Organisational Learning and Development - Doc

Running head: ORGANISATIONAL LEARNING AND DEVELOPMEN
ORGANISATIONAL LEARNING AND DEVELOPMEN
Name of the Student
Name of the University
Author Note

1ORGANISATIONAL LEARNING AND DEVELOPMEN
Table of Content
Introduction......................................................................................................................................3
Organizational Context:...................................................................................................................4
Structure.......................................................................................................................................4
SWOT analysis:...........................................................................................................................5
Learning needs analysis...................................................................................................................6
Design........................................................................................................................................11
Training design:.........................................................................................................................13
Developing three training modules............................................................................................15
Training timetable and budget required.....................................................................................17
Delivery.....................................................................................................................................17
Evaluation..................................................................................................................................18
Conclusion.....................................................................................................................................19
Self -Reflection..............................................................................................................................20
Explanation of what contradicted or confirmed my prior beliefs..............................................20
My contribution to the module..................................................................................................20
Things I have gained from the module......................................................................................20
Theoretical Underpinning helping me to gain a proper insight about learning.........................21
References and Bibliography.........................................................................................................23

2ORGANISATIONAL LEARNING AND DEVELOPMEN

3ORGANISATIONAL LEARNING AND DEVELOPMEN
Introduction
The following report provides an evaluation of learning and development scenario of the
group Nightingale LRC. The report effectively shows how the members of the group can apply
knowledge gained during the module learning to an organizational context- Kingston University
Library. The present scenario of learning and development of the group indicates that the
members have adequate ideas about learning theories and models, which can be used to gain a
positive outcome from a particular context. The group knows how a theory such as Kolb’s
learning theory can be applied to enhance learning or increase learning areas of the employees
of any organization. The knowledge gained from the module can be applied to several elements
of Kingston University, as the learning in few departments including customer service
department needs to be assessed. In addition, the employees of library department also need to
be taught about how knowledge can be shared and applied to gain a desired outcome. The
purpose of the report is to provide a suitable learning plan for Kingston University Library,
which helps the organization to deal with the current and future business challenges.
Aim and objective of the report
The major aim of this learning and development report is to develop a learning program
for Kingston University Library to guide them in managing challenging situations. The
objective of the report is to develop and design a suitable L&D plan that satisfies the needs of
Kingston University Library.

4ORGANISATIONAL LEARNING AND DEVELOPMEN
Organizational Context:
Structure
It has been observed that the organization Kingston University Library tends to follow
a flat organizational structure. However, the following figure indicates that even though the
organization implements a flat structure pattern but Kingston University has limited managerial
positions and the current structure does not include the scope for human resource management.
The organization lacks a proper learning and development function in its structure. The flat
organization implemented at Kingston University is required to be flexible. Another significant
issue related to flat structure put forward by McFarlane (2011), is, as the managers are equal on
footing and involved in the same projects, they could employees a different task but in a
confusing manner. Until and unless, the process is clear, the employees may work under two
seniors supervisor.

5ORGANISATIONAL LEARNING AND DEVELOPMEN
Figure 1: Organizational Structure
(Source: Self-Made)
SWOT analysis:
Strength
 Kingston University Library has
large resource including the both
physical and human resource- each
department is having an additional
backup-staff
 Institute’s 24 hours LRC availability
helps to keep an uninterrupted
Weaknesses
 The Institution is located in an outskirt
areas which prevents to gain
environmental awareness
 The organization has limited liquidity
positions compared to other institutions
in the market.