Organizational Development: Learning, Strategy, and Change Management

This report discusses the importance of effective learning and development solutions in building an organization's capability, strategy, planning, and development. It identifies factors that may impinge on resource allocation and recognizes a range of assessment and evaluation methods, including learning needs analysis. The report defines and evaluates current theories and models of learning and development, such as behaviorism, operant conditioning, and constructivism. It also assesses the role of learning and development practitioners in designing and implementing solutions to support the appropriate organizational culture and understanding of behavior and performance, exemplified through a training session scenario at Sainsbury's. The report emphasizes the importance of managing change effectively, listening to frontline employees, and addressing employee concerns during organizational transitions.

Running head: LEARNING AND DEVELOPMENT
Learning and Development
Name of the Student:
Name of the University:
Author’s Note:

2LEARNING AND DEVELOPMENT
1. Explain the importance of effective learning and development solutions to build an
organization's capability, strategy, planning, and development and identify the factors that
may impinge on the allocation of resources.
There are many benefits of an effective learning within an organization. In this modern
21st scenario one of the most important aspects is the organizational change. As soon as a change
is introduced there are several harmful effects on the psyche of the employees. They suffer from
several fans like job insecurity like loss of job, reduced chances of promotion and many other
such fears. So, there is a chance that the performance of the employees might get affected
(Anderson 2016). They might suffer from tensions and depressions. In order to manage these
problems, there is the utmost need for effective learning and development solutions. This will
help in training the employees in a proper way and also formulate the goals, strategies, and
objectives of the organization.
To make the employees feel motivated and valued
The employees might often suffer from a low confidence or lack of the correct knowhow
for any particular work. A thorough corporate learning and development will be helpful for the
employees to gain good training. They will be able to enrich their skills and knowledge in all the
aspects possible. This will also help in maintaining proper consistency among the employees. If
the employees are treated respectfully by their organization then they will give in all their efforts
to take the organization to sky high limits.
Increased productivity and quality
Quality and productively both are the two important pillars of the success of an
organization. In order to maintain both at the same pace, the organization has to make sure that

3LEARNING AND DEVELOPMENT
they are encouraging and motivating their employees (Hosking and Anderson 2018). This can be
done by initiating an effective learning and development method. This will help the employees to
regain their lost confidence and they will be able to perform properly. This will help in
increasing efficiency among the employees.
Reduced turnover
An organization has to remember that the employees are their most essential assets. They
have to be retained under all circumstances. The effective learning and development program
will help the employees to feel more satisfied within the organization and there will be fewer
turnovers.
2. Recognize a range of assessment and evaluation methods including conducting a learning
needs analysis which takes account of how people learn.
Ongoing formative assessment
This is one of the most effective methods of teaching and evaluation. This method is one
of the most useful methods as it helps in benefiting both the trainer (teacher) and the employees
(students) as well. Taking regular feedback is one of the most important methods in initiating an
effective learning and development program (Stouten, Rousseau and De Cremer 2018). It is the
duty of the managers and the other superiors of the organization to collect feedback on a day to
day basis. This will help the faculty or the trainer to know about the changes or the improvement
that is taking place within the employees. This will help them in taking all the necessary steps for
making the learning process even more effective.

4LEARNING AND DEVELOPMENT
Outcome assessment is another important method of evaluating the learning and development
process. Assessing the students is one of the important strategies to check if the students are
being actually benefitted out of the teaching. In the context of managing organizational change it
is really very important to assess the behavior or the attitude of the employees after they have
taken the seminars or the specialized training.
If it is seen that the employees are no longer hesitant in accepting the changes and can
accept them without any fear. If there are no negative effects on the performance of the
employees it signifies that the employees have been successful in the assessments and it is, in
turn, a success for the faculty as well. On the other hand, if the employees perform poorly in the
assessments then the faculties have to make some changes or upgradations in the current training
process. They can do it by bringing some other specialized trainers or using some modern
technological methods.
Direct questioning of students
This is one of the most important and easiest methods to assess the improvement of the
students or the employees after taking the training and the different teachings. However, this
method can be successful only when there are a good understanding and a good rapport between
the trainers and the students or the employees. This might also make the students fall in some
unwanted situations. In order to avoid this, the trainers have to use the modern in-class activities
and the tools like in class response keypads and others.

