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Learning Solutions Development

Using tools and processes to create a learning solution or learning strategy as a response to an identified need.
Level 1 Demonstrates introductory understanding, directing people to the appropriate source for further information.

BEHAVIORS

  • Identifies situations that need to be addressed through learning solutions.
  • Identifies off-the-shelf or customizable learning solutions offered by the organization.
  • Prepares learning materials and resources (e.g., worksheets, training documents) to share with others.
  • Answers basic learning questions about the organization’s solutions offerings.

QUESTIONS

  • Describe a time you were asked to find a learning solution for an identified need in your organization.

Probing Questions

* Who tasked you with this challenge? Why?

* What did you do to identify specific options?

* What criteria did you use?

* What did you recommend? Why was it your top choice?

* What was the result?

  • Describe a time you reviewed information to suggest learning products for specific individuals.

Probing Questions

* What were the circumstances?

* What did you do to identify the need to be addressed?

* Where did you look for learning solutions?

* What learning solutions did you recommend?

* What was the result?

Level 2 Applies the competency in common situations that present limited difficulties, working with a moderate level of guidance.

BEHAVIORS

  • Identifies solutions to address straight-forward, well-defined learning needs.
  • Differentiates between performance and development issues.
  • Identifies how desired outcomes can translate into improvements for the organization.
  • Identifies time and other resource constraints in developing solutions.
  • Identifies desired performance or behavioral outcomes.
  • Develops materials or resources to support full learning solutions.

QUESTIONS

  • Describe a time you recommended a learning activity for all the employees in a particular unit.

Probing Questions

* What was the learning need to be addressed?

* What factors did you consider before identifying a learning solution?

* What learning activity did you recommend?

* What was your recommended course of action?

* Did the recommended training get carried out?

  • Describe a time you delivered training and a number of attendees were not participating.

Probing Questions

* What impact did this have on the rest of the participants?

* What did you do to try and engage them?

* What did you believe was the cause of this issue?

* Did all participants finally come around? If not, what impact did this have on the whole group?

* What did you learn from this experience?

Level 3 Applies the competency in the full range of typical situations, requiring guidance in only the most complex or new situations.

BEHAVIORS

  • Selects off-the-shelf learning solutions, tailoring as required.
  • Works with stakeholders to clarify the objectives and content of learning solutions.
  • Identifies processes, programs, tools or systems to attain learning objectives.
  • Incorporates learning evaluation results in designing solutions.
  • Remains abreast of advancements in research and best-practices in learning solutions and systems.
  • Manages third-party vendors to facilitate retention, as required.

QUESTIONS

  • Describe a time when you did an analysis of post-course learning results reports from managers.

Probing Questions

* What were the circumstances?

* How did you go about analyzing them? What tools or techniques did you use?

* What criteria were identified to help managers assess the effectiveness of the learning?

* What were your findings?

* What recommendations did you make based on the findings?

  • Tell us about a time you sought out new approaches and/or tools for learning.

Probing Questions

* Why do you feel this is important?

* Where did you seek out this information?

* How did you determine which new tools and products to examine?

* What did you find that you could implement into your learning framework?

* How did this make the program better?

Level 4 Applies the competency in new or complex situations and advises others.

BEHAVIORS

  • Creates proposals and business plans for large learning interventions.
  • Fosters connections with peers from other disciplines to improve the ability to develop industry-leading solutions.
  • Provides formal mentoring to other professionals in best practices for implementing learning solutions.
  • Applies concepts based on advancements in research and best-practices in learning solutions and systems.
  • Recommends new approaches or processes to improve the effectiveness of the organization’s training and development portfolio.

QUESTIONS

  • Describe a time you recommended a particular new training product.

Probing Questions

* How did you identify the product?

* What learning needs did this product meet? How did you identify the learning needs?

* What factors were critical in reviewing training products?

* Why did you decide to recommend acquiring this product for your organization?

* What was the outcome?

  • Tell us about a time you reviewed business plans to identify learning strategies that supported the plan.

Probing Questions

* What was the time horizon for the business plan?

* How did you determine which elements of the plan might require learning solutions?

* Describe the review process you used.

* What strategies did you come up with?

* Were these strategies implemented?

Level 5 Develops new approaches and methods in the area. Is recognized as an expert within the organization.

BEHAVIORS

  • Conducts industry-leading research in the area of learning solutions to present at conferences or publish articles.
  • Develops major learning solution interventions that impact multiple business units or the whole organization.
  • Evaluates major learning solutions acquisitions.
  • Reviews reports on the effectiveness of current learning solutions in sponsoring studies to identify new upcoming learning modalities and tools.

QUESTIONS

  • Tell us about a time when you led, or contributed to, the development of a framework for a learning organization.

Probing Questions

* How did you identify the key elements to be included in the framework?

* How did you gain the commitment and involvement of the executive team?

* What challenges did you face during the development process?

* How did your approach help you overcome the challenges?

* Was the framework approved for implementation?

  • Discuss a situation where you examined the degree to which the learning policies, processes and systems were contributing to organizational success.

Probing Questions

* What was the reason for undertaking this review?

* What policies, systems and processes were the targets of your review?

* How did you evaluate the learning structure?

* What changes were in your recommendations?

* Were your recommendations accepted and implemented? To what degree of success?