A Learning and Development Proposal for Workplace Management

Running head: A CASE STUDY ON ORGANISATIONAL CHANGE MANAGEMENT
A Learning and Development Proposal for Workplace Management
Name of the Student
Name of the University
Author note

1A CASE STUDY ON ORGANISATIONAL CHANGE MANAGEMENT
Table of Contents
Introduction................................................................................................................................2
Discussion..................................................................................................................................3
RISE’s Initiative in Training and Development.....................................................................5
HR Proposal with respect to Women’s Representation.........................................................5
HR Proposal with respect to LGBTIQ’s Representation.......................................................7
HR Proposal with respect to Disabled Employees’ Representation......................................8
HR Proposal with respect to CALD’s Representation...............................................................9
Plan of Action..........................................................................................................................10
Conclusion................................................................................................................................12
References................................................................................................................................13
Appendix 1...............................................................................................................................15
Learning and Development Plan for Diversity and Inclusion..............................................15

2A CASE STUDY ON ORGANISATIONAL CHANGE MANAGEMENT
Introduction
The following article aims to present a proposal to the Senior Management Body of
Red Telecom, Australia regarding learning and developmental intervention for the current
and future employees of the organisation. These intervention strategies would be presented
on behalf of the Department of Human Resource Development. Subsequently, a planning
framework would follow the proposal where the entire program would be strategically
iterated keeping a definite time frame or deadline within which the HRD would try to achieve
the expected outcomes.
The CEO,
Red Telecom,
Australia
Subject: Proposal and Plan for Learning and Development to introduce relevant Change
Management within the Organisation.
Dear Sir,
Warm greetings on behalf of the Department of Human Resource Development. This
is to inform you that after an elaborate discussion with the General Manager of the Customer
Resolution Department, I have reached a viable solution regarding implementation of change
management within Red Telecom.
The solution primarily focuses on structuring a learning and development strategy that
is integrally aligned with the fundamental concerns laid down by RISE in its training need
analysis. Along with RISE’s inclusion, the General Manager has proposed a few changes
aimed at improving customer service by removing the prominent barriers existing in his
department. These changes are in relation to work place diversity in lieu of gender, age and

3A CASE STUDY ON ORGANISATIONAL CHANGE MANAGEMENT
ethnicity. Another important area which is being majorly focussed on is prevention of
discrimination against employees with disability. General Managers of other departments
have been reached out as well so that they can spare some time on evaluation of their process
structures.
We, the HR Department have resolved to work in close co-operation with all the
general managers of respective departments and outline a learning plan that is consistent with
the solution for each of these department’s issues. The plan would be implemented within
twelve months from the present date.
Yours faithfully,
Senior Manager,
HRD.
Discussion
Human Resources play an elemental role in corporate governance because they are
involved in managing discourses of the most valuable resource to an organisation- the
employees. At times, due to various reasons like market-expansion, profit-making
endeavours, acquisition, merger and technological advancement, a company has to undergo
major paradigm shifts (Werner 2014). New policies are introduced and diverse cultures come
together. In those situations, often, the employees find it difficult to adjust with the changes.
They express their discordance through low morale, conflict in understanding, disciplinary
issues, low proactivity and getting into strife with co-workers on the basis of subjective
differences. The manager in charge is the first authority to look into these issues and settle
their grievances through counselling and training. However, they are not always successful in
their effort. It is precisely at this juncture where Human Resource step in. Since the basic
responsibilities of HR department consist of Recruitment, Selection, Training and