Learning and Development Specialist Roles and Responsibilities

This document discusses the roles and responsibilities of a learning and development specialist within an organization. It also analyzes the constraints faced by a specialist in performing their roles and describes consultation and communication processes that can be used to encourage staff contribution in policy formulation.

LEAD LEARNING
STRATEGY
IMPLEMENTATION

TABLE OF CONTENTS
TASK 1............................................................................................................................................4
1. Explaining roles and responsibilities of leaning and development specialist within an
organization.................................................................................................................................4
2. Analysing and explaining three constraints of learning and development specialist should
have in performing his roles........................................................................................................4
3. Describing three consultation and communication processes that company can use to
encourage staff for contribution in policy formulation...............................................................5
4. Describing three contemporary approaches to assessment instruments and strategy design..5
5. Explaining three contemporary approach to design thinking to organizational learning
strategy development..................................................................................................................6
6. Describing importance of continuous improvement of organisational learning strategy
along with three types of process................................................................................................6
7. Explaining typical implementation process for organizational learning strategy and impact
of new procedure strategy implementation on organization.......................................................6
8. Identifying 5 types of documents relevant to a learning organization....................................7
9. Evaluating strategies for reviewing organizational learning methods....................................7
10. Two organizational learning theories....................................................................................8
11. Describing two quality management compliance relating to organizational learning .........8
12. Explaining two international compliance requirements relating to e-learning.....................8
13 Reviewing the documents......................................................................................................9
14 Presenting criteria to use source learning resources..............................................................9
15. Describing relevant factors for person working in learning and development role..............9
16. Describing two technology and system required for implementation of learning
organizational strategy................................................................................................................9
TASK 2..........................................................................................................................................10
1. Learning strategies report......................................................................................................10
2. Email.....................................................................................................................................12
3. Notes on the feedback received from senior management....................................................12
4. Organizational learning strategy...........................................................................................12
5. Learning and development policy and procedure.................................................................15

6. Assessment and recognition policy and procedure...............................................................16
7. Procurement and supply policy and procedures ...................................................................17
8. Email.....................................................................................................................................18
TASK 3..........................................................................................................................................19
1. Revising of recruitment, selection and induction policy and procedure...............................19
2. Revising performance appraisal policy and procedures........................................................20
3. Sending email to all management and staff..........................................................................21
4. Finalising company policy and procedure............................................................................22
Designing and developing of training session on Emotional Intelligence................................22
5. Delivering training on emotional intelligence.......................................................................22
6. Validating assessment method and tools...............................................................................23
7. Sending email to senior management...................................................................................23
TASK 4..........................................................................................................................................24
1 Review of organisation learning implementation .................................................................24
2 Updating company policies and procedures .........................................................................24
3 Updating company learning strategies ..................................................................................25
4. Send an email to all staff.......................................................................................................25
5. Initiate and implementing learning program partnership......................................................26
........................................................................................................................................................26
REFERENCES..............................................................................................................................27

TASK 1
1. Explaining roles and responsibilities of learning and development specialist within an
organization
Learning and development specialist is who help to develop, design, implement and
evaluate training and improvement programs in the organization to support and improve
individual and team's performance (Currey and et.al., 2018). There are several essential duties
and responsibilities which depends on different types of organization. Some duties and
responsibilities are as follows:
 Providing training and improvement programs by identifying suitable techniques and
tools
 Prepare and evaluate reports on training results
 Identify suitable type of training and improvement programs depending upon skills of
existing and new employees.
 Another responsibility is to manage and stay organized according to estimated budgets of
training programs
These are few responsibilities of specialist of learning and development which he need to
adhere in the business for better process of business.
2. Analysing and explaining three constraints of learning and development specialist should have
in performing his roles
The aim behind training employees is to assure that all workers of organization have
required skills to perform their task safely and efficiently. Three constraints of improvement
performance of employees are below mentioned.
Timing for training
Timing is the major constraint that specialist face in workplace. In addition to this, it is
difficult for small scale business to arrange and allow training classes for longer period.
Moreover, businesses cannot afford to permit their workers to be in training programs as their
business activities duties are kept on hold for that duration (Darling-Hammond and et.al., 2020).
Budget constraint
Many businesses make limited amount budget for improvement plan of employees which
resist trainer to conduct efficient programs.

