Why we exist: L&D is here to guide team members on their career journey. We strive to foster a culture of learning and development so that GitLab remains a great place to work. When our team members can do their jobs, our customers are happy as a result. This makes everyone at Gitlab happy!
Where are we going: GitLab seeks to be recognized as a top organization for remote learning & development. We aim for a future where everyone contributes to a culture of curiosity.
What we do: We empower individual contributors and equip leaders through self-service learning. We accomplish a culture of development by:
The Learning & Development team has a number of resources to help team members learn new skills. Click the button(s) below to learn more about each one:
Multiple teams across the company contribute to learning and development of our team members. Below is a list of some teams we partner with and how we collaborate.
Learn more about our FY23 Roadmap.
We are a small team, but we've got a big role to play at GitLab!
The work with us page outlines issue templates and processes that are managed on our Learning and Development issue board. We review and classify requests based on the scalability and possible organizational impact. Learning solutions that can be applied and used company-wide take priority. Our process includes:
All material in the handbook is considered training and we build handbook first learning content. One of L&D's primary responsibilities is to ensure that content lives in the appropriate section in the handbook. In the below video, Sid, explains how the content of courses is not separated from the handbook to the L&D team.
|1:1||Weekly meeting/40-45 minutes||
- 1:1 meeting between direct report and manager of L&D team.
- Topics covered include: task management, career development, performance management, blockers, project updates, brainstorming, coaching, etc.
- During the meeting, if their is an item that requires broader team collaboration it will be added to the bi-weekly team meeting.
|L&D Team Meeting||Weekly meeting/40 minutes||
- Strategic items that have been brought up during 1:1 meetings that impact the team as a whole.
- The meetings will cover items that are strategic in nature that require discussion, brainstorming, collaboration, and synthesis with the team
|L&D Quarterly Strategic Meeting||Quarterly/90 minutes to 2 hours||
- Review what was acheived in the quarter, what wasn't, and lessons learned
- Team members will present plans on what they are focused on for the next quarter
- Review team morale, team dynamics, learner satisfaction, long term impact, and alignment with Peope Group goals.
The L&D team uses GitLab issue boards to track priorities, organize collaboration, and set due dates based on three-week sprints.
openlist is a queue for issues that need to be addressed, but have not yet been assigned to a sprint, backlog, or priority.
ld-fyxx-q1-prioritylist. This will determine if the issue is a priority for the current quarter, or a backlog issue to be addresses as time allows.
L&D Sprint # (Date Range)
ld-fyxx-q1-prioritylist to the correct sprint when they are ready to be assigned/addressed.
L&D Requestslist should be used to organize requests for L&D support or courses coming from other teams.
advanced-software-engineering-courselist houses issues related to external software engineer courses can can be hidden on the sprint board.
Additional planning and notes around the sprint board can be found in this issue.
/estimatecommand to set an estimate for the project to be complete. After each working session, use the
/spendcommand to track actual time spent.
new-initiativeissue template when planning a new learning initiative, engagement program, or program idea.
content-scopingissue template when proposing a new pathway, creating a new course, or building any new learning experience.
If you want the wider L&D team to be aware of your MR, please apply the
ld-handbook-update label to the MR. This will trigger a Zapier automation that posts the MR title and link to the #learning-team Slack channel.
The L&D team freqently uses the following tools for creating and communicating learning opportunities at GitLab.
|Canva||Image and infographic creation|
|Articulate/Rise 360||Course Authoring|
|Genial.ly||Create Interactive Images|
Know Your Audience - Analyze and assess the course audience. Ensure that all audience needs are accounted for at every level in the organization you are delivering the training too.
Define Learning Objectives - Highlight the learner outcome. Consider developing two to three broad overall statements of what the audience will achieve.
Break Down Complex Information - Consider breaking down complex information into easy to digest visuals or text. Reference the handbook but do not be afraid to create a visual representation or use storytelling for the audience.
Engage the Learner - Adults learn through practice and involvement. Consider using tools to engage learners in a virtual setting like Mentimeter or Kahoot to stimulate interactivity.
Implement Blended Learning Course Content - Give the learners pre-course work to read and review before the learning session. Use off-the-shelf resources and ensure the content is applicable to what will be covered in the session. Follow up to gauge how they've applied what they've learned on the job through surveys and questionnaires.
Adults learn differently in the workplace than in traditional learning environments or how they learned growing up. If you are developing training, consider applying principles related to Adult Learning Theories, those include:
Transformative learning: Learning should change the individual through transformative learning approaches. Start with learning experiences that appeal to your specific audience, and then move to activities that challenge assumptions and points of view.
Self-directed learning: Emphasize informal learning experiences. Infuse applications of pre-reads and post-course follow up. Have the participants bring up examples of self-directed learning that they have taken that is related to the training course.
Experiential learning: Adults learn through experiences and by doing. When designing a learning experience, apply activities to stimulate learning by doing through role-playing, simulations, virtual labs, case studies, etc.
Andragogy: Design learning experiences with the assumption that your participants will come to the table with their own set of life experiences and motivations. Adults tend to direct their own learning, learn better by doing, and want to quickly apply their learning to concrete situations.
Add learning objectives to the beginning of the content to state a clear training outcome. A clear learning objective describes what the learner will do upon completion of a learning/training activity. Good learning objectives are what you want team members to learn or achieve.
Steps to creating learning objectives:
Sample learning objectives:
The Learning & Development, Field Enablement, and Professional Services teams hosted an Instructional Design 101 session on 2020-10-28 to better understand concepts of adult learning theory and instructional design. Check out the video to learn how to apply instructional design to learning content.
|Training||The action of teaching a team member a particular skill or behavior||Varies|
|Bite-sized learning||A short course to learn a skill. Bite-sized can be a compentent of training or a separate learning element (i.e. a video, a PDF cheat-sheet, an infographic)||Max 15 minutes, 5 to 10 minute average|
|Self-paced course||Learner has the control over the amount of material they want to consume and the duration of time needed to learn the new information.||Pre-defined by the designer (i.e. hours, days, etc.)|
|Curriculum||A series of learning paths that comprise a course of study on a skill-based topic||Varies|
|Certification||A certification indicates that an individual community member has acquired the knowledge, skills, and abilities required to perform a specific skill or job. Certifications include an examination process.||Varies|
|Learning Path||A chosen route taken by a learner through a range of learning activities to build knowledge progressivley||Varies|
|Instructor-Led Training (ILT)||Practice of training and learning material between an instructor and learners. Face-to-face training (classroom training)||Varies|
|Virtual Instructor-Led Training (VILT)||Training that is delivered in a virtual environment (i.e. training in Zoom)||1 to 3 hours|
|E-Learning||Learning based on traditional learning theories which takes place electronically, often via the Internet.||Varies|
|Blended Learning||Training that uses multiple methods to teach the new information to learners. It can includ ILTs, self-paced materials, VILT sessions, etc.||Varies|
|Webinar||A seminar conducted virtually to a large audience||3+ hours|
|Workshop||Hands-on or virtual demos, problem solving, tutorials where team members engage in discussion and activity on a particular subject||Varies|
Please let us know how you would prefer to learn by filling out this form!
The launch of the GitLab Learn LXP was awarded a Silver Excellence in Learning by the Brandon Hall Group for the Best Launch of a Corporate Learning University.