Learning plans are a high priority for public servants, especially since the new Policy for Continuous Learning
went into effect in 2002. What is a learning plan? Your learning plan is a personalized action plan designed to help you set and meet your professional development goals. There are several resources to help you build a plan. We have adapted the material from the
"HR Learning Framework" because it is designed especially for HR professionals, with lots of useful tools. How to build your learning plan - Find the competency profile for your classification
- Assess your learning needs or competency gaps by comparing your abilities to the competency profile
- Decide on learning priorities and activities such as courses and workshops, readings and on-the-job activities
- Get the necessary resources to do the activities (funds, time, coaching)
- Keep the plan alive and measure progress
1. Find the competency profile for your classification Competencies are characteristics of an individual, which underlie performance or behaviours at work. There are a number of generic competencies associated with the HR community that can be used as starting points for your learning plan. The first step is to decide which competencies are necessary for your position. Select on of the links below to learn more about competencies: 2. Assess your learning needs Use
the self-assessment tool, found in the "HR Learning Framework",
designed for HR professionals to help you identify competency gaps (both positive and negative) and get you started on your learning plan. You will need to refer to the Directory of Competencies and to the job profile you have already established in order to do the self-assessment. Once you have done your assessment, it should be discussed and validated by your manager. This allows you and your manager to have a better understanding of your competencies and to establish learning priorities to meet the needs of the organization as well as your own needs. 3. Decide on learning priorities Once your learning needs and priorities are identified (with the help of your supervisor), the learning plan can be developed. Take into consideration your learning style, the organisational context and the resources available. 4. Get the necessary resources Working with your supervisor at every stage of your learning plan will help ensure that resources are put into your development, especially since learning is a top government priority. If money is tight, be creative about the inexpensive ways to learn: coatching, books,
e-learning, new assignments and HRCS sponsored events such as the HR
Info Series. Be proactive in defining your needs and exploring options for acquiring new knowledge and skills. Investigate learning opportunities and bring them to the attention of your manager. If you are interested in finding a coach or a mentor, go ahead and initiate contact with several people you feel would be good mentors. 5. Keep your plan alive Update your plan regularly to reflect your progress or changes in your life. Keep it in a visible place to remind you of your commitment. Share your commitments with colleagues and get feedback about your goals. The Canada School of Public Service suggests that the success of a learning plan depends on: - Personal commitment to, and accountability for, learning
- A supportive environment for learning
- Learning must be purpose driven and aligned to the strategic intent of the organization
Other Resources Prior Learning Assessment Report If part of your learning plan involves pursuing a university degree, the Prior Learning Assessment report identifies universities that will recognize work experience for academic credit towards your degree. This is not a definitive list, and we strongly recommend that you contact the university directly. To receive a copy of the report, contact hrcs-scrh@hrma-agrh.gc.ca.
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