Learning and Development: Ownership Structures and L&D Policies

Running Head: LEARNING AND DEVELOPMENT
LEARNING AND DEVELOPMENT
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Activity 1
Business organisations not only ranges in size and sectors but also differs in their
structure of ownership. In this aspect, small group of individuals owns some of the
organisation, and large number of stakeholders owns some and charitable institutions own
some of them and some are owned by the state itself. However, various structure of
ownership may overlap with different forms of legal regulation. As stated by Baldwin
(2016), a legal and ownership structures of a business determines that several legal
responsibilities consisting of paperwork that the business owners are required to complete for
setting up a business. However, the legal and structures of ownership of business may vary
from one country to another. In all the countries, majority of business comprise of sole
traders, limited companies and partnership.
Sole Trader
An individual running the business is known as sole traders. Sole traders can maintain
the business profits after paying off the tax. However, Lewallen et al. (2015) stated that these
individuals running the sole traders are personally accountable for any of the incurred losses
that the business makes. Therefore, the individual are required to cover them out with their
private money by paying for bills that is incurred by the business and may keeping the
records of all the sales and the expenses. Moreover, Sole traders can take down the
employees. These signifies that they own their own business, but they are not required to
work their alone,
Limited organisation
Limited organisation is that, which is set up by its owners to run the business. A
limited organisation is a legal organisation. To be specific the company has authorisation of
legal rights and obligation in itself, which provides them with independent form of rights, and

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obligation from its owners (Head and Alford 2015). For instance, a private limited company
has the authority to own a property. Apart from these, a private limited organisation’s
finances are different from the finances of the owners. Therefore, it implies that any profit
that have been developed after the taxes belongs to the organisation. After this, the company
can share their profits amongst all the owners. According to Baxter et al. (2015), the limited
company also have directors. In this, the directors also can be shareowners who have the
accountabilities for the organisation’s financial liabilities that are limited to the value of their
shareholdings.
This shows that the owners do not have to pay out their personal income and assets
when the company runs into their financial difficulties. In this regard, there are two major
types of limited company, private limited organisation and public limited organisation
(Sýkora 2017). The shares of the public limited organisation are generally traded in the stock
market, wherein anybody has the authority to purchase shares in the company. On the
contrary, private limited company are not always traded in the stock market and other people
has the authority to buy shares provided with the approval of the existing owners.
Business partnerships organisation
This type of organisation are involved of arrangement where two or more individual
have the share of the ownership of business. In this context, there are two main types of
partnership that is known as general partnership organisation and limited partnership (Spigel
2016). In case of general partnership all, the partners are personally accountable for the
business that signifies that they have liability for any incurred losses and lost debt from their
personal income and wealth whenever required. On the contrary, Forrest et al. (2018) states
that in limited partnership organisation partners are not personally accountable in case if the
business incurs any kind of losses or debts. However, profits from the partnerships business

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are usually shared in between the partners and each of the partners and then pays taxes on
their share. There are numbers of fine details and much probable permutation within the
structure of business partnership that are necessary while setting up of business.
1.2 Implication of various organisation types for L&D policies and activities
It has been found from research that learning and development is usually incorporated
within the department of human resources in various organisation. According to Jones et al.
(2016), It has been seen to be used in almost more than two fifth of the organisation where
L&D plays special function within the department of human resource and one fifth of its part
is done by the generalised activities of human resource department. However, learning and
development activities in private organisation are widely aligned with the strategy of
business. L&D strategy is extremely aligned with the requirement of business in more than
the quarter of organisation.
As stated by Edmondson and Harvey (2018), the most common challenges of L&D
activities faced by the organisation are the practitioner’s lack of clarity regarding the strategy
of business and lack of resources. The professional of L&D also lacks interest and
understanding of the purpose and competencies of the L&D. In this regards in house methods
has been seen to be the most commonly used method of on job training, in house
development programs and coaching performed by the line managers are seen to be the most
well-known method of development. Apart from these, public organisation also utilises
learning technologies that are mostly common in larger organisation (Mudambi and Navarra
2015). They are more seen in case of larger organisation that is through the methods of e
learning course and blended form of learning amongst differed organisation.
2.1 Range of internal and external factors that can influence the organisation
PESTLE Analysis

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Political factors:
Political factors consists of government regulation of the country in accordance to
employment, consumer prevention, regulation on the environment, taxes, restriction of trade,
social reforms, bureaucracy and changing levels of corruption. As stated by Cheung-Judge
(2017), this type of government regulation may lead to the development of new priorities and
new approaches that that can affect the business, employees and other stakeholders of the
company. Therefore, Yeboah-Boateng and Essandoh (2014) suggested keeping away changes
in potential policy that can have adverse impact on the business operations. In case of holding
conferences in the organisation, the company members needs to keep an note on the existing
political changes and their challenges in the context of economic downturn, turnover along
with lower national corruption, regional policy for expanding the objectives of the
organisation.
Economic factors:
Economic components consists of potential changes in the economy, fluctuation of
tax rates, rate of interest, rate of inflation, rate of exchange, trading regulation and excise duty
and changing official economic indicators such as GDP, GNP (Dunning 2015). For instance,
when a country with increasing inflation such as Syria, can have a severe impact on both the
cost of the GDP but also will have high impact on the achievement of objectives for the
organisation. Therefore, according to the analytical tool, such factors of indices is a subject of
further investigation. The existing situation of low economic must turn in to an advantage for
introducing successful organisational strategy backed up by economic a youth strengthening
programs such as well fare packages.
Technological components:

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The changing pace of technology is drastically growing. Therefore, Organisation
needs to maintain their pace or should be left behind. According to Han et al. (2015),
technology has been widely classified in two different areas production and infrastructure.
Therefore, organisations can easily take advantage of the technology by exploiting
opportunities for updating or replacing the technological base to increase their achievement
of objectives. This type of automation in technology may include enhanced quality of
services, incentives of the employee, significant saving of cost, and utilisation of outsourcing
operation to manage the cost and to provide high amount flexibility for the organisation
(Chatterjee et al. 2018). Technological advances may provide increasing challenging
situation in the market but also help in dealing with the existing changes in the emerging
market.
SWOT analysis
The strength of the working staffs:
The strength of the employees is an important internal factor if business. However, for
the current situation the workforce in the organisation may be limited in covering both
management and other field workers. According to Valmohammadi, and Roshanzamir
(2015), the size is comparatively disproportionate with more than 80 organisational branches
and more than 10,000 employees working for the organisation. The problem in this context is
that all the directors managing the department of administration are delegated with the
formulation of policy interpretation and incorporation. Along with this, these activities may
result in excess work pressure and burnout.
Therefore, in order to address this issue, regular employee audit is required to be
carries out for supervising employee talents and changing process of organisation,
requirement of training and development providing with an opinion s to design proper