Lead Learning Strategy Implementation

Running head: LEAD LEARNING STRATEGY IMPLEMENTATION
Lead Learning Strategy Implementation
Name of the Student
Name of the University
Author Note

1LEAD LEARNING STRATEGY IMPLEMENTATION
UAT1-Unit Knowledge Test-Written Questions
Question 1
The five e-learning approaches that are used across the globe includes
1. Web-based learning
2. Computer-based training
3. CD-ROM based learning
4. Webinars
5. Virtual Classroom
The risk assessment framework of TEQSA provides assistance to the management to
assure the quality of higher education to the student. The chief aim of TEQSA risk assessment
include strengthening the protection of the interest of the student along with the reputation of the
sector by monitoring key aspects of the operations of the provider during the period of
registration.
The chief three steps of risk assessment of TEQSA include preparation of the provider’s
operation by using the existing information, sharing the risk assessment with each of the
providers and next steps that are being determined by the findings of the risk process. The risk
assessment framework as been designed by the management of TEQSA to reduce regulatory
burden with the help of using risk assessment for informing a differentiated approach for
reporting requirements as well as evidence requirements in the assessment processes like
registration renewal.

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Question 2
Relevant authority compliance requirements and obligations
 compliance with all components of the Vocational Education and Training (VET) Quality
Framework (VQF), which replaced the Australian Quality Training Framework (AQTF)
for ASQA-regulated RTOs on 1 January 2012
 cooperation with ASQA’s compliance monitoring activities and directions, and
 Payment of fees and charges associated with registration.
The relevant standards associated with the compliance requirements as well as obligations
includes
1. The Australian Quality Training Framework (AQTF) Essential Conditions and Standards
for Initial Registration.
2. The Standards for Registered Training Organisations (RTOs) 2015
3. The Australian Quality Training Framework (AQTF) Essential Conditions and Standards
for Initial Registration.
Question 4
Technology requirements to support organizational learning strategy includes
1. Computer aided communication systems at both the organizational and the group levels.,
including bulletin boards, email and facilitate information sharing
2. It support: In order to ensure effective operation and maintenance of organizational
learning.

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3. Integrated organizational memory: Organizational learning does not take place
without access to organizational knowledge. On the other hand, individual
knowledge as well as organizational knowledge must be communicable,
consensual as well as integrated.
Question 5
The two major types of organizational learning theory include:
Espoused theory: This relates to the organization's formalized part.. Each company has different
directions as to how staff perform their work (i.e. issue fixing) in attempt to do so. These
directions are often particular and restricted to a certain route (Baldwin 2016). Confining the
individual to a set path these directives are focused, An instance of the implementation of the
Espoused theory could be "Try to re-boot and email the IT department if the machine does not
operate."
Theory-in-use: This is how stuff are actually accomplished. People seldom pursue hypothesis of
Espoused theory and depend on communication and brainstorming to resolve an issue. The
theory in use is that staff fixes issues and discover loose, flowing, and social way (Serrat 2017).
One instance could be how someone truly resolves a issue with their laptop by fixing
alternatives, investigating blogs, requesting colleagues for views and other people.
Some of the major organizational evaluation strategies include
1. Through mix of methods for data collection: This may includes surveys or questionnaires
designed to be asked to the employees as well as the managers

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2. To monitor the performance of the employees; This evaluation strategy will help the
Management to understand the rate of development of the employees.
Question 6
The business world is evolving more quickly than ever.. The twenty-first century introduced
amazing fresh technology to the 21st century that changed people's manner of working. The
chief functionality of organizational learning includes majority of the experts believe that
organizational learning is the result of the participation of organizational employees in the
communication and exchanging of experience and information (Smith 2016). The main features
of organizational learning. This shared knowledge is larger than the easy addition of the teaching
abilities of the individual. This means that personal training is essential to make organizational
training happen, but not adequate.
The data provided by the employees of the organization, is communicated and organizationally
understood. However, personal training and organizational learning are in some ways distinct ;
the first is mainly a cognitive process. According to Burke and Noumair 2015, the chief reason
behind incorporating organizational learning in institution includes creating, retaining as well as
transferring knowledge. Organizational learning strategies, facilitates group learning, personal
learning as well as organizational learning. One of the major reason behind organizational
learning includes keeping track with the continuous change in the industry as well as the society.
For instance, a few years ago, the Concept of the experts were discussing politics or any
polarizing issues online is harmful for the business. However with changing social thinking, big
companies get attention by taking a stand on issues or even making fun of politicians.
Question 7

5LEAD LEARNING STRATEGY IMPLEMENTATION
"An organizational method for concentrated and continuous incremental development (CI),
continuous improvement (CI) is described. A series of titles, such as layout, execution and
assessment, or policy, application and measurement are renowned for the continuous
improvement process. It is a common and accepted way to enhance organizational procedures,
facilities and goods regardless of the name. Its findings are tiny, particular, aggregate and
remarkably strong. It takes place intentionally, which allows those in charge to assess and refine
their approach.
Studies have determined that one of the most effective ways for an organization to attain its long-
term objectives is through a continuing enhancement method. The first is the organization's
capacity to enhance and teach. The organisation that can teach more quickly and use it to
improve its efficiency will have a separate benefit. In technology, the second response is
discovered. The company which has the capacity to result in the efficient use of technology will
have a clear and significant competitive advantage (Namada 2018).
CI directly contributes to performance, while OL does not contribute in a direct way. Secondly,
CI as well as Organizational Learning (OL) possesses the potential to enhance each other,
however there is a time lag. learning capabilities that are well established help CI, and CI
promotes existing OL in exchange. The relationship is evolutionary like rolling a snowball. As a
consequence, businesses should be careful in applying OLs and should also include OL in CI or
other trouble-focused programmes (Yuesti and Sumantra 2017). Company earnings most often
determine the achievement of a policy.
Occasionally, as with non-profit organizations as well as civil organizations, the amount of
connections produced, handled or transformed and comparable action are evaluated by achieving