HR TRANSFORMATION · 2.5 HOURS
Redesigning Workplace Learning
Redesigning Workplace Learning teaches learning and development practitioners and programme owners to rebuild one real programme around a skill people can show in their work. You finish with a one-page redesign sheet built on a realistic task and a check, so the programme proves what people can do rather than what they have watched.
About this course
Many workplace programmes are built as libraries of videos, documents, webinars, and quizzes, and people click through them to reach a completion mark without being able to do anything new at work. Adding more content to a programme that is not working usually makes the problem worse, because nobody is asked to do the work the programme exists to improve.
This course teaches you to rebuild one real programme around a skill written as observable work, a realistic task that uses it, and a check that shows whether the person can do it. You finish with a one-page redesign sheet that records what you kept, cut, or moved, what the manager will see afterwards, and the first change you will make.
What you will take away
- You will be able to read any programme outline and tell the lines that describe content to consume from the lines that describe work the learner does.
- You will be able to rewrite a vague learning aim as a skill someone could watch, a realistic task drawn from real work, and a check with a standard another reviewer could apply.
- You will be able to tell a check that tests the task from a quiz that tests recall, and design one that two team leaders would judge the same way.
- You will be able to decide for every item in a programme whether to keep it, move it to reference, make it optional, or cut it, with a reason.
- You will leave with a signed redesign sheet for one real programme, including the manager view and the question for the next one-to-one.
Who this course is for
- Learning and development practitioners who own a programme with high completion rates and little evidence that anyone works differently afterwards.
- HR business partners with a learning brief who are asked by sponsors to build another module and want a better answer.
- Managers who own a programme their team is expected to complete and want it to produce work they can see and discuss.
- Programme owners without an instructional design qualification who need a clear, practical method for redesigning one programme at a time.
What you will do
Each lesson teaches one part of the method, works through a realistic example, and ends with a check on a case you have not seen. The course closes with an assessment and then the piece of work you sign.
- 5lessons with a worked example and a check
- 7scenario questions in the course assessment
- Signedthe redesign sheet, with a record anyone can verify
- 2.5 hoursat your own pace, with progress saved
- 01
Lesson
Why people finish nothing
This lesson explains why programmes built as libraries of content produce completions but nothing a manager can see, and why adding more modules rarely helps. You read an induction outline with two labels and then mark a management programme's lines as content to consume or work the learner does.
- A library is not a programme
- Content to consume and work the learner does
- Why a library produces nothing to show
- The mistake people usually make
You mark 5 statements from a realistic case and receive an explanation for each one.
- 02
Lesson
Skill, task, check
This lesson teaches the three parts of a redesigned programme, a skill written as observable work, a realistic task that uses it, and a check that gathers evidence. You rewrite a vague aim for a finance team and then choose the rewrite that gives a genuine skill, task, and check.
- Three parts, each depending on the one before
- A skill is work someone else could see
- A task is real work, and a check is evidence
- The mistake people usually make
You compare two versions of the same piece of work, choose the stronger one, and see the reasoning behind the answer.
- 03
Lesson
A check that tests the task
This lesson separates a check that asks the person to do the work from a quiz that tests recall, and explains why a check needs a standard another reviewer could apply. You compare two checks for an induction and mark proposed checks for a safe lifting programme.
- Two kinds of check
- Recall has a place, but it is not the check
- A standard another person could apply
- The mistake people usually make
You mark 5 statements from a realistic case and receive an explanation for each one.
- 04
Lesson
Cut the library
This lesson teaches the test that every piece of content must pass, that the learner needs it for the task or the check, and the four decisions of keep, move, make optional, or cut. You edit an onboarding outline so it keeps only what the task needs, with reasons.
- Content earns its place through the task
- Four decisions for every item
- Cutting is not saying the content is bad
- The mistake people usually make
You repair a flawed draft so it meets the standard the lesson sets, and your revision is checked against it.
- 05
Lesson
What the manager will see
This lesson explains why the manager is the person most likely to turn learning into changed work, and what a useful manager view contains instead of percentages and minutes. You rewrite a default completion report and choose the view you would send to a new starter's manager.
- Why the manager matters most
- What the view contains
- What the view leaves out
- The mistake people usually make
You compare two versions of the same piece of work, choose the stronger one, and see the reasoning behind the answer.
- 06
Course assessment
Course assessment
This lesson recaps the whole method and works one sponsor's request for a stock count module at a retailer through to a redesign. You then answer seven new situations from organisations such as a hospital trust, a council, and a law firm, needing six correct to pass.
