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Learning Strategy & Consultancy

Building Academy in the Organization 

Designing learning strategy and pathways for critical roles to equip employees with comprehensive capabilities in achieving business goals of the organization.

Sustaining Organizational Competitive Advantage through Learning Strategy

The ability of an organization to grow its business relies on the speed to equip its people with the right capabilities. Therefore, strategizing learning journeys, methodologies and curriculum for specific job roles is imperative to ensure that the organization is always predominant in the market. This is the reason for organization to develop an academy to design learning pathways for the critical job roles. The stages of developing the academy are as follows:

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Defining Level of Competencies

Competency Mapping

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A set of technical, managerial and leadership competencies should be defined in order for employees to perform effectively at the critical job roles in the organization.

Designing Learning Journey

Learning Pathway

A structured learning pathway is designed to elaborate employees’ stages of learning. Achievement of the learning journey will impact to the capabilities to perform their job role.

Developing Learning Curriculum

Learning Curriculum

A highly customized learning curriculum is developed to standardize the learning delivery process conducted by the certified Subject Matter Experts to the targeted employees.

How Learning Resources Help You in Building the Academy

Stages of consultancy process provided by Learning Resources:

Analysis of business and development needs to identify critical knowledge, skills and attitudes.

The methods are:

  • Top-performers Interview,

  • Top-performers Observation,

  • Customer Survey,

  • Global Benchmark,

  • Desk Research, and

  • Competitive Analysis.

Design competency mapping and develop learning journey based on the principles of 70:20:10.

Learning solution includes:

  • Competency Mapping,

  • Learning Pathway,

  • Learning Catalog,

  • Facilitator’s Guideline,

  • Participant’s Workbook, and

  • Coaching Forms

Implementation of learning programs conducted by:
Learning Resources, or internal organization.

Delivery process includes:

  • Train the Trainer,

  • Trainers Evaluation Form,

  • Trainers’ Rating,

  • Mentoring Sessions,

  • Self-Learning Method, and

  • Social Learning Platform

Evaluation of the overall impact of the academy on employees’ productivity and business growth, using ROI methodology.

Measurement stages include:

  • Reaction Survey (L1),

  • Knowledge Tests (L2),

  • Behavior Change (L3),

  • Business Impact (L4),

  • Return on Investment (L5), and

  • ROI sessions for L&D.

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