Overview: Development features in Flow Learning provide a comprehensive framework for supporting and monitoring employee development. These features include Appraisals & Action Plans, Goals, Competences, Workbooks, and Career Mapping. Each of these tools plays a crucial role in enhancing employee skills, tracking progress, and planning career paths, ensuring that your team is continuously growing and aligned with organisational goals.
Types of Development Features
Appraisals & Action Plans
Appraisals in Flow Learning are tools for conducting structured performance evaluations. They allow managers to provide feedback, set objectives, and outline areas for improvement. Action Plans complement appraisals by breaking down objectives into actionable steps, helping employees focus on specific areas for development.
When to Use
Use Appraisals & Action Plans during performance reviews to assess employee progress and set clear development goals. They are essential for providing structured feedback and guiding employees through their professional growth.
For more information about Appraisals & Action Plans, see the articles in the category Flow Learning > Appraisals and Action plans / Entretiens et plans d'action / Evaluaciones y planes de acción.
Goals
Goals in Flow Learning allow managers and learners to set and monitor individual and team objectives. This tool enables the tracking of progress towards specific targets, ensuring alignment with broader organisational strategies. Goals can be regularly reviewed and adjusted through check-ins, facilitating continuous improvement.
When to Use
Use Goals to set clear, measurable objectives for employees or teams. They are particularly useful for tracking progress over time and ensuring that everyone is working towards the same strategic aims.
For more information about Goals, see the articles in the category Flow Learning > Goals / Objectifs / Objetivos.
Competences
Competences in Flow Learning are specific, recordable tasks that allow learners to demonstrate their practical skills and knowledge. These tasks are essential for assessing whether learners can apply what they’ve learned in real-world scenarios. Competences can be customised and assigned based on job roles, providing a tailored approach to skill development.
When to Use
Use Competences to evaluate practical skills critical to job performance. They are ideal for roles that require specific technical skills or knowledge, ensuring that employees meet the required standards.
For more information about Competences, see the articles in the category Flow Learning > Competences / Compétences / Competencias.
Workbooks
Workbooks in Flow Learning are interactive training resources that compile various types of content, such as text, images, quizzes, and file uploads, into a single, structured learning activity. They provide a comprehensive learning record that learners work through and complete, often as part of a broader training programme.
When to Use
Use Workbooks to create detailed and interactive learning experiences that combine multiple content types. They are particularly effective for complex training topics that require a mix of theory, practice, and assessment.
For more information about Workbooks, see the articles in the category Flow Learning > Workbooks / Cahiers d'exercices / Ejercicios prácticos.
Career Mapping
Career Mapping offers a visual representation of potential career paths within the organisation, helping to promote internal progression and retain talent. It allows employees to see clear routes for advancement, motivating them to develop the necessary skills and competences to progress.
When to Use
Use Career Mapping to guide employees through potential career trajectories within your organisation. It is particularly effective in retention strategies, showing employees the opportunities available for growth and advancement.
For more information about Career Mapping, see the articles in the category Flow Learning > Career mapping / Plan de carrière / Plan de carrera.