The Enterprise Learning Management Module (ELM) provides a comprehensive, enterprise class, learning management system for employee development.
ELM covers the full end-to-end process of developing internal talent and assuring visibility on both individual and organizational development priorities, activities, and accomplishments. ELM includes a wide variety of functions from the more transactional, such as processing a request for training, to the more strategic, such as incorporating training needs assessments with mission priorities and succession planning activities. ELM includes:
• Links to e-Learning sites.
• Support for classic training program management activities such as enrollment, budgeting, charge-backs, attendance, evaluation, classroom logistics, instructor performance, and tracking.
• Training source and instructor effectiveness assessments.
• Training return on investment analytics.
• Identification of developmental activities, other than classroom or online training, for specific positions, career tracks, job classification, specialties, and/or employee skill levels.
• Competency assessments, both self-service for employees and manager assessments, which can be linked to performance appraisals via the POM module.
• Career ladder definition and development as well as ongoing assessments as to on-board competency levels and goals for attainment.
• Promotion readiness of individual employees via competency assessments and other behaviorally based readiness factors.
• Management development including management and tracking of mandatory managerial training requirements.
• Classroom/instructor logistics management.
• ELM utilizes the AOS skills survey instrument that allows clients to examine the workforce and provide for skills/competencies management, assessment, reporting, and analytics.
• Certification and mandatory training (such as safety and supervisory training) tracking, monitoring, automatic enrollment, and reporting.
• Training effectiveness assessments of various types.
This module enables employees to request their own training opportunities and track their progress as they develop competencies key to their position. Employees attending training are solicited at periodic intervals for feedback concerning training effectiveness to provide for a longitudinal view of the effect of training on actual job performance.
For managers, ELM provides global tracking of their workforce’s skill sets and developmental needs. Managers can approve employee requests, track the progress of employees, view employee promotion or advancement readiness, and correlate developmental activities to job performance (via the POM module). ELM allows managers to view the skills of employees across their business unit and determine broader organizational training needs. ELM provides budgetary data and reports to track expenditures during the year and provides other reports about instructor or course effectiveness, employee interests, attendance rates, and other metrics. With ELM, managers can also assess bench strength and compare employees’ current skills to their desired career objectives. Managers are provided with coaching content regarding training and employee development issues including various options about the development of competencies.
• Instant information on position-specific training opportunities, competencies core to the organization’s needs, and other data employees can use to plan their individual development.
• Online training registration, course listing and certification of skills.
• Global tracking of the workforce’s skill sets and developmental needs.
• Budgetary data and reports to track expenditures.
• Coaching content on employee development strategies beyond traditional classroom training, such as details, transfers, interagency details, private-public exchange programs, and other personnel flexibilities.
• Vendor selection, contract management, and payment, site (classroom) management, scheduling, logistics management, demographic data, and training management reports.
• Course objectives, correlations to competencies or positions, descriptions, instructor credentials, advertising media, and other activities associated with the development and advertising of courses.
• Instructor information, metrics, and scheduling.
ELM Feature Functionality
• Employee Training. ELM provides employee self-service training opportunities, including examining developmental activities appropriate to their positions, career interests or career ladder, and ability to track and monitor their own progress.
• Coaching Content. Managers are provided with coaching content regarding training and employee development issues, This includes digital collaboration, e-learning, activity-based developmental opportunities. Other personnel flexibilities are also included, such as details, transfers, interagency details, private-public exchange programs, and other mechanisms designed to develop skills enrollment support including validation, approval, enrollment, notifications, schedule changes, confirmations, and course evaluations.
• Learning Support. With a link to AOS and POM, ELM can automatically determine, by virtue of the number of positions, organizations, and people, what competencies are necessary for the organization to provide learning support. Further needs assessment can be accomplished by accessing various reports of employee self-nominations, manager nominations, approved development plans, and initiating online surveys of employees and managers. Surveys can be initiated at any time, allowing the staff professional opportunities to reach the workforce when new needs or issues arise.
• Course Development. Course objectives, correlations to competencies or positions, descriptions, instructor credentials, advertising media, and other activities associated with the development and advertising of courses are performed online in ELM. Instructors, subject-matter experts, industry experts, and others outside the training organization can contribute their thoughts, critique, and analysis to the process as well. Once the course is adequately described and summarized, ELM electronically posts it to your ELM website for access by employees and managers.
• Instructor Information and Metrics and Scheduling. ELM tracks all aspects of instructor performance, costs, reliability, availability, biographies or CVs, personal profiles and preferences, general equipment requirements, and other similar data to provide the easiest method of identifying instructors and scheduling sessions. ELM also utilizes email to inquire about interests, availability, billing, confirmation, and other information. Instructors, whether within the agency or outside, have their own personal account and can look up information or submit requests, invoices, payment queries, or other information directly to ELM.
• Management Tracking Tools. Managers can see employee requests, initiate and approve employee nominations, track the progress of employees, view employees’ promotion or advancement readiness, and correlate developmental activities to job performance. Managers can also view the skills of employees across their business unit and determine broader organizational training needs, as well as other reports about instructor or course effectiveness, employee interests, attendance rates, and other metrics.
• Finances. Budgetary data and reports are provided to track expenditures during the year. Other financial support includes:
—- Vendor selection and contract management, site (classroom) management, scheduling, logistics management, demographic data, and training management reports.
—- Information on vendor payments, chargeback data, accounts receivable, and billing data.
—- Summary financial and budget data, track costs, projects available funding for fiscal period, and highlights where costs have been outside the norm.