Organisational Reflection: Factors Affecting Design of Learning Interventions, Approaches for Establishing Learning Needs, L&D Delivery Methods, and Team Building Activity

This report reflects on factors affecting the design of learning interventions, approaches for establishing learning needs, L&D delivery methods, and a team building activity. It critically evaluates different factors and approaches and recommends the most appropriate methods for use at the organisational level.

Part 1- Organisational Reflection

Table of Contents
Task – Reflective report 1................................................................................................................1
1. Organisations must deal with major internal contexts and try and shape their own Learning
and Development (L&D) agenda. Critically evaluate factors that may affect the design of
learning interventions from the organisation perspective............................................................1
2. Before designing L&D interventions, it is important to assess learning, training and
development needs. Critically evaluate two approaches for establishing learning needs and
recommend the most appropriate method for use at organisational level...................................2
3. Critically evaluate the relative effectiveness of two L&D delivery methods. Comment
critically on the benefits of using instructional design theories instead of learning theories
when selecting and justifying learning and development methods.............................................3
4. You have been invited as a guest trainer to lead a motivational team building activity for a
minimum of fifteen people. The activity should last at least 30 minutes....................................5
A. Design and produce a learning plan for the team building activity to meet the identified
needs in in a cost-effective way...................................................................................................5
B. Produce a session plan supported with session materials.......................................................6
C. Design and implement in your plans appropriate evaluation methods to assess the success
and effectiveness of the team building activity...........................................................................8
D. Explain how you will promote inclusion, equality and diversity in the design and delivery
of L&D and continuous personal and professional development..............................................10
REFERENCES..............................................................................................................................12

Task – Reflective report 1
1. Organisations must deal with major internal contexts and try and shape their own Learning
and Development (L&D) agenda. Critically evaluate factors that may affect the design of
learning interventions from the organisation perspective.
Through this it has been analysed that there are several factors of internal business environment
that will lead to have huge impact over designing of learning interventions. It has been
determined that organisation must deal with major internal context in order to shape their
learning and development agenda (Firth, 2021). Learning and development practices play
significant role in organisation that will lead to have major impact on performance and
capabilities of business. It has been identified that there are different factors which may affect the
design of learning intervention for successfully conducting learning and development practices.
Different factors are mention below in detail –
 Working environment – it has been analysed that working environment of organisation
will lead to have major impact on successful and effective designing of learning
interventions. It is important to design learning interventions which is correct and
appropriate as per the environment of business in which employees are conducting its
practices. This will lead to have significant impact on performing learning interventions
as well as improving capabilities of employees. Business working environment is one of
the essential internal factor which will lead to directly impact over business activities as
well as affect organisational practices to attain desired goals. individual have determined
that working environment is majorly influenced by the rules and polices of business. This
will affect how employees needs to behave in organisation while conducting business
practices. as per the working environment organisation needs to design its learning
interventions.
1

 Leadership – This can be describe as the potential of individual to influence others in
order to motivate and encourage to carry out task in required manner. it has been
determined that leadership is very important in order to successfully and effectively
conduct business activities (Albu, 2021). Leadership activities of organisation is
significant for motivating other employees to improve their performance and potential to
attain desired goals. it has been determined that this internal factor of organisation will
lead to have major affect over designing of learning interventions. This will help in
taking appropriate decision for business along with this developing different skills of
employees by improving their learning with in organisation.
 Technology and resources – It is crucial for organisation to consider innovative and
advance technology with in organisation in order to create effective design of learning.
Individual have identified that there are different kinds of resources needed in order to
perform learning and development practices in effective and efficient manner. Through
high technology and appropriate resources respective organisation will be able to
develop accurate design of learning intervention in order to accomplish set goals.
 Business objective – The objective of business will lead to have affect over each and
every activity of organisation (Fiorino and et.al, 2020). it has been analysed that company
needs to consider its objective and goal while creating and designing learning
intervention. It will lead to have major impact over business performance as well as
accomplishment of desired goals.
2. Before designing L&D interventions, it is important to assess learning, training and
development needs. Critically evaluate two approaches for establishing learning needs and
recommend the most appropriate method for use at organisational level.
It has been identified that it is crucial for organisation to determine and analyse the
learning needs of a person before actually designing learning and development interventions. It is
crucial for company to analyse as well as evaluate the needs of conducting training for
employees so that correct and accurate learning interventions could be training. Individual have
analysed that while working in organisation it is crucial for a person to have different types of
needs and skills. These skills play significant role in improving their performance as well as
accomplishment of goals. There are different approaches that could be used by company that
2

