Learning and Development Specialist Roles and Responsibilities

This article discusses the major roles and responsibilities of learning and development specialist within the internal environment of the organization, along with the challenges faced by them and contemporary approaches to assessment instrument and strategic design within the organization.

Running head: OPERATIONS
OPERATIONS
Name of the student:
Name of the University:
Author Note:

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Assessment task 1.
1. Some of the major roles and responsibilities of learning and development specialist
within the internal environment of the organization are mentioned below.
 Creating and executing the learning strategies and the programs.
 Evaluating the individuals along with meeting development needs of the
organization.
 Implementing numerous learning methods within the internal environment of the
organization on a complete basis (Job shadowing, online training and Coaching).
 Help the managers in the part of developing their team members through the process
of career path.
2. Some of the major constrains and challenges faced by learning and development manager
within the organization are mentioned below:
 The first and foremost part of challenge is based and is related the part of dealing with
organizational change. Dealing with certain changes due to acquisition, merger,
budget and staffing is considered to be the key issue of the manager (Waddock, and
Bodwell 2017).
 The second core part of challenge is associated with the system of engaging learners.
 Tracking and identifying skill application are the other major constraint.
3. Three major consultation and communication programs to support and encourage staff
within the internal environment of the organization are stated below:

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 The first part is through the process of improving the organizational performance.
Under this when a new project plan is implemented within the organization, spending
more time under the part of discussing the required to be adopted with the employees
can help in the area of preventing misunderstandings and rumours (Jain and Moreno
2015).
 The second key area is through the process of improving the decision-making system
and management performance within the organization.
 The third most important factor is through the process of improving the system of job
satisfaction in order to gain better outcome form the employees in the future.
4. Some of the major contemporary approaches to assessment instrument and strategic
design within the organization are mentioned below:
 The first and foremost part is related to the system of reengineering the organization. It is
considered to be a radical redesigning function of organizational for achieving the major
gains related to cost, time along with provision-based services.
 Adopting the function rethinking within the organization, it is considered to be a function
of restructuring which throws out the basic traditional assumptions which the companies
are required to be structured with vertical and horizontal lines (Giniuniene and Jurksiene
2015).
 Designing a global structure for organization, under this it is important for the manager to
consider structural features associated with multinational organizations.
5. Some of the major contemporary approaches of design thinking to organizational
learning strategy are:

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 The first part is related to the system of understanding, in this function needs
associated with employees and the business are explored.
 The second major part is synthesising, under this the actual issue and a problem
statement is prepared and analysed.
 The third segment is related to the function of exploring the solutions based on
performance needs along with development and learning needs of the employees.
6. Some of the key importance of continuous improvement in organizational learning are as
stated below:
 Product quality associated with organizational learning function gets improved.
 Helps in the part of increasing the efficiency and productivity of the organization on a
complete basis.
 One of the most important area is related to improved level of employee’s teamwork
and satisfaction.
7. Some of the major typical implementation process for organizational learning strategy are
mentioned below:
 The first major area is associated with the system of communication and evaluation of
suitable strategic plan.
 Developing an appropriate implementation structure along with proper allocation and
budgeting of organizational resources.
The key effect of intended impact in the organization is where it helps in the part of
understanding and evaluating the core and actual initiatives required to be adopted and
implemented in the future based on the current organization structure and planning (Samdal and
Rowling 2015). Unintended impact under all aspects can be a crucial part for the

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organizational learning process where there is no proper and systematic planning system and
initiatives required to be adopted for the future prospective to remain more stable and sustainable
under the
organizational functioning on a complete basis. 8.
Document
Source Location
Personal Mastery Managers Training and development department
Mental Models Management trainers Training and development department
Building shared Vision Employees and managers Departments of the organization
Team Learning Employees and managers Managers associated with all
departments
System thinking Employees and Managers Training and Development
Department

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Some of the major five types of elements relevant for learning organization are mentioned
below:
 Personal Mastery
 Building a Shared Vision
 Mental Models
 Team Learning
 System Thinking
8. Some of the major evaluation strategies used for the purpose of reviewing organizational
learning strategy are mentioned below:
 Enabling the technologies associated with the organization: This will help under the
area of supporting the implementation prospective related to the organization along
with adoption and delivery associated with the system of adoption and delivery of
learning solution like management system of learning, platform based on social
learning and many other.
 Evaluation and measurement plan: This describe the process under which
performance and training and performance initiatives can be measured, aligned and
evaluated to the business objectives.
 Developing and resource and budget plan in the organization: Resource plan used for
the purpose of both experts associated with subject matter and training team which is
required to develop, design and implementation of learning solutions.

