Audio Visual Training Program for Development in Commonwealth Bank Australia

This report evaluates the audio visual training program implemented in Commonwealth Bank Australia and its impact on employee development and organizational growth.

Human Resource Planning and Development

Running Head: Report
Contents
Introduction......................................................................................................................................2
Brief description of the program (audio-visual)..............................................................................3
Discussion on how the program will be implemented and how it may benefit employees and the
organization.....................................................................................................................................4
Training methods to be used, (factors)............................................................................................5
A rationale (justification) for using them........................................................................................6
Based on HRD theory......................................................................................................................7
A training outline and a tentative list and description of training materials needed (where
relevant);..........................................................................................................................................8
An evaluation plan...........................................................................................................................9
Conclusion.....................................................................................................................................10
References......................................................................................................................................11
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Introduction
An organization always needs development in the ever changing market. To develop an
organization, it needs to improve their work and the work process. The workforce should gain a
new kind of energy and fluidity in their work culture. For any kind of development, the
organization has to increase the efficiency of the system as well as the workers who are working
in it. To increase this efficiency an organization needs the help of many training programs and
methods. In this report the Australian commonwealth bank’s training methods are critically
evaluated. This evaluation can properly define the process of training. The materials that are
needed for the process or method and the effects of the process are also scrutinized in this report.
The reason behind choosing this process and the impact on the development of the
Commonwealth Bank is also evaluated in this report (Vai and Sosulski 2015).
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Brief description of the program (audio-visual)
The audio visual program is the most effective and modern programs that the managers of the
companies rely on. Photographs, videos and audio recordings are used to train the trainees. The
training programs are very much effective that the audio visual training programs provide the
detailed assessment of the deficit and the ways of the recovery. Many examples are shown in the
slides and projected in the rooms where the training programs are conducted. The training
program is considered as one of the best way of learning new things and new skills. These skills
are very much needed by the employees to improve their work efficiency (Vai and Sosulski
2015) Program objectives and rationale
The audio visual program offers many goals and objectives that promised the fulfillment of the
main motive of the sustainable development of the organization. In this case the Commonwealth
Bank Australia has managed to set some objective of this advanced programs.
 The process of learning makes more effective and easy for the learners.
 The process can be easily communicated to everyone.
 Develop the minds and the creativity level of the learners.
 Get a Precise view on the topic
 Excitement and zeal are generated in the mind of the learners.
 The program can grow interest in the mind of learners.
The audio visual program can affect the minds of the employees in a positive manner. This can
give the holistic development of the employees. In the Commonwealth Bank Australia, the
workers can get the precise and calculated idea of the finances of the bank. The management of
the customers as well as the money in an improved way can be learnt really quickly by the audio
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visual; program. The audio visual program can also help to advancement of the particular
organization. The work culture can be changed by the program and the work force can rely on
the advanced machines and work procedures of the organizations such as the Commonwealth
Bank Australia.
Discussion on how the program will be implemented and how it may benefit employees and
the organization
In the Commonwealth Bank Australia, the audio visual programs are used in regular intervals.
The workers of the Commonwealth Bank Australia are very much benefitted by the audio visual
programs as many problems such as economical balance sheet producing are very easy for them
and the reports are now précised and well interpreted. The audio visual programs of the
communication system are also conducted with the workers who cannot convince the customers
of the bank to avail the other services of the bank. This problem has always obstructed the
development of the Commonwealth Bank Australia. The real footages and the lessons are used to
teach them the better way to manipulate and convince the consumers. The managerial audio
visuals are also conducted in every year that managers can execute many development plans that
can help the organization rather than the bank to have growth which can sustain for the longest
time. Many clips from some films are shown to the managers and even some advanced methods
of branding and promoting of the bank are also taught by the audio visual programs which was
conducted in a certain hall rooms with the help of a tutor, projectors and some speakers. Many
textual aspects are also defined properly that are also revisited. This way the growth of the
employees ensures the development the organization (Shahraray et al.2015).
