Skills and Organizational Competency Management: Moving to Performance-Based Learning

1. Competency Framework

This is the "warehouse" that defines the organization's requirements. Instead of "subjects of study," the training manager defines the required competency tree here.

• Examples: Soft skills (negotiation, teamwork), technical skills (forklift operation, Excel proficiency), or regulatory certifications (safety at heights).
• Rating Scale: Instead of grades, terms such as "not competent," "competent," "expert," or "valid" (for safety refreshers) are used.

2. Learning Plans

This stage connects the Job Role to the Employee.

• A "learning plan template" can be created for a specific role. For example: everyone assigned to the "salespeople" group will automatically receive a plan containing skills like "closing deals" and "product knowledge."
• This is the central tool for managing Onboarding processes – the employee sees a checklist of skills they must acquire to complete their trial period.

3. Course Mapping

This is the connection between theory and practice. The training manager links the skill to content in the LMS.

• Certification Automation: Once an employee successfully completes the "fire safety" e-learning and passes the quiz with a grade of 80 or higher, the system automatically marks a "V" on the "fire safety 2025" skill.
• This ensures that the training in the system truly serves the business goals.

4. Validation & Evidence

In an organization, not all learning happens within the system. The module allows for documenting learning that happened "in the field":

• Manager Evaluation (OJT): The direct manager observes the employee performing a task in the field, enters the system, and manually marks that the employee has acquired the skill (without the need for a digital course).
• Recognition of Prior Learning (RPL): An employee arrives with an external certificate (e.g., PMP certification). They upload a photo of the certificate as "Evidence," and the manager approves it and grants them the skill in the system.

Summary

The module transforms the LMS from a tool that just "delivers courses" into a tool that manages the employee's competency profile. This allows the organization to produce strategic reports such as "who are the employees qualified for management promotion?" or "whose safety certification has expired?".