4 videos in this course
The brief
When automation takes over part of a job, people either panic or wait. This course had to show employees how to spot the signal early and move into a new role at the same company, with a method simple enough to start the same week.
We've produced a similar course for a client using this same process. SkillSpring Academy is our own concept version, rebuilt from scratch to show how we work.
What learners can do after
- Recognize the early signs that their role is changing
- Tell reskilling from upskilling, and say which a situation calls for
- Map a target role against their own strengths to find a short skills gap
- Build a learning plan with set times and support that survives busy weeks
- Prove new skills through real work before asking for the move
The framework
Read the signal, then three moves. Each video takes one step, and the same story runs through all four.
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1
Map
Pick a clear target role and find a short skills gap.
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2
Bridge
Build a learning plan with set times and real support; shrink it, don't drop it.
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3
Prove
Show the new skill through real work before asking for the move.
How the course was designed
Who it is for, what each objective is taught by and tested with, and the decisions behind it.
Employees whose work is being automated or restructured, at any level.
At their desk or at home, one video a week, often after a hard announcement.
Their current job, deeply. Not how internal moves actually happen.
Stop waiting. Choose a target role and start a short, scheduled plan this week.
Every objective has a scene and a question.
Pick one to see where it is taught and how it is tested.
Design note. Three questions after Video 4 cover all five objectives, so recall is tested late. A client build with a longer schedule would add one check at the end of each video.
Four design decisions
What we chose, and why. Timestamps point to where each one shows up.
- V1 0:06
One story across four videos.
Marco's move from support lead to workforce planning runs from the first ticket drop to his first day on the new team, so each move is seen in a real life.
- V1 1:13
Name the two kinds of growth.
"Two ways to grow" puts upskilling and reskilling side by side as ladders, because people pick the wrong one when a role shrinks.
- V3 1:18
Plan for the bad week.
Ski season hits, Marco falls behind, and the course shows him shrinking the plan to one hour a week instead of quitting.
- All
Method separate from story.
A client can swap in their own company, roles and programs without touching the teaching.
From HR policy to something employees can act on this week.
Rewrite rules: HR terms become everyday actions; "IDP" becomes "your map"; each policy clause becomes one thing to do this week.
An IDP must specify a target role from the internal job architecture, a competency gap analysis…
Before you learn anything, decide where you're going. Then compare it honestly with where you are now.
…development activities with completion dates…
A plan that works answers four questions: what you'll learn, where, when exactly, and who will help.
Eligible employees may access the learning budget, protected study time and the mentoring programme…
Ask what your company already offers. You don't have to build a bridge alone.
Applications for internal vacancies are assessed on demonstrated capability against the role profile.
A new skill only counts when other people can see it. Put it to work before you have the title.
Read the full source passage
Career Mobility Framework, section 3. Employees whose roles are affected by automation are encouraged to pursue internal mobility. Eligible employees may access the learning budget, protected study time and the mentoring programme upon submission of an Individual Development Plan (IDP) approved by their line manager. An IDP must specify a target role from the internal job architecture, a competency gap analysis, development activities with completion dates, and evidence of capability. Applications for internal vacancies are assessed on demonstrated capability against the role profile.
Sample source text written by ADC for this concept course. SkillSpring is ADC's own concept brand.
Try the knowledge check
Three questions taken after Video 4, together covering all five objectives. In your LMS, the score is recorded automatically through SCORM 1.2.
How a client would know it worked
The measures we recommend tracking after launch. A measurement plan, not results: concept courses have no learners yet.
Completion of all four videos
Sequenced unlocks show exactly where learners stop.
First-attempt pass rate
A low Q2 score means the "keep it short" rule needs reinforcing.
Skills maps written
Learners who share a target role and gap with a manager.
Internal moves with proof attached
The long-term outcome, tracked quarterly.
What a client would receive
- SCORM 1.2 package with the scored knowledge check
- 4 MP4 masters in 1080p, one per video
- Caption files (SRT and VTT)
- Full transcript
- Quiz questions and answers in an editable document