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Training methods to be used, (factors)
Training methods are very much useful in the audio visual programs. The audio visual programs
basically consist of some methods that are used to implement the audio visual program
flawlessly and perfectly. The audio visual programs need some gadgets to apply it properly. The
training methods comprised of three steps
 Learning
 Exams and tests
 Submission
Learning
In the learning part the audio visual program has implemented in its initial step when the workers
got to learn about many advanced things in the classes with the help of electronic gadgets and
projectors. The learning process has to be a way of learning new things from the tutors and the
videos shown in the course in terms of the development of the individual (Landow et al 2013).
Exams and tests
After finishing the course or after a particular session the mock tests are conducted to see the
growth or progression of an individual worker. The report of the submission is also overlooked
by the tutors. The mock tests can provide the full monitoring of the workers’ performance and
learning progression of the particular employee. The performance graph can also tell that the
different effects of the audio visual learning (Creswell 2013).
Submission
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At last all the reports are submitted to the managers and the stakeholders of the organization. In
this case the stakeholders of the Commonwealth Bank. The stakeholders are very much
concerned about the progression of the employees that the efficiency level can be increased
(Pérez-González 2014). The managers can also implement many changes according to the
performance graph of the employees. The managers can engage the employees into the suitable
works in order to their progression in the submitted results (Stevenson et al. 2013).
A rationale (justification) for using them
The audio visual program is the most advanced way of learning in any organization. The
organization, in this case the Commonwealth Bank can have the expected growth or potential
development due to the audio visual development program. The audio visual is better than any
other training and any other method or training cannot provide that kind of services and the kind
of privileges like the audio visual programs. The technical expertise’s are very much affective
and helpful for the learners in the audio visual programs (Silver and Lewins 2014). The other
methods or theories cannot have that kind of potentiality in them to give proper learning. The
workshops, the motivational and the tutor based textual trainings are very much helpful to the
workers but it never has the same impact on the minds of the workers. It can provide the
advancement even the detailed description of the topic. The learning process cannot be equal for
the workers of different intelligence level where the audio visual program has been equally
accepted by every worker in the bank. As we all know visuals are more effective than the
bookish or any other orthodox way of knowledge so; the impact of the audio visual is very much
effective than the other ways (Banks 2018).
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Based on HRD theory
Human resource theory is meant by some strategies and plans that are implemented to the
employees for their development individually. This kind of development can cause sustainable
development of the company. The basic qualities of an individual are evaluated and nourished by
these theories (Egan and Hamlin 2014). The theory deals with some basic qualities of the
employees such as
 Patience of the employee
 Flexibility of the employee
 Persuasion power
 Analytical capability
 The laws regarding labors
 Communication skills
 Resilience
 Business skills
These qualities are also acquired by the audio visual programs. The communication power can
be improved by the audios and the film clips shown by the conductors. The analytical powers are
also gained by the audio visual programs. The videos of many successful individual can also help
them to know the legal adversities and problems. Many audio visuals can deal with the internal
side of the employees that can also build patience in the minds of the employees. The quality of
persuasion can also be developed by the audio visual programs (Haynes and Cho 2013). This
way the audio visual program can achieve all the aspects of the human resource development
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theory. The purpose of the human resource development is successfully achieved through the
audio visuals program in the Commonwealth Bank Australia (MacKenzie et al 2014).
A training outline and a tentative list and description of training materials needed (where
relevant);
The training is very much relied on the technical gadgets and the technical expertise. It cannot be
possible without the technical guidance or support. In the Commonwealth Bank Australia, the
workers are provided a laptop and headphone intact with them for the audio visual program. In
every day of this course the tutors sent the study topics in the email accounts of the workers ().
