Action Plan Template for Employee Development - TAFE NSW

This action plan template outlines the steps to be taken for employee development at JKL. It includes role-playing, goal-setting, communication establishment, and retraining. The plan also mentions the resources required for successful implementation.

Appendix 6 -Action plan template
Action/activity Timeframe Person/s responsible Description of strategy/
tactic/rationale for action
Resources, if required
Role playing with Leigh 1 week Consultant (you) Role-playing would help in
acting in real world situations
and face challenges with ease
N/A
Identifying the needs for
development of the employees
1 week HR manager The HR manager should consult
with the line managers to
monitor the performances of the
employees and then retrain
them to adjust to the changes
within JKL1.
Monitoring tools, assessment
tools for reviewing the
performances of the workers.
Setting the clear and
understandable goals and
objectives
5 days Consultant Clear goals and objectives
based on SMART could be
beneficial moving in the right
direction and achieve goals
within shorter time span. By
setting the goals and objectives
properly, it would be easy to
assess the entire situation and
identify the progress made as
well2.
Establishing communication
between the staffs of JKL
1 week 3 days Information technology engineer Emails, chat messages, video
conferences with proper internet
connectivity must be managed
by the IT engineer. This would
Internet connection,
telephones, computer
systems, firewalls, etc.
1 Stokoe, Elizabeth. "The (in) authenticity of simulated talk: comparing role-played and actual interaction and the implications for communication
training." Research on Language & Social Interaction 46.2 (2013): 165-185.
2 Hou, Huei-Tse. "Analyzing the learning process of an online role-playing discussion activity." Journal of Educational Technology & Society 15.1
(2012): 211.
TAFE NSW – Western Sydney Institute
Created: 4/02/2013
Version: 1.0
8260299621284742029.docx
Modified:28/08/2024
Page 1 of 2

promote successful
communication and establish a
good culture and working
conditions too.
Finally, retraining them and
improving their skills,
knowledge and expertise
2 weeks Employers, managers, leaders Training the existing staffs
would allow them to gain better
skills, knowledge and expertise
and make them perform to their
potential.
Proper rooms available,
computer systems, secured
network and databases for
making the staffs perform
with dedication and
commitment3.
References
Hou, Huei-Tse. "Analyzing the learning process of an online role-playing discussion activity." Journal of Educational Technology & Society 15.1
(2012): 211.
Salas, Eduardo, et al. "The science of training and development in organizations: What matters in practice." Psychological science in the public interest
13.2 (2012): 74-101.
Stokoe, Elizabeth. "The (in) authenticity of simulated talk: comparing role-played and actual interaction and the implications for communication
training." Research on Language & Social Interaction 46.2 (2013): 165-185.
3 Salas, Eduardo, et al. "The science of training and development in organizations: What matters in practice." Psychological science in the public
interest 13.2 (2012): 74-101.
TAFE NSW – Western Sydney Institute
Created: 4/02/2013
Version: 1.0
8260299621284742029.docx
Modified:28/08/2024
Page 2 of 2