As BCD Travel Human Resources implemented a robust set of competencies, the Performance Solutions, Learning Department moved quickly to align their existing Operations Management Certification Program to consist of coursework, evaluation and supporting material that was in alignment with Operational competencies and with a global audience in mind.
Expansion was made from a “single program” to a 3 year development path, with the years 2 and 3 focusing on further enhancing competency development. Additional focus on making the successful transition to management (promotions within) and/or to BCD travel (external hires) was put into year one as well.
The BCD travel Operations Management Certification Program was a successful, well established workforce certification program available in both Supervisor and Managerial tracks. As BCD Travel Human Resources implemented a robust set of competencies, the Performance Solutions, Learning Department moved quickly to align their existing Operations Management Certification Program to consist of coursework, evaluation and supporting material that was in alignment with Operational competencies and with a global audience in mind.
Expansion was made from a “single program” to a 3 year development path, with the years 2 and 3 focusing on further enhancing competency development. Additional focus on making the successful transition to management (promotions within) and/or to BCD travel (external hires) was put into year one as well.
The PS Learning department then strategically branded the rollout of these changes as “Operations Management Certification Program 2.0.” The program was rolled out with a grace period of 6 months – allowing those in the middle of the certification to complete the prior requirements. A communication plan was created and rolled out along with this implementation. The result was a record number of certification completions and the successful transition to a Certification program that is in full alignment with Operational Competencies.
The key to the success of the project lies in the initial setup of the Project Charter, execution of project and communication plan, close collaboration with LMS administrator, and a robust library of existing competency- labeled coursework. The Project Charter was created with a multi-regional audience in mind (catering to both North America and all of Latin America) and the rollout plan includes plans for cultural editing, translation and rollout in Latin American countries over 2017. The project group created a communication plan that notified stakeholders throughout the process and took advantage of the opportunity to present at additional venues, such as workgroups or large meetings, to make sure that the message was communicated. The project group met regularly with the LMS administrator to clearly lay out a plan for coursework changes and how to program them in the LMS. A robust library of competency –labeled coursework allowed the project team to easily find existing material when additional coursework was needed.