Mapping the learning activities and learning paths in your organization's learning catalog to the competencies in your competency library takes time and effort. But the effort can yield important benefits to employees, managers, learning and development teams and the organization overall.
Here's a look at a few of those benefits:
Managers and employees can more easily find appropriate development activities. When the learning activities in your learning catalog are directly mapped to the competencies that they help develop, managers and employees can use the competencies as a criterion for searching and sourcing learning activities. This makes it faster and easier for them to identify which resources will help improve the particular knowledge/skills/expertise/attributes they are targeting. It also means they can rely on the expertise of their learning and development professionals in identifying appropriate activities rather than relying simply on their reading of an activity title and/or description.
Employees have a context for their learning. Just as linking employee goals to higher level organizational goals gives employees a context for their work and helps to drive employee engagement, linking learning activities to the competencies they are intended to develop gives employees a context for their learning. Employees clearly know what knowledge/skills/expertise/attributes they are expected to acquire, understand the purpose of the development activities they've been assigned and are more engaged in their learning.
Learning and development teams can make their learning resources more accessible to managers and employees who need them. Learning and development professionals often complain that the managers and employees in their organization don't make use of the valuable learning resources available to them. Mapping learning activities to competencies gives them one more way to communicate their offering to managers and employees and help these choose appropriate and effective resources for their learning goals. This helps improve access and use of learning resources.
Learning and development teams can measure the impact training has had on performance. Measuring the true long term impact of training is a challenge unless you can map the completion of training to changes in employee performance. By mapping every learning activity to the competencies it supports, you can compare the before and after performance review competency ratings for employees who've completed the activity and determine if there's been any measurable improvement in performance on-the-job.
The organization sees a better return on its training investments. When learning activities are mapped to competencies, access is improved and usage increases. When you also measure the impact training has had on employee performance by monitoring changes in competency performance ratings, learning offerings can be refined and improved so they are more effective. The net result for the organization is a greater return on its training investments and higher employee performance.