LMS Architecture

Summary The PaT Learning Management System (LMS) structures learning by connecting modules to roles, and roles to job titles. Setting it up has a discovery phase, where the organisation reviews its structure, a build phase in the Module Publisher, and an automated maintenance stage. PaT builds learning into daily work through tasks and chat, uses spaced repetition so knowledge is retained, and keeps improving the content as users engage with it.

Steps

Introduction. This module explains the architecture of the PaT LMS: how it assigns roles, job titles and modules, and how content is managed, built and continuously improved. Understanding it shows how the LMS makes learning efficient and engaging within your organisation.

Step 1

The LMS roadmap has four stages: Overview, Discovery and planning, Build, and Iterate. The overview covers the key building blocks that make up the LMS, and how the overall system works.

Step 2

Next come discovery and planning. This stage is a great opportunity for the business to grow: a chance to reset, revisit and review its job titles, roles and modules, so they better match its current needs.

Step 3

Then comes the build, where the modules are created, followed by iteration, which keeps improving the system over time.

Step 4

Why the PaT LMS stands out: it is built into tasks and chat, so learning happens naturally during work. The Task Engine makes sure learning no longer falls through the cracks, and PaT Chat lets teams learn together, give feedback and improve content in real time.

Step 5

Flexible, real-world learning: the LMS is fully web-based, with rich formats (text, video, demos and audits) used directly in real work settings for practical learning.

Step 6

Knowledge that sticks: the recurrence engine reinforces learning over time, using proven spaced repetition to build real, lasting skills. PaT forces a regular review cycle, so knowledge is retained over time.

The building blocks: modules, roles and job titles

Step 7

The foundation of the LMS knowledge system is the module to role to job title framework. Modules are connected to specific roles and job titles, so learning is tailored and relevant to each person's responsibilities.

Step 8

At the base is the LMS module itself, where all of the business's intellectual property (IP) is managed. Its content is delivered through text, images, videos or demos. It is designed to transfer knowledge from the leaders who set the standards to the wider team, as they continue to develop and grow.

Step 9

Above the modules are roles: modules are attached to each role across the organisation. Roles represent the different responsibilities people have, the different hats they wear. For example, a sales manager might have several roles, such as supervisor at different levels, or expertise in prospecting and negotiation. Every job title also includes an "all staff" role, covering company policies, health and safety, values and more.

Step 10

At the top, roles are combined into a single job title, which defines what each person is employed to do.

Step 11

Modules are assigned to people through this framework in three ways. The first, at the top level, is the job title, which acts as a matrix of the roles and modules that flow into it.

Step 12

Second, modules can be assigned directly to an employee, such as fire warden, first aid, or health and safety. These are not part of the employee's job title or employment contract, but they are responsibilities that need to be managed. These roles are easy to assign or remove as needed.

Step 13

Third, modules are attached to employees based on customer needs: any customer-specific modules that relate to an employee's role. PaT works out these modules and assigns them to the right employee automatically. This is the full circle learning model, where all learning needs are assigned through the structure.

The discovery phase

Step 14

The discovery phase has three parts. The first is a comprehensive review of your entire organisation: a chance to assess the current setup, reflect on why it was done the way it was, and decide whether it still suits future needs.

Step 15

Start the review by examining the functional business units, or departments, to make sure they are set up correctly: for example operations, customer service, head office and finance.

Step 16

Next, revisit the job titles and assess how they function across the business.

Step 17

Then consider any ancillary job title roles that need to be created. For example, an "all staff" role that everyone must be part of, supervisory roles, or specific PaT roles that allow internal administration of the system.

Step 18

Finally, create independent roles, which keep the business running smoothly even though they are not part of a person's primary job title. You can also design growth roadmaps within departments, so employees progress through different areas one after another or at the same time. PaT can handle any level of complexity. With the structure in place, the next two parts put it to work.

Step 19

The second part of discovery is assigning roles to the job titles, in a job title to role matrix. This is a significant administrative task: deciding which roles are linked to each job title, so that everything is properly aligned.

Step 20

The third part is module to role assignment. Once the roles are defined, identify the right modules for each role and assign them, so they match the role's responsibilities and requirements.

Build, then set and forget

Step 21

In the build phase, use the Module Publisher in PaT. It has two sections: the top section assigns modules to roles, and the bottom section is where you create and manage the module content. With the structure set up, the focus is solely on building the modules.

Step 22

The final stage is set and forget, with continuous iteration. Set up recurring tasks for the LMS content, then hand all follow-ups and escalation management over to PaT, which automates everything. This saves time and makes sure nothing falls through the cracks.

Step 23

Unlike paper-based or poorly managed training systems, PaT handles all of this, so you don't have to worry about maintaining content. As users engage with the modules and comment on them, the modules improve over time, making your system smarter and more effective: a seamless, live learning experience.

Result. The LMS architecture runs from role and module assignment to content management and ongoing improvement. With this structure, you can streamline learning processes and create a more efficient, engaging learning environment for your team.