Performance and learning

A course defines the learning offering, and an enrollment records an employee’s progress and completion date. A training record retains completion evidence, expiration date and validity status. Goals and performance reviews link an employee to a performance cycle. When a worker returns to a role that needs current safety training, L&D Admin can inspect the employee’s record and arrange any course follow-up.

• Starting record. Open the linked employee or transaction and verify its identifier and effective date.
• Decision owner. Give the record to the configured role that can review or update it.
• Next action. Keep the receiving record visible until its status and date reflect the completed work.

L&D Admin maintains courses, course enrollments and training records. An enrollment links an employee to a course and carries due date, completion date and status. A training record keeps its own completion date, expiry date and status. HR Business Partner (HRBP) manages goals and performance reviews against performance cycles, while Employee can enter goals.

Choose the courses required for each role and who records completion evidence. Set review-cycle dates and decide how managers and HR review submitted work. Check how expired training is handled before assignment. Start with one representative employee and one real operating cycle. Name the person who checks the result and the person who is allowed to change it. Decide when a handoff is complete and what information the receiving team needs.

These agreements make a status meaningful in daily work. If the team cannot tell who receives the next action, assign the owner before adding more records. Review access with a normal user for each role, especially where a worker’s personal or pay information appears. Keep a correction path for an incorrect date or reference so the next cycle does not inherit the mistake.

L&D Admin checks the returning employee’s training record, assigns a course if needed and records completion. Admin can review the expiry date alongside the employee record. The performance cycle can then carry goals and reviews separately from training history. Ask the receiving role to find the linked record in its normal worklist. Compare the employee, owner, date and status with the starting record. If one link is wrong, correct it and repeat the check before the next decision.

For a returning employee, L&D Admin checks whether a training record is Valid, expiring soon or Expired before assigning the related course. A Completed enrollment should be matched to the employee and course on the training record. Separately, HR checks the performance cycle, review subject and reviewer before a submitted review moves to release.

• Training expiry review — Review the records and status that require action in this area.
• Active workforce — Open related records that need another owner or decision.

See requisition to hire, worker return and time to pay for connected decisions.