Developing People and High Performance Organizations

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:

1
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).

2
DEVELOPING PEOPLE AND HIGH PERFORMANCE ORGANIZATIONS
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).