Quality Constraint
With limited time and budget, it becomes difficult and limiting factor for specialist to
conduct improvement programs.
3. Describing three consultation and communication processes that company can use to
encourage staff for contribution in policy formulation
Consultation is the two-way communication process that gives solution to existing
problems by identifying lacking areas.
Suggestion Box
Collecting good ideas for formulation of training and development programs can be
conduct by taking proposal from employees through suggestion box (Blikstein and et.al., 2017).
Employees survey
Business should use survey method for gathering opinions and views of employees
regarding training and development. This can be conducted through spreading questionnaire
forms in the firm.
Formal face to face interaction
Another process that can help company to allow employees for contributing ideas in
procedure of development programs.
4. Describing three contemporary approaches to assessment instruments and strategy design
The contemporary approaches help the trainer to assess instruments and design strategy
for development of improvement programs.
Observation
This is very effective approach to assist specialist to assess the appropriate instrument for
designing strategy of leaning plans.
Survey
Another instrument from which better suitable method designing can be obtained is
surveying workers (Blaga, 2020).
Digital Assessment tool
This method helps management of organization to examine knowledge of employees
related to particular task.

5. Explaining three contemporary approach to design thinking to organizational learning strategy
development
Design thinking refers to techniques that uses designer's method to match the employees
need to create market opportunities for organization. In addition to this, there are several
approaches some of them includes Take a human centred approach, try early and often — testing
prototype in organizational strategy, turning problem into questions and testing. Moreover, these
approaches help business to create design thinking for development of learning strategy (Ahmad
and et.al., 2017).
6. Describing importance of continuous improvement of organisational learning strategy along
with three types of process
Continuous improvement is essential in every organizational learning strategy to cope
with changing circumstances of world (The importance of continuous improvement, 2021).
Additionally, it is significant for the development of employee’s personal growth along with
business progress.
Importance of continuous improvement is to increase the working efficiency of person by
assisting them in improving their personality to a great extent. The different types of continuous
improvement process are as follows
PDCA that is Plan, Do, Check and Act.
Kanban
Gemba walk
All these process assist an organization to lead to continuous development of the person.
7. Explaining typical implementation process for organizational learning strategy and impact of
new procedure strategy implementation on organization.
Implementation of strategy refers to execution of plan to achieve long term goals of
organisation. In addition to this, typical process in implementation process is mentioned below:
 Building an organisation that has the ability to implement strategy successfully
 Obtaining sufficient resources to conduct strategy essential activities
 Formulating programs and policies that motivates constant improvement
 Copulative reward plan for accomplishment of outcomes
 Utilizing strategy leadership

On the other side, changing or adapting new process can affect both positively and
negatively to enterprise. With respect to this, business can get more advanced steps of strategy
implementation that can enhance productivity of employees. On the other side, negative impact
can be more consumption of time in understanding new complex implementation strategy.
8. Identifying 5 types of documents relevant to a learning organization
These are some documents that are applicable to learning business along with sources and their
positioning in the departments of firm.
Documents Source Location
Standard Operating procedures Personnel executives Human resource department of
the firm
Speedy Acknowledgement
Guidebook
Technical writer Operation department
Users Guidelines Project writers Functional department
White Papers Marketers Commercialism department
Online help Human resource executive Personnel department
9. Evaluating strategies for reviewing organizational learning methods
Evaluation strategy refers to identifying and comparing standard outcome with derived
results. In addition to this, there are several techniques and tools through which organisational
leaning review can be exerted.
Process evaluation
It is the evaluation strategy that assist management of business to identify ability of
process to meet the targets of business. With help of this, strategy firm can obtain improvement
areas of existing process of learning. Additionally, it increases improvement efficiency of the
firm.
Formative evaluation
This is the method which aid business to identify worth of activities in ongoing process
of learning of organization.
Impact Evaluation

