A banking client was undergoing two specific transitions: migrating to an Agile development model and implementing a new organizational structure. During this process, work boundaries between six role families blurred, and knowledge, skill, and performance requirements heavily overlapped. Stakeholders needed a new Learning Strategy for both employee onboarding and ongoing development that would address multiple goals:
-Clearly define the unique, future-state performance requirements of each role family
-Modernize training using a blend of modalities that best supported work performance
-Curate easily consumable off-the-shelf IT training courses
-Shorten time to performance by connecting training experiences to real-world application
-Identify training that could be used across multiple roles
For the redesigned learning strategy, Actio used a blended learning approach combining formal training (using multiple modalities) and informal learning experiences. We designed development maps that covered the employee from day one to job mastery for each role. We assessed more than 2,000 existing training courses and identified 5% that fit the roles’ requirements. 30% of curated courses included shared content to address the overlap of knowledge & skills requirements between roles. We also designed post-training reinforcement, including communities of practice, coaching tools for managers, and a library of task-specific resources and guides.
A significant 90% of project participants said the development maps would be valuable to themselves and their colleagues, providing them with a practical playbook to guide them through the development process.