Learning Paths and Career Tracks in Brusnika.LMS

Brusnika.LMS provides learning paths and career tracks for connecting employee development with specific learning activities, career requirements and progression between roles.

A learning path is a sequence of courses, tests, materials, events and tasks. A career position represents a career step with requirements for moving into that position. A career track connects several positions through “from → to” relationships and represents a possible career path from an employee's current role to a target role.

Employees can view their career track, current and target positions, competency levels and progress against requirements. HR or a moderator-editor creates learning paths, career positions and career tracks, while managers can assess employees and confirm transitions.

What learning paths and career tracks provide

In Brusnika.LMS, users can:

• create sequential learning paths;
• add courses, tests, materials, events and tasks to a learning path;
• change the order of learning path elements;
• define the overall duration of a learning path;
• make a learning path available to all employees, departments or selected employees;
• keep a learning path hidden as a draft;
• create career positions with names, descriptions and levels;
• optionally specify a salary range for a career position;
• define competency requirements and target competency levels;
• specify required tenure in months;
• require manager approval for a career transition;
• create career tracks from positions in the position directory;
• connect positions using “from → to” relationships;
• create branching career paths;
• make tracks available to everyone, departments or selected employees, or assign them only through HR;
• let employees choose an open track or receive one assigned by HR;
• track progress against career-position requirements;
• view current competency levels and their assessment source;
• generate an individual development plan (IDP) from a career track;
• assess employees against target-position competency requirements;
• confirm an employee's transition to another position;
• assign a career track;
• generate an IDP from a track;
• award points to an employee when the corresponding gamification option is enabled;
• use the Career Tracks report.

The functionality therefore connects three related areas: learning, career-position requirements, and the employee's career path.

How learning paths work

A learning path in Brusnika.LMS is a sequence of elements selected from the existing catalog.

The creation wizard consists of three stages:

1. Name and goal — basic information about the learning path.
2. Content and order — selecting catalog elements and defining their sequence.
3. Review and save — checking and saving the completed path.

A learning path can contain:

• courses;
• tests;
• materials;
• events;
• tasks.

The order of elements can be changed with arrows. The overall duration of the path can also be specified.

Learning path access

Access is configured for each learning path. It can be available to:

• all employees;
• a department, including child departments;
• selected employees;
• or remain hidden as a draft.

Employees see their available paths under Learning → IDP → Learning Paths.

Each element has its own progress status:

• not started;
• in progress;
• completed.

Career positions

A career position represents a specific step in an employee's career development.

A position can include:

• name;
• description;
• level, such as Junior, Middle or L2;
• optional salary range;
• a requirement for manager approval of the transition.

The main part of a position is its transition requirements.

Requirements can include:

• competencies;
• target competency levels;
• required tenure in months;
• manager confirmation.

Competency requirements use one competency scale with defined target levels.

Courses connected to position requirements

Courses associated with the competencies required for a career position are included in the employee's progress checklist.

This connects career requirements with learning activities in Brusnika.LMS and gives employees a way to see development-related learning requirements alongside their career progress.

Career tracks

A career track is a career path built from career positions.

A track includes:

• name;
• description;
• goal;
• positions selected from the position directory;
• relationships between positions.

Relationships are defined as “from → to”, which allows a track to represent branching career paths rather than only a single linear sequence.

For example:

Manager → Senior Manager → Team Lead

A career track is also visually represented as a path between positions.

Career track access

A track can be available to:

• everyone;
• selected departments;
• selected employees;
• employees only when assigned by HR;
• or remain a draft.

The system also warns when a position included in a track has no requirements.

My Career Track

Employees can work with their own career track.

If a track is open for self-selection, an employee can choose it. Alternatively, HR can assign a track to the employee. The employee can also change their track within the available workflow.

The employee's career-track view includes:

• current position;
• target position;
• progress against requirements;
• current competency levels;
• the source of competency assessment;
• development activities for reference;
• an option to generate an IDP from the career track.

Career progress

Progress is shown as “N of M requirements completed.”

The progress can include:

• courses;
• tests;
• competencies;
• tenure;
• manager confirmation;
• activities.

This makes the career track more than a list of positions: it shows what has already been completed and what remains before the employee can progress toward the target position.