could be consider for identifying learning needs in order to improve performance and skills of
employees.
 Observation – This is consider as one of the basic approach of analysing training needs of
a person. In this type of approach, manager or supervisor needs to observe the
performance of employees (Montagne, Seddon and Gellner, 2020). Observation is an
extremely basic strategy used to gather information for Training Needs Analysis. This is
about apparently confirmed by representatives during working circumstances. This
observation gives information on execution holes. It includes taking the notes and
consequently the nature of note taking is vital. In this approach supervisor can give any
kind of critical task to employees as well as observe their performance while they are
conducting the task.
 Interview – This can be describe as the approach in which supervisor is communicating
with the employees in order to determine their training needs. The interviews include
balanced discussions that assistance in investigating thoughts, qualities, feelings, and
various perspectives. These incorporate both formal and informal approaches. Although
the methods utilized, take great notes mirroring the meeting. Through interview method
manager is able to gather in depth and accurate information about the employees.
Interviews are broadly utilized in distinguishing significant issues/holes that influence
bigger gatherings (Kools and et.al., 2020). This will assist in identifying and analysing
the actual training needs of employees by evaluating the skills which is lacking with in a
person.
Interview is the most effective and efficient approach in order to analyse the training needs.
The major advantage of interview method is that it will help in investigating the issues in depth.
By communicating with employees, manager will be able to gather more information and data
about their understanding about different aspects. Through this approach of identifying training
need individual will be able to explore ideas, opinions as well as attitude of employees. With the
support of interview method, manager will be able to analyse the current skills or knowledge of
employees. This will is correctly analysing and evaluating the different skills or capabilities
which is needed for employee in order to attain desired goals.
3

3. Critically evaluate the relative effectiveness of two L&D delivery methods. Comment
critically on the benefits of using instructional design theories instead of learning theories
when selecting and justifying learning and development methods.
There are different effective and efficient learning and development methods which is
significant for successfully performing business practices (Ribal and et.al., 2020). effectiveness
of learning and development method will lead to assist in improving capability and potential of
employees in order to improve work performance. Instructional design theories are significant
for understanding how people can retain as well as recall information along with this stay
motivate to engaged in learning practices. There are several theories which are associated with
Instructional design such as behaviourism, cognitivism, constructivism and connectivism. The
behaviourism theory is focusing on behaviour modification that could be consider as
conditioning. This is effective for increasing learning practices of an individual
Effectiveness of two learning and development delivery method which is mention below in
detail –
 Instructor led training – Instructor led training is also consider as classroom training. This
is one of the most conventional type of training which is best utilized for making a
general comprehension of the training subject. Through this approach of learning and
development, organisation is able to provide high quality of training to its employees as
well as successfully meet with their requirements. Instructor led training is best when
individual need to furnish a huge gathering of students with a somewhat modest quantity
of data, in a small period of time with the single worth add being the believability of the
instructor and his training abilities. Another vital benefit of Instructor led training is the
prominent and clear intuitiveness, as students can pose inquiries and get moment
reactions (Guckenberger and et.al., 2020). Instructor led training is a decent alternative
for associations with a committed training scene and when representative intuitiveness is
essential to the learning experience. This will lead to enhance performance and
productivity of employees.
 E-learning –E- learning can be describe as the practice of conducting training activities
with the support of electronic tools and media. E- learning is a decent choice for
associations that need to offer adaptable learning opportunities in a brief period of time to
a worldwide crowd by conveying intuitive and connecting with training programs as
4

