Learning Program Development

Many organizations identify skill and competency gaps that negatively impact performance, and functional or individual contribution. Often, closing the gap requires more than one training intervention; it requires a series of carefully selected group of learning events. Those learning events combine to create a learning program.

Learning programs leverage a variety of learning formats to close knowledge gaps and improve performance. Successful learning programs have these key attributes:

• Defined learning objectives
• Defined learning schedule and duration (typical 3-12 months)
• Combination of learning event formats to meet requirements
• Core and elective learning events
• Learning Dashboard or Learning Support Site technology
• Program Management

Development of a viable training program requires a discovery process that identifies learning objectives. Learning program developers help with this task and identifying schedule implications. Potential learning events are researched by specialists who look inside and outside organizations for appropriate sources and offerings. They consider quality, price, expertise, history and application as they research options. Learning program developers work with research results, and sometimes with instructional designers, to construct the learning program proposal. Once the learning program is launched, a program manager is involved in all evaluations, feedback and program reviews. Ultimately the program manager determines the viability and future disposition of the learning program and its elements.

Large companies employ professionals in each of these key roles. Others utilize staff that can perform multiple roles. Many organizations outsource some or all of these activities to learning companies who have experts in each role and can apply the appropriate resources to each project.