RUNNING HEAD: Organizational learning and development Contents

RUNNING HEAD: Organizational learning and development
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METRO
Organizational learning and development

Organizational learning and development 1
Contents
Introduction...........................................................................................................................................2
Organizational Context..........................................................................................................................2
Strategic.............................................................................................................................................2
Business-led......................................................................................................................................3
Horizontal integration........................................................................................................................4
Structure and culture..........................................................................................................................5
Adding value.....................................................................................................................................5
Consideration of the associated L & D budget..................................................................................6
Analysis.................................................................................................................................................6
Design...................................................................................................................................................7
Delivery.................................................................................................................................................8
Evaluation.............................................................................................................................................9
Conclusion...........................................................................................................................................10
References...........................................................................................................................................12

Organizational learning and development 2
Introduction
The learning and development are generally referred to as training and development or
human resource development. It embraces both on the job and off the job methods in order to
acquire the necessary knowledge, skill, and behaviors. The learning is the process of
acquiring new knowledge, skill, and attitude which can enhance the ability of the employees
to meet current and future job requirements.it helps individuals to perform at higher levels.
This report includes the learning and development (L & D) scenario at Metro departmental
store, Singapore. Metro is a recognized household name in the retail industry. It was
established in Surabaya, Indonesia in 1953. The departmental store sells cosmetics, apparels,
and fashion accessories. Metro has currently 13 outlets across Singapore. The company was
listed in the Stock Exchange of Singapore in 1973 as Metro Holdings Limited. Later, the
company expanded its operations and included property development and investment. The
company also entered the hospitality sector in the mid-1990s. The company has redefined the
concept of the departmental stores in Singapore. Recently in 2017, the company has 3
departmental stores in Singapore, Metro Centre point, Metro Paragon, and Metro Woodlands.
There are two profiles of trainees at Metro such as retail trainee and purchasing manager. The
retail trainee is going to learn about floor responsibilities and will become expert in managing
all the things. Both classroom and store’s teaching will not help trainees to gain experience
but going to attain relevant experiences as well. The trainees are also going to learn more
about the daily duties on the job. The purchasing managers are accountable for buying quality
equipment, goods, and services at competitive prices. They negotiate, do networking, deal
and support business in saving money and increasing profits. Their responsibility is to
forecast the level of demand for the products and services. They are required to maintain the
relationship with the suppliers. Metro invests from 2-5% of salary budgets into training.
Organizational Context
Strategic
Metro is the most trusted brand for 60 years. The brand is committed to delivering
exceptional value to the shoppers in the years to come. The company works with the clients
to achieve sustainable performance gain through expanding markets, building partnerships,
improving formals and ensuring productivity. The company conducts various tests and

Organizational learning and development 3
learning on the different things in order to find out what works and doing more of it. Metro
supports strategic retail value creation. The organizational strategy comprises growth and
international expansion. It works with the retailers in order to identify future growth in the
new market, target group, and new categories. The company constantly makes efforts to
adopt new business models, value propositions and format strategies to the dynamics of
merging local markets (Alkhatib, 2016). The active management of the store portfolio makes
use of trade-off decisions like which store should be upgraded, should new stores be opened
or the existing stores should be closed.
The Metro is a wholesaler for business and professionals. The mission of the Metro is to
provide quality products along with the business solution at the lowest possible prices. It is an
iconic brand provides exciting shopping experience. The store is specialized in well-designed
offerings and warm services.
Metro is going to govern the cash and carry wholesale division worldwide through its
exclusive business formula which aims to improve the effectiveness of customers all over the
world.
Metro aims to offer a superior level of service which resonates with the brand’s own
positioning. The values of the company exceed the expectations of the perceptive visitors
around the world (Zapalska, Jackson and Zelmanowitz, 2016). The company makes huge
efforts to make decisions in the best concern of the customers to assist them in a better way.
Metro also guides its employees to achieve the mission of the company in a practical way and
clearly describes the values and norms of the organization.
Business-led
The PESTLE analysis aimed at looking at the external environment of Metro. The HR
department focuses on the L & D of the trainees and looks outside for the requirements.
Political factors The political factors comprise the culture of
the Metro and how the L & D is viewed by
other functions. It includes the changing
trends of the government laws along with the
development rate of parties and provincial
and global political crunch. The political shift
rate in the retail industry has done a lot with