EMEA L_D Process Toolkit v1_0

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1OfficialSponsorofUEFA EURO 2012TM
11-Nov-16
Academy Toolkit
Version 1.0
07 November 2011
R3
Click here first!

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The Academy Toolkit provides a recap of the organisation, process, roles and responsibilities, services and tools
of the Canon Academy. It is prepared with you as a key user in mind in order to provide you with essential
information and guidance for carrying out common L&D activities. It depicts the As Is status of the academy and
it can be used as:
• A basis for change and transformation projects
• An on boarding tool to get you up to speed with academy related roles
• A Reference to find processes, documents and templates to help you carry out the common tasks
associated with any academy role.
The toolkit consist of two sections:
• The Academy section, where you will find key information on the academy organisation, roles, important
dates and curricula.
• The L&D Process section providing:
• An overview of the process
• roles and responsibilities involved in every step of the process
• Key inputs and outputs for every step
• High level flowcharts
• Documents and forms you will need in every process step.
We hope you will find the content informative and helpful in running academy activities and we welcome your
feedback for improving it.
About this toolkit…
Click here for
instructions!

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L&DProcess sectionbuttons
Youcan navigatewithin the processstepsby clicking anyof the buttonsbelow
Click thisicon to display theobjectiveof thisstep
Click thisicon to displaytherolesandmain responsibilitiesin the
specificstep
Click thehelpicon to displaykey inputsand outputsof thecurrent step
Click thisicon to seethe flowchartsof the selectedstep
Click thisicon to get linksto everydocumentorapplicationusedin the
currentstep
AcademySectionbuttons
Click thisicon to display theAcademyorganisation
Click thisicon to displaytheacademyroles
Click thehelpicon to displaykey Academyevents
Click thisicon to seethe academycurricula
Click thisicon to navigateto theAcademy Section
Click thisiconto navigateto theL&D processSection
Click thehelpicon to displaythis page
Click thetoolsicon to displaytheSharePointsection
How to use this toolkit…
This PowerPoint showis structuredasaninteractivepresentation.You canuse theiconsexplained below tonavigatetoanysection,orskip thoughit
sequentiallyasanyPowerPointusingthePrevious,Next keys.

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4
Academy Vision: Aligned to Strategy and Business
- 4 -
Back to basics
Act with Speed
Keep it simple
Add Value
• Support all Canon Business Units and functions and
contribute to theprocess ofcontinuous improvement
• Directly link L&D towards business objectives:
• Changing theperception toconsultative business
solutions
• KeyAccount Management focus
• Improveperformance in Focus Markets
• Speedup transferof knowledge and information
throughout channels
• Beas efficient and effectiveas possible, supporting
BUs, functions, Partners and customers in a uniform
manner,offering cost effectiveand tailored L&D
programs
Vision “One Canon Academy”
To create one strong effective and efficient L&D organisation to become
world-class and united as one Canon organisation; whilst maintaining
momentum
Vision “One Canon”
•Createoneorganisation working in harmony between
HQ and NSOs”
•“Reduce bureaucracy and allow forquick decision
making”
•“Focus on sales growth”
•“Createcollective responsibility for growth”
Senior Management

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Academy Organisation
EMEA HR
CHIEF
Academy
Director
Training Manager
Product Sales
Trainers
HR Director
NSO L&D BPs
Virtual Training Team
Technical trainers
(tbd)
Virtual Technical Training
Team
EMEA L&D Consultant
Leadership & Management
EMEA L&D Coordinators
EMEA L&D Consultant
Marketing
EMEA L&D Consultant
Sales
EMEA L&D Consultant
Generic Skills & Services
EMEA L&D Consultant
Products
EMEA L&D Consultant
Functions
Central L & D Centre of Excellence
NSO L&D
Coordinators
Local L & D
EMEA L&D Consultants
One Service Programme
EMEA L&D Consultant
LMS Programme

