Introduction to Human Resources

This article discusses the development of Learning 2.0 and its implementation in organizations. It also explores how ECT can benefit from the new learning approach and the resources needed to bring about the change. The article emphasizes the need for a strategic plan, organizational support processes, and a knowledge management system to ensure the success of the new learning approach.

Running header: Introduction to human resources 1
Introduction to human resources
Students Name
Institutional Affiliation

Introduction to human resources 2
Question 1.
Development of Learning 2.0 is crucial in today’s organizations in order to ensure
success. However, in developing the Learning 2.0, I would ensure the web 2.0 technologies are
applied within the organization only for the purpose of knowledge management and internal
communication among employees. Besides, to ensure the success of the of the Web 2.0
technologies, I would follow a particular framework which would aid in implementing and
maintaining the e-learning in the organization. To begin with, I would begin by emphasizing the
strategic plan of the framework. This would help in evaluating the internal and external
environment hence being able to formulate the vision and mission statement of the new learning
approach. Secondly, I would consider the organizational support processes. This involves the
organization’s processes that assist in exploiting the new technology through guidance from the
senior management. Lastly, I would consider the knowledge management system which would
assist in deciding the roles and competencies of the employees. This system would ensure the e-
learning process is sustainable and able to meet business goals.
Question 2.
To begin with, ECT would implement the new learning approach so as to promote
employee innovation. Since the telecommunications space is under a high competition, ECT may
need its staff to learn new techniques and strategies that would aid them to be more competitive
and ahead in the market thereby ensuring high revenues. Secondly, employee engagement can be
another factor that can promote the implementation of the new learning approach in ECT.
Through employee engagement, the staff are able to learn new ways to bond and also work
together hence promoting a collaborative relationship. ECT would desire such and therefore,
implementing the approach will be effective. Lastly, we have the sharing of information.
Different departments in ECT may require the same files to process, and therefore, if the
departments have no better techniques for sharing information, the information may be lost or
disclosed to unauthorized parties.
Question 3.
I believe ECT has the culture, leadership, and resources need to bring about the change.
For example, on the resources, the president is ready to back up the learning and development

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initiatives only if the learning approaches promise a return on investment. This means ECT has
the resources to bring about the change. Secondly, on leadership, Jan O’Brien is a competent
manager and has proved his relevance while in the sales department by deploying new sales
practices that kept ECT ahead of competitors. In addition, since he is the manager of the learning
and development team, with the help of the president and other staff, he is able to initiate the
steps to adopt the new learning approaches. Lastly, ECT has fostered a culture that can embrace
change readily hence adopting the new learning approach will not be challenging as much.
Question 4.
Adopting a change will need the leadership team to be sensitive and ensure they adopt
policies that allow the staff to make good use of the new learning approach. For example, since
social media will be crucial in encouraging employee engagement, the leadership team will have
to ensure the employees use it for a better purpose rather than spending countless hours being
unproductive on social media. This will ensure more productiveness and also business goals are
met on time.