Learning & Development Department System
A team building employee capabilities through ongoing training programs, needing to tie training to performance gaps and measure its impact.
From performance-gap analysis to training impact measurement — a full development cycle proving every training dollar has a measured return.
No credit card required — your project is set up with the full system in under a minute
This is the system board as you'll receive it: workflow columns and starter cards showing the first steps
How does work flow in this system?
Every development initiative starts as a card in the “Gap” column, documenting the gap discovered from performance results or managers' reports: a missing skill in a team or a new job requirement. The card moves to “Plan,” where the target group, suitable program, budget, and schedule are set; then to “Program” when a training provider is contracted or internal content is prepared. Once delivery kicks off, it moves to “Delivery” with attendance and commitment tracked on the card; then “Impact Measurement,” where performance indicators before and after training are compared; and finally “Report,” documenting results and recommendations for the next cycle.
Announcements are the channel to employees: opening registration for a new program, reminding of the start date, announcing accepted names, and sharing trainee success stories after measurement. Every announcement points to the program's card so context stays tied to the board, and the employee concerned always knows where to find the details.
Work flows from department managers, who raise gap observations to the development manager, who turns them into well-considered cards; then program coordinators take over daily execution — contracting, scheduling, and attendance via the cards; and after measurement the development manager presents the impact report to management and feeds next year's plan with it.
Who does what?
The operational roles in this system and each role's responsibility in daily work — assign them to your team as-is or adapt them to your reality.
Development Manager
Analyzes gaps raised by managers and turns them into plans in the “Plan” column, approves programs and their budgets, and presents impact reports to management.
Program Coordinator
Manages contracting, scheduling, and attendance in the “Program” and “Delivery” columns, moving cards along and documenting attendance rates and evaluations on them.
Trainees' Line Manager
Nominates their employees for programs, frees up their training time, and takes part in impact measurement by evaluating their performance after the program.
Announcements Coordinator
Drafts program announcements and publishes them on time, then tracks responses and registrations and routes them to the program coordinator.
What's prepared for you from day one?
System units
- Tasks — A kanban board with workflow columns and execution cards
- Announcements — The official voice of management — circulars and alerts that reach everyone
Welcome announcement: «Welcome to the Learning & Development System»
From today, our training programs are managed through this system: every gap is a card moving from analysis to impact measurement, and every new program is announced here first. First step for employees: watch the Announcements section for programs open for registration. For managers: raise your teams' gaps to the development manager so they turn into well-considered plans.
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