At CertainTeed, we wanted a Human Resources initiative that could positively impact productivity and knowledge transfer. We found both in the Learning Path (LP) process. For those business units who implemented LP, it helped get the sales reps and manufacturing operators more proficient in their roles and for those new to their roles it got them productive quicker. It also helped capture unique knowledge from experts in their roles so that we were more effective and efficient in transferring learning from one functional employee (e.g. machine operator) to a similar employee (e.g. new hire machine operator).
David Bomzer, Senior Vice President Human Resources, CertainTeed Corporation
We validated the result of our initial Learning Paths using Six Sigma and then rolled it out to more than 600 functions achieve a reduction in time to proficiency by more than 30%. Learning Paths applied to almost every job including research assistance, accounts, insurance underwriters and call center workers.
Jim Williams, Chief Learning Officer, GE Capital International Services
As part of a major state of Minnesota/University of Minnesota training grant for a local daily newspaper, the Learning Paths (LP) process was indispensable. Using LP, we developed proficiency definitions for newsroom and advertising sales staff, created an assessment of staff proficiency levels before and after the training, and demonstrated how the training program helped to bring people up to proficiency in the areas they themselves had identified as crucial. The LP process is perfectly tailored for adult learners in a workplace setting. In addition, the LP process allowed much-needed cross-department communication to blossom in this large, complex organization. It is a terrific tool for ongoing training and development in any type of company.
Kathleen A. Hansen, Professor
Director, Minnesota Journalism Center
School of Journalism and Mass Communication University of Minnesota
“This initial Learning Path and similar ones for other key positions in our company are critical to our growth plans for the future,” says “They will differentiate our firm from other agencies in our industry, giving us a real advantage in competing for both talent and clients.”
Karen K. Farris, CPCU, ARM, RHSB
President and CEO
Roach, Howard, Smith and Barton
We used a Learning Path approach to help consolidate operations from the field into a centralized customer service center. We were able to accomplish the training portion of this initiative in less than six weeks.
Edward J. Robbins
Director of Human Resources
GE Capital Resources
We worked with loan processors to reduce time to proficiency from 6 weeks to 2 weeks. We applied Learning Paths in 3 main production centers that were hiring several hundred new employees.
Pat Alvarado
Training Manager and Learning Path Team Leader
Copyright 2010 Learning Paths International
1373 White Oak Drive, Chaska, MN 55318 952-368-9329
Testimonials
“While Learning Paths is a strong tool for process improvement in large organizations, it has unlimited uses in management."
Training Media Review 2004
"The concept of a Learning Path represents much more than a relabelling of old terms. Put simply it is a complete rethink of how training ought to work"
Training Magazine 2008
"Learning Paths is a double-edged solution because it can be customized to any organization, no matter the type or size, and it guarantees measurable bottom line results."
HR Strategies Advisor 2007
"Learning Paths hits the bull's eye with the mission to become more accountable in the companies we work in."
ASTD OD/Leadership Network News 2005