As of 13 August 2026, AI can create an employee learning path.

What to actually do

1. Do it yourself

   The route this page recommends

   A chat interface, chat-fluent skill, and roughly 30 minutes until you can act on the result.

   How to actually do it

   1. Open a document or spreadsheet and gather the employee's role description, required systems, relevant policies, current skills, learning objective and time available.
   2. Ask the manager or a subject-matter expert to confirm the required standard of performance and list the resources, people and supervised practice available.
   3. Paste the gathered information into the prompt, replacing each bracketed slot and marking anything unknown as [to confirm].
   4. Paste the resulting learning path into the working document and check every stated policy, course, system, deadline and prerequisite against the organisation's current materials.
   5. Ask the manager or subject-matter expert to test the sequence, practice tasks and completion evidence against the employee's real duties and available support.
   6. Send the approved path to the employee with named check-in dates, then record progress and revise the path when the employee's work shows a different learning need.

   Prompt

   Create a practical employee learning path for the role and situation below.
   
   Organisation or team: [organisation or team]
   Employee's role: [role]
   Experience level: [new to role, experienced, or other]
   Learning goal: [what the employee needs to be able to do]
   Current skills and knowledge: [known strengths and gaps]
   Required standards, policies or systems: [list them]
   Available learning resources: [courses, documents, people, systems or links]
   Time available: [hours per week and target completion date]
   Manager or subject-matter support available: [details]
   Constraints: [shift pattern, accessibility needs, location, budget or other limits]
   
   Produce:
   1. A short statement of the target capability.
   2. A sequenced learning path with stages in a sensible order.
   3. For each stage, give the objective, activities, resource, estimated time, practice task and evidence of completion.
   4. Include supervised practice and a way to apply each skill in the employee's real work.
   5. Add check-in points for the manager and criteria for moving to the next stage.
   6. Identify assumptions, missing information and any content that must be confirmed by the manager or a subject-matter expert.
   7. Do not invent company policies, legal requirements, course details, employee abilities or deadlines. Mark unknowns as [to confirm].
   8. Use plain UK English and keep the plan proportionate to the role. Do not make decisions about promotion, pay, disciplinary action or employment status.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.

2. Use a tool built for this

   Second choice

3. Hand it to a person

   The distant third

   A person who owns the outcome does this end to end, worth it when the failure is dear.