Developing People and High Performance Organizations

This proposal outlines a strategic approach to upgrade HR policies, recruit more people, and develop procedures for handling complaints. The 70:20:10 model is used to enhance learning and development, with interventions such as counselling sessions, meetings, and legal compliance. Evaluation is essential for identifying ineffective policies and systems.

Running head: DEVELOPING PEOPLE AND HIGH PERFORMANCE ORGANIZATIONS
Verbal pitch summarizing the key points of the proposal on learning and development
Name of the student:
Name of the university:
Author note:

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DEVELOPING PEOPLE AND HIGH PERFORMANCE ORGANIZATIONS
Key points of the proposal
Strategic approach was conducted by Red Telecom, Australia to discover the
drawbacks, which needs modification. Typical example of this is the survey on adults, for
gaining insight into their approaches towards the complaint handling procedures. Graphical
analysis would be vital in terms of enhancing the awareness regarding the current status of
the services (Booth, 2015). The analysis would also shed light on the changes, which are
necessary for upgrading the standards and quality of the services. After the analysis, meetings
would be conducted for developing flexible policies for the enriching the parameter of human
resource. Involvement of the employees and the clients would enhance the decision-making
process.
Evaluation is essential in terms of assessing the effectiveness, appropriateness and
feasibility of the undertaken steps. Taking the assistance of checklists and templates would
make the staffs of Red Telecom aware of the areas where changes have been made and the
areas where changes have to be made. Counselling sessions would grab the attention of the
managers towards the issues encountered by the employees (Dixit & Skeath, 2015).
Frequency needs to be maintained in organizing these counselling sessions for reducing the
instances of conflicts, discriminations and harassments.
Hiring external agents for providing training to the employees proves effective in
terms of enriching their preconceived knowledge, skills and expertise. However, experiments
need to be done for assessing the capability of the trainers towards fulfilling the needs of the
trainees. This is in terms of ensuring the safety, security and privacy of the employees and the
clients. Consciousness from the managers would be beneficial in terms of getting quality
support (Gamble & Thompson, 2014).

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Theoretical considerations
70:20:10 model
70:20:10 model enhances the learning and development of the people. The numbers
indicate the breakdown of the responses provided by the people. The responses were
collected from the respondents in a survey conducted on 200 people regarding the belief they
had on their learning. 70% of the respondents believed that they learn from the challenging
assignments. This reflects their confidence towards undertaking challenging tasks for
enhancement of their professionalism (Booth, 2015). Undertaking challenging tasks itself is
an indication of belief, which they have in themselves.
20% of the respondents believed that they learned from the developmental
relationships. This is because people tend to learn more from their relatives, friends and well
wishers. This expands the horizons of their knowledge. However, it also makes the people
confused as they get many offers and suggestions for their career enhancement. If they are
saying that they learn from the developing relationship, it means that they learn fast when
they discuss the career aspects with their friends and relatives. This discussion broadens their
thinking perspectives (Dixit & Skeath, 2015).
The rest of the 10% are of the opinion that they learn from the trainings, which are
specified in the coursework. These trainings enhance their preconceived skills, expertise and
knowledge. They think assistance from the external experts proves beneficial in enriching
their perceptions on the essential business aspects. Post training tests are crucial in terms of
testing their capabilities towards making effective application of the learnt skills in executing
the allocated duties and responsibilities (Gamble & Thompson, 2014).

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DEVELOPING PEOPLE AND HIGH PERFORMANCE ORGANIZATIONS
Verbal presentation
Introduction
Training seems beneficial for enhancing the preconceived skills, expertise and
knowledge of the employees. Strategic approach in planning for the training is essential in
terms of achieving positive results.
Proposal objectives
 To upgrade the HR policies
 To recruit more people
 To collect feedbacks from the team leaders and staffs
 To develop procedures for handling the complaints
Workgroup profile
Here, the selected workgroup are the adults, who are passionate towards increasing
their knowledge, skills and expertise. This is in terms of their capability to undertake
challenging and enduring tasks.
Problem Statement
 Lack of flexible HR policies
 Inadequate workforce
 Absence of procedures for handling the complaints

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DEVELOPING PEOPLE AND HIGH PERFORMANCE ORGANIZATIONS
Competencies and skills to be developed
 Aptitude tests
 Post training tests
 Evaluation
The managers need to be competent enough towards the jobs, which they are allotting
to the employees. For this, they must possess complete knowledge about the capabilities of
the employees.
Learning and development strategy
 Counselling session for the employees
 Meetings, discussion and open forums
 Legal compliance
Counselling sessions makes the managers aware of the issues, which the employees are
facing while executing the allocated duties and responsibilities. Meeting and open forums act
as a platform for assessing the feasibility of the services in terms of the training needs.
Adherence to the legislations proves beneficial in terms of averting the illegal instances and
scandals.

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DEVELOPING PEOPLE AND HIGH PERFORMANCE ORGANIZATIONS
Key interventions
Figure: Key interventions in the learning and development strategy
The interventions are a continuous process, which needs to be maintained for the
achievement of positive outcomes. Breaking the integrated structure of the cycle compels the
personnel to encounter negative results. This negativity stalls the enhancement of
professionalism in case of the employees.
Evaluation

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DEVELOPING PEOPLE AND HIGH PERFORMANCE ORGANIZATIONS
Evaluation helps in discovering the changes, which are required in the workplace. It
also helps in gaining awareness towards the parameters, which needs modification for
reaching to the specific needs, demands and requirements of the clients and the customers.
Conclusion
Evaluation helps in identifying the ineffective policies, procedures and systems,
which disrupts the smooth functioning of the business activities. This identification leads to
the undertaking of steps, which would benefit the learners in terms of enhancing their
preconceived skills, expertise and knowledge.

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