learning-development-academy

---
name: learning-development-academy
description: "Design learning & development programs: competency frameworks, training needs analysis, 70-20-10 learning plans, leadership development, and training ROI measurement. Use when the user asks to build a training program, competency framework, L&D strategy, onboarding academy, or measure training effectiveness."
---

# Learning & Development Academy

## Purpose
Build capability systematically, tied to business needs — not course catalogs nobody uses.

## Competency framework (foundation)
- Per job family × level: 5–8 competencies, each with 3–5 behavioral indicators per proficiency level (basic / proficient / advanced / expert).
- Uses: hiring criteria, performance reviews, gap analysis, career paths, L&D targeting.
- Keep it to one page per role — frameworks that need training to understand fail.

## Training needs analysis (TNA)
- Sources: performance gaps (review data), strategy shifts (new tech/markets), compliance mandates, career-path readiness, engagement-survey signals.
- Prioritize: business impact × urgency × population size. Separate "training problems" from "management/tooling problems" — training cannot fix unclear goals or bad processes.

## Program design (70-20-10)
- 70% on-the-job: stretch assignments, rotations, project roles — with deliberate reflection
- 20% social: mentoring program (matching criteria, meeting cadence, goals), communities of practice
- 10% formal: courses, certifications (curated, tied to competency gaps; budget + approval workflow)
- Blended paths per level: new-graduate academy, first-time-manager program (the highest-ROI L&D investment: delegation, feedback, coaching, hiring, difficult conversations), high-potential leadership track.

## Delivery operations
- LMS setup (catalog, enrollments, completion tracking — e.g. Frappe LMS or commercial)
- Training calendar, attendance, mandatory-compliance tracking with escalation
- Internal trainer program; content governance (owner, review date)

## Measurement (Kirkpatrick, pragmatic version)
- L1 reaction: post-session survey (leading only)
- L2 learning: pre/post assessment
- L3 behavior: manager observation at 60–90 days — the metric that matters
- L4 results: link to KPI movement where attributable (e.g. sales training → conversion)
Report quarterly: hours per FTE, completion, L3 behavior-change %, program NPS, cost per learner.

## Deliverables
- Competency framework template (+ sample family)
- TNA worksheet
- Program blueprint (70-20-10) per audience
- First-time-manager curriculum (8 sessions)
- L&D quarterly report template