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1Official Sponsor of UEFA EURO 2012TM
May 1, 2023
Academy ToolkitVersion 1.0
07 November 2011
R3
Click here first!
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The Academy Toolkit provides a recap of the organisation, process, roles and responsibilities, services and tools of the Canon Academy. It is prepared with you as a key user in mind in order to provide you with essential information and guidance for carrying out common L&D activities. It depicts the As Is status of the academy and it can be used as:• A basis for change and transformation projects• An on boarding tool to get you up to speed with academy related roles• A Reference to find processes, documents and templates to help you carry out the common tasks
associated with any academy role. The toolkit consist of two sections:• The Academy section, where you will find key information on the academy organisation, roles, important
dates and curricula.• The L&D Process section providing:
• An overview of the process • roles and responsibilities involved in every step of the process• Key inputs and outputs for every step• High level flowcharts• Documents and forms you will need in every process step.
We hope you will find the content informative and helpful in running academy activities and we welcome your feedback for improving it.
About this toolkit…
Click here for instructions!
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L&D Process section buttons
You can navigate within the process steps by clicking any of the buttons below
Click this icon to display the objective of this stepClick this icon to display the roles and main responsibilities in the specific stepClick the help icon to display key inputs and outputs of the current step Click this icon to see the flow charts of the selected stepClick this icon to get links to every document or application used in the current step
Academy Section buttons
Click this icon to display the Academy organisationClick this icon to display the academy roles
Click the help icon to display key Academy events Click this icon to see the academy curricula
Click this icon to navigate to the Academy SectionClick this icon to navigate to the L&D process SectionClick the help icon to display this page
Click the tools icon to display the SharePoint section
How to use this toolkit…
This PowerPoint show is structured as an interactive presentation. You can use the icons explained below to navigate to any section, or skip though it sequentially as any PowerPoint using the Previous, Next keys.
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4
Academy Vision: Aligned to Strategy and Business
- 4 -
Back to basics
Act with Speed
Keep it simple
Add Value
• Support all Canon Business Units and functions and contribute to the process of continuous improvement
• Directly link L&D towards business objectives:• Changing the perception to
consultative business solutions • Key Account Management
focus• Improve performance in Focus
Markets• Speed up transfer of
knowledge and information throughout channels
• Be as efficient and effective as possible, supporting BUs, functions, Partners and customers in a uniform manner, offering cost effective and tailored L&D programs
Vision “One Canon Academy”
To create one strong effective and efficient L&D organisation to become world-class and united as one Canon organisation; whilst maintaining
momentum
Vision “One Canon”
•Create one organisation working in harmony between HQ and NSOs” •“Reduce bureaucracy and allow for quick decision making” •“Focus on sales growth”•“Create collective responsibility for growth”Senior Management
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Academy OrganisationEMEA HR
CHIEF
Academy Director
Training Manager
Product Sales Trainers
HR Director
NSO L&D BPs
Virtual Training Team
Technical trainers (tbd)
Virtual Technical Training Team
EMEA L&D Consultant Leadership & Management
EMEA L&D Coordinators
EMEA L&D Consultant Marketing
EMEA L&D Consultant Sales
EMEA L&D Consultant Generic Skills &
Services
EMEA L&D Consultant Products
EMEA L&D Consultant Functions
Central L & D Centre of Excellence
NSO L&D Coordinators
Local L & D
EMEA L&D Consultants One Service Programme
EMEA L&D Consultant LMS Programme
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Annual Learning BudgetOrganization & People Planning
Job Families – Competencies
Academy Services
Academy Governance & Process
Performance ManagementPersonal Development Plans
Part
ner
& D
eale
r Ac
cred
itat
ion
Busi
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Uni
t Cu
rric
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Man
agem
ent
&
Lead
ersh
ip P
rogr
ams
Busi
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Par
tner
ship
Lear
ning
Pro
gram
s D
eliv
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&
Man
agem
ent
Vend
or M
anag
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E-le
arni
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yste
m:
My
Lear
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Zon
