How to build an online learning center: online learning centers may be the new construct for training and development

T+D, August, 2002 by Kenneth M. Boxer, Bernardine Johnson

Grace chose to organize its center around a set of core competencies which, together, define the knowledge, skills, and abilities all employees are expected to attain. The center's visitors can use the search option to explore and access resources relevant to a particular topic or to instantly access a range of relevant tools and action options.

Training sessions is a list of Grace-approved internal and external programs, including e-learning options, for developing each core competency.

Recommended readings is a list of the best books on each topic (ordered by email), as well as downloadable articles.

Rental library is a place for ordering audiocassettes, videotapes, and CDs for self-paced learning. Employees through-out North America can have such learning tools delivered to their desks within a few days.

Strategy guide lets visitors browse a list of quick ideas, learning assignments, and other direct actions to develop a competency.

Among the most popular features in the center are links to the guidelines and forms for completing an annual performance development review. Grace intends to make it possible for managers and their staff to complete and submit all review documentation electronically.

To come are links to external resources such as Harvard Business Review and a section dedicated to Grace's Six Sigma initiative. Because Grace's business and functional units are diverse in the markets they serve and types of worker knowledge required, employees will soon be able to access information about key learning and organizational initiatives within their own units. Under consideration is the addition of foreign language pages for employees who don't speak English as their primary language in the workplace.

Decisions about additions to the center and its direction are among the important functions of the center's Global Steering Committee-made up of representatives from all of the business units and drawn equally from Grace's Americas, Europe (including Africa), and Asia Pacific business regions. Through regular meetings, the committee's role is to keep the center attuned to the real development needs of employees, including managers; to promote the use of the center in each of the regions; and to provide HR leadership with feedback on how the center is doing meeting identified needs.

Last but far from least, the learning center is a powerful channel for communicating management messages and sharing learning success stories. Every six weeks, the center sends an electronic newsletter, Career Advantage, to every employee's desktop.

Career Advantage's mission is threefold:

1. Keep all of Grace up to date on what the learning center offers.

2. Report on the wide variety of ways Grace employees are using the center effectively.

3. Encourage Grace employees worldwide to make the most of the center as a learning and development resource.

Links embedded in the e-newsletter take readers directly to whatever part of the center is being described. Just as with all e-initiatives, internal marketing, promotion, and communication are important to success. Career Advantage helps provide continuing visibility to all employees.