This is the strategy that assist business to evaluate impact of particular process on
business activities. With respect to this, it becomes easier for business to measure desire learning
outcomes with actual results.
10. Two organizational learning theories
Organisational learning refers to three essential functions such as knowledge creation,
retention and transfer. In addition to this, it helps business to adapt changing circumstances of
market by training its employees effective and efficiently. Two organisational learning theories
are single loop learning and double loop learning. In addition to this, in single loop organization
and people modify their actions according to the difference between the actual and expected
outcome. On the other side, double loop learning theory there is modification between goals and
decision-making loop in the light of decision. Both the theory and concept helps organization to
conduct their process of business effectively and efficiently.
11. Describing two quality management compliance relating to organizational learning
Quality management ensures that product, service and business process is consistent. In
addition to this, this assures that organization process is carry out in effective and efficient
manner in turn it provides control over quality of firm (Mukhopadhyay, 2020). In add-on to this,
two quality compliance requirements for organizational learning are relationship management
and improvements. With respect to this, this abidance helps organization to provide better quality
of learning to its employees which enhance knowledge and productivity of workers.
Additionally, relationship management ensure employees loyalty for long term which provides
improvement performance to organisation.
12. Explaining two international compliance requirements relating to e-learning
E-learning provides knowledge to students through digital mode. In addition to this, there
are several challenges that learners face through this pattern of learning. Additionally, e-learning
platform uses innovative strategies that grab attention of learners but is essential for tutor to
compliance with international rules and regulation for avoiding complications. In aspect to this,
two international compliances are cyber security and diversity in the place (Al-Fraihat, Joy and
Sinclair, 2020). With respect to this, cyber security ensures that all the confidential data
information of the enterprise is secure. Another international compliance is to maintain diversity
and quality of learning material appropriate for the knowledge of students.

13 Reviewing the documents
The principles of assessment, rules of evidence as part of review within assessment
obligations are based on fairness and flexibility aspects, validity, reliable results obtained.
Assessment review meets compliance requirements and obligations which generate motivation
imperatively towards new vision oriented goals in longer run.
14 Presenting criteria to use source learning resources
 Goals
 Accessibility
 Budget consideration
15. Describing relevant factors for person working in learning and development role
Legislation
It refers to laws and legal condition that an organization should fulfil to obtain effective
learning and development process. In addition to this, statutory and compliance training are two
factors related to employees of development role (Darling-Hammond and et.al., 2020). With
respect to this, statutory learning is the legal requirement that an organization and university
need to provide to its students. On the other side, compliance training is that knowledge that
organization wishes to give to its employees so that they can learn more in learning role.
Code of practice
It is the lower level documents that provide guidance to tutor for learning and
development role of employees. Additionally, it outlines the behaviour expected by tutor from
the employees of the organization.
National standard
There are several national standards in Australia for the person working in the
development role. With respect to this, it includes knowing students learning pattern, content,
creating safe environment, providing feedback to students, etc.
16. Describing two technology and system required for implementation of learning
organizational strategy
Implementation of strategy with help of technological equipments makes process of
learning efficient. In addition to this, system that are required for execution includes groupware,
intranet, multimedia etc. Furthermore, company need to makes efforts to adopt such technologies

for effective organizational learning. With respect to this, such strategic implementation helps
firm to obtain competitiveness.
TASK 2
1. Learning strategies report
Grow Management consultants
Models of organizational learning and workplace training
Single loop learning: It is an instrumental learning that changes strategies of action and
assumption that underlying strategies in such a way that leave values of a theory. This in turn
assist the quoted firm to enhance their own performance by meet the available resources.
System model: It is divided into five steps that helps to provide effective training to the
organization's staff members which includes analyse, design, develop, execute and evaluate.
With the help of such model, Growth Management Consultants improve the effectiveness of
employees in order to meet the required standards.
Team learning: With the reference of this model, company consult with each and every
member in order to accomplish the defined aim. Through this, learning within business has
improved and share each other views that assist to improve the performance level as well.
Approaches of organizational learning and workplace training
 Socio-technical approach: It considers the firm as a composed of social system which
includes technical system, environment in order to interact with each other so that
organization run in an effective manner. Using this approach within Growth
Management Consultancy assist the firm to improve the performance of employees and
meet its vision
 Contingency approach: For effective working within company, there is a need to
interrelate with their environment and different environment. For that different teams
will be designed in order to ascertain the aim.
 E-learning: One of the best approach of training that improve learning within company.
Through this method, employees learn new things pertaining to vision, so that it assists
to enhance profitability and productivity of a company.
Company growth
The growth of a company is depending upon its employees and thus, having a learning culture