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Annual Learning Budget
Organization & PeoplePlanning
JobFamilies– Competencies
Academy Services
Academy Governance & Process
PerformanceManagement
PersonalDevelopmentPlans
Partner&Dealer
Accreditation
BusinessUnitCurricula
Management&
LeadershipPrograms
BusinessPartnership
LearningProgramsDelivery&
Management
VendorManagement
E-learningSystem:
MyLearningZone

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Academy Curricula
The Canon Academy curricula structure serves different purposes:
1. It is a business tool to provide strategic directions to the learning offerings
2. It is a management tool to easily supervise the different development phases of the employees (linked to performance
management)
3. It is a learner tool to meaningfully prioritise the courses on offer at different stages of their development according to the
business priorities

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Academy Annual PlanningLocalLevel:
L&DBPs
CentralLevel:
L&D
Consultants
JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC
Implement Q1-2 Delivery
• Available Courses
on new curricula
• Prioritize with local
stakeholders local
demand
SharePoint:
• EMEA Training
Calendar
• EMEA Training
Report
Manage Q1-2 Delivery
Update Q3-4 curricula
Design
Q1
Plan Q1-2 Delivery
Revision of
curricula
Plan Q3-4 Delivery
Gather &
feed local
needs based
on O&P
Identify new
Needs
Validate
Reqs
Implement Q3-4 Delivery
Validate
local
needs
O&P input
Budget
Delivery
Reports
New Learning
Interventions
Revised
Curricula
Mid & end
Year Report
Demand
Planning
Manage Q2-3 Delivery
Update Q1-3 Curricula

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L&D Roles
Consultant Coordinator TrainerAcademy
Director
E-Learning
Champion
Vendor/
Training Manager
Business
Partner
Business Roles
Committee Business Sponsor Curricula Owner Course Owner Line Manager Employee
Academy & Business Role interactions – Academy Director
The Academy Director is
the overall responsible for
the Academy thus learning
delivery in Canon. Primary
responsibility is ensuring
learning is aligned to
business objectives by
ensuring the right
resources and learning
programs are in place.
Liaises with senior
management and
supervises all Academy
personnel.
Click each role
to see a
description and
interaction with
other roles.

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L&D Roles
Director
E-Learning
Champion
Vendor/
Training Manager
Business
Partner
Business Roles
Academy & Business Role interactions – L&D Consultant
Click each role
to see a
description and
interaction with
other roles.
The L&D Consultant is
responsible for analyzing
business requirements,
translate those to learning
needs , design/develop or
purchase the required
learning solutions, ensure
solution is delivered to the
right audience and
evaluate the results of
delivery.

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Academy & Business Role interactions – L&D Coordinator
Click each role
to see a
description and
interaction with
other roles.
L&D Roles
Director
E-Learning
Champion
Vendor/
Training Manager
Business
Partner
Business Roles
The L&D Coordinator is
responsible for scheduling
classes, inviting
participants, liaising with
vendor and trainers to
ensure on time delivery,
logistics and equipment,
and collecting L1
evaluation forms.

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Academy & Business Role interactions – L&D Business Partner
Click each role
to see a
description and
interaction with
other roles.
L&D Roles
Director
E-Learning
Champion
Vendor/
Training Manager
Business
Partner
Business Roles
The L&D Business Partner
manages the full
implementation of the
L&D curriculum,
competencies, training
programs working closely
with the central L & D
Consultants. Promotes &D
effectively across NSOs.
Responsible for local
delivery of generic
behavioral training across
all functions. Coach
managers in the complete
overview to support
performance management
and employee
development.

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Academy & Business Role interactions-Vendor/Training Manager
Click each role
to see a
description and
interaction with
other roles.
L&D Roles
Director
E-Learning
Champion
Vendor/
Training Manager
Business
Partner
Business Roles
The Vendor or Academy
Training Manager is
responsible providing the
right learning content as
described in the Vendor
Learning Brief, ensuring
trainers are qualified and
for delivering the training
course and are they
available the scheduled
dates. Works closely with
central L&D Consultants to
provide the right training
content. Provides session
evaluation results.