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9. Some of the major two types of organizational learning theory are mentioned below:
 Single Loop Learning: This generally consist one loop for feedback when strategy of the
organization is modified with response to a particular unexpected result (Rakowska and
Babnik 2015).
 Double Loop Learning: Learning which basically results under a particular change when
theory-in-use. The assumptions, values and strategies which governs the action are
generally changed in order to create more effective and efficient environment.
10. Two quality management compliance for organizational learning function are mentioned
below:
 Defining the key Performance Indicators: This is performed through the examining what
every process related to the organization is planning to achieve on the basis of required
inputs and expected results.
 Assigning better system of accountability: Holding the process owners of the
organization accountable through periodic and goals along with steady review of key
performance Indicators.
11. Two major international compliance relating to the system of e-learning function are
mentioned below:
 The first process is through gathering team of e-learning local experts which will
enable them to evaluate and understand the best approach related to online training
which can be easily applied in the current and future prospective.
 The second process is through customizing the content based on online training
process, this initiative is generally made for the part of making a demonstrative

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approach which is based on “One size fit all” (Burke and Noumair 2015). This is
basically prepared to make every members of the organization feel that all the
activities within the organization are undertaken according to their needs and
preferences.
12. Some of the major obligation and compliance requirements related to the mentioned
framework are stated below:
 Focusing more under the area of availing qualitative training process along with availing
better support and assessment (Berta et al 2015).
 Consistent implementation of new and innovative strategic ideas to enhance stable and
effective performance for the future.
 Systematically improving and monitoring the RTO operation on a complete basis.
13. Some of the major systematic methods used and applied for the purpose of sourcing
learning resources within the internal environment of the organization are:
 The first and foremost method is through the process of making the best use of online
platforms to deliver complete course fully on an online basis.
 The second major approach is performed through introduction of adaptive development
tools for the purpose of authoring certain resources which are completely technology
based.
 The third approach is through the function of getting access to several reference
materials.
14. Legislation is considered to be the most reliable source based on a particular law
where for a particular person working under the role of learning and development, this

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enhances them to operate systematically under a particular lawsuit in order to undertake
standardized operation in the future.
Code of practice demonstrates the actual and appropriate basis under which the
learning and development activities are required to be undertaken following a particular
standard and method through which it is required to be initiated (Cordingley 2015).
National standards are introduced and initiated for the purpose of assessing and
developing the skills, competence and knowledge of learners which are primarily
associated with a particular workplace or any work-related learning programs.
15. Technology and system requirement to implement the function of organizational
learning strategy are mentioned below.
 Introducing an integrated organizational memory for the purpose of building any
mode of issues pertaining within the organization on a complete basis.
 Developing of adaptive individual learning systems: This helps under the area of
introducing development initiatives both under the part of conceptual and operational
level of learning.

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Assessment task 2:
1. Write a learning strategies report
Having a learning culture in the company, encourages promotion and continuous learning.
Consistent learing process can motivate the companies both personally as well as professionally
as through this they meet the opportunity to row and improve for better. This also enhances
employee satisfaction and retention.
Most of the international brands keep their employees upgraded with the changing needs
and technological growth so that the customers get exactly what they want. Ii this regard they use
some very important models ad approaches. These approaches include interactive method, hands
on training, video training, coaching and mentoring, computer based or e-learing training and
instructor led classroom trainings. As mentioned in the strategic business plan of Grow
Management Consultants, the company values innovation and quality. This is why stressing
upon the professional learning process for both the students as well as the employees are needed.
As found in Recruitment, Selection and Induction Policy and Procedures and
Performance Appraisal Policy and Procedures of this company, it has been found that Grow
Management Consultants try to recruit and select the quality employees. The company selects
the staffs on the basis of their merit and not upon other factors so that the issues like
discrimination and unfairness can be avoided. This similar process is applied in the appraisal
system also. The advertisement of the company specifies the job roles so that the candidates can
apply on that basis and wiling to contribute their skills in the growth process of the corporation.
The company allows self-evaluation method in the appraisal system so that gap can be identified

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by themselves. This enables the company to realise the skill gap in the workforce and arrange
trainings.
The best practices that the company like Grow Management Consultants can apply are
proper identification of training by the employees themselves, choice of approaches of training
trainings for managing new responsibilities, diversity recognition and management training and
health and safety trainings.
In order to meet the professional development needs of the employees in the organistion,
the implementation of technologies like social learning, adaptive learning and video and audio
technology are needed.
In bringing changes in the learning process of the employees, the company needs to
include skills of experts in terms of soft skills and technological skills. Hence the managers who
have in depth knowledge about the subject and effective communication capability are to be
invited for this training.
2. Send an email to Senior Management
To,
Mark Woodward
CEO
Grow Management Consultants
Sir,
It is to inform you that our company already has some policies to be implemented in
order to promote the professional development process. However, in order to increase quality of

