【Curriculum System Development】A retail talent curriculum design project of a multinational retail enterprise

Project Background

Short-term key points:

• The course content of the new director should come from the key work tasks sorted out by the KPI, and the work tasks and learning tasks should correspond. Don't talk about ability without leaving the task.

• The content of mobile learning is not online according to feeling, but rationally determined according to the results of learning strategy.

• Pay attention to the different requirements of different brands for the daily tasks of the counter manager, which will have an impact on the learning content.

Long-term key points:

• The curriculum system of the counter manager is constructed with a methodology based on work tasks.

• The system can clearly distinguish between various types of classroom teaching, online courses, and on-the-job learning content.

• Define competency criteria by combining tasks and competencies

Project Objectives

1. Course package for junior counter managers

2. JD in the position of counter manager was reorganized

3. The key tasks of the cabinet manager are unified and the brand differentiation points

4. Rational planning of online content

5. Education/sales and training related personnel in curriculum design and development capabilities are improved

6. Standardize the template for internal curriculum development management

Project process

• Screen for typical critical tasks

• Identify multi-brand task differences

• Match brands with learning tasks

• Analyze training strategies

• Arrange the order of learning

• Curriculum design and development workshop and development course three-piece set

• Trial lecture, revision

Project Delivery

• Job task list

• JD's precise combing

• Multi-brand and learning task matrix

• Learn the results of the analysis strategy

• Case package

• Course 3-piece delivery