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Academy & Business Role interactions – Trainer
Click each role
to see a
description and
interaction with
other roles.
L&D Roles
Director
E-Learning
Champion
Vendor/
Training Manager
Business
Partner
Business Roles
The Trainer is responsible
for delivering the training
event to the participants
with quality and in the
scheduled time. Works
closely with consultant (if
internal trainer) to ensure
content is meeting the
needs of the target
audience.

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Academy & Business Role interactions – e-Learning Champion
Click each role
to see a
description and
interaction with
other roles.
L&D Roles
Director
E-Learning
Champion
Vendor/
Training Manager
Business
Partner
Business Roles
The e-Learning Champion
promotes e-learning to
the business and is the
main contact point for any
queries raised between
employees and MLZ.
Promotes and pushes
mandatory e-learning
courses to employees,
supports employees in
using MLZ, maintains user
accounts, resolves MLZ
access issues. Checks and
distributes monthly Senior
Management Overview
figures sent by MLZ.

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Academy & Business Role interactions – Steering Committee
Click each role
to see a
description and
interaction with
other roles.
L&D Roles
Director
E-Learning
Champion
Vendor/
Training Manager
Business
Partner
Business Roles
The Steering Committee
drives the Academy
ensuring learning is
aligned to business
objectives.
• Provides Input into the
design and build of
Academy
• Ambassadors of
Academy
• Decide on design of
curricula & subsequent
changes to curricula
• Feedback on courses in
the countries and
suggest improvements

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Academy & Business Role interactions – Business Sponsor
Click each role
to see a
description and
interaction with
other roles.
L&D Roles
Director
E-Learning
Champion
Vendor/
Training Manager
Business
Partner
Business Roles
The Business Owner acts
as representative between
L&D and business function
community to guarantee
an effective delivery of
learning activities.
Ensures alignment of L& D
activities with business
unit goals; Monitors (with
L&D team) development,
planning and evaluation of
learning ;
Follows-up on learning
evaluation regarding:
employees' satisfaction,
learning effectiveness and
business impact; Ensures
efficient allocation of
budget

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Academy & Business Role interactions – Curricula Owner
Click each role
to see a
description and
interaction with
other roles.
L&D Roles
Director
E-Learning
Champion
Vendor/
Training Manager
Business
Partner
Business Roles
The Curricula Owner
oversees the total set of
learning interventions in
the curriculum and makes
sure that learning is linked
to each other and to the
organisational
development needs.
• Tracks satisfaction of
participants/
stakeholders feedback
• Suggest changes in
curriculum to steering
committee

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Academy & Business Role interactions – Course Owner
Click each role
to see a
description and
interaction with
other roles.
L&D Roles
Director
E-Learning
Champion
Vendor/
Training Manager
Business
Partner
Business Roles
The Course Owner is
specialist in the
subject/training and
makes sure that Canon-
specific information is
used in the training by the
training supplier
Co-designs the training
with suppliers and makes
sure the content meets
the requirements of the
Canon organisation
Translates training needs
to training content
Co-decides on target
group and on training
content

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Academy & Business Role interactions – Line Manager
Click each role
to see a
description and
interaction with
other roles.
L&D Roles
Director
E-Learning
Champion
Vendor/
Training Manager
Business
Partner
Business Roles
The Line Manager is
responsible for ensuring
his/her employees are
have a development plan
and learning is delivered
according business and
personal development
priorities. Liaises with
L&D/HR BPs and aligns
employee needs with
learning delivery. Collects
employee feedback on
delivered learning and
recommends
amendments to L&D BP.
Coaches and supports
employees in applying
acquired knowledge on
the job .

