Design the communication that makes continuous learning pathways understood rather than merely announced.
Designing Continuous Learning Pathways for Employees
A practical programme in continuous learning pathways for professionals who are accountable for results, not just awareness.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Most disputes about continuous learning pathways begin as a conversation that was handled badly. A process for this strand of people management and development that managers quietly work around has already failed. The course covers this aspect of people management and development at the level of detail needed to act, and stops there. Plans for continuous learning pathways often fail at the handover point between functions. The content is relevant to those who own this area of people management and development and to those who are held accountable for its results. They gain the ability to sequence improvements to the people management and development discipline in an order their organisation can absorb. Field experience suggests that the barrier to better continuous learning pathways is rarely technical. Cases are chosen to expose the trade-offs in the wider people management and development agenda rather than to illustrate ideal conditions. The programme closes with an action plan for this strand of people management and development that each participant writes for their own organisation.
Expected Learning Outcomes
Build the internal capability for continuous learning pathways rather than depending on external support indefinitely.
Plan the handover of continuous learning pathways so that capability is not lost when key staff move on.
Build capability in continuous learning pathways across the management line, not only in the people function.
Design the appeals or grievance route attached to continuous learning pathways.
Measure the effect of continuous learning pathways on retention, performance and engagement.
Compare the organisation's handling of continuous learning pathways with recognised practice, and close the material gaps.
Who Should Attend
Consultants and advisers supporting clients on continuous learning pathways.
Reward and compensation staff whose frameworks interact with continuous learning pathways.
Employee relations specialists handling cases arising from continuous learning pathways.
Planning staff whose forecasts and budgets are affected by continuous learning pathways.
Legal and compliance advisers reviewing continuous learning pathways.
Talent and organisational development specialists working on continuous learning pathways.
Course Modules
Continuous learning pathways: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1Appeals and grievances arising from continuous learning pathways
- Identify the data already collected that bears on continuous learning pathways.
- Build the appeals route for continuous learning pathways and publish it.
- Close out actions on continuous learning pathways rather than leaving them open indefinitely.
- Define acceptance criteria for continuous learning pathways in advance.
Session 2Explaining continuous learning pathways so people believe it
- Measure the effect of continuous learning pathways on retention and performance, not activity.
- Identify the data the organisation already holds that bears on continuous learning pathways.
- Define who decides on continuous learning pathways and who may only recommend.
- Confirm records relating to continuous learning pathways meet retention and privacy rules.
Continuous learning pathways: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Writing a policy on continuous learning pathways a line manager can actually use
- Write down the assumptions underpinning the approach to continuous learning pathways.
- Name a single owner for each element of continuous learning pathways.
- Review whether continuous learning pathways is aligned with the objectives of the workforce.
- Plan the sequence in which improvements to continuous learning pathways will be introduced.
Session 2Piloting a change to continuous learning pathways before committing
- Script the difficult conversation continuous learning pathways requires and rehearse it.
- Test the procedure for continuous learning pathways against a realistic scenario.
- Record the rationale for each significant choice made about continuous learning pathways.
- Rank the weaknesses in continuous learning pathways by consequence rather than by ease of fixing.
Continuous learning pathways: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Reviewing continuous learning pathways when nothing has gone wrong
- Distinguish symptoms from causes when continuous learning pathways underperforms.
- Train line managers on continuous learning pathways rather than handling every case centrally.
- Document the reasoning for every exception granted under continuous learning pathways.
- Establish the boundary of continuous learning pathways and record what sits outside it.
Session 2Building manager capability in continuous learning pathways rather than owning it centrally
- Set the annual review point for continuous learning pathways and who attends.
- Design the communication for continuous learning pathways around the questions people will actually ask.
- Review continuous learning pathways for unintended equity effects across groups.
- Estimate the cost of continuous learning pathways and the cost of leaving it unchanged.
Continuous learning pathways: capability across the management line
2 sessions · 8 pointsSession 1Where continuous learning pathways typically breaks, and why
- Estimate the resource continuous learning pathways requires to run as designed.
- Benchmark the organisation's continuous learning pathways against comparable operations.
- State the purpose of continuous learning pathways in one sentence a new manager would understand.
- Set the consistency check that catches uneven application of continuous learning pathways.
Session 2Making continuous learning pathways work when resources are constrained
- Remove steps in continuous learning pathways that add effort without adding assurance.
- Pilot changes to continuous learning pathways in one area before wider rollout.
- Test the policy on continuous learning pathways against three real cases from the past year.
- Build the internal briefing that explains continuous learning pathways to those affected.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
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