Generating an IDP from a career track

An employee can generate an IDP from their career track.

The missing requirements form the basis of the development plan.

This creates a direct connection between career progression and individual development: the career track defines where the employee is going and what requirements must be met, while the IDP defines the employee's development plan.

Manager assessment and career transitions

Managers can work with their direct and organizationally subordinate employees through the assessment area.

The employee list follows the organizational structure, including nested departments. Managers can search by employee name and position.

A manager can:

• set current competency levels against the requirements of the target position;
• confirm an employee's transition to a position;
• assign a career track;
• generate an IDP from the track;
• award points to an employee when the relevant gamification option is enabled.

Manager involvement therefore covers both competency assessment and confirmation of a career transition.

Example: Manager → Senior Manager → Team Lead

Consider a career path with three positions:

Manager → Senior Manager → Team Lead

HR creates the three positions and defines their requirements, such as competencies, 12 months of tenure and manager confirmation.

The positions are then connected into a career track and made available to the relevant sales department.

The employee selects the track or receives it from HR. In the career-track view, the employee can see their current and target positions and identify requirements that have not yet been completed.

The employee can then generate an IDP from the career track.

The manager assesses the employee's competency levels and confirms the transition when the relevant requirements have been met.

Learning path for new employees

Learning paths can also be used outside career progression.

For example, an onboarding path can contain:

introductory course → policy → test → meeting with a mentor

The path can be made available to the relevant group of new employees.

Employees then follow the defined sequence and see the progress status of each element.

Career Tracks report

Brusnika.LMS provides a Career Tracks report.

The report includes:

• which employees are on which career tracks;
• employees' current positions;
• the percentage of requirements completed;
• breakdown by department;
• Excel export.

Employees without an assigned career track are not included in the report.

There is also an important limitation: the Career Tracks report is incorrect in the context of an external LMS.

This limitation should be taken into account when interpreting the report.

Connections with other Brusnika.LMS features

Competencies and scales

Career positions use competencies and target levels. Current employee competency levels are displayed in the career track, and managers can set levels against the target-position requirements.

IDPs

A career track can be used to generate an individual development plan. Missing requirements become the basis for the employee's development plan.

Courses

Courses can be included directly in learning paths. Courses associated with the competencies required for a career position also appear in the employee's progress checklist.

Tests

Tests can be included in learning paths and can be part of career-progress requirements.

Materials, events and tasks

All three types of objects can be included in learning paths.

360 assessment

A 360 assessment can be a source of competency levels displayed in the employee's career track.

Gamification

Managers can award points to employees when the corresponding gamification functionality is enabled.

Settings and access

There is no separate global settings screen for learning paths and career tracks.

Access is configured within each learning path or career track.

Competencies and scales are configured separately under Competency Management.

Limitations and conditions

The following conditions apply:

• a learning path cannot be deleted while it is used in career tracks;
• a career position cannot be deleted while it belongs to a track or is assigned to employees;
• a career track cannot be deleted while it is assigned to employees;
• employees without an assigned track are not included in the Career Tracks report;
• the Career Tracks report is incorrect in the context of an external LMS.

Frequently asked questions

What is a learning path in Brusnika.LMS?

A learning path is a sequence of courses, tests, materials, events and tasks used for employee or skill development.

What is a career track?

A career track is a career path built from career positions and “from → to” relationships between them. It can include branching paths.

What is the difference between a career position and a career track?

A career position is an individual career step with transition requirements. A career track connects several positions into a career path.

Can an IDP be generated from a career track?

Yes. An employee can generate an IDP from their career track, using missing requirements as the basis for development planning.

What requirements can be defined for a career position?

Requirements can include competencies and target levels, required tenure in months and manager confirmation.

Can courses be connected to career-position requirements?

Yes. Courses associated with the competencies required for a position are included in the employee's progress checklist.

Can employees choose their own career track?

Yes, when a track is open for self-selection. HR can also assign a track.

Can a manager confirm a career transition?

Yes. A manager can assess competency levels against the target position and confirm the transition.

Can a career track branch?

Yes. Career tracks support “from → to” relationships, including branching.

What does the Career Tracks report show?

It shows employees' career tracks and positions, the percentage of requirements completed and departmental breakdowns. The report can be exported to Excel.