Source | LinkedIn : By Vaidyanathan R, Founder and CEO – Skills2Talent™
What are the stages of L&D?
Going with typical corporate set-up or a SME the following stages are very common in Learning and Development.
- Role based competency mapping: In this first step, the L&D specialist need to list out the skills and competencies, roles and definition of proficiency levels. Based on these data the mapping to be done to create an org. level competency framework. Basically it means mapping each roles and required skills/competencies to their required proficiency levels. The proficiency levels can be entry, basic, specialist, master and expert. The same can be applied (used) during the recruiting process, job confirmation, promotion time, role or job changes in addition to training and L&D requirements.
- Skill Assessments, Learning need analysis: After the competency mapping exercise the next step is to identify the skill/competencies gaps. There are multiple ways to find the role based gaps as against the competency framework defined. The skill gaps can be found using simple questions, self-assessments, supervisor assessments, SME (subject matter expert) assessments etc. The outcome of this stage is assigning the development plans based on role(s) of an individual against his/her job function. The consolidated skill gaps (actual Vs target) list becomes the basis for learning need analysis which is the primary input for L&D budget for a financial year.
- SMART development plans: Individual development plans to be Simple, Measurable, Assignable, Realistic and Time-related. It is suggested to have 3 to 5 IDPs with short (1 to 3 months), medium (3 to 6 months) and long term (>12 months) timelines. A company specific SMART IDP libraries can help in assigning to help the talents grow in the organization. Thus based on the business dynamics, change in job demands, technologies and competition landscape one (employee) could always be on top of the skills/competencies.
- Self e-Learning courses in LMS: After the competency mapping, skill gaps and IDPs the next stage is to assign and track the target learning to the workforce. Going with the modern trends the self & continuous learning is getting more popular as against the instructor lead Face to Face (F2F) training programs. With the technology aid the e-Learning is possible at anytime, anywhere and using any internet enabled devices. The successful learning can also end up with a certification process to honor for the qualification.