games, videos, HTML, quizzes and other substance. In today’s environment, E – learning
is one of the most popular form of training which will lead to maximise employees skills
and potentials.
Instructive design theories are significant as it offers explicit guidance to individual on how
to between help people learn as well as develop their potential. Instructional design is financially
savvy, given that it guarantees understudies adapt productively by making great learning
materials that consider the qualities and shortcomings of understudies. The experts of instructive
design theories are significant for safeguarding against the training materials being created for
business problems that is served better with non training solutions. These materials are likewise
engaged and modified to address the particular necessities of teachers (Tortorella and et.al.,
2020). It is beneficial to use instructional design theories instead of learning theories when
selecting and justifying learning and development methods. Learning theories conduct is
diminished to straightforward relationship among conduct and the environment. It overlooks the
cognitive components that have been demonstrated to be significant in conduct. Due to this it is
very difficult to develop or consider effective training and development method.
4. You have been invited as a guest trainer to lead a motivational team building activity for a
minimum of fifteen people. The activity should last at least 30 minutes.
A. Design and produce a learning plan for the team building activity to meet the identified needs
in in a cost-effective way
There are different steps and phases which is included in developing an effective training and
development plan. It is essential to first measure and determine training needs of employees so
that training plan could be developed accordingly. It is crucial for trainer to analyse and evaluate
the skills or capabilities which is lacking in a student in order to create effective training plan
which full fill needs of learners. Once the need of employee training is determined it is crucial to
develop effective goals and outcome of the training plan. It is very important part of learning
plan as in this training need to develop a gaol which needs to be accomplished successfully. This
goal is according to the training needs of employees and all activities of training will be
performed as per the training objective. After this, trainer needs to determine appropriate
methods of training which will help in successfully conducting training activities. it is important
to consider right and accurate training method which is as per the training goals. There are
different training methods such as class room training, online training and so on. For this training
5

practice class room training is more effective as it will help in improving potential and skills of
employees in correct and appropriate manner (Tortorella and et.al., 2020). The indicators of
learning can be describe as the tangible results which is effective for providing evidence for
accomplishing the associated goals and outcomes. It is important for trainer to monitor the
ongoing progress of the activities with the motive of deterring growth and development of
individual learner. Once different activities of training and development practices are performed
it is crucial to capture learning. This can be describe as the method to document new skills and
knowledge of individual. A proper training and learning plan is mention below in template –
Learning objective –
To improve team building skills of employees in order to successfully conduct business practices
Target duration –
Time duration is 1 month
Number of group members –
20 people
Learning methods and resource
This includes class room training method in order to improve skills and capabilities which is
lacking with in individual employees. In this different team building activities are performing
which will assist in improving potential of employees to significantly work in a team.
Measures of achievement and outcomes
The performance of employees will be measured after completion of the training program. This
includes a team task which is significant for determining the overall learning and growth of
employees through training and development. Trainer will classify learners into group of 5
people which is responsible for completing task and attaining desired goals.
B. Produce a session plan supported with session materials.
It is essential for organisation to conduct effective learning plan that lead to provide support for
overall growth and development of individual. It is crucial that session plan have proper aims
and objectives, time scales that is effective for timely completion, different resources required,
appropriate learning techniques and so on (Dixit and Sinha, 2020). All of these are effective for
developing or creating and proper session plan that will lead to provide benefits to employees as
6