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Academy & Business Role interactions – Employee/Learner
The Employee/Learner is
responsible his/her own
development with the
support and mentoring of
the line manager.
S/he ensures that
his/personal development
plan meets business and
personal development
priorities aligned to
business goals.
Actively participates in
learning interventions,
assessments, post and pre
work. Provides
constructive feedback on
completed learning
activities and applies
newly acquired knowledge
on the job.
Click each role
to see a
description and
interaction with
other roles.
L&D Roles
Director
E-Learning
Champion
Vendor/
Training Manager
Business
Partner
Business Roles

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Academy Glossary
Term Definition
Catalog The full set of learning and development activities offered to a certain target group.
Category
In the catalog items can be grouped on a certain structure. The categories should help end users to quickly find what they
are looking for
Curriculum
A combination of activities from a content point of view
A curriculum includes a number of activities that logically belong to each other.
Activity/Intervention Examples are a classroom course, an on-line course, a document, a virtual session, an informal session etc.
Class The class specifies the dates and the location for activities that are delivered to a group of people.
Session
When a class is delivered in blocks it can be useful to specify sessions. Each session specifies the date, time and location of
that particular session.
Training
Organized activity aimed at imparting information and/or instructions to improve the recipient's performance or to help
him or her attain a required level of knowledge or skill.
Learning
the continuous cognitive process process of acquiring skill or knowledge which results in Measurable and relatively
permanent change in behavior through experience, instruction, or study
ILT Instructor Led Training
Learning Objects
an entity which states the objectives, outcomes, learning methods for acquiring knowledge or competence for a specific
subject matter
MLZ My Learning Zone: Canon bespoke e-learning system

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Needs analysis Solution Design EvaluationRoll Out
Click here for
instructions!

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The objective of this stage is to analyse the business needs or changes and define a solution that meets those
needs. The key factor in this phase is assessing the type and cause of the learning need. The analysis should
identify the gaps between the As Is and to be situation and then developing learning requirements that close
those gaps. The results of the analysis stage are the starting point for learning solution design and roll out
stages.
Needs Analysis – Objective

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Needs Analysis – Roles – L&D Consultant
The L&D Consultant needs to determine if there is a Learning & Development need. If a
need is identified then the following areas of information need to be covered:
• Identification of key stakeholders and target audience
• Target audience (profile, size and location)
• Success criteria for L&D
• Expected business outcome

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The Curriculum Owner:
• Reviews the curricula with the consultant, identifies new requirements and
recommends updates
• Oversees the total set of learning interventions in the curriculum and makes sure that
they are linked to each other and to the organisational development needs
• Tracks satisfaction of participants/ stakeholders feedback
• Suggest changes in curriculum to steering committee
Needs Analysis – Roles – Curriculum Owner

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The Course Owner (SME):
• Is specialist in subject/training and makes sure that Canon-specific information is used in
the training by the training vendor
• Co-designs the learning intervention with vendors or internal trainers and makes sure the
content meets the requirements of the Canon organisation
• Translates learning needs to training content
• Co-decides on target group and on learning content
Needs Analysis – Roles – Course Owner

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The Business Owner's role is to:
• Ensure alignment of Learning & Development activities with business goals;
• Steer learning and development activities according to function priorities;
• Analyse together with L&D team learning needs and specific requirements
• Follow-up on learning evaluation regarding: employees' satisfaction, learning effectiveness
and business impact;
• Supervise that Learning & Development budget within function is efficiently allocated.
Time required :
1 hour monthly together with the Academy Director L&D Consultant (If needed L&D or HR BP
can also join)
Needs Analysis - Roles - Business Owner

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The role of the Steering Committee is to :
• Ensure curricula and priorities support the MTP
• Approves yearly updates on the curricula every October
• Ambassadors of Academy
• Decide on design of curricula & subsequent changes to curricula proposed by curricula
owners
• Feedback on courses in the countries and suggest improvements
Needs Analysis - Roles – Curricula Steering Committee

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Needs Analysis - Roles – L&D Business Partner
The L&D BP:
• Partners with business stakeholders across all functions to ensure local learning &
development requirements are identified, analysed and addressed.
• Works with the central L&D Consultants team to fulfill training requirements in line with
European strategy.