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3. Define and evaluate the current theories and models of learning and development
solutions
Behaviorism
This is the theory that helps in evaluating the change in the behavior of the students or the
employees. This model has invented B.F. Skinner. He has published many books and journals in
order to show the different changes that take place within an individual after being subjected to
many different kinds of behavioral conditions.
Operant conditioning
This is the theory that talks about the effect of certain consequences over the behavior of
the students or individuals. There are several consequences seen among the students or the
employees after they are getting a certain kind of praise or appreciation.
The instructors or the managers keep their employees motivated by praising them or
giving them a very good comment after seeing their performance during the training. This is seen
to have a very good result on the employee behavior. The employees have been encouraged and
maintained a very good performance in the later parts of their training courses.
Constructivism
This is another important model for effective learning and development. This helps the
teachers or the faculties in understanding what is going on within the minds of his students. This
is the method where the faculty or the instructors will keep a strict eye upon the mindset of the
students. In other words, the teachers or the trainers will keep a close check on how the students

6LEARNING AND DEVELOPMENT
are analyzing each and every matter that is coming in front of them. In other words, the
managers and the trainers will have to give the proper chance and proper exposure to their
employee so that they can utilize the creative aspects of their mind.
The employees must be given the freedom of choice and they must not always be blind
under very rigid rules and regulations. This will help the employees to utilize their previous
experiences and find out new and innovative ideas for dealing with the current issue.
4. Evaluate the learning and development practitioners' role in design &implementation of
L&D solutions to support the appropriate organizational culture; thorough understanding
of behavior & performance. )
The practitioners and the instructors will have to take all the responsibility of shaping the
mindset of the employees. The company will have to hire the experts so that they can take
various sessions, workshops, and seminars in order to teach the employees about the usefulness
of organizational change. The trainers' have to keep in mind that the already existing employees
of the organization might suffer from several fears and tensions regarding the changes that are
taking place in the company (Czaja and Sharit 2016).
They might feel that they are no longer being valued within the organization and the new
changes will threaten their positions. So the trainers will have to play the role of a guide,
philosopher and coach. The trainer will also have to pay close attention to the behaviors of the
employees in such cases. They will have to make sure that the employees are not losing their
confidence. They will have to make the employees understand the need for the changes and how
accepting the changes will be benefitting them and the entire organization as a whole.

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The training session, for a small group of new managers in a business with which you are
familiar, to support their ability to manage change in their organization. In order to
complete the practical assessment, you will need to undertake the following tasks:
Choose an organization with which you are familiar to work on. CHOSEN
ORGANISATION IS SAINSBURYS
1) Research change management skills for managers. Devise a 15-minute training
session for your fellow students, to support their ability to manage change.
Listen to your front-line people
It is important for the leaders to always listen to the advice that after being given by the
front line managers. This is because for a change to be successfully implemented the
managers and its leaders will have to take into account each and every factor right from the
beginning. This is because the front line managers are the ones who have a real connection
with the clients. They face all the customer complaints and make take a note for each and
everything. So, it is the front managers who are aware of what is actually wrong within the
organization and what is the exact change that is needed within the organization.
Play the politics of change properly
It is the duty of the managers to make sure that they are being able to maintain the right
attitude towards the different changes taking place within the organization. This is because as
soon as a change is initiated there will be some employees accepting the change whereas
some who will be rejecting the same. So, it is also a known fact that there will be some losers
and some winners. The managers and the change management practitioners will have to deal

8LEARNING AND DEVELOPMENT
with the entire situation patiently. They will have to make sure that that they are keeping
their own ego under check and handling the situation properly.
Me: Hello guys. I have been appointed as your trainer and I will be conducting some sessions
with you all. I know that there are several issues taking place in this organization. It is also a
normal reason for fear for you all. I would like to ensure you that I am with you in this and I
will help you to overcome these changes.
Employee 1- We do not want any kind of changes. We need a job security. We have been
working here for so long.
Employee 2- This is totally ridiculous. This is really unexpected of the management. We
have been working so hard all these years and now they are about to dismiss us and recruit
new workers. W cannot accept this at all.
Me-I understand. I agree with all of you. However, at the same time, they have to realize
that the modern day scenario is an age of innovation and changes. No organization can
survive without proper changes. In this modern market system, the price is rising at a very
rapid rate. It is really becoming tough for the company to maintain the business cost.
I realize that all of you are quite angry at this point in time. You can trust me on this. I
will always be there to listen to all your questions and doubts patiently. You all need to know
that you are really valued within this organization.
The organization could not have been able to reach such heights if it was not for you all. I
would also like to thank the hard work and the efforts that have been put forward by each one
of you.