well as organisation. Session plan can be describe as the proper process which is effective of
identifying training needs of individual along with the different resources or materials required
for accomplishment of session objectives. This will lead to provide advantages for overall
growth and development of individual and organisation. session plan is mention below -
 Aims and objectives – The aim of this session is to improve team building skills of
employees in order to successfully conduct business practices. This is significant in order to
increase capabilities and potential of employees to carry out business task in a team. This
assist in enhancing overall performance and productivity of organisation.
 Time scales for completion – The time scale refer as the duration of conducting session plan
in effective manner. For this session plan, 1 month of time duration is significant in order to
successfully and correctly completing all activities.
 Resources required – There are different material and resources required for successfully
and effectively conducting research practices. It is crucial for trainer to have appropriate
resources in order to attain desired objectives (Ellis and et.al., 2020). It is crucial for trainer
to make and organise the material that is significant for participants and facilitators as it is
needed during the activities. The major resources which is required for conducting session is
worksheets, handouts, flip charts, computers, projector, internet access, pen, paper, laptop,
projector, text books and so on. All of these resources will assist in smoothly conducting
practices.
 Appropriate learning techniques – In the training session, classroom training is the most
appropriate learning techniques. This learning techniques is significant for developing or
creating and proper environment through which different activities of the training could be
successfully developed. Classroom training technique provides opportunity to trainer and
leaders to develop effective relationships with other.
 Review dates – The review date of this session is next month after the completion of training
session.
 Assessment strategies – Assessment strategies are effective in order to find out the overall
learning and gaining for the session. In this trainer is considering test as the assessment
strategies. The will help in finding out capabilities and potential improved by learner.
 Evaluation methods – In order to evaluate the progress of individual after the training,
trainer is considering analysis of performance as the evaluation method.
7

 Benefits for the employee and the organisations – There are several benefits and advantages
accomplished by both organisation and employees. Through training session, employees are
able to increase their skills and capabilities which assist in personal and professional
development (Rahimi, 2020). organisation will be able to increase its production and
profitability as employees are able to attain goals.
I have analysed that in this session the choice of learning, development approches as well as used
resources are very effective. These are significant for timely and effectively completing the
activities of session along with this desired goals is accomplished. Through classroom training,
trainer is able to create proper environment for learners so that they can actively participate in
learning practices. This will lead to provide growth and development of employees so that can
enhance their potential to conduct task.
C. Design and implement in your plans appropriate evaluation methods to assess the success and
effectiveness of the team building activity.
It is crucial to develop an appropriate evaluation method which is needed to assess the
success and effectiveness of the team building activities. Evaluation method are effective for
providing right direction to trainer so that they can determine the success of completion of
training session. Through effective and efficient evaluation process, trainer is able to determine
the growth and development attain by individuals. There are different team building activities
conducted by organisation in order to increase team working capabilities of employees as well as
increasing their potential to conduct task and activities in significant manner. Team building
activities has been determined in order to improve overall workplace performance as well as
increase productivity (Valcik, Sabharwal and Benavides, 2021). Through this communication
patterns can be improved and it will lead to encourage innovation and creativity with in
organisation. In order to evaluate the success or effectiveness of team building activities it is
essential to provide a team task to employees as well as analyse the performance of each
employees in a team. This is significant for identifying and analysing the overall effectiveness of
employees while conducting task in team. It is crucial for organisation to develop a proper
objective for a team that needs to be accomplished in effective and appropriate manner.
There are different principles of Kirkpatrick which helps in providing accurate direction to
individual for successfully and effective evaluate the team building activities. The Kirkpatrick
8

