How to update a training plan after a role change

A role change is a useful time to review a colleague's learning plan. The aim is to connect learning with the work they will now do and recognise the experience they already have.

The process below is a practical suggestion for managers. It should be adapted to the firm, the role and the applicable requirements.

List the responsibilities that are new

Begin with tasks rather than course titles. What will the colleague now explain, decide or refer? Which procedures and products will they use? Involve the colleague in identifying uncertainty.

For example, a hypothetical move from servicing existing clients to handling first enquiries might introduce different information-gathering and escalation tasks. That example does not describe any particular firm's process.

Compare with existing learning

Look at the relevant record and discuss how earlier learning applies. Avoid assigning repeated courses automatically, but do not assume that completion in another context settles the needs of the new role.

Where the learning is already covered, identify the procedure or practical support that helps the colleague apply it. Where there is a gap, choose a specific next step.

Use more than one form of support

A learning plan may combine a course, the firm's own guidance, a worked example and supervised practice. Agree who will answer questions while the colleague gains experience.

Keep personal or customer information out of training examples unless the firm has an appropriate approved process for its use. Fictional scenarios are often sufficient for an initial discussion.

Review after the work begins

Set a point to discuss which questions have arisen and whether the plan needs adjustment. The useful evidence is more than a completion total: it includes the manager's view of what further support is needed.

Organise the plan in RegZone

RegZone's public workflow includes learning allocation by role or team and a firm's own materials, with reporting to support follow-up. These features can help keep relevant learning organised as responsibilities change.

The firm remains responsible for deciding what the role requires and how to assess effectiveness. A completed course or policy acknowledgement should not be treated as proof of competence.

Discuss one role in a demonstration

Bring a fictional role change and the type of materials you would want to allocate. The discussion can focus on whether RegZone fits the way your managers support and follow up learning. https://www.rrcompliance.com/regzone-training-policy-awareness

Product information checked 3 November 2026.