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Academy CurriculaThe Canon Academy curricula structure serves different purposes:
1. It is a business tool to provide strategic directions to the learning offerings
2. It is a management tool to easily supervise the different development phases of the employees (linked to performance management)
3. It is a learner tool to meaningfully prioritise the courses on offer at different stages of their development according to the business priorities
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Academy Annual PlanningLo
cal L
evel
:L&
D BP
sCe
ntra
l Lev
el:
L&D
Cons
ulta
nts
JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC
Implement Q1-2 Delivery
• Available Courses on new curricula
• Prioritize with local stakeholders local demand
SharePoint:• EMEA Training
Calendar• EMEA Training
Report
Manage Q1-2 DeliveryUpdate Q3-4 curricula
Design Q1
Plan Q1-2 Delivery
Revision of curricula
Plan Q3-4 Delivery
Gather & feed local
needs based on
O&P
Identify new Needs
Validate Reqs
Implement Q3-4 Delivery
Validate local
needs
O&P input
Budget Delivery Reports
New Learning Interventions
Revised Curricula
Mid & end Year Report
Demand Planning
Manage Q2-3 DeliveryUpdate Q1-3 Curricula
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L&D RolesConsultant Coordinator TrainerAcademy
DirectorE-LearningChampion
Vendor/ Training Manager
Business Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
Academy & Business Role interactions – Academy Director
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
The Academy Director is the overall responsible for the Academy thus learning delivery in Canon. Primary responsibility is ensuring learning is aligned to business objectives by ensuring the right resources and learning programs are in place. Liaises with senior management and supervises all Academy personnel.
Click each role to see a
description and interaction with
other roles.
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L&D RolesConsultant Coordinator TrainerAcademy
DirectorE-LearningChampion
Vendor/ Training Manager
Business Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
Academy & Business Role interactions – L&D Consultant
Click each role to see a
description and interaction with
other roles.
The L&D Consultant is responsible for analyzing business requirements, translate those to learning needs , design/develop or purchase the required learning solutions, ensure solution is delivered to the right audience and evaluate the results of delivery.
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Academy & Business Role interactions – L&D Coordinator
Click each role to see a
description and interaction with
other roles.
L&D RolesConsultant Coordinator TrainerAcademy
DirectorE-LearningChampion
Vendor/ Training Manager
Business Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
The L&D Coordinator is responsible for scheduling classes, inviting participants, liaising with vendor and trainers to ensure on time delivery, logistics and equipment, and collecting L1 evaluation forms.
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Academy & Business Role interactions – L&D Business Partner
Click each role to see a
description and interaction with
other roles.
L&D RolesConsultant Coordinator TrainerAcademy
DirectorE-LearningChampion
Vendor/ Training Manager
Business Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
The L&D Business Partner manages the full implementation of the L&D curriculum, competencies, training programs working closely with the central L & D Consultants. Promotes &D effectively across NSOs. Responsible for local delivery of generic behavioral training across all functions. Coach managers in the complete overview to support performance management and employee development.
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Academy & Business Role interactions-Vendor/Training Manager
Click each role to see a
description and interaction with
other roles.
L&D RolesConsultant Coordinator TrainerAcademy
DirectorE-LearningChampion
Vendor/ Training Manager
Business Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
The Vendor or Academy Training Manager is responsible providing the right learning content as described in the Vendor Learning Brief, ensuring trainers are qualified and for delivering the training course and are they available the scheduled dates. Works closely with central L&D Consultants to provide the right training content. Provides session evaluation results.
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Academy & Business Role interactions – Trainer
Click each role to see a
description and interaction with
other roles.
L&D RolesConsultant Coordinator TrainerAcademy
DirectorE-LearningChampion
Vendor/ Training Manager
Business Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
The Trainer is responsible for delivering the training event to the participants with quality and in the scheduled time. Works closely with consultant (if internal trainer) to ensure content is meeting the needs of the target audience.
