Learning Pathways

In today's fast-paced and ever-evolving business landscape, investing in employee development is not just a good practice; it's a necessity. Organizations that prioritize the growth and skill development of their employees tend to see higher levels of engagement, productivity, and innovation. And this is where Learning Pathways come into play.

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At tilr, we understand the value of continuous learning and professional development. That's why we've developed a powerful software solution that empowers managers to create and assign Learning Pathways tailored to the unique needs and goals of their employees.

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What Are Learning Pathways?

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At tilr, we call them Learning Pathways. But you may have seen them referred to as Learning Journeys or Development tracks.

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These are structured and customized routes to professional, career, and skills development. 

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Learning Pathways provide a clear roadmap for employees to acquire knowledge, develop skills, and progress in their careers. 

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Whether it’s a new hire looking to build a strong foundation or a seasoned professional aiming to acquire advanced expertise, Learning Pathways can be tailored to employees specific aspirations.

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Learning Pathways can also serve a bigger employee group. Like, onboarding new employees to an organization. Or ensuring that every Digital Marketing employee has some baseline exposure to key digital marketing concepts, terminology and skills. 

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These are all ways that packaging courses and learning materials in a structured way can support employees growth.

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The Purpose of Learning Pathways

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Learning Pathways serve as a compass for career growth within an organization. They offer several key benefits:

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Structured Learning: 

Learning Pathways are specifically designed with a logical sequence of courses and activities. This ensures that employees build a solid foundation before advancing to more complex skills or knowledge.

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In tilr, the Pathway creator can configures sets of rules about how a Learner can proceed through the phases.

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Rules can dictate things like:

• Whether a phase has a prerequisite phase or phases that must be completed before a learning can move onto it.
• Whether there is an amount of time that a Learner must wait before proceeding to the next phase.
• Who is allowed to take the Learning Pathway. It could be self-enroll, meaning any employee can discover and enroll themselves in it, while other Learning Pathways may be assigned to an employee or to a group of employees based on their role.

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Customization:

Every employee is unique, with distinct career goals and skill sets. 

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A one-size-fits-all approach to learning & development is no longer the norm. And a “spray and pray” approach, where you shower every employee with resources and hope some learn is also not going to address the deep development goals and potential that exists among a workforce.

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Today’s learning & development programs need highly targeted and personalized components to meet the individual needs of each team member and the specific skills development needs of the various departments and levels within the organization.

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Goal Achievement:

Learning is best focused around achieving a goal. This provides motivation and ongoing purpose.

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Learning Pathways are inherently goal oriented. They can focus around a certification, improving job performance, or preparing for a leadership role. 

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Learning Pathways provide a clear route for employees to achieve their professional aspirations.

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Increased Engagement: 

The data supports that employees where organizations are invested in their growth benefit from high job satisfaction and engagement.

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When Managers have the tools to create and assign personalized Learning Pathways, then they are equipped with some of the resources to support their employees growth.

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At the same time, when employees receive that level of support, and personalized support no less, they can grow into their potential. 

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In tilr, because Learning Pathways can live as resources for any employee to discover and self-enroll, then Learning Pathways can exist both as personal resources and organization-wide tools. Employees have the information to know, for example, the baseline course knowledge expected from every employee in the Digital Marketing department. Any employee could have access to the management and leadership training that is expected from every employee that is moving into a management role. 

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Taking the time to create a Learning Pathway is an investment in the employee but it also exists as a resource to benefit every employee and the organization as a whole. 

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Empowering Employee Growth

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At tilr, we deeply believe that investing in your employees' growth is an investment in your organization's success.That is why we built Learning Pathways. We want to help Human Resources and Managers design learning curriculums that are flexible enough to meet all the different people and development needs that could exist in different types of organizations. Whether you're looking to upskill your workforce, boost employee retention, or prepare your team for leadership roles, Learning Pathways can help you achieve those goals.

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Your employees are your most valuable asset. Invest in their growth, and you'll reap the rewards in the form of a more skilled, engaged, and successful team.

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