1. Learning Paths Simplified Kim Simmons, BMC Software Learning: Re-Imagined

4. What Is a Learning Path? A sequenced list of role or skill-based learning activities that represents a recommended approach to training and development. Ensures opportunities for increased job or skill proficiency and to consistently maximize employee performance. May include learning activities such as instructor-led training, online training, assessments, certifications, or tasks.

5. BenefitsBenefits Managers Facilitation of employee development discussions. Shared accountability between manager and employee. Budget forecasting for development opportunities. Employees Ownership of development. Direction and guidance for development. Determine quarterly and annual objectives. Knowing which skills are required for promotion or job change.

6. Process at-a-Glance

7. Team Formation Executive Sponsor – overall support and communication to management. Business Leader – active participant; gain commitment on participation; serves as a key SME. HRBP (HR Business Partner) – active participant; helps to gather existing data and conduct focus group interviews. OD Consultant – drives the learning path process; developer of learning path; consults with SMEs; guides communication and rollout.

8. Data Collection Business plans Roles & responsibilities reviews Job profiles Skills assessments and/or success factors Hiring and selection criteria

9. Focus Group Interviews 3-5 participants per group No reporting relationships Two interviewers Facilitator Scribe Recommended agenda (90 min.) Introduction & purpose of discussion (5 min.) Topic 1: Job activities & responsibilities (20 min.) Topic 2: Skills/knowledge needs and learning sequence (20 min.) Topic 3: Differentiating skills (20 min.) Topic 4: Learning activities & learning needs (20 min.) Close & wrap up (5 min.)

10. Learning Path Development Step One: Gather all information about the role. Step Two: Determine common themes found in focus group data. Step Three: Complete analysis of existing training. Step Four: Determine training gaps. Step Five: Determine required training. Step Six: Recommend new training activities (if needed) and specify delivery method. Step Seven: Create learning path in Excel or graphical format (optional). Step Eight: Determine method for managing learning path.

11. Lessons Learned Executive sponsorship is critical! Make learning paths a part of the employee development process. Ensure learning paths are easy to access. Make learning path reviews a part of the Quarterly Business review process.

12. Questions & Discussion Kim Simmons Organization & Employee Development BMC Software, Houston, TX kim_simmons@bmc.com (713) 918-8800