Understanding the Learning Needs Management Model

The Learning Needs Management Model illustrates the training flow tracked in SAP SuccessFactors Learning.

The Learning Management System (LMS) manages the entire learning life cycle, including what users may see and do: (as shown in the figure)

• Search their Library to self-assign learning entities (items, curricula, or programs placed there for self-assignment).
• Self-register into a class or launch online learning modules for self-paced learning.
• View manager or administrator-assigned learning displayed on their Learning Home Page.
• View their Learning History (list of completed history records).
• Submit feedback on evaluations and run reports.

1. Identify Learning Needs
2. Create Items
3. Organize Items into Programs and/or Curricula
4. Assign Learning Needs to Users
5. Add to Learning History

Items are the building blocks of SAP SuccessFactors Learning. They are the smallest assignable units and typically represent all training activities, including online and instructor-led courses, on-the-job training, and task checklists. They may also represent non-training activities such as passing an annual physical, having a valid passport or driver’s license, reading a book, or watching a video from a DVD. Additional activities called External Events may be tracked in the learning history, but we cannot assign them, schedule them, or have them available in the library (unless they are items).

Instructor-Led items may be scheduled as classes, and these classes may be added to the library. The user registers for a class and attends Instructor-Led Training (ILT) or completes an Online Web-Based Training (WBT). The history record for each item is recorded into their learning history.

Any of these learning entities (items, curricula, and programs) may then be assigned to users or made available through the library or libraries to which they have access.

When assigned to users through one of the assignment methods, including self-assignment, individual assignment by managers or administrators, batch assignment, or automated assignment (based on user attributes), items are added to each user’s learning plan. Once an item is completed, a History Record is created and added to the user’s Learning History. Each History Record will display as either successfully completed or as an unsuccessful attempt.

Libraries control which items, curricula, or programs users may self-assign. They may also control which classes users see and self-register into (if permitted). Different user populations may have access to their own library, and users may have access to multiple libraries.

Consider the Security Domain structure a critical part of your company’s security model for administrator access to entities. When an administrator creates a learning entity (such as an item, curriculum, or program), it will be placed in a Security Domain. The only administrators who can view, edit, or assign the entity are those with administrator roles that permit them to access the entities in that security domain.

The Public security domain represents an unsorted and open-access security domain not usually used to store most entities. It is strongly recommended that administrators consider carefully where they place each entity so that it may only be accessed by the appropriate administrators. Security Domains and the security model will be discussed later in this guide.

SAP SuccessFactors Learning helps organizations manage learning programs effectively.

From an administrative perspective, SAP SuccessFactors Learning can manage the processes depicted in the figure above.

SAP SuccessFactors Work Zone provides Human Resource-focused templatized content and easy access to areas within SAP SuccessFactors HCM Suite on the SAP Build Work Zone, advanced edition solution.

In SAP SuccessFactors Work Zone, teams and departments can effectively communicate and engage with employees via customizable and guided experiences that integrate with different products. Employees can also create communities where they can share knowledge and experiences with multimedia and microlearning capabilities, helping to enrich critical programs such as onboarding training and development.