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Academy & Business Role interactions – e-Learning Champion
Click each role to see a
description and interaction with
other roles.
L&D RolesConsultant Coordinator TrainerAcademy
DirectorE-LearningChampion
Vendor/ Training Manager
Business Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
The e-Learning Champion promotes e-learning to the business and is the main contact point for any queries raised between employees and MLZ. Promotes and pushes mandatory e-learning courses to employees, supports employees in using MLZ, maintains user accounts, resolves MLZ access issues. Checks and distributes monthly Senior Management Overview figures sent by MLZ.
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Academy & Business Role interactions – Steering Committee
Click each role to see a
description and interaction with
other roles.
L&D RolesConsultant Coordinator TrainerAcademy
DirectorE-LearningChampion
Vendor/ Training Manager
Business Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
The Steering Committee drives the Academy ensuring learning is aligned to business objectives.• Provides Input into the
design and build of Academy
• Ambassadors of Academy
• Decide on design of curricula & subsequent changes to curricula
• Feedback on courses in the countries and suggest improvements
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Academy & Business Role interactions – Business Sponsor
Click each role to see a
description and interaction with
other roles.
L&D RolesConsultant Coordinator TrainerAcademy
DirectorE-LearningChampion
Vendor/ Training Manager
Business Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
The Business Owner acts as representative between L&D and business function community to guarantee an effective delivery of learning activities.Ensures alignment of L& D activities with business unit goals; Monitors (with L&D team) development, planning and evaluation of learning ;Follows-up on learning evaluation regarding: employees' satisfaction, learning effectiveness and business impact; Ensuresefficient allocation of budget
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Academy & Business Role interactions – Curricula Owner
Click each role to see a
description and interaction with
other roles.
L&D RolesConsultant Coordinator TrainerAcademy
DirectorE-LearningChampion
Vendor/ Training Manager
Business Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
The Curricula Owner oversees the total set of learning interventions in the curriculum and makes sure that learning is linked to each other and to the organisational development needs.• Tracks satisfaction of
participants/ stakeholders feedback
• Suggest changes in curriculum to steering committee
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Academy & Business Role interactions – Course Owner
Click each role to see a
description and interaction with
other roles.
L&D RolesConsultant Coordinator TrainerAcademy
DirectorE-LearningChampion
Vendor/ Training Manager
Business Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
The Course Owner is specialist in the subject/training and makes sure that Canon-specific information is used in the training by the training supplierCo-designs the training with suppliers and makes sure the content meets the requirements of the Canon organisationTranslates training needs to training content Co-decides on target group and on training content
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Academy & Business Role interactions – Line Manager
Click each role to see a
description and interaction with
other roles.
L&D RolesConsultant Coordinator TrainerAcademy
DirectorE-LearningChampion
Vendor/ Training Manager
Business Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
The Line Manager is responsible for ensuring his/her employees are have a development plan and learning is delivered according business and personal development priorities. Liaises with L&D/HR BPs and aligns employee needs with learning delivery. Collects employee feedback on delivered learning and recommends amendments to L&D BP. Coaches and supports employees in applying acquired knowledge on the job .
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Academy & Business Role interactions – Employee/Learner
The Employee/Learner is responsible his/her own development with the support and mentoring of the line manager. S/he ensures that his/personal development plan meets business and personal development priorities aligned to business goals.Actively participates in learning interventions, assessments, post and pre work. Provides constructive feedback on completed learning activities and applies newly acquired knowledge on the job.
Click each role to see a
description and interaction with
other roles.
L&D RolesConsultant Coordinator TrainerAcademy
DirectorE-LearningChampion
Vendor/ Training Manager
Business Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
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Academy GlossaryTerm Definition
Catalog The full set of learning and development activities offered to a certain target group.
Category In the catalog items can be grouped on a certain structure. The categories should help end users to quickly find what they are looking for
Curriculum A combination of activities from a content point of viewA curriculum includes a number of activities that logically belong to each other.