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Needs Analysis – Key in & Out
Key Inputs
1. Meetings with Stakeholders
2. Approved annual budget
3. Approved O&P plan and local
requirements
4. MTP plan of Business Units
5. Project Information Document (if
new initiative)
6. Headcount report
Key Outputs(deliverables)
1. Learning Needs Analysis Document
2. LNA Report Document
3. Revised Annual Curricula
4. L&D Investments Request & annual
budget
5. Monty Status Report & KPIs

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Needs Analysis – Flowcharts- Review Annual Curricula
NewInitiativeAmendExisting
ReviewAnnual
Curricula

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Needs Analysis – Flowcharts-New Learning Initiative/need
ReviewAnnual
Curricula

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Needs Analysis – Flowcharts-Amend Existing Course
ReviewAnnual
Curricula

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Monthly Report Template
Curricula Template
LNA Template
LNA Report Template
Academy Course Tracker
Course Descriptions Library
L&D Investment Request
Academy Best Practices Library
Needs Analysis- Templates and Applications
Consultant Forecast Tracker

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Solution Design - Objective
The objective of this stage is to create conceptual and detailed design of a learning solution. This involves
defining the high level strategy of the solution, based on the skill gaps and requirements identified in the
Needs Analysis stage, and then developing detailed outlines for the proposed courses in preparation of
building them. The next step is to develop the courses using preferred vendors or internal resources.
In case of application or system projects it may involve forming a development team to create course
templates, gather content, pilot the courses and produce training materials.

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In this stage the L&D Consultant:
• Updates existing courses and produces learning requirements and high level design for new
learning solutions
• Liaise with existing vendors to update existing courses and/or identifies new vendors for
developing new or updating existing learning solutions
• Compiles and updates the new curricula and request extra training budget if needed
• Designs the learning solutions together with SMEs/course owners, vendors and internal
resources/trainers
Solution Design – Roles – L&D Consultant

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The Course Owner (SME):
• Is specialist in subject/training and makes sure that Canon-specific information is used in
the training by the training vendor
• Co-designs the training with vendors and internal trainers and makes sure the content
meets the requirements of the Canon organisation
• Translates learning needs to learning content
• Co-decides on target group and on training content
• Review existing courses together with the consultant to identify new requirements and
• Recommends updates or new content for the courses s/he is owner
Solution Design – Roles – Course Owner(SME)

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The L&D Coordinator :
• Is responsible for coordinating the pilot courses liaising that includes:
• Working closely with the consultant to validate training requirements, dates and
proper target audience
• Raising the Requisition via iProcurement based on the Quotation provided by the
consultant for the pilot course
• liaising with the vendor to ensure Canon training guidelines and requirements are
understood and followed, training dates, venues and equipment is booked
• Liaises with internal trainers to coordinate internal delivery
• Maintains and ensures the training portfolio is up to date with the proper employees for the
required training
• Ensures employee training history is up to date
Solution Design – Roles – L&D Coordinator

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In this stage procurement :
• Ensures that all vendors have an NDA (Non Disclosure Agreement) in place before engaging
in any training activity within Canon
• Launches RFI and RFP tenders if required and manages vendors
• Negotiates agreements renewal of existing agreement with Vendors if expired
• Negotiates agreements and contracting with new vendors identified by the L&D consultant
• Sends all required Purchased Orders to vendors based on Requisitions raised by the Training
Coordinator
Solution Design – Roles – Procurement

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In this stage the Vendor:
• Provides a proposal with learning design and cost based on learning needs and Vendor Brief
provided by the consultant
• Designs and develops the courseware ( classroom or e-learning)
• Sends a quotation for the specific pilot course following the contract
• Delivers the pilot course following Canon guidelines and requirements provided by the
consultant and coordinator
Solution Design – Roles – Vendor/Internal trainer