will encourage organisation to promote continuous learning. Therefore, constant learning
always motivates employees in the term of professionally and personally. As a result, it
provides an opportunity to grow and improve its operations in better manner.
Learning policies
The recruitment, selection and induction policy of a Growth Management Consultancy assist to
hire new employees for the firm, but it does not use advance technology or online interview that
save time. On the other side, the performance appraisal policy is also used by the firm in which
yearly increment offered to students by considering their performance. Along with this,
company do not use 360-degree appraisal system and this in turn affect the results as well.
Best practice
 Organizational culture because staff members are collaborative and provide a space to
make new employees comfortable within a business as its strength reflected.
Strategy suggestions
 It is to be recommended to the company to tie up with third party in order to hire
employees with strong potential.
 Also, it is suggested to improve its organization learning by using different approaches
of training so that it helps to raise the performance.
Technological and system requirements
As per the current era, organizations use different ways to enhances their learning such that e-
learning is considered one of the best way for employees. This method can be used by
employees at anywhere and provide range of ideas that assist to raise the effectiveness of a staff
members (Constantine and Shankland, 2017). Currently company uses advertisement to post
any vacant seat, but they may tie up with third parties and post vacancy upon social media so
that it assists to attract new and talented employees.
Communication and consultation process
In order to communicate the new new learning strategy within its stakeholder, it is
recommended to use the best communication process. Such that initially, management should
drop an email to all the members in which description of a meeting should be mentioned. Then
specify the date and time to consult about new strategy. After that, proper meeting will be
conducted in order to let every member know about the new strategy. In this, every member
presents their own views and this in turn helps to identify whether the new system is beneficial

for the company or not. Also, key stakeholders are invited who actually get benefited from the
new strategy in order to improve the performance and organization learning.
2. Email
To Senior management
CC CEO
BCC
Subject Regarding Learning strategies report
Good Noon!!!
This email is written to draw your attention towards new Learning strategies
report which is designed for Growth Management Consultancy. Therefore, I
am requesting you to please attend the meeting in order to review the report
together prior to designing, developing and implementing the organization
learning strategy at 16th February, 2021 at 4:00PM
Thanking you
General Manager
Enclosed with Learning strategies report
3. Notes on the feedback received from senior management
The senior management is not completely satisfied with the offered Learning strategies
report and that is why, provide many comments. On the basis of feedback, general manager has
to review the organization learning strategy for a firm. The feedback includes, new technical
requirement, improvement in selection and recruitment strategy etc. Apart from this,
management also suggested to develop different training session by hiring experts for their
employees in order to enhance their performance level up to some level.
4. Organizational learning strategy
Grow Management consultants

Introduction
The main objective of strategy is to become one of the top learning organization in the
corporate world. With the help of this strategy, company is able to improve the performance of
their staff. As the core values of the company is underpinning to different activities which
includes quality, innovation, respect and reliability.
Purpose
The main aim to develop strategy is to raise leadership skills, as most of the employees do not
possess strong competency. That is why, implementing this strategy will assist to offer many
opportunities which includes brand awareness and meet the competition within market.
Commitment
To develop new organization strategy that assist to meet stakeholders need and offer best
management services to their clients as well.
Organisational requirements
Vision: To assist all of our clients to build a strong group of professionals with commitment to
the company and to meeting the needs of the company’s customers.
Legal requirement: Comply with all the health and safety act, Employment act and Equal
opportunities act
Change initiatives: To implement the strategy plan to become a learning organization in its
operating industry.
Recruitment and selection policy:
 Hire best and talented employees that assists to occupy the best and talented employees
by identify the key responsibilities and desirable skills
 Conduct an Interview and shortlisted candidates along with accurate notes.
 Offer letter and rejection letter are also provided.
 Induction plan is created in order to make their employees comfortable at the working
environment.
Units of competency
 Attitude towards work
 promote better leadership and contribute to business success