Activity/Intervention Examples are a classroom course, an on-line course, a document, a virtual session, an informal session etc.
Class The class specifies the dates and the location for activities that are delivered to a group of people.
Session When a class is delivered in blocks it can be useful to specify sessions. Each session specifies the date, time and location of that particular session.
Training Organized activity aimed at imparting information and/or instructions to improve the recipient's performance or to help him or her attain a required level of knowledge or skill.
Learning the continuous cognitive process process of acquiring skill or knowledge which results in Measurable and relatively permanent change in behavior through experience, instruction, or study
ILT Instructor Led Training
Learning Objects an entity which states the objectives, outcomes, learning methods for acquiring knowledge or competence for a specific subject matter
MLZ My Learning Zone: Canon bespoke e-learning system
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EMEA L&D Process Overview
Needs analysis Solution Design EvaluationRoll Out
Click here for instructions!
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Needs analysis Solution Design EvaluationRoll Out
The objective of this stage is to analyse the business needs or changes and define a solution that meets those needs. The key factor in this phase is assessing the type and cause of the learning need. The analysis should identify the gaps between the As Is and to be situation and then developing learning requirements that close those gaps. The results of the analysis stage are the starting point for learning solution design and roll out stages.
Needs Analysis – Objective
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Needs analysis Solution Design EvaluationRoll Out
Needs Analysis – Roles – L&D Consultant
The L&D Consultant needs to determine if there is a Learning & Development need. If a need is identified then the following areas of information need to be covered:• Identification of key stakeholders and target audience• Target audience (profile, size and location)• Success criteria for L&D• Expected business outcome
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Needs analysis Solution Design EvaluationRoll Out
The Curriculum Owner:• Reviews the curricula with the consultant, identifies new requirements and
recommends updates• Oversees the total set of learning interventions in the curriculum and makes sure that
they are linked to each other and to the organisational development needs• Tracks satisfaction of participants/ stakeholders feedback• Suggest changes in curriculum to steering committee
Needs Analysis – Roles – Curriculum Owner
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Needs analysis Solution Design EvaluationRoll Out
The Course Owner (SME):• Is specialist in subject/training and makes sure that Canon-specific information is used in
the training by the training vendor• Co-designs the learning intervention with vendors or internal trainers and makes sure the
content meets the requirements of the Canon organisation• Translates learning needs to training content • Co-decides on target group and on learning content
Needs Analysis – Roles – Course Owner
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Needs analysis Solution Design EvaluationRoll Out
The Business Owner's role is to:• Ensure alignment of Learning & Development activities with business goals;• Steer learning and development activities according to function priorities;• Analyse together with L&D team learning needs and specific requirements• Follow-up on learning evaluation regarding: employees' satisfaction, learning effectiveness
and business impact;• Supervise that Learning & Development budget within function is efficiently allocated.Time required :1 hour monthly together with the Academy Director L&D Consultant (If needed L&D or HR BP can also join)
Needs Analysis - Roles - Business Owner
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Needs analysis Solution Design EvaluationRoll Out
The role of the Steering Committee is to :
• Ensure curricula and priorities support the MTP• Approves yearly updates on the curricula every October• Ambassadors of Academy• Decide on design of curricula & subsequent changes to curricula proposed by curricula
owners• Feedback on courses in the countries and suggest improvements
Needs Analysis - Roles – Curricula Steering Committee
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Needs analysis Solution Design EvaluationRoll Out
Needs Analysis - Roles – L&D Business Partner
The L&D BP:• Partners with business stakeholders across all functions to ensure local learning &
development requirements are identified, analysed and addressed.• Works with the central L&D Consultants team to fulfill training requirements in line with
European strategy.