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Solution Design - Key in & Out
Key Inputs
1. LNA document
2. Interview with Course owner/SME
3. Approved investment request and
or annual budget
4. Project Information Document (if
new initiative)
5. Preferred vendors list
1. Training Plan
2. Vendor (if new)
3. RFP(if going to tender), NDA,
Contract
4. Course(s) Design(s)
5. Course Overview
6. Training materials
7. Course Package (on line course)

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Solution Design – Flowchart-Overview
OverviewIdentify
Vendor
Pilot Course
Coordination

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Solution Design – Flowchart-Identify Vendor
OverviewIdentify
Vendor

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E-learning Process Guide
Canon e-learning standards
Course Overview Template (Learning Description)
RFP Template
Vendor Brief & NDA Templates
Training Design Template
Training Plan Template
Solution Design - Templates & Applications

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Roll Out - Objective
The objective of this stage is to deploy and evaluate (L1) the learning solution . It involves creating a Roll Out
schedule based on the training plan (created in Needs Analysis stage) and courseware designed/developed in
the Solution Design phase. Actually delivering the solution to the target audience and then reviewing the
results based on the feedback provided by participants (L1 forms) and trainers against the learning
requirements formulated in the LNA.

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In this stage the L&D Consultant:
• Creates a detailed Roll Out Schedule based on the curricula, other ad hoc priorities as signed
off in the Needs Analysis – Review Annual Curricula stage and the approved annual budget.
This is then handed over to the L&D Coordinator and the local L&D BP for coordinating the
training sessions.
• Ensures all required Quotations are received from the vendors and handed to the L&D
Coordinator for raising the required Requisitions.
• Works closely with the L&D coordinator and L&D BP to ensure training sessions are
delivered on time, in budget and within learning requirements
• Collects and maintains issues relating to delivery, content and escalates to Academy
Director and/or Business Owner when necessary
• Works closely with the vendor to ensure training sessions are delivered based on the agreed
learning requirements, content and fitted to the target audience.
• Reports progress and issues to Steering Committee
Roll Out – Roles - L&D Consultant

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The line manager is :
• Ensures all PDPs are delivered in time to the L&D BP
• Prioritizes and nominates employees to attend training sessions based on Personal
Development plans and curricula priorities
• Reviews and understands course objectives and content and ensures match with nominees
• Participates in calls with trainers to ensure training objectives match his/her employees
• If required Approves or rejects training requests from employees and provides business
case for approval or rejection.
• Coaches and supports employees in applying newly acquired knowledge on the job
Roll Out – Roles - Line Manager

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The L&D coordinator is the overall responsible for learning delivery. In short:
• Schedules sessions based on the Roll Out schedule provided by the L&D consultant
• Ensures classes are filled with the proper number of participants based on maximum class
sizes
• Ensure the proper venues are booked in proper layout and required equipment is in place
the date of delivery
• Ensures attendance is recorded and L1 feedback forms are collected and stored
• Raises the Requisition via iProcurement based on the Quotations provided by the consultant
liaising with the vendor to ensure Canon training guidelines and requirements are
understood and followed
• Liaises with internal trainers to coordinate internal delivery
• Maintains and ensures the training portfolio is up to date with the proper employees for the
required training
• Ensures employee training history is up to date
Roll Out – Roles – L&D Coordinator

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The L&D Business Partner:
• Has the overview of all curricula status and implementation in the country
• Reports to local business and central consultants on local implementation progress
• Communicates and guides the business in developing people and selecting the right learning
interventions
• Implements the available programmes into the country
• Aligns with local line managers and manages the selection of candidates for training events
Roll Out – Roles-L&D BP

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The e-learning champion:
• Ensures target users have active accounts in the MLZ ensure they are up to date
• Communicate to users, MLZ and L&D Consultants
• Guides users to find courses in ‘My courses’ and in Course catalogue/ deal with queries
• Open courses for access for user groups and users
• Requests and checks distribution of completion reports
• Send reminder emails to users to complete courses
• Adds new users to MLZ – create/alter profiles and nominates users to courses
Roll Out – Roles - e-learning Champion