foundational principles are consider as the key beliefs which underpins Kirkpatrick’s training
evaluation. The principles of Kirkpatrick’s is mention below in detail –
Kirkpatrick’s principles
 The end is the beginning – This principle of Kirkpatrick’s is effective for showing the value
of training begins before the program even starts (Bîrcă and Matveiciuc, 2021). According
to the principle it has been analysed that trainer must come with the desired outcomes or
results and after this determine what behaviour is needs to attain objectives.
 Set clear expectations – As per this principle of Kirkpatrick it has been analysed that it is
crucial to clarify the expectations of stakeholder in order to develop or deliver effective
training. It is crucial to set a clear and proper expectations for the training process as it is
significant for conducting training activities in right and accurate manner. It has been
identified that once expectation of the stakeholders form the training process is clear it will
assist training professionals to convert the expectations into reality. This Kirkpatrick’s
principle stage the it is essential to understand what are the different expectations or
requirements of stakeholders in the terms of results and performance.
 Business partnership – This Kirkpatrick’s principle states that it is crucial to work with
seniors stakeholders in order to properly understand the business needs. The workers of line
manager will assist in driving behaviour and performance (Tiftik, 2020). It is crucial to
work with different business partners as it assist in enhancing skills and capabilities of the
learner to gain appropriate understanding about the business process and working.
According to this principle of Kirkpatrick it has been analysed that for having successful
training plan it is required to have a strong business partnership through out the process of
training. This helps in identifying what metrics of success will be look like at the end of
training programs.
 Value must be created before it can be demonstrated – it has been determined that a
complete package of support and accountability is required before, during and after any
learning practices. It is crucial to develop a value before it is actually demonstrated.
 Chain of evidence and results demonstrate value – according to this principle of Kirkpatrick
it has been analysed that level of training evaluation will define the results which will justify
the resources that is put into training plans. It has been analysed that it is crucial to
compelling a proper chain of evidence to demonstrate your bottom line value.
9

In order to evaluate the success and effectiveness of learning and development plans in an
organisation it is crucial to consider the principle of the end is the beginning. Through the
principles, trainer is able to identify and know the destination along with the best way to get
there before the developing the design of learning. This is significant is order to identify the most
effective way of designing and developing training program in order to accomplish desired goals.
D. Explain how you will promote inclusion, equality and diversity in the design and delivery of
L&D and continuous personal and professional development.
It is essential for trainer to promote inclusion, equality and diversity while creating and
conducting learning and development practices as well as performing continuous personal and
professional development plans. It is important that trainer is promoting inclusion, quality and
diversity while design training plan as well as conducting development activities. There are
various benefits and advantages that could be accomplish by individual through proper
promotion of equality and diversity (Weis, 2020). Inclusion or equality and diversity can be
describe as the practice which will lead to ensure the fair treatment and opportunity is provided
to all. This aims is to eradicate prejudice and discrimination activities which is on the basis of
individual or their characteristics. In order to promote inclusion, equality and diversity in the
design and delivery of L&D and continuous personal and professional development trainer is
communicating the importance of managing bias. It is essential for trainer and leaders to provide
information to other individuals regarding inclusion or equality and diversity. This will lead to
have significant influence over reduction on discrimination activities as well as providing right
opportunities to every individual. By communicating importance of managing bias, trainer will
be able to develop positive and friendly environment. There are different bias activities are
performed in organisation or conducting training practice (Bîrcă and Matveiciuc, 2021). Due to
high bias activities, employees feel de- motivated and it will lead to have negative impact on
performance or capabilities of employees to conduct task. It is essential to successfully promote
equality and diversity with in organisation so that all activities of learning and development
could be performed in significant manner. Trainer needs to identify as well as prevent
unconscious biases so that trainer can have proper information regarding different biases
practices are performed with in organisation. This can be consider as the positive manner to
tackle the unconscious bias as well as maintain positive environment while performing required
10

