Seven Overarching Responsibilities When Designing Workplace Learning Programs Ronald Sims argues that workplace learning 6. Serve as role models and mentors to learners/ initiatives must emphasize "pivotal" employee trainees and the organization in the pursuit competencies (or KSAOs, as described in Chapter 4). To do this, HRD professionals must engage in a number of significant actions, including the following: 1. Identify the kinds and levels of KSAOS or competencies that employees need in order to attain high levels of performance and achieve organizational results. 2. Develop and maintain organizational structures, conditions, and climates conducive to learning. 3. Generate and provide the necessary resources to conduct a program design. 4. Identify and provide access to off-the-job as well as on-the-job learning resources. 5. Provide individual assistance and feedback on various dimensions of individual performance. of mastery of "pivotal" KSAOS. 7. Develop efficient learning processes that take into account individual learning styles, abilities, and work and life circumstances. These responsibilities (especially points 2 and 3) cannot be completed without active support and involvement from top management. However, HRD professionals must ensure that every workplace learning initiative meets the organization's strategic goals and objectives. These activities must be carried out at the same time the other design issues are being addressed. SOURCE: Reinventing Training and Development, by Ronald R. Sims. Copyright 1998 by Quorum Books. Reproduced by permission of ABC-CLIO, LLC