The topics and the slides are showed in the class with the detailed description with the tutors by
projectors. The topics are discussed with some real video clips as well as some interviews of the
experts as well as the successful individual in the sector. A video clip of a movie can be
displayed if needed so. The development process of the topic can also be discussed with an audio
or video clip. For instance, in the Commonwealth Bank the enhancements of the customer
security are discussed in the audio visual program where the bio metric and retina signature of
the particular customer rather than account holder is introduced (McWhorter, 2014). The
Commonwealth Bank has been very much helped by the audio visual classes and there they
learnt the strategies and procedure to maintain the particular security system advancement. This
advancement has helped in assuring the security of the account holders. The bio metric and retina
scanners are also arrived at the banking system of the Commonwealth Bank Australia.
An evaluation plan
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The evaluation plan is the total précised evaluation of the audio visual programs in order to the
development and growth of the individual worker as well as the organization. The
Commonwealth Bank managers have two aspects of the evaluation of the organization. The
consequences and the potential profits are evaluated in the evaluation. The risks are also shown
in the evaluation plan. There are two kinds of evaluation plan. The first one is the short term
evaluation which deals with the upcoming profits and risks and the second one is the long term
evaluation that deals with the possibilities of the advancement after a decade or so (Ausburn and
Ausburn 2014).
Short term evaluation
In the short term evaluation, the bank will see a profit and the brand value gets strengthen as the
assurance of the account holders’ security gets much advanced in terms of the technical aspect.
There is also a risk that is hung over the Commonwealth Bank as the people with lack of
knowledge of the advanced systems and the people with health issues can also be troubled by the
security services based on the retina scan and bio metric signatures (Carbery and Cross 2015).
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Long term evaluation
The long term evaluation can show the potential sustainable profits that can be given by the
audio visual programs. The continuous development training programs can initiate the
continuous development and growth of the organization which is Commonwealth Bank Australia
(Carbery and Cross 2015).
Conclusion
To conclude it can be said that the audio visual training program has a huge impact on the
development of the bank. The Commonwealth Bank Australia is always famous for their quality
of adopting changes of the market and the market policies. These programs can help the
Commonwealth Bank Australia rather than an organization to grow in their full potential. The
potential growth can lead the company to the greatest company of Australia. The audio visual
programs always help the employees to know new things that also the reason of the sustainable
efficiency of an organization
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References
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virtual reality environments: Leading from the future in VHRD. Advances in Developing Human
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Banks, M. (2018). Using visual data in qualitative research (Vol. 5): Sage.
Carbery, R., and Cross, C. (2015). Human resource development: A concise introduction.
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Creswell, J. (2013). Steps in conducting a scholarly mixed methods study.
Egan, T., and Hamlin, R. G. (2014). Coaching, HRD, and relational richness: Putting the pieces
together. Advances in Developing Human Resources, 16(2), 242-257.
Haynes, R. K., and Cho, Y. (2013). Improving learning and performance in diverse contexts: The
role and importance of theoretical diversity. In Educational media and technology yearbook (pp.
27-43). Springer, New York, NY.
Landow, K. M. C., and Card, I. J. A. (2013). U.S. Patent No. 8,359,399. Washington, DC: U.S.
Patent and Trademark Office.
MacKenzie, C., Garavan, T. N., and Carbery, R. (2014). The global financial and economic
crisis: did HRD play a role?. Advances in Developing Human Resources, 16(1), 34-53.
McWhorter, R. R. (2014). A synthesis of new perspectives on Virtual HRD. Advances in
Developing Human Resources, 16(3), 391-401.
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Pérez-González, L. (2014). Audiovisual translation: Theories, methods and issues: Routledge.
Shahraray, B., Basso, A., Begeja, L., Gibbon, D. C., Liu, Z., and Renger, B. S. (2015). U.S.
Patent No. 9,167,189. Washington, DC: U.S. Patent and Trademark Office.
Silver, C., and Lewins, A. (2014). Using software in qualitative research: A step-by-step guide:
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Stevenson, R. A., Wilson, M. M., Powers, A. R., and Wallace, M. T. (2013). The effects of
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Vai, M., and Sosulski, K. (2015). Essentials of online course design: A standards-based guide:
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