Specifics

The At Work Software^TM range has a wealth of features for managing Learning and Development (covering training, competency, qualifications, licences, permits, certifications and registrations), as described below.

Simple Approach

As a simple starting point you can schedule Learning and Development Events (covering training and/or assessment in Modules and/or Units of Competency), book people on them, and then record their outcomes - including any Qualifications achieved.

Records can also be kept of certifications (licences, registrations, permits), together with the periods that they are valid for.

You will then be able to:

• determine who is available with particular training or certifications,
• receive automatic reminders for retraining or recertification prior to expiry of the periods of validity.

Both OHS At Work^TM and HSE At Work^TM give you these capabilities.

Detailed Approach

L&D At Work^TM, and of course Quality At Work^®, take you far beyond this and give you everything you need to manage Learning and Development in great detail and with great care.

In addition to L&D Events, L&D At Work^TM and Quality At Work^® allow you to keep records of Flexible L&D Enrolments (such as those that involve staged progress towards an apprenticeship or tertiary qualification).

But the key benefit of L&D At Work^TM and Quality At Work^® is that they allow you to define L&D needs independently of the particular people employed, then use gap analysis (which compares the Needs Specification with actual L&D already completed) to determine what L&D should be scheduled. L&D Plans can then be set up to suit each person.

This is an outlines of the full process (though you do not have to do every step):

• Record the jobs, tasks, workplaces, departments etc in your organisation.
• Record employees (staff and contractors) and assign them to the relevant jobs, tasks, workplaces, departments etc.
• Record the L&D already completed, and certifications achieved, by each employee.
• Define the training, competency and certification needs of each job, task, workplace, work area, etc. This "Needs Specification" could include induction requirements for particular workplaces, machinery operator's licences required by particular jobs, etc.
• For each employee, print out their L&D Needs (which the program can determine by combining their employment details with the Needs Specification).
• Perform a skill gap analysis. This will compare what each employee needs with what they already have - and present the information in an appropriate matrix. You might do this for all the employees in a particular job, or at a particular workplace, or in a particular department, or under a particular supervisor, etc.
• After identifying the "skill gap" for an employee, develop and record a Learning and Development Plan (what you might think of as a Training Outline or Training Plan) for the employee - specifying the required training, competencies and certifications, and the target dates by which to achieve each. Print out a copy for the employee.
• Book employees onto Learning and Development Events, or organise Flexible L&D Enrolments, and record their outcomes.
• Monitor progress for each employee through their individual L&D Plan.
• Record qualifications, licences and permits as they are acquired.
• When the assignments of an employee change, record the changes, perform a new gap analysis, and review and update the L&D Plan as appropriate.