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our services we need to design, develop and implement the organisational learning strategy
through social learning, adaptive learning and video and audio technology.
I am attaching learning strategies report with this. Regards.
3. Meet with Senior Management. (Practical task)
4. Design and develop an organisational learning strategy
Organisational Learning Strategy Template
Strategy Components Flexibilit
y
Timelin
e
Resources Responsibilities Performance
indicators
Employees
will find
out their
skill gaps
Employees
and
Team
leaders
Team
meeting
s will be
held
when
needed
Within
4
months
Mentors,
case
studies,
venue,
projectors
Assessing
training need
by managers
-More
customer
retention
-Service
diversity
Promotion
of
technology
related
training
programs
Employees
and IT
Team
leaders
meeting
will be
held
when
gap is
seen
Five
months
Experts
from IT
teams,
venue,
projectors
Team leaders
of all
departments
and IT
officials
-effective
change
management
-more
product and
service

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and plans differentiatin
g
Competitor
analysis
Sales and
marketing
team
members
meeting
will be
held
when
needed
Three
months
Meeting
halls, case
studies,
Leaders
from all tea
and
department
s
Stakeholder
representative
s and
managers
More
customer
loyalty
-more
productivity
Calculation
learning
and
developmen
t KPIs
HR team
and
Operational
managemen
t
meeting
s will be
held
when
needed
One
year
Analytics,
business
plans,
annual
reports and
hall for
employee
conference
HR managers,
operational
and branch
managers
-knowledge
flow in the
organisation
5. Write learning and development policy and procedures
As the learning process is an important part of the organizational growth and we are facing
tremendous competitor pressure for long, the company has taken the initiative to implement

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certain policies to be imbibed in the existing ones. The objectives of these policies will be
identifying skill gaps, IT requirements and ability to train the employees and students
accordingly.
 The line managers will be following the duties like-
- Build and management teams
- Allocate works
- Measure performance
- Recognise and contribute
- Provide needed support and expertise
 The company will be providing trainings based on the skill gaps identified
 Every team will follow training plan on monthly basis
 Have the employee signed to prove that they agree to adhere risk consequences.
 Funding will be done as per the department needs.
6. Develop compliant assessment and recognition policies and procedures
 For complaint assessment, the company will be mentoring and reposting too education
program measure on the quality assurance statement.
 The tutors will be keep accurate records available to the students and their assessment
results will be confidential`
 Assessment toll will be used which will reflect the performance and elements of
complaints
 Issues like fees, charges and refunds leading to complaints will be analysed before
processing.

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7. Develop procurement and supply policy and procedures
 The company in order to develop procurement and supply policy and procedures, will be
following the steps like-
 Conducting internal need analysis
 Conducting assessment of trainers’ market
 Collect external trainer information
 Developing sourcing and outsourcing strategies
 Implementing sourcing strategy
 Negotiating external trainers
 Implementing a transitional plan.
8. Send an email to Senior Management
Mark Woodward
CEO
Grow Management Consultants.
Respectfully,
This is to inform you that I have identified the skill gaps in the organistion therefore developed
certain strategies to meet these gap. Our organistion needs more trained human resources in
order to cope upon with the sudden changes and [assure of the increased competition. I have
attached the following documents with this mail. Regards.
Document attached-
1. Organisational Learning Strategies

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2. Learning and Development Policy and Procedures
3. Assessment and Recognition Policy and Procedures
4. External Training Procurement Policy and Procedures

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Assessment task 3.
1. Revise the Recruitment, Selection and Induction Policy and Procedures
The already developed recruitment, selection and induction policy and procedures needs to have
the following changes:
a. Job advertisement will have detailed job description and the roles and responsibilities of
the positions.
b. 4 tire interview processes will take place
c. Screening and short listing depending upon the communication style
d. Sending proper mails to the selected candidates for interview
e. Letting them know about proper time and venue along with documentations process
f. Final tier will have leadership and emotional intelligence test
g. Induction will be taking place after one week of service.
2. Revise the Performance Appraisal Policy and Procedures
The revised performance appraisal policy and procedures will be including the following points
like-
a. The revised appraisal system will include the probation staffs along with the employees
and line managers
b. The probationary objectives will include teaching, research and organizational activities
c. Appraisal meetings will focus on the determination of the company to overcome
discrimination issues based on class, gender and race.
d. In case of appraises remain satisfied with the changes or monetary hike, revision process
will be initiated.

