Learning and Development
Creating a supportive learning environment aligned with the organization’s goals and strategies by providing employees with tools and activities to promote their professional development.
Level 1 Demonstrates introductory understanding, directing people to the appropriate source for further information.
BEHAVIORS
- Identifies the applicability of the organization’s learning policies and learning principles to in-house learning and development initiates.
- Recommends learning activities based on principles of self-learning needs and style.
- Utilizes career development information and tools.
QUESTIONS
- Describe a time when you were asked to provide information about options for learning and development activities within your organization.
Probing Questions
* What specific questions were you asked?
* What did you do to identify specific options?
* What information did you provide?
* What was the result?
- Describe a time when you researched a learning solution to meet a specific learning need.
Probing Questions
* What were the circumstances?
* What was the learning need?
* Where did you look for learning solutions?
* What learning solutions did you recommend?
* What was the result?
- Discuss a learning activity where you were responsible for the administration of the delivery.
Probing Questions
* What support issues did you concern yourself with?
* What went well and why?
* What challenges did you face?
* What actions did you take to address these challenges?
* Was the activity a success?
Level 2 Applies the competency in common situations that present limited difficulties, working with a moderate level of guidance.
BEHAVIORS
- Provides advice on the development of learning objectives, linking them with business needs/outcomes.
- Identifies and recommends learning activities and resources to meet an identified need.
- Works with team to identify career paths.
- Monitors employees’ learning activities and career progression, providing feedback and coaching as necessary.
- Modifies learning activities to fit learner needs as part of a broader learning initiative program or curriculum (e.g., incorporates organizational content into learning activities).
QUESTIONS
- Describe a time when you recommended a learning activity to an employee or client.
Probing Questions
* What was the learning need?
* What factors did you consider before identifying a learning solution?
* What learning solution(s) did you recommend and why?
* How did the cost factor play into your recommendation?
* What was the result?
- Describe a time when you monitored employees' learning activities.
Probing Questions
* What aspects of the learning activities did you monitor?
* Why did you choose these particular aspects?
* How do you go about the monitoring exercises?
* What were your findings?
* What the content of the reports that you produced?
Level 3 Applies the competency in the full range of typical situations, requiring guidance in only the most complex or new situations.
BEHAVIORS
- Conducts needs analysis for the team and modifies learning activities to fit as part of a broader learning initiative program or curriculum.
- Recommends external suppliers of learning, training and development.
- Implement learning, training and development programs and initiatives.
- Uses varied learning/training methods in designing and developing methodologies/interventions.
- Facilitates post-training support activities to ensure the transfer of learning to the workplace.
- Applies a learning framework to encourage team development.
QUESTIONS
- Describe a time when you conducted a training needs analysis for an organizational unit or specific group(s) of employees.
Probing Questions
* What were the circumstances?
* How did you go about analyzing the training needs?
* What tools or techniques did you use?
* What were your findings?
* What recommendations did you make based on the findings?
- Tell me about a time when you provided a group training session.
Probing Questions
* What was the training need?
* Who was the target audience?
* What different training methodologies did you incorporate?
* How did you deliver the program?
* What was the result?
Level 4 Applies the competency in new or complex situations and advises others.
BEHAVIORS
- Develops organizational learning plans to address current capabilities and future learning and development needs.
- Reviews learning and development programs to ensure compliance with legislated requirements.
- Identifies effective and economically viable learning approaches.
- Develops measurement tools and processes to evaluate learning and development program effectiveness.
- Conducts “Train the Trainer” sessions.
QUESTIONS
- Describe a time when you developed an organizational learning plan to meet future needs.
Probing Questions
* How did you identify the current organizational capabilities?
* How did you identify future learning needs?
* What factors needed to be considered in developing the organizational learning plan?
* What were the components of that learning plan?
* How was the recommended learning plan endorsed and implemented by the organization?
- Tell us about a time when you designed and developed a course to address identified learning needs.
Probing Questions
* What were the learning needs?
* How did you go about developing the course?
* How did the course program design address the identified learning needs?
* How was the course delivered?
* How was the course received by the organization and its members?
Level 5 Develops new approaches and methods in the area. Is recognized as an expert within the organization.
BEHAVIORS
- Assesses broad organizational learning needs, current, and future, required for success.
- Designs a strategic learning and development framework to ensure continued alignment with the direction of the organization.
- Implement system-wide policies, systems, and processes to support continuous learning.
- Recommends approaches to overcome organizational barriers to learning.
QUESTIONS
- Tell us about a time when you provided strategic direction to create a framework for a learning organization.
Probing Questions
* How did your strategic direction address these hurdles?
* How did this directly benefit the organization?
* How did you identify the competencies needed to support the business objectives?
* How did you gain the commitment and involvement of the executive team?
* What hurdles did you envision in moving the organization to a learning organization?
- Discuss a situation where you were tasked with assessing how well the organization's policies, processes and systems were serving to enable a continuous learning culture.
Probing Questions
* How did you describe what constituted a continuous learning culture?
* What policies, systems and processes were the targets of your review?
* What were your conclusions as to the effectiveness of the continuous learning support already in the organization?
* What changes were in your recommendations?
* Were your recommendations accepted and implemented successfully?