted. I'd really like to be mindful on the choices we make for this new system. Can any of you share how you've categorized courses in your systems?
The thread Allison linked contains general thoughts on the topic that might be helpful. If you want to share a bit more about your particular needs/audience/organization then betting some of the heroes here will be able to provide even more specific suggestions for you.
Here's a personal example.... In one organization there was a clear distinction between the sales side and everyone else. And the org structure was sort of all over the place with titles and responsibilities that didn't always match up consistently. When we dug in a bit, we understood their needs were really about time--to-competence on the sales side, and also ensuring supervisors across all business units/teams had the right management skills. So...
We broke things into learning communities like this:
Sales - Key Contributors
Sales - Managers
Sales - Managers of Managers (ie those who manage through others)
Home Offfice - Key Contributors
Home Office - Managers
Home Office - Managers of Managers (ie those who manage through others)
Each of the 6 groups had their own "track" that they were pre-enrolled into; additionally there was a broad opt-in developmental library beyond that they could access.
This approach allowed us to build time-to-competence tracks for the Sales Team, while also leveraging both shared and unique content for Managers to build a common management mindset/culture. And we could still cull out senior managers and take them a bit deeper. Finally, this approach got us around all the convoluted org structure and title variations.
2 Replies
Hi Elizabeth! There's a similar topic here with a bunch of responses that may be helpful to you. :)
Hi Elizabeth,
The thread Allison linked contains general thoughts on the topic that might be helpful. If you want to share a bit more about your particular needs/audience/organization then betting some of the heroes here will be able to provide even more specific suggestions for you.
Here's a personal example.... In one organization there was a clear distinction between the sales side and everyone else. And the org structure was sort of all over the place with titles and responsibilities that didn't always match up consistently. When we dug in a bit, we understood their needs were really about time--to-competence on the sales side, and also ensuring supervisors across all business units/teams had the right management skills. So...
We broke things into learning communities like this:
Each of the 6 groups had their own "track" that they were pre-enrolled into; additionally there was a broad opt-in developmental library beyond that they could access.
This approach allowed us to build time-to-competence tracks for the Sales Team, while also leveraging both shared and unique content for Managers to build a common management mindset/culture. And we could still cull out senior managers and take them a bit deeper. Finally, this approach got us around all the convoluted org structure and title variations.
Hope this helps,
Bob
This discussion is closed. You can start a new discussion or contact Articulate Support.