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A continuous Learning Program is designed to drive sustainable results by providing a steady stream of continual learning and reinforcement for specific project execution and management roles.


Learner specific to improve retention and transfer on the job:

Provide a personalized path to each learner ensuring content is relevant for him in his role, tailored to his competency profile and matching the way he likes to learn. 

Optimization of Time and Cost

No one will waste any time or money in training on content that is not highly relevant to them.

Further, enables more predictable costs, by providing a fully realized approach that can be licensed and subscribed over time, for the entire organization. 

Facilitate managers’ coaching role: 

Helps managers identifying what aspects of project execution competencies and techniques need to be coached and developed for each individual.

As key stakeholder in the program, they are providing with useful insights that ease their job, and make the program much more successful.

Blended Learning Experience: A CLP recognizes that people learn in different ways at different times, and provides learning activities in a variety of media, modalities, and methods.

Formal measurement of the program impact 

This program is a performance-metric solution with the objective to meet the organization’s expectations.

By measuring each learning activities, the program is able to establish a chain of evidence from the learning action to the business KPI’s.

These insights helps to develop each participant individually, to drive consistent project execution, and provides leaders a unified view of their talents’ poll.


Capitalizing on the successful experience with its customer mandates, PMGS’ objective is to propose to its client  a generic role-based learning path framework as a starting point. Through a light customization project,  PMGS can elaborate a specific learning path aligned with the organization’s expectations and business drivers. 

Prior to the role-based learning path itself, two (2) steps are required to identify the participants and determine the appropriate path. Theses steps could be described as follows

  • Competency Gap Analysis:This step combines the collection of information concerning the individual, performing the assessment activity and determine its competency Gap. 

  • Sprint Set-up: Based on the competency gap analysis, the individual will be assigned to a certification path and the program will be individualized based on the results

When the “Sprint Set-up” is completed, the participant could start its assigned role-based learning path with the objective to be certified after a fixed number of learning phases. Usually, a such role-based learning path is divided in 2 or 3 phases with the following objectives: 

  • Phase 1 – duration 4-6 months: Offer learning activities targeted at addressing competency gaps. Activities are designed to help the participants’ master the theoretical knowledge and to help them develop their abilities to apply this knowledge using best practices (which is qualified as « know-how »).

  • Phase 2 – duration 4-6 months: Offer participants support and reinforcement activities to promote the application of the best practices within their projects. The primary objective being to ensure that the quality in the participant’s application of the techniques. 

  • Phase 3 – duration 4-6 months: Develop and instil a sharing and continuous competency improvement culture within the group. This phase relies more heavily on the coaching capacity of the management team as well as on the Community of practice to ensure its success. 


This phase lays the groundwork for a well-designed continual learning program. This phase is required to ensure that organization goals and objectives are understood, and that the overall training plan is aligned with organizational roles and competency levels. A program set-up phase would typically include the following activities: 

  • Process Design/Validation:  A Process Map will reflect your typical project process, and enable the definition of aligned steps, with key project activities, verifiable outcomes and milestones defined for each step. The Process Map may include definitions of roles, responsibilities, tools and technology to be employed per step.

  • Role-Based Competency Development Plans:  Recommended competency development plans for specific project roles should be defined with a prescribed learning and reinforcement schedule/timeline. It is important to note that these plans may address as many as 7-10 broad competency areas and span 12-24 months. These should cover both foundation materials as well as advanced topics that are relevant to the audience.

  • Tool Tailoring (if needed): Methodology specific project execution tools can be extremely valuable for both learning and consistent application of new project management techniques. It is important to identify and populate these tools and templates prior to training. The tools provide both a relevant context for training, as well as excellent reference material after training. 


  • Project Managers

  • Programs Managers

  • Tender Managers

  • Project Team Resources

  • Managers of project managers

  • Project Management Offices

  • Executives

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