9LEARNING AND DEVELOPMENT
Employee 3- What is the use of putting in all these efforts if we are to be thrown out of the
company.
Me- Nothing like this will happen. The company will make sure that there are some or the
other alternative job posts where the existing employees can be placed. Even if the fresher
are recruited they will always stay under the guidance of you all.
They will have to understand that no one is coming here to snatch your importance from you
all. You will be important to the company like every other time.
I will always be there to help you with any kind of support that you need. There will be
employee forums. You can come up to me and talk about anything that worries you.
2) The training session should meet specific learning outcomes, established by
conducting a learning needs analysis with your fellow students.
Task or skill
knowledge
Expectations
of the
managers
Identified
gaps in
learning
Previous
experience
or training
How will this
be achieved
How will it be
evaluated
Helping the
fresher
All
employees,
both past
and present
will work
peacefully
Lack of
understanding
about the
need for
change
There was
no such
training
conducted
previously
Dealing with
the employees
patiently.
Teach them
the need for
the
Regular
meetings and
feedback
from
employees

10LEARNING AND DEVELOPMENT
organizational
change.
3) Your objective should be to increase their knowledge and skills in this area. It is
important that the session is interactive. You should use appropriate training methods and
resources in the delivery of your session. The session should be effectively evaluated with
your fellow students as the learners.
I have used the assessment test method. After explaining the entire concept of
organizational change to the employees have tried to subject them to many tests. I have asked
them to take many written tests in order to know if there has been some change in their attitude
or their behavior towards the concept of organizational change.
I have also used the direct questioning method by asking questions to the learners. I felt
that this method will really be very useful as it will help me to know what exactly is going on
within the minds of the employees. I thought this method will go on side by side along with the
learning sessions or the classes.I have also used the method of appointing the existing employees
and the newly recruited employees in some mock projects or test project works in order to see if
they can mix with one another freely.
4) Critically Evaluate whether the learning outcomes have been met. This should be done
in two ways – firstly, by checking with learners at the end of the session.
I think that the outcome has been a good success because I could see significant changes
in the attitude and behavior of the employees. I saw that the existing employees were really

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trying to overcome their fear of being replaced. They tried to help out the fresher and work
together in order to achieve a successful outcome. As a result of this, I realized that the teaching
session has really been very successful. However, there were some problems with the direct
questioning method. This is because I was becoming impatient and impulsive in order to interact
with the students. So right in the very first session, I started asking the learners questions about
the lessons being taught. This was really very tough for the learners. They needed some more
time to develop a rapport or a connection with me.
I have also made sure that the learners are able to share their feedback with me regarding
the sessions that have been undertaken. I have always tried to make sure that the learners are
being able to share all their concerns with me. I have always asked them to be very honest with
me and make sure that they are also talking about all the errors or mistakes that I might have
made during the teaching sessions.
Secondly, by summarising your evaluation
Formative assessment: In order to design your session, you will need to carry out the
following tasks.
Research the various methods that could be used when conducting a learning/ training
needs analysis (such as ADDIE).

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Analysis
I consider this to be one of the most important stages. It is a step where the need for the
training or the session is analyzed. Talking about the goal or the main motif of the training
session is really very important in this process of effective learning. Some of the common
questions are
 Why are we doing this?
 What is the main motto of this training?
 What do the managers expect out of this training?
 I had to explain this to all the employees that this session will help them deal with all
kinds of organizational changes taking place at Sainsbury’s. In order to meet with the
increasing demands and the price rise, the company has to dismiss some workers and also
recruit some fresher within their organization.