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Needs analysis Solution Design EvaluationRoll Out
Needs Analysis – Key in & Out
Key Inputs
1. Meetings with Stakeholders2. Approved annual budget3. Approved O&P plan and local
requirements4. MTP plan of Business Units5. Project Information Document (if
new initiative)6. Headcount report
Key Outputs(deliverables)
1. Learning Needs Analysis Document2. LNA Report Document3. Revised Annual Curricula4. L&D Investments Request & annual
budget5. Monty Status Report & KPIs
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Needs analysis Solution Design EvaluationRoll Out
Needs Analysis – Flowcharts- Review Annual CurriculaN
ew In
itiati
veAm
end
Existi
ngRe
view
Ann
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Curr
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a
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Needs analysis Solution Design EvaluationRoll Out
Needs Analysis – Flowcharts-New Learning Initiative/needN
ew In
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veAm
end
Existi
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view
Ann
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Curr
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a
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Needs analysis Solution Design EvaluationRoll Out
Needs Analysis – Flowcharts-Amend Existing CourseN
ew In
itiati
veAm
end
Existi
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view
Ann
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Curr
icul
a
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Needs analysis Solution Design EvaluationRoll Out
Monthly Report Template
Curricula Template
LNA Template
LNA Report Template
Academy Course TrackerCourse Descriptions Library
L&D Investment Request
Academy Best Practices Library
Needs Analysis- Templates and Applications
Consultant Forecast Tracker
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Needs analysis Solution Design EvaluationRoll Out
Solution Design - Objective
The objective of this stage is to create conceptual and detailed design of a learning solution. This involves defining the high level strategy of the solution, based on the skill gaps and requirements identified in the Needs Analysis stage, and then developing detailed outlines for the proposed courses in preparation of building them. The next step is to develop the courses using preferred vendors or internal resources. In case of application or system projects it may involve forming a development team to create course templates, gather content, pilot the courses and produce training materials.
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Needs analysis Solution Design EvaluationRoll Out
In this stage the L&D Consultant:• Updates existing courses and produces learning requirements and high level design for new
learning solutions• Liaise with existing vendors to update existing courses and/or identifies new vendors for
developing new or updating existing learning solutions• Compiles and updates the new curricula and request extra training budget if needed• Designs the learning solutions together with SMEs/course owners, vendors and internal
resources/trainers
Solution Design – Roles – L&D Consultant
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Needs analysis Solution Design EvaluationRoll Out
The Course Owner (SME):• Is specialist in subject/training and makes sure that Canon-specific information is used in
the training by the training vendor• Co-designs the training with vendors and internal trainers and makes sure the content
meets the requirements of the Canon organisation• Translates learning needs to learning content • Co-decides on target group and on training content• Review existing courses together with the consultant to identify new requirements and• Recommends updates or new content for the courses s/he is owner
Solution Design – Roles – Course Owner(SME)
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Needs analysis Solution Design EvaluationRoll Out
The L&D Coordinator :• Is responsible for coordinating the pilot courses liaising that includes:
• Working closely with the consultant to validate training requirements, dates and proper target audience
• Raising the Requisition via iProcurement based on the Quotation provided by the consultant for the pilot course
• liaising with the vendor to ensure Canon training guidelines and requirements are understood and followed, training dates, venues and equipment is booked
• Liaises with internal trainers to coordinate internal delivery• Maintains and ensures the training portfolio is up to date with the proper employees for the
required training• Ensures employee training history is up to date
Solution Design – Roles – L&D Coordinator
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Needs analysis Solution Design EvaluationRoll Out
In this stage procurement :• Ensures that all vendors have an NDA (Non Disclosure Agreement) in place before engaging
in any training activity within Canon• Launches RFI and RFP tenders if required and manages vendors• Negotiates agreements renewal of existing agreement with Vendors if expired• Negotiates agreements and contracting with new vendors identified by the L&D consultant• Sends all required Purchased Orders to vendors based on Requisitions raised by the Training