 Effective communication skills
 high knowledge pertaining to relevant job roles.
Evaluation communication procedures
With the help of effective communication process, manager is able to communicate with their
peers and subordinate so that identify the idea of implementing the learning strategy. In the
context of communication process, Grow Management Consultancy have to send a written
information to their employees in order to aware them regarding new policy. Further, open
session can be conducted in order to let all employees about new change. This in turn helps to
let workers understand about new strategy.
Strategies
Strategy Components Flexibility Timeline Resources Responsibil
ities
Performan
ce
Indicators
Implement
informatio
n and
communica
tion system
This helps to
enhance the
communicati
on system in
order to
prevent from
distortion
(Jackson,
2019).
It assist to
identify the
change
easily and
this in turn
helps
business to
identify the
opportunitie
s as well.
2 month Senior
managemen
t and entire
workforce
It is the
responsibilit
y of general
manager to
ensure
about the
strategy and
add
different
features as
well.
Through
employee
satisfaction,
organization
is able to
identify the
loophole.
Open
ended
questions
It is
necessary for
the company
Through
this
strategy,
Every week Entire
workforce
General
manager
and senior
Employee
turnover
rate

to conduct
open session
in which
employee
share their
views with
an aim to get
answers.
company is
able to
identify the
loopholes if
any. Also,
tries to
minimize
the same
through
open
discussion.
authorities
Feedback Helps to
determine
the strength
and
weaknesses
of
organization
by asking
question to
peers, senior
management
One of the
best method
that helps to
examine the
key
performanc
e and can be
used as per
the
requirement
s
Quarterly Workers,
customers
and senior
authority
Managemen
t team
Performanc
e and
productivity
of
employees
and
company
5. Learning and development policy and procedure
Grow Management consultants
Introduction
The document has been provided in order to defined the learning and development policy
within a business so that all the employees become aware of new strategy implementation.
Purpose
The purpose of this document is to identify the learning and development needs and

opportunities of employees. Along with this, it describes study leave and funding options
available for the company.
Duties and responsibilities
 Staff required to listen carefully because these plans are implemented for the welfare of
employees and this in turn assist to improve the performance as well.
 Line managers of Grow Management Consultancy are required to communicate the plan
effectively to their employees so that better outcomes will be generated.
Procedures
Identifying Learning and Development needs and opportunities
 Examine the performance of each employee within a business premises and identify the
employees who required development session
 Conduct an analysis through which company identify the type of training session they
required (Khabibova and Khizhnyak, 2020).
 Also, line manager may take feedback by considering 360 evaluations that helps to
examine the performance of employees and arrange training session accordingly. This in turn assist to improve the overall performance of employees by conducting
relevant training sessions.
Study leave
It is granted leave to an employee who pursue high studies with a guarantee to resume them in a
job on completion of a leave. Grow Management Consultancy also granted such leave to those
employees who spend much time within an organization. Also, company will grant two days’
study leave per subject per annum. On the other side a student may take 10 leave maximum per
annum and any additional leave required for study then it is marked as an unpaid leave.
Therefore, if any employee will be absent without any information then it is considered as an
unpaid leave.
Funding
In order to implement the defined organization policy, quoted business also require funds that
helps to improve the business operations. For that, investor offer fund and company looking for
an angle investor so that they support the company in order to develop organizational learning
policy in better manner.

6. Assessment and recognition policy and procedure
Grow Management consultants
Purpose
The purpose is to implement the policy i.e. implement reward system in the term of monetary
and non- monetary form for employees that helps to provide a road-map for day-to-day
operations. Therefore, such policy also assists to enhance the employee’s performance which in
turn improve the internal process of a company.
Principles
 The policy must be written in clear, simple language.
 It must be directive, unambiguous and actionable.
 Further the defined policy must be structured clearly and consistently with other
policies.
Responsibilities
 it is duty of line manager to ensure that entire policy is communicated to the staff
members so that they avoid misbehave at premises, if any.
 General manager is also required to monitor the implemented policy at weekly basis so
that it do not cause any negative impact upon the business performance (Liu, Wu and
Sun, 2018).
 Staff members are also liable when new policy is implemented over a business. Such
that it is their responsibility to adhere the same so that it prevents the right of employees
over a workplace. The chosen recognition policy assist employees to enhance the
performance and meet the defined target as well.
Recognition policy
Employees do not always want good pay and benefits but they also want to be treated fairly. For
the same, there is a need to implement the policy that belongs to recognition program that is
especially designed for employees. Through this program, Grow Management Consultancy
offer different reward system in the term of monetary and non-monetary, this in turn assist to
enhance their performance.