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– Fourth level
» Fifth level
At this stage Procurement is :
• Raising the Purchase Order based on the quotation and requisition request of the
coordinator
• Sends the PO to the vendor
• Ensures payment of invoices after delivery
Roll Out – Roles - Procurement

– Second level
• Third level
– Fourth level
» Fifth level
The Vendor:
• Provides delivery dates based on trainer availability and Canon requirements
• Ensures trainers are up to date with course contents and understand target audience needs
and expectations
• Requests necessary equipment and facilities in time and within Canon Guidelines
• Ensures the trainer aligns the course objectives with line managers before the session,
Roll Out – Roles – Vendor/Internal Trainer

– Second level
• Third level
– Fourth level
» Fifth level
Roll Out - Key In & Out
Key Inputs
1. Roll Out Schedule
2. Training Portfolio
3. Participants lists
4. Course Descriptions
1. Delivered courses
2. Updated Training history
3. L1 Feedback forms
4. Session Evaluation Results
5. Course completion reports (MLZ)
6. Closed iProcurement (POs, Invoices)

– Second level
• Third level
– Fourth level
» Fifth level
Roll Out – Flowchart- Training Coordination- Planning
Coordination
Planning
Coordination-
Delivery
OnLineCourse
Click here to
enlarge the
flow chart!

– Second level
• Third level
– Fourth level
» Fifth level
Roll Out – Flowchart- Training Coordination - Delivery
Coordination
Planning
Coordination-
Delivery
OnLineCourse

– Second level
• Third level
– Fourth level
» Fifth level
Roll Out – Flowchart- On Line Course
Coordination
Planning
Coordination-
Delivery
OnLineCourse
Send
Reminders

– Second level
• Third level
– Fourth level
» Fifth level
Roll Out – Flowchart - Zoom

– Second level
• Third level
– Fourth level
» Fifth level
Roll Out - Templates & Applications
Session Validation Chart & Summary Master
Canon Training Certificate Template
L1 Participant Feedback Form
Attendance Sheet (Attendee list)
PO Invoice Process
Course Descriptions (SharePoint)
Quotation Template
Budget Tracker
Training Portfolio Template (Participants List, Tracking)
Pre Course Documentation (Logistics Checklist, etc)
Academy Delivery Tracker (SharePoint)

– Second level
• Third level
– Fourth level
» Fifth level
Evaluation - Objective
At this stage the Solution is reviewed and evaluated to determine whether it meets the stakeholder/business
requirements. This is done based on the L1 Feedback forms, discussions with the trainers, feedback from line
managers and the outcome may lead to further needs analysis.

– Second level
• Third level
– Fourth level
» Fifth level
The L&D Consultant:
• Reviews L1 Feedback forms , Session validation charts
• Conducts interviews with stakeholders, and line managers to collect feedback
• Conducts surveys with target audiences if required to collect further feedback
• Reviews results together with course owner and recommends improvement and
amendment actions
• Analyses results and creates Course Evaluation Report when needed
• Communicates amendments to Vendor/internal trainers
Evaluation – Roles – L&D Consultant

– Second level
• Third level
– Fourth level
» Fifth level
The Course Owner:
• Reviews the L1 Feedback form, Session Summary results and assesses if the course has met
the needs of the audience.
• Reviews evaluation results together with the L&D Consultant and recommends
amendments if required.
Evaluation – Roles – Course Owner

– Second level
• Third level
– Fourth level
» Fifth level
The L&D Business Partner:
• Collects local feedback from course participants, line managers and stakeholders
• Reviews evaluation results and report issues and recommended improvements to L&D
Consultant
Evaluation – Roles-L&D BP

– Second level
• Third level
– Fourth level
» Fifth level
In this stage the Line Manager:
• Collects feedback from his/her direct reports who have participated in classes
• Reviews the evaluation results with L&D BP and suggests improvement areas that will match
the needs of his/her employees
Evaluation – Roles-Line Manager