Coordinator
Solution Design – Roles – Procurement
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Needs analysis Solution Design EvaluationRoll Out
In this stage the Vendor:• Provides a proposal with learning design and cost based on learning needs and Vendor Brief
provided by the consultant• Designs and develops the courseware ( classroom or e-learning) • Sends a quotation for the specific pilot course following the contract• Delivers the pilot course following Canon guidelines and requirements provided by the
consultant and coordinator
Solution Design – Roles – Vendor/Internal trainer
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Needs analysis Solution Design EvaluationRoll Out
Solution Design - Key in & Out
Key Inputs
1. LNA document2. Interview with Course owner/SME3. Approved investment request and
or annual budget4. Project Information Document (if
new initiative)5. Preferred vendors list
Key Outputs(deliverables)
1. Training Plan2. Vendor (if new)3. RFP(if going to tender), NDA,
Contract4. Course(s) Design(s)5. Course Overview6. Training materials7. Course Package (on line course)
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Needs analysis Solution Design EvaluationRoll Out
Solution Design – Flowchart-OverviewO
verv
iew
Iden
tify
Ven
dor
Pilot Course Coordination
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Needs analysis Solution Design EvaluationRoll Out
Solution Design – Flowchart-Identify VendorO
verv
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Iden
tify
Ven
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Needs analysis Solution Design EvaluationRoll Out
E-learning Process Guide
Academy Course TrackerCourse Descriptions Library
Canon e-learning standards
Course Overview Template (Learning Description)
RFP Template
Vendor Brief & NDA Templates
Training Design Template
Training Plan Template
Solution Design - Templates & Applications
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Needs analysis Solution Design EvaluationRoll Out
Roll Out - Objective
The objective of this stage is to deploy and evaluate (L1) the learning solution . It involves creating a Roll Out schedule based on the training plan (created in Needs Analysis stage) and courseware designed/developed in the Solution Design phase. Actually delivering the solution to the target audience and then reviewing the results based on the feedback provided by participants (L1 forms) and trainers against the learning requirements formulated in the LNA.
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Needs analysis Solution Design EvaluationRoll Out
In this stage the L&D Consultant:• Creates a detailed Roll Out Schedule based on the curricula, other ad hoc priorities as signed
off in the Needs Analysis – Review Annual Curricula stage and the approved annual budget. This is then handed over to the L&D Coordinator and the local L&D BP for coordinating the training sessions.
• Ensures all required Quotations are received from the vendors and handed to the L&D Coordinator for raising the required Requisitions.
• Works closely with the L&D coordinator and L&D BP to ensure training sessions are delivered on time, in budget and within learning requirements
• Collects and maintains issues relating to delivery, content and escalates to Academy Director and/or Business Owner when necessary
• Works closely with the vendor to ensure training sessions are delivered based on the agreed learning requirements, content and fitted to the target audience.
• Reports progress and issues to Steering Committee
Roll Out – Roles - L&D Consultant
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Needs analysis Solution Design EvaluationRoll Out
The line manager is :• Ensures all PDPs are delivered in time to the L&D BP • Prioritizes and nominates employees to attend training sessions based on Personal
Development plans and curricula priorities• Reviews and understands course objectives and content and ensures match with nominees• Participates in calls with trainers to ensure training objectives match his/her employees• If required Approves or rejects training requests from employees and provides business
case for approval or rejection.• Coaches and supports employees in applying newly acquired knowledge on the job
Roll Out – Roles - Line Manager
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Needs analysis Solution Design EvaluationRoll Out
The L&D coordinator is the overall responsible for learning delivery. In short:• Schedules sessions based on the Roll Out schedule provided by the L&D consultant• Ensures classes are filled with the proper number of participants based on maximum class
sizes• Ensure the proper venues are booked in proper layout and required equipment is in place
the date of delivery• Ensures attendance is recorded and L1 feedback forms are collected and stored• Raises the Requisition via iProcurement based on the Quotations provided by the consultant
liaising with the vendor to ensure Canon training guidelines and requirements are understood and followed
