The Problem
# Identifying Training Needs to Support New Competencies
A Fortune 500 hospitality technology company partnered with Propeller to update role expectations for product and technology positions. The goal was to enhance clarity and transparency across the organization, leading to improvements in operational excellence, talent development, and employee experience. With the initial rollout of role expectations for product managers, the company sought assistance in creating new training programs to help the product managers apply the new role expectations and competencies to their work. They needed support conducting a training needs and curriculum gap analysis, developing learning resources to support the updated role expectations, and developing a learning program focused on a high-priority competency.
Our Approach
# Comprehensive Analysis and Collaboration for Tailored Learning Solutions
To begin, we reviewed materials and met with the team that developed the updated job architecture to form the foundation for the product manager learning project. We engaged with leaders, project team members, and subject matter experts, and analyzed previous survey data to pinpoint the most crucial competencies to prioritize. We assessed the current relevant curriculum to align it with the updated competencies and identify any gaps. Next, we collaborated with SMEs and leaders to uncover real-world examples and pain points, which we used to establish learning objectives and scenarios for activities. We then outlined two learning paths: one to support the application of updated role expectations to daily work and goals and another to build technology skills
# Services Provided
- Actionable Recommendations
- Learning and Development
- Product Management
- Stakeholder Engagement
- Training Design & Delivery
Value Delivered
# Preparing for Future Business Needs with Strategic Learning Development
We conducted an analysis of training needs and curriculum gaps, which helped the client reshape and update their Learning and Development (L&D) portfolio for 2024 and beyond. This was done to align with the updated role expectations. We developed learning content for two distinct learning pathways, which included self-paced courses, facilitator-led practice sessions, and microlearning activities. Additionally, we provided supporting resources including facilitator guides, learning pathway outlines, a recommended evaluation approach, and a sample deployment plan. These resources will assist the L&D team in creating additional learning pathways in the future. Our work has equipped the L&D team to deliver high-quality learning programs that enable employees to build new skills and improve their performance to meet current and future business needs.
