Benchmark and develop your capabilities against a variety of skill sets with the LPI's online self-assessment tool for learning and HR professionals.
Complete the LPI Capability Map and receive a free personalised report showing how you compare against industry averagesHow do you compare? Complete the Capability Map now and receive your free report
The full report is free to LPI Members via this link. If you’re not yet a member, join now or email us at firstname.lastname@example.org. Alternatively it can be purchased for £195.00 + VAT, just email email@example.com.
If you’re not yet an LPI member you can view a summary of the initial report now, simply request your free copy via email: firstname.lastname@example.org
The Capability Map looks at 27 different skills across 9 categories. Examples include:
You won’t possess all these skills but you may be part of a team that does possess them collectively. This is what the Capability Map can determine.
The individual assessment areas were developed by leading experts in their respective fields of learning using the latest research, frameworks and real-world experience. These individual areas were normalised for terminology usage and then combined to form the Capability Map.
Martin Cousins from LearnPatch and LPI Fellow, Nigel Paine, talks to one of the Capability Map’s designers, Lesley Price, about the framework and its significance for the L&D profession.
The LPI Capability Map is an important first step towards documenting the complexity and diversity of the role of today's learning professional.
Someone needs to map out the huge domain of the learning specialist and it is wholly appropriate for the LPI to do just that. It is a resource for everyone in that field. Not just for job mapping but to get the sense of breadth and depth expected of all of us.
The LPI Capability Map will be a useful resource for learning professionals who know WHY they need to move into performance consulting (to prove their value and credibility in times of do more with less). The competency framework tells then WHAT they need to do to move forward. So they can plan HOW to get there.
My role is mainly IT learning and as such most of the performance systems I’ve been required to use predominately focus on IT or HR skills and have to be manipulated to be used effectively. The LPI capability map is different. The skill definitions and roles are learning focused and extend beyond just training or developing by taking into consideration the additional skills a learning professional requires today. It is easily aligned to both my own role and my team roles and is accessible from the mobile device making it quick and easy to complete. The resulting form provides an ‘at a glance look’ at where you are now and where you can further develop. I really like it. Well done LPI for giving us something practical and up to date and free!
The world of learning is changing at a rapid rate. No longer is it sufficient for learning professionals simply to be great designers, developers and delivers of content. This capability map provides a new framework to help them meet the increasingly diverse demands of the profession.
I like the LPI Capability Map because it will grow and develop over time as people contribute to it. In an industry that moves and innovates as fast as ours this is vital.
I think that the LPI Capability Map is a very useful foundation to benchmarking competencies within the learning/L&D arena. From a recruitment perspective I believe it will help Blue Eskimo more effectively gauge candidate skills in the real world and align these to relevant job opportunities that we are recruiting for.
I see the map as a great way to identify the skills gaps and/or strengths of any learning department by mapping internal capacity and expertise against a general capability framework.
The institute’s capability map represents a significant step forward in creating a universal model of learning and development professionals and their role. With a focus on what is relevant for today’s world, and also for tomorrows, the level of future-proofing really sets it apart from other frameworks.
The LPI Capability Map represents a real development for the learning industry by daring to clearly define what today’s learning and performance professional does, blowing away the outdated stereotype of us simply providing “training” in a classroom. Now, for the first time other business professionals can gain an understanding of our role and profession, its depth, complexities and the value that we can add to an organisation far beyond the delivery of a traditional “course”. Workplace learning has changed beyond recognition – and the map shows how our industry is leading that change, adapting our roles, skills and activities to professionally meet the 21st Century requirements of the wired-workforce.
Having a sound Learning Capability map will allow organisations to drive consistency in learning and segment the many roles in learning to provide focus and opportunities for career growth either from within the learning function or as a secondment for leaders looking to expand their knowledge in this area.
As we move into a new era of workplace learning, learning professionals will need a range of new competencies and skills. The LPI Capability Map will therefore provide a useful framework to help those in the profession understand what is required to become a competent practitioner.
The starting point I refer all L&D people to is the LPI Capability Map. It’s proved to be the best tool that I know of at present to direct L&D people to a list of the core skills that reflect what L&D looks like now.
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