From the course: Your L&D Organization as a Competitive Advantage

Learning requirements planning (Bill of Learning)

From the course: Your L&D Organization as a Competitive Advantage

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Learning requirements planning (Bill of Learning)

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- One way to help ensure that individual learning goals are aligned with corporate strategic goals is to follow a process called knowledge requirements planning, KRP. Knowledge requirements planning is a formal enterprise-wide approach designed to identify and meet the long- and short-term learning needs of an organization. Knowledge requirements planning uses the concept of bills of learning, and the process of pegging learning demands directly to the strategic goals of the organization. The first step in the knowledge requirements planning process is a careful analysis of strategic goals of the organization. Strategic goals set by senior leadership often include things like increase sales by 10%, or release 10 new products, or enter a new market by the third quarter. What you want to do in the analysis of the strategic goals is to determine which parts are related to training, then break the strategic goals of the organization into learning goals that I call strategic learning objectives. A strategic learning objective represents the highest learning goal that needs to be achieved to support the strategic goal of the organization. The process of creating a strategic learning objective is focused on identifying what part of a strategic goal requires the organization to learn new information or apply existing knowledge in a new way. For example, if the strategic goal is to enter a new market by the third quarter, the organization will need to learn about the new market, learn what competitors are in the new market, and learn how to best position the product for sales in the new market. If the goal is to increase sales by 10%, then the learning aspect of that strategic goal might involve teaching the salesforce new information about the product, or rolling out a new sales model, or even onboarding a large new group of sales professionals to help accomplish the goal. These strategic learning objectives should guide the L&D department in prioritizing what needs to be the focus for that year. These serve as the touchstone for determining where resources and focus needs to be to help the organization achieve its goals. Keep in mind, it's best to only have one or two strategic learning objectives. If you have too many, it can become overwhelming, and you'll lose focus. Choose the ones which you think will bring the most value to the organization. Creating a strategic learning objective is an important first step in giving your organization a competitive learning advantage.

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