– Second level
• Third level
– Fourth level
» Fifth level
• Reviews the evaluation results with L&D consultant and explore improvement areas
• Revises the course as needed based on L&D consultant recommendations
• Ensures trainers are aware of the results and revise course content and learning experience
as required
Evaluation – Roles - Vendor

– Second level
• Third level
– Fourth level
» Fifth level
Evaluation – Key In & Out
Key Inputs
1. Course Description
2. L1 Feedback forms
3. Session Summary Evaluation
Results
4. Meeting with Course Owner
1. Course Amendments
2. Lesson Learned

– Second level
• Third level
– Fourth level
» Fifth level
Evaluation - Flowchart

– Second level
• Third level
– Fourth level
» Fifth level
Evaluation – Templates & Applications
Course Overview Template (Learning Description)
Course Evaluation Forms (SharePoint)
Course Evaluation Report Template

– Second level
• Third level
– Fourth level
» Fifth level
The L&D SharePoint environment is a powerful, integrated and secure Intranet workplace that allows multiple
users to communicate, collaborate, manage documents, capture tasks, schedule events, achieve consensus and
solve problems in a central location.
The goal of the L&D Collaboration site is to provide:
•A SPOE(Single Point of Entry) for the whole L&D community to find information related to the Academy and
its services
•An enabler to standardize our way of working
•A common are to document L&D Process aligned central to local.
•A tool to increase L&D efficiency & effectiveness
•A tool to establish reporting and metrics
Click here to visit the L&D SharePoint site and explore the different features or
L&D Collaboration SharePoint Site
Click on the dotted boxes to
get an overview of some of
the site features .

– Second level
• Third level
– Fourth level
» Fifth level
L&D Collaboration SharePoint Site – Home Page
Announcements inform
you on the latest
content available on
the site
Click here for a quick
start guide on using
SharePoint
The Team calendar
displays central events
scheduled per month in
different view and it can
be synched with MS
Outlook.
Click here to remove this
pop up.

– Second level
• Third level
– Fourth level
» Fifth level
L&D Collaboration SharePoint Site – Job Families
This list provides full details and tracking of all Canon job families together with their assigned
competencies.
The list can be filtered using the column headings or via the view menu.
You can also search for a jog family by using keywords.
You can click on a Job family
title to display the details page.
Then click on Close to return to
the list view.
You can click on a competency
title to display the competency
description details.
Then click on Close to return to
the list view.

– Second level
• Third level
– Fourth level
» Fifth level
L&D Collaboration SharePoint Site – Classroom Courses
Click the view menu to
select a different view of
the list.
Click the arrow next to
the page number to
display the next or
previous 25 courses.
Type a course keyword such as
problem solving and click
search to display a list of
related courses.
Click on any blue item to
display details. For
example click on the title
“Cultural Awareness”
now.
This list provides full details and tracking of all courses available via the academy library contains the Course
Descriptions of all courses offered via the academy.
The list can be filtered using the column headings or via the view menu.
You can also search for a course by using keywords.

– Second level
• Third level
– Fourth level
» Fifth level
L&D Collaboration SharePoint Site – Learning Descriptions Document Library
To edit a document :
1. Hover your mouse over the document
title
2. Click the down arrow to display the
actions
3. Clicking checkout the document is not
available for editing by other users.
4. Click edit in MS Word and make your
changes
5. When finish check in the documents so
other users can view and or edit according
their permissions.
This document library contains the Course Descriptions of all courses offered via the academy.
The documents can be viewed/edited or deleted by users with such permissions.
You can see the status of a document in the Status column (Draft of Final). Final status means the document
can be distributed to other users or uploaded to the intranet site.

– Second level
• Third level
– Fourth level
» Fifth level
74OfficialSponsorofUEFA EURO 2012TM
11-Nov-16
The End..

EMEA L_D Process Toolkit v1_0

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