7. Procurement and supply policy and procedures
Grow Management consultants
Introduction
The document is designed to hire externals who provide training to the employees so that they
improve their performance. Also, as per the company's strategic requirement it is identified that
company faces issues related to leadership competency among employees and this directly
cause impact upon performance. That is why, it is necessary to hire externals who provide
effective training sessions.
Principles
 The guidelines defined under training session should be clear and simple in language so
that it can be understood by everyone.
 Also, hire those externals who can easily deliver the training to the employees (who are
needed).
Procedures
 Grow Management Consultancy must check track records of different external providers
before finalizing. This is a good indicator that helps to check their experience and also
identify whether they are suitable as per the requirement of company.
 Check their financial history that helps to protect sensitive issue. Also, ensure that they
won't take money and disappear. So before paying ensure about external provider's
financial history.
 Every company have their own requirement and that is why, it is necessary for the
company to examine the training methods offered by them in order to examine whether
they attain the defined aim or not.
By considering all the key point, quoted firm is able to identify the best external provider as per
the company's requirements.
8. Email
To Senior management
CC CEO of Grow Management Consultancy

BCC
Subject Regarding meeting
Hello!!!
As you are aware with the new ongoing changes within Grow Management
Consultancy, so this email is written in order to draw your attention towards
new recognition policy implemented within a business in order to enhance the
performance and attain the objective i.e. to become a learning leader in the
corporate world.
For the same, a meeting will be conducted on 18th February, 2021 at 4:00 PM
in order to discuss the key aspects pertaining to recognition policy,
procurement and supply policy that helps a business to improve the overall
brand image. So it is a request to attend the meeting as specified in order to
discuss the policies in more effective manner.
Thanking you
General Manager
Enclosed the following documents:
Organisational Learning Strategies
Learning and Development Policy and Procedures
Assessment and Recognition Policy and Procedures
External Training Procurement Policy and Procedures
TASK 3
1. Revising of recruitment, selection and induction policy and procedure
By analysing the recruitment, selection and induction policy it was viewed that there are several
changes which need to be undertaken. This was particularly because of the reason that there are
several changes which need to be brought in the policy in accordance with latest changes. For
this revised recruitment, selection and induction policy and procedure is as follows-
Revised recruitment, selection and induction policy and procedure

Principle
For the purpose of selection only merit will not be undertaken rather use of different test will
be undertaken. For this use of personality test, ability and aptitude test and emotional test will
be undertaken. The use of all these test will help selection panel to analyse the candidate in
critical manner and this will assist them in selecting most appropriate candidate for vacant
position.
Procedure
The process of recruitment will start by workforce planning that is how many position is vacant
in company and how much candidate are required. This will assist HR manager to analyse that
how much employees are required to fill the vacant position.
Thereafter advertisement will be given in the different sources like print media, employment
exchange and internal recruitment as well.
After receiving the application, it will be screened and more relevant and appropriate with job
description is being shortlisted.
After that shortlisted candidate is called for personal interview and they have to undergo other
test and thereafter most appropriate candidate is being selected.
Induction
under this all employees being selected have to submit their documents with the HR and signs
contract with the company.
Furthermore, the induction program is being created in which all the rules and regulations of
company which employees had to follow are listed.
After that HR will organize an induction program within which new employees will be
introduced with their higher authorities and other team-mates.
In the end till their probationary period the candidates are provided with a their permanent job
contract.
2. Revising performance appraisal policy and procedures
With changes in environment there is also a major requirement to change in the performance
appraisal policy of company. If performance of employees will not be assessed in proper manner

then this will affect the overall organizational capacity of company. Hence, for this some
amendments are being made in performance appraisal policy which are follows-
Revised performance appraisal policy and procedures
policy statements
this is a statement which assist Grow Management Consultant in managing performance of
employees and try to improve the performance by providing some options.
Principles
the major consideration for performance review will be on basis of work which employees are
performing.
This will also undertake the skills which employees possess and how binded they are with
company operations
scope
this policy is directed towards measuring performance of employees and employers as well.
This is done in order to motivate employees to work in more effective manner so that their
performance can be evaluated and improved.
Procedures
firstly, the work of employee will be assessed that whether they have performed their basic role
as per requirement or not.
Further next stage will be to analyse skills which are used by employee in order to perform the
task.
The next stage is to access that what is the contribution of employees towards organization
other than fulfilling the task which is allotted to them.
In the end specific achievement and other knowledge of employees will be assessed and then
their performance will be evaluated.
Performance grading
under this grading system a performance score is being provided to employees. This score is
being awarded to person on basis of all the above listed criterion.
3. Sending email to all management and staff
To: Management and staff

