Learning

A new hire enrolls in a required course. L&D Admin checks the due date and enrollment state, then records completed training with a completion and expiration date. The training record remains linked to the employee and course when the employee changes roles or needs renewal.

• Source record. Courses define category, delivery method, duration, mandatory flag and any certification validity period.
• Decision. An enrollment links the employee and course, records why it was assigned and tracks due date, score and completion.
• Handoff. A training record holds completion, expiry, provider, certificate link and current validity status for the employee.

Agree which courses are required for each role and who records completion when learning takes place outside the app. L&D Admin should identify the course owner and the source of a completion result. Set renewal review dates from the training record’s expiration date. Give Employee access to their training history without granting them changes to the course catalog.

For a required safety course, L&D Admin checks that the course is active and the employee is enrolled with the right due date. When the employee finishes, record the completion date and result on the enrollment. Create or update the linked training record with its expiration date and certificate reference where available. If the completion result is missing, leave the enrollment in progress and ask the learning provider for evidence. Before the record expires, L&D Admin reviews it with the employee and arranges a renewal assignment. A role change may call for a different course; check the new position before assigning it.

Training history is different from an active enrollment. A completed enrollment shows the learning transaction; the training record preserves the dated outcome and expiry. Check the course’s certification validity period before setting a renewal date. When a record is revoked or expired, keep it visible in history rather than treating it as current evidence. L&D Admin can compare enrollments with training records to find completed learning whose durable record still needs attention.

• Learning progress — Track enrollment status, course, employee and due date.
• Employees by department — Check the employee’s current assignment before changing course requirements.

Use performance and learning for the development handoff, then review roles.