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e. Depending upon minds, the hike in the levels will increase
f. Amount of incentives in the higher level employees will be imposed.
3. Send an email to all management and staff
Dear employees,
It is to inform you that our organistion has found out s=certain skill needs in the workplace and
initiated to bring diversity management into the forefront to develop a positive working culture.
This is why revision in the Recruitment, Selection and Induction Policy and Procedure along
with Performance Appraisal Policy and Procedure will be made. Please find the attachments of
the revised documents like Revised Recruitment, Selection and Induction Policy and Procedure
and Revised Performance Appraisal Policy and Procedure to provide your valuable feedback.
Regards.
4. Finalise the company Policies and Procedure
According to the senior management and the all levels of employees, the revision and changes
regarding in both the company policies and procedures regarding the recruitment, induction and
appraisal have met the client needs of the market. The company if follows these changes can
effectively eliminate all the issue of discrimination within the workplace and match the client
needs as early as possible through making a positive and effective workforce.
5. Design and develop a training session on Emotional Intelligence
Power point presentation
6. Deliver training on emotional intelligence
Practical task

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7. Validate assessment methods and tools
While developing this training I have found out the issues with understanding of the
emotional intelligence of different employees. The belief, value systems and biases of the
different employees are different which have created barrier for them. The importance of
emotional intelligence have been detailed in the very first are of the presentation but this may
have not reached all the employees equally. This is due to the fact that most of us avoid to
bring emotions in the professional lives and keep ourselves strict as much as possible. Hence
eth organistion is not getting proper enjoyment from the employees as it needed to have. The
issues I have found are related to biasness, knowledge gap and issue of work life balance of
the employees. Therefore the tool of power point presentation need to be more effective and
supported by other software’s matching the level of undemanding of the employees.
8. Send an email to Senior Management
To,
Mark Woodward
CEO
Grow Management Consultants
Sir,
It is to inform you that tool of power point presentation I have used in detailing the importance of
emotional intelligence in the workplace needs to be more effective and supported by other
software matching the level of undemanding of the employees. This have particularly achieved

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the objective but have pointed out more in depth knowledge of this subject the reach the
employee properly. I have attached my Emotional Intelligence Training to this email. Regards.

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Assessment task 4
1. Review the organisational learning strategy implementation
In the staff survey result of 2018 it has been found out that The Organisation was more goal
oriented and effective in motivating the employees regarding their work culture the organisation
had unstructured performance review and needed training process meeting the needs of the
employees . The job description detail in the job advertisement were not meeting the actual
scenario. Therefore the employees wanted clear goals and a nation of discrimination starting
from the recruitment as well as appraisal process. All of the employees were engaged getting
success of the organisation but wanted proper knowledge about their responsibilities and role so
that the conflict regarding these can be mitigated.
In 2019 the issues like training and discrimination have not been found but the employees are
happy and satisfied with their changed training process. Proper knowledge about the roles and
responsibilities have been gained and they are developing the need of learning for their career
growth. the employees are happy to see that the company is taking initiative for arranging
facilities for them therefore they are willing to contribute their skills for the growth of the
organisation . However the issues like ok team participation and completion of tasks and not
always met. There are some of the employees who feel performance management is needed in
this organisation.
Based on these survey and spreadsheet it has been found that two of the company policies
and procedures are to be changed that include recruitment of government staff in the organisation
and avoiding conflict management. Two of these policies at to be more focused and strengthened
so that the issues of discrimination regarding recruitment and retention of the women employees

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in the organisation can be mitigated. the employees are well connected with the organisation
therefore this positive work culture need to be maintained through strict conflict management
policies where everyone of the employees will be abiding by the rules.
2. Update the company’s policies and procedures.
The company policies like “The probationary objectives will include teaching, research and
organizational activities” will be changed to inclusion of emotional intelligence training right
from the probationary period.
Another policy will be changed like recruitment on the basis of communication will be changed
to base on the in depth knowledge of the subject and women candidates will get more exposure
from recruitment as well as appraisal.
3. Update the company’s Organisational Learning Strategy
Two of the learnings strategies will be changed which are
a. Every team will follow training plan on monthly basis
b. Have the employee signed to prove that they agree to adhere risk consequences.
These two will be replaced with Every team will follow training plan on quarterly basis as they
are more or less satisfied with the training process from 2018 to 2019.
The employees will be giving feedback on monthly basis and sing the documents as a proof of
their responsibilities.
4. Send an email to all staff
Dear staffs,

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This is to inform you that based on the survey of 2018 and 2019, the management has brought
certain changes in the policies and procedures of the company. The company is willing to hear
from your therefore all management and staff are to be given the opportunity to provide their
feedback on any changes to the company policies and procedure. Regards.
5. Initiate and implement learning program partnerships
ETEA - Education Training & Employment Australia and Paramount Training and
Development are two partners who arrange and provide leadership and management courses
for the companies. These are effective in the customised training process so that the
companies like us can detail the knowledge and skill gaps in our workplace. Based on these,
both of these two partners will be customising their training process and meet our needs.
These two are well reputed companies in the region of Australia and have in depth
knowledge about the market of this country. These two external training partners will be
effectively help the company to mitigate the skill gaps.

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