Subject: Revised policies
Respect sir,
Kindly note that as per some changes and recommendation provided by some people there have
been some modification made in policy of company. These are made in recruitment, selection
and induction policy and the performance appraisal policy of company. Kindly find both the
attached document listed below within the mail. Please review the document and provide your
approval. Also, please provide your suggestion for improvement if any.
Revised recruitment, selection and induction policy and procedure
Revised performance appraisal policy and procedures
Thank you
4. Finalising company policy and procedure
Here after review of policy by staff and management both the policy is being finalised.
Hence, after approval these two policy will be implemented within the company. Also, please
save these new policy as the Revised recruitment, selection and induction policy and procedure
and Revised performance appraisal policy and procedures
Designing and developing of training session on Emotional Intelligence
Session name Emotional intelligence
Duration of the session 2 weeks
Resources and equipment
required for delivery
For this the major requirement of resource used will be
computers in order to give test. Along with this internet
connectivity is also a major requirement. In addition to
this use of emotional intelligence tool is used in order to
assess the personality of the person attempting the test.
Session content and
activities (including time
allocated for each)
The session will involve different types of questions
relating to the personality and this will assist Grow
Management Consultant in analysing the personality of
employees working within the company. the duration of
this session will be approximately 30- 40 minutes.

Supporting learning and
assessment resources
The other supporting learning and assessment resources
involves use of PowerPoint and google handout in order
to assess the collected data of all the employees over
this test. All the data will be recorded in form of
handout and then personality of person will be assessed.
5. Delivering training on emotional intelligence
Under this a training session will be held and in this steps to conduct the test will be highlighted.
Firth the employee need to start the test and there will 120 questions which need to be filled by
candidate. The evaluation of this test will be based on 5 big personality test which includes
OCEAN model elements.
6. Validating assessment method and tools
From the above test result it can be stated that personality is the major aspect which affects
working of employees within the company. with above result it is clear that person given test is
more excited and enjoys working in pressure and like challenging task to be accomplished.
In the end it can be states that this tool of analysing emotional intelligence with help of
personality aspect is a good tool. This is particularly because of the reason that emotional
intelligence of person only decides for personality test. Hence, this tool must be accepted as this
will assist Grow Management Consultant to analyse and train employees over emotional
intelligence.

7. Sending email to senior management
To: Senior Management
Subject: Validation of assessment tool
Respect sir,
This is to bring to your notice that an assessment tool relating to emotional intelligence was
analysed. This training was attended by all employees and they went through a personality test.
With result of personality it was evaluated that this tool was effective in assessing the emotional
intelligence of a person attempting the test. Through this it can be stated that for providing
training the use of this assessment tool can be undertaken. Please find the result of test being
attached with the mail and provide your suggestion for improvement.
Thank you
TASK 4
1 Review of organisation learning implementation
Performance of resources and people supporting organization learnings has been competently
growing at Grow Management consultants, where survey results show that development of
public speaking skills have been strong. There is profound growth in mentoring skills, leadership
and management skills along with administration skills for profound informative growth in
keeping up productivity high. Performance of employees has grown in recent periods
dynamically, to enhance new vision oriented goals and reach wider competitive goals set by top
management. Grow Management Consultants aim to generate performance of learning strategies
and resources in achieving company learning targets, strategic outcomes' achievement though
organization learning strategies are also attaining fruitful results.
Change needs to be made in at least two of company policies and procedures
There should be personal interactive activities developed among employees by leaders to
keep results obtained from training as expected within targets. Procedural changes have to be
expanded on competent aspect for strategic varied growth where changes by bringing on digital
technology is essential. Some employees lack motivating skills to take leadership skills
potentialities on which there is advanced scope to generate new plans.
Plans for improving company learning strategy