- From a library to work
- Checks, cuts, and the manager view
- How the assessment works
You judge 7 new workplace situations, with feedback on every option, and need 6 correct to pass.
- 07
Final work and signed record
Redesign one programme
In this final lesson you write the redesign sheet for a programme you own or influence, from the programme today through the skill, task, check, cuts, and manager view to the first change. Each part is checked for substance before you sign the sheet for your record.
- What the redesign sheet is for
- The parts of the sheet
- How the sheet is checked
You write the redesign sheet for your own work, part by part, and sign it as your record.
GOOD WORK.THE REDESIGN SHEET, SIGNED.
WHAT CHANGES
What the course changes for you and your organisation.
- 01
Programmes that show real ability
Each redesigned programme ends with a check on a realistic task, so the organisation can see what people can do rather than what they have watched. Sponsors receive evidence of work instead of completion percentages and quiz scores.
- 02
Shorter programmes people finish
The course gives you a single test for every piece of content: whether the learner needs it to complete the task or pass the check. Removing or moving the rest shortens the programme and puts the task at the centre, where people treat it as the reason for taking part.
- 03
Managers who can follow up
You design a manager view that names the task, the state of the check, the work itself, and a question for the next one-to-one. That gives the manager something specific to discuss, which is the point at which learning most often turns into changed work.
- 04
Training spend needs visible results
The Department for Education's Employer Skills Survey puts UK employer training spend at £53.0bn in 2024. Employers expect that investment to show up as skills people can demonstrate in their work, which is what a programme built around a realistic task and a check is designed to show.
QUESTIONS
Questions about Redesigning Workplace Learning
- What is Redesigning Workplace Learning about?
- Many workplace programmes are built as libraries of videos, documents, webinars, and quizzes, and people click through them to reach a completion mark without being able to do anything new at work. Adding more content to a programme that is not working usually makes the problem worse, because nobody is asked to do the work the programme exists to improve. This course teaches you to rebuild one real programme around a skill written as observable work, a realistic task that uses it, and a check that shows whether the person can do it. You finish with a one-page redesign sheet that records what you kept, cut, or moved, what the manager will see afterwards, and the first change you will make.
- Who is Redesigning Workplace Learning for?
- Learning and development practitioners who own a programme with high completion rates and little evidence that anyone works differently afterwards. HR business partners with a learning brief who are asked by sponsors to build another module and want a better answer. Managers who own a programme their team is expected to complete and want it to produce work they can see and discuss. Programme owners without an instructional design qualification who need a clear, practical method for redesigning one programme at a time. No specialist background is assumed, and every term is explained before it is used.
- What will I be able to do after Redesigning Workplace Learning?
- You will be able to read any programme outline and tell the lines that describe content to consume from the lines that describe work the learner does. You will be able to rewrite a vague learning aim as a skill someone could watch, a realistic task drawn from real work, and a check with a standard another reviewer could apply. You will be able to tell a check that tests the task from a quiz that tests recall, and design one that two team leaders would judge the same way. You will be able to decide for every item in a programme whether to keep it, move it to reference, make it optional, or cut it, with a reason. You will leave with a signed redesign sheet for one real programme, including the manager view and the question for the next one-to-one.
- How long does the course take, and how is it taught?
- The course takes about 2.5 hours and is studied online at your own pace. It has 5 lessons, each with a worked example, a practice exercise, and a check on a new case, followed by a course assessment of 7 scenario questions in which you need 6 correct to pass. Your progress is saved to your account.
- Do I get a certificate?
- Yes. When you pass, you sign a record that names you, the course, and the redesign sheet. Anyone you share it with can verify it online and download it as a PDF. The record confirms what you completed and does not claim compliance with any regulation.
- How much does it cost, and when can I start?
- The course costs £129, paid once by card through Stripe. Access begins as soon as payment is confirmed, and you can save a sign-in to return to the course from any device.
- Can my organisation train a whole team?
- Yes. Individuals can buy any self-paced course online, and organisations can book trainer-led courses for teams, in person or online, through the Experrt Academy.
More hr transformation courses are listed on the self-paced ai courses for hr and people teams page.
THERE IS A NEXT CHAPTER.
Start today, and finish with
the redesign sheet your organisation can use.
Checkout takes an email address and a card, and access begins as soon as payment is confirmed. When you finish, you sign a record that names you and the redesign sheet, which anyone you choose can verify online. The record confirms what you completed and does not claim compliance with any regulation.