What should we bring from our current system?
Create an inventory of people, role assignments, learning material and historical records. For each item, identify its owner, source, quality and intended use. A course completion and a workplace sign-off are different records.
Start with a small sample that includes clean records, missing information and an exception. Confirm supported formats and migration scope before preparing a full export.
Can existing experience count?
Relevant experience may support a requirement, but importing a record is not the same as accepting it. Define who reviews equivalence and what evidence is sufficient for the task in question.
Record the reason for accepting prior learning and identify remaining gaps. Test your required review process with a representative example during the evaluation.
Who needs to be involved?
A content owner checks the learning material. Managers define observation criteria. HR or operations owns the people and role mapping. IT and privacy stakeholders review identity, access and data requirements.
Assign one rollout owner to coordinate these decisions. Confirm migration services, provider compatibility and support responsibilities in the written scope; do not assume they are included.
What does a sensible first rollout look like?
Choose one team and one learning journey. Reconcile the sample records, test access with each user role and follow the journey through manager review. Document unresolved issues and who will address them.
Keep a record of the source export and agreed reconciliation results according to your organisation’s data-handling requirements. Expand when the sample works and the responsible people can maintain the process.
