Learning and Development
Assigning, delivering and evidencing training, including mandatory compliance training.
Workflow
- 01Needs Analysis
- 02Curriculum Assignment
- 03Delivery
- 04Completion Evidence
- 05Compliance Reporting
If you change this
It implies 10 topics across 2 modules, including Security & Identity which you might not expect.
See the path ahead →Why it matters
Mandatory training is a compliance record with legal weight. Development is an investment with a return that is harder to measure. Running both as "courses assigned and completed" flatters the first and starves the second.
- Mandatory training is evidence: Completion has to be provable, with dates.
- Development is capability: Measured by what people can do afterwards, not by attendance.
- Both feed rostering: A qualification gained should unlock an assignment; one expired should block it.
The workflow
- 01
Needs identification
Requirements derived from role, regulation and capability gaps.
- 02
Assignment
Training assigned with a due date, automatically where it is role-driven.
- 03
Delivery
Completed online, in person or on the job.
- 04
Assessment
Competence confirmed where the obligation requires it, not just attendance.
- 05
Record
Completion and expiry recorded against the person.
- 06
Effectiveness
Whether capability actually changed.
Completion is not competence. For anything safety-critical the record should be of assessed competence with an assessor, because that is what an investigator will ask for.
What you need in place
- Role-driven assignment: Requirements follow the position, so a role change re-assigns automatically.
- Expiry and refresher tracking: Feeding the compliance register.
- Competence against completion: Distinguished in the data.
- Integration with rostering: Qualifications gate assignment.
- Cost tracking: Development spend visible by area.
Questions to ask
01Assignment
Does a role change automatically re-assign required training?
If manual, it will be missed.
02Competence
Do we record assessed competence or just completion?
For safety-critical work these are not the same.
03Expiry
Which qualifications expire, and what happens as they approach?
Should flow into compliance and rostering.
04Effectiveness
How do we know training changed anything?
Attendance is not an outcome measure.
05Spend
Where is development investment going, by area?
Usually unevenly, and usually unexamined.
Metrics and KPIs to track
Mandatory completion
Within the required window, by area.
Competence currency
Assessed competencies current against requirement.
Capability coverage
Critical skills with sufficient qualified people.
Development spend
Investment per employee, by area.
Alongside this