Learning & Development HR Transformation in Central Government

200 missing training records found & captured

Identification of 326 expired certificates to address compliance risks

Identified and archived 23% of training records that were obsolete

Improved data accuracy through automation

This work establishes a framework for teams to build on in areas such as curriculum development and course validation for job levels. It has helped identify technical disciplines not currently covered in a planning matrix and will help drive operational review and excellence.

L&D Manager

Define it

Growing numbers of managers voiced concerns about the Learning and Development (L&D) team’s effectiveness and compliance adherence across the Central Government organisation. To define the problem before commencing the L&D HR transformation, we undertook some analysis and identified:

  • Inaccurate records: Training records were scattered across spreadsheets and folders, lacking consistency and automation.
  • Inefficient processes: Manual reporting and scheduling hindered productivity and created employee frustration.
  • Unclear standards: Role-specific training requirements and compliance baselines were undefined.
  • Reactive approach: Planning and scheduling lacked foresight, leading to reactive training efforts.
  • Limited budgeting: Financial forecasting and budgeting for training needs were absent.
  • Compliance risks: Unidentified expired certifications posed a significant health and safety risk.

Improve it

We implemented a multi-phase approach to achieve L&D HR transformation. This consisted of the following phases.

Skills Matrix and Records Consolidation:

  • Collaborated with subject matter experts to define role-specific training needs.
  • Consolidated training records from various sources into a single, centralised system.
  • Developed customised dashboards for automated reporting and improved data visibility.

Gap Analysis and Budgeting:

  • Conducted an in-depth review to identify training gaps across the organisation.
  • Performed a gap analysis to determine required training to meet compliance standards.
  • Used data insights to create a forecast and prioritise training budgets.

Process Improvement and Automation:

  • Conducted a process review to identify inefficiencies and bottlenecks.
  • Created a Continuous Improvement Plan to streamline processes and enhance team performance.
  • Explored and implemented automation opportunities using Oracle Learn Module.
  • Supported the transition to a digital learning platform for increased efficiency.

Record Management and Compliance:

  • Identified and incorporated over 200 missing training certificates into the system.
  • Flagged 326 expired certificates and established a system for ongoing expiry tracking.
  • Archived records of former employees and implemented a process for managing new hire and leaver data.

Sustain it

To ensure long-term success, we designed innovative solutions including new electronic record-keeping processes and tailored training programmes. We established frameworks to support future curriculum development and operational excellence. Our comprehensive approach achieved a significant L&D HR Transformation for a struggling L&D function, turning it into a strategic and efficient engine for workforce development.

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