• Liaises with internal trainers to coordinate internal delivery• Maintains and ensures the training portfolio is up to date with the proper employees for the
required training• Ensures employee training history is up to date
Roll Out – Roles – L&D Coordinator
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Needs analysis Solution Design EvaluationRoll Out
The L&D Business Partner:• Has the overview of all curricula status and implementation in the country• Reports to local business and central consultants on local implementation progress• Communicates and guides the business in developing people and selecting the right
learning interventions• Implements the available programmes into the country• Aligns with local line managers and manages the selection of candidates for training events
Roll Out – Roles-L&D BP
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Needs analysis Solution Design EvaluationRoll Out
The e-learning champion:• Ensures target users have active accounts in the MLZ ensure they are up to date• Communicate to users, MLZ and L&D Consultants• Guides users to find courses in ‘My courses’ and in Course catalogue/ deal with queries• Open courses for access for user groups and users• Requests and checks distribution of completion reports• Send reminder emails to users to complete courses • Adds new users to MLZ – create/alter profiles and nominates users to courses
Roll Out – Roles - e-learning Champion
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Needs analysis Solution Design EvaluationRoll Out
At this stage Procurement is :• Raising the Purchase Order based on the quotation and requisition request of the
coordinator• Sends the PO to the vendor• Ensures payment of invoices after delivery
Roll Out – Roles - Procurement
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Needs analysis Solution Design EvaluationRoll Out
In this stage the Vendor:The Vendor:• Provides delivery dates based on trainer availability and Canon requirements• Ensures trainers are up to date with course contents and understand target audience needs
and expectations• Requests necessary equipment and facilities in time and within Canon Guidelines• Ensures the trainer aligns the course objectives with line managers before the session,
Roll Out – Roles – Vendor/Internal Trainer
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Needs analysis Solution Design EvaluationRoll Out
Roll Out - Key In & Out
Key Inputs
1. Roll Out Schedule2. Training Portfolio3. Participants lists4. Course Descriptions
Key Outputs(deliverables)
1. Delivered courses2. Updated Training history3. L1 Feedback forms4. Session Evaluation Results5. Course completion reports (MLZ)6. Closed iProcurement (POs, Invoices)
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Needs analysis Solution Design EvaluationRoll Out
Roll Out – Flowchart- Training Coordination- PlanningCo
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Needs analysis Solution Design EvaluationRoll Out
Roll Out – Flowchart- Training Coordination - DeliveryCo
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Needs analysis Solution Design EvaluationRoll Out
Roll Out – Flowchart- On Line CourseCo
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Reminders
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Roll Out – Flowchart - Zoom
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Needs analysis Solution Design EvaluationRoll Out
Roll Out - Templates & Applications
Session Validation Chart & Summary Master
Canon Training Certificate Template
L1 Participant Feedback Form
Attendance Sheet (Attendee list)
PO Invoice Process
Course Descriptions (SharePoint)
Quotation Template
Budget Tracker
Training Portfolio Template (Participants List, Tracking)
Pre Course Documentation (Logistics Checklist, etc)
Academy Delivery Tracker (SharePoint)
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Needs analysis Solution Design EvaluationRoll Out
Evaluation - Objective
At this stage the Solution is reviewed and evaluated to determine whether it meets the stakeholder/business requirements. This is done based on the L1 Feedback forms, discussions with the trainers, feedback from line managers and the outcome may lead to further needs analysis.
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Needs analysis Solution Design EvaluationRoll Out
The L&D Consultant:• Reviews L1 Feedback forms , Session validation charts• Conducts interviews with stakeholders, and line managers to collect feedback• Conducts surveys with target audiences if required to collect further feedback• Reviews results together with course owner and recommends improvement and
amendment actions• Analyses results and creates Course Evaluation Report when needed• Communicates amendments to Vendor/internal trainers
Evaluation – Roles – L&D Consultant
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Needs analysis Solution Design EvaluationRoll Out
The Course Owner:• Reviews the L1 Feedback form, Session Summary results and assesses if the course has met
the needs of the audience.• Reviews evaluation results together with the L&D Consultant and recommends
amendments if required.
