Succession Module Implementation & eLearning Guide

Overview:

In partnership with the Head of HR and our Performance Specialist, I led the development and release of a new Succession Module within the HRIS. The objective was to create a centralised system for managers to track and assess staff progression and potential across 65+ early childhood centres throughout Australia.

To support the rollout, I also designed a complementary eLearning module that served as a how-to guide for managers using the system.

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Project Breakdown:

    • Implement a digital tool (Succession Module within an LMS) to track staff progression, performance, and development opportunities.

    • Provide a supporting eLearning resource that educates managers on how to effectively use the module.

    • Roll both tools out simultaneously, with clear communication and support materials.

    • Increase adoption of succession planning practices and improve visibility for HR teams.

    • Articulate Rise – For building the eLearning course

    • ELMO – HRIS system where the succession module was developed and accessed

    • Articulate Peek – To record screen walkthroughs

    • Articulate Replay – For editing and polishing video tutorials

    • MS Word – For drafting the written storyboard

    1. Identified a gap in tracking staff progression and succession across the organisation.

    2. Assigned as the lead to build and launch the Succession Module in ELMO for all managers and staff.

    3. Collaborated closely with the Head of HR, Performance Specialist, and ELMO reps to build out the module structure and functionality.

    4. Communicated updates to all staff throughout the build, including timelines and expectations for completion.

    5. Developed an interactive eLearning guide for managers, released in parallel with the module, to support adoption and usage.

    6. Launched the succession module and eLearning training at the same time across the business.

    • The succession module and eLearning guide were both released successfully.

    • While the eLearning received strong positive feedback for clarity and usefulness, overall buy-in to complete the succession module was lower than expected.

    • The initiative laid foundational work but revealed deeper organisational needs in succession planning strategy.

  • This project helped me recognise that tools alone aren’t enough — successful implementation of a succession module must be built on clear role competencies, career pathways, and consistent success criteria. Without these, managers were left to interpret performance and potential subjectively, leading to inconsistencies.

    If I were to run this again, I would begin by building out the competency framework and progression maps before launching the tool, ensuring managers had a shared language and benchmark for assessing their teams.