activities. By communicating the importance of managing bias activities, trainer will be able to
provide right information to other employees as well as increase their knowledge regarding bias
practices. In order to promote and enhance inclusion , equality and diversity it is essential for
trainer to develop a strategic training program which is significant for helping employees
understand the how cultural differences can lead to have impact over their work and interacting
with each other. This will assist in improving employees knowledge regarding significant of
equality and diversity. Through this, trainer is able to explain different strategies which is
significant for overcoming the issue or challenges of equality and diversity. It is crucial for
trainer to develop significant policies of learning and development program that will help in
promotion of inclusion, equality and diversity. The policies regarding inclusion, equality and
diversity is significant for providing information to employees regarding how to maintain
equality and diversity while conducting activities (Weis, 2020). Through this benefits of equality
and diversity is explain to employees which is effective for enhancing and improving
performance with the motive of accomplishing desired goals. While conducting learning and
developing activities, trainer needs to consider anti discrimination act. This is significant act in
order to providing information regarding different discrimination activities on the basis of age,
gender, religion, region and so on. Through this trainer will be able to overcome or reduce
discrimination activities as well as enhance or promote equality, inclusion and diversity.
11

REFERENCES
Books and Journals
Albu, A., 2021. The organisation of industry. In Democratic Socialism in Britain (pp. 121-142).
Routledge.
Bîrcă, A. and Matveiciuc, I., 2021. Comparative Analysis of Vocational Training Methods
Applied within Organizations. Review of International Comparative Management/Revista de
Management Comparat International, 22(2).
Dixit, R. and Sinha, V., 2020. Addressing Training and Development Bottlenecks in HRM:
Facilitating a Paradigm Shift in Building Human Capital in Global Organizations.
In Contemporary Global Issues in Human Resource Management. Emerald Publishing Limited.
Ellis, and et.al., 2020. Transitioning from Instructor-Centered to Student-Centered Learning:
Case study of the US Air Force technical training organizations. In The Routledge International
Handbook of Student-Centered Learning and Teaching in Higher Education (pp. 424-444).
Routledge.
Fiorino, G and et.al, 2020. Quality of care standards in inflammatory bowel diseases: a European
Crohn’s and Colitis Organisation [ECCO] position paper. Journal of Crohn's and Colitis, 14(8),
pp.1037-1048.
Firth, R., 2021. Essays on social organisation and values. Routledge.
Gegenfurtner, A., Schmidt‐Hertha, B. and Lewis, P., 2020. Digital technologies in training and
adult education.
Guckenberger, M., and et.al., 2020. Characterisation and classification of oligometastatic
disease: a European Society for Radiotherapy and Oncology and European Organisation for
Research and Treatment of Cancer consensus recommendation. The Lancet Oncology, 21(1),
pp.e18-e28.
Kools, M., and et.al., 2020. The school as a learning organisation: The concept and its
measurement. European Journal of Education, 55(1), pp.24-42.
Montagne, R., Seddon, D. and Gellner, E., 2020. The Berbers: their social and political
organisation. Routledge.
Rahimi, R.A., 2020, November. Understanding The Key Factors That Influence Employee
Loyalty in Public Organizations. In 2020 International Conference on Decision Aid Sciences and
Application (DASA) (pp. 376-381). IEEE.
12

Ribal, M.J., and et.al., 2020. European Association of Urology Guidelines Office Rapid Reaction
Group: an organisation-wide collaborative effort to adapt the European Association of Urology
guidelines recommendations to the coronavirus disease 2019 era. European urology, 78(1),
pp.21-28.
Tiftik, C., 2020. Analysis of Management Approaches in terms of Human Resources Strategies
to realize Healthy and Successful Organizations. IBAD Sosyal Bilimler Dergisi, (8), pp.457-470.
Tortorella, G.L., and et.al., 2020. Learning organisation and lean production: an empirical
research on their relationship. International Journal of Production Research, 58(12), pp.3650-
3666.
Valcik, N.A., Sabharwal, M. and Benavides, T.J., 2021. Existing Research on HRIS in Public
Organizations. In Human Resources Information Systems (pp. 33-45). Springer, Cham.
Weis, E.J., 2020, September. Building Human Talent in Air Traffic Organizations. In 2020
Integrated Communications Navigation and Surveillance Conference (ICNS) (pp. 5D3-1). IEEE.
13