Evaluation – Roles – Course Owner
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Needs analysis Solution Design EvaluationRoll Out
The L&D Business Partner:
• Collects local feedback from course participants, line managers and stakeholders• Reviews evaluation results and report issues and recommended improvements to L&D
Consultant
Evaluation – Roles-L&D BP
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Needs analysis Solution Design EvaluationRoll Out
In this stage the Line Manager:
• Collects feedback from his/her direct reports who have participated in classes• Reviews the evaluation results with L&D BP and suggests improvement areas that will match
the needs of his/her employees
Evaluation – Roles-Line Manager
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Needs analysis Solution Design EvaluationRoll Out
In this stage the Vendor:
• Reviews the evaluation results with L&D consultant and explore improvement areas• Revises the course as needed based on L&D consultant recommendations• Ensures trainers are aware of the results and revise course content and learning experience
as required
Evaluation – Roles - Vendor
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Needs analysis Solution Design EvaluationRoll Out
Evaluation – Key In & Out
Key Inputs
1. Course Description2. L1 Feedback forms3. Session Summary Evaluation
Results4. Meeting with Course Owner
Key Outputs(deliverables)
1. Course Amendments2. Lesson Learned
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Needs analysis Solution Design EvaluationRoll Out
Evaluation - Flowchart
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Needs analysis Solution Design EvaluationRoll Out
Evaluation – Templates & Applications
Academy Course TrackerCourse Descriptions Library
Course Overview Template (Learning Description)
Course Evaluation Forms (SharePoint)
Course Evaluation Report Template
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The L&D SharePoint environment is a powerful, integrated and secure Intranet workplace that allows multiple users to communicate, collaborate, manage documents, capture tasks, schedule events, achieve consensus and solve problems in a central location.
The goal of the L&D Collaboration site is to provide:•A SPOE(Single Point of Entry) for the whole L&D community to find information related to the Academy and its services•An enabler to standardize our way of working •A common are to document L&D Process aligned central to local.•A tool to increase L&D efficiency & effectiveness•A tool to establish reporting and metrics
Click here to visit the L&D SharePoint site and explore the different features or
L&D Collaboration SharePoint Site
Click on the dotted boxes to get an overview of some of the site features .
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L&D Collaboration SharePoint Site – Home Page
Announcements inform you on the latest content available on the site
Click here for a quick start guide on using SharePoint
The Team calendar displays central events scheduled per month in different view and it can be synched with MS Outlook.
Click here to remove this pop up.
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L&D Collaboration SharePoint Site – Job Families
This list provides full details and tracking of all Canon job families together with their assigned competencies.The list can be filtered using the column headings or via the view menu.You can also search for a jog family by using keywords.
You can click on a Job family title to display the details page.Then click on Close to return to the list view.
You can click on a competency title to display the competency description details.Then click on Close to return to the list view.
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L&D Collaboration SharePoint Site – Classroom Courses
Click the view menu to select a different view of the list.
Click the arrow next to the page number to display the next or previous 25 courses.
Type a course keyword such as problem solving and click search to display a list of related courses.
Click on any blue item to display details. For example click on the title “Cultural Awareness” now.
This list provides full details and tracking of all courses available via the academy library contains the Course Descriptions of all courses offered via the academy. The list can be filtered using the column headings or via the view menu.You can also search for a course by using keywords.
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L&D Collaboration SharePoint Site – Learning Descriptions Document Library
To edit a document :1. Hover your mouse over the document title2. Click the down arrow to display the
actions3. Clicking checkout the document is not
available for editing by other users.4. Click edit in MS Word and make your
changes5. When finish check in the documents so
other users can view and or edit according their permissions.
This document library contains the Course Descriptions of all courses offered via the academy.The documents can be viewed/edited or deleted by users with such permissions.
You can see the status of a document in the Status column (Draft of Final). Final status means the document can be distributed to other users or uploaded to the intranet site.
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We thank you for taking the time to browse through this toolkit.
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