Sustainable learning plans contingent working skills shall be also worked on, for
improving Grow Management Consultants, where measurement and evaluation plans have
varied scope. Enabling technologies will also generate profound domains imperatively towards
advanced learning in companies dynamically, on which design planning should be focused on.
New investments have to be generated in systematic formation of learning (Look for These
Training Trends in 2020. 2020).
2 Updating company policies and procedures
Formal training has to be consistently generated among departments where employees
will be to deliver wider learnings, by getting personalized learnings. Policies and procedure shall
be specifically focused towards new varied range of operational innovation, scaled up dynamic
creativity. Grow management consultant have been productively aiming to bring on new work
competencies for further competencies and technical learning, which motivate employees.
Performance appraisal aspects needs to be focused on, on which there is informative diversity
imperatively developed for stringent viable positioning. It can be in depth analysed that culture
of learning within policies, procedures should be keenly evolved for wider scale connective
targets on which motivation can be reached on. New policies and procedurals will deliver wider
confidence among workforce, on which grow management consultants have varied range of
competent functional strength. By using new advanced scale technologies management will be
able to yield on dynamic strengths, also promote competence scope for keeping up work targets.
3 Updating company learning strategies
Grow management consultants by generating specific dynamic focus on new company
learning strategies such as appealing social conflicts by designing social learning, will be able to
cater to wider innovative learning opportunities. There will be use of curated personalized
learnings among employees to reach on their unique learning capabilities, competitively focus
towards dynamic business reach goals. It can be more informatively analysed that new learning
strategies by using the best digital tools, machinery will enable to deliver automation. On go
learning horizons by making use of wearables and mobile tech will generate modern learning
skills among employees. This can be also analysed that new competent functional scale
connectivity has to be functionally focused on, for procedural innovation and imperatively
expand in new horizons. Quality and quantity of trainings will potentially also motivate stable
diverse growth by highly evocative practical learnings (Organizational Learning. 2021).

4. Send an email to all staff
To: Management and Staff member
Subject: Provide feedback
Respect sir,
This is to inform you that there have been several changes being made in the strategies of
business. these changes are being initiated in Learning strategy review, updated policy and
procedure and Updated organizational learning strategy. So please kindly provide your review
relating to these changes and provide your feedback to Administration Officer.
Thank you
5. Initiate and implementing learning program partnership
The two training providers is as follows-
ELearning- this is a good tool of providing training to employees in order to enhance
their knowledge. Currently people are more attracted towards use of internet and mobiles and
this will grab attention of the employees and they will attend training in better manner.
Simulation- this is another tool of training which will assist company in managing the
employees and provide training with some practical examples. Under this employee are provided
will some real life situation and they have to act in the same manner as they would have done if
they find the same situation in actual.

REFERENCES
Books and Journals
Currey, J. and et.al., 2018. Students perceive'Team-Based Learning'facilitates development of
graduate learning outcomes and professional skills. Journal of Teaching and Learning
for Graduate Employability. 9(1). pp.93-113.
Darling-Hammond, L., and et.al., 2020. Implications for educational practice of the science of
learning and development. Applied Developmental Science. 24(2). pp.97-140.
Blikstein, P., and et.al., 2017. An assessment instrument of technological literacies in
makerspaces and FabLabs. Journal of Engineering Education. 106(1). pp.149-175.
Blaga, P., 2020. The Importance of Human Resources in the Continuous Improvement of the
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Ahmad, M. F. and et.al., 2017. Continuous Improvement and its Barriers in Electrical and
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Mukhopadhyay, M., 2020. Total quality management in education. SAGE Publications Pvt.
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Al-Fraihat, D., Joy, M. and Sinclair, J., 2020. Evaluating E-learning systems success: An
empirical study. Computers in Human Behavior. 102. pp.67-86.
Darling-Hammond, L. and et.al., 2020. Implications for educational practice of the science of
learning and development. Applied Developmental Science. 24(2). pp.97-140.
Jackson, N., 2019. Organization communication. In Organizational justice in mergers and
acquisitions (pp. 167-188). Palgrave Macmillan, Cham.
Khabibova, A. S. and Khizhnyak, E. A., 2020, October. Communication organization issues
through the design of visual space in a digital environment. In IOP Conference Series:
Materials Science and Engineering (Vol. 944, No. 1, p. 012015). IOP Publishing.
Liu, H., Wu, Y. and Sun, F., 2018. Extreme trust region policy optimization for active object
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Online
Look for These Training Trends in 2020. 2020. [Online]. Available Through:
<https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-
development/pages/look-for-these-training-trends-in-2020.aspx>.
Organizational Learning. 2021. [Online]. Available Through:
<https://www.valamis.com/hub/organizational-learning>.
The importance of continuous improvement. 2021. [Online]. Available through: <
http://www.cleverpm.com/2015/07/21/the-importance-of-continuous-improvement/>.