Developing People: Learning and Development Proposal for Red Telecom's Team Leaders

DEVELOPING PEOPLE
MGT5DPP – Developing People and High Performance Organisations
Student Name:
Student ID:
University Name:
Author Note:
1

DEVELOPING PEOPLE
Executive Summary
According to Kim and Callahan (2013) one can describe the process of learning and
development within organizations as their indispensible growth and success element owing to its
potential to determine their effectiveness. Moreover, the organizations process of learning and
development significantly contributes in addressing the gaps amidst employees’ skills and
knowledge for continuing their day-to-day operations with increased productivity and efficiency
level. As opined by Palos and Veres Stancovici (2016) it has been observed that depending upon
a specific work group requirement or work role within organizations numerous learning and
development interventions can be implemented. Proposing of a learning plan for Red Telecom’s
team leaders of Customer Resolution Department is where the key focus of this report revolves
around with intent of accomplishing the department’s General Manager’s goals like bringing
improvement within the company’s diversity climate, increasing the proportion of female
employees within the role of team leaders, increasing the percentage of employees with
disabilities within the organization besides identification and supporting talents irrespective of
their cultural or social backgrounds. On evaluating the needs of training within the company it
was evident that the action and approaches team leaders within the Customer Resolution
Department adopted are not much appropriate and contributing in attaining the General
Manager’s goals hence, it is utmost important that learning and development program is
undertaken immediately for effective handling of the gaps identified. The proposal of learning
and development that has been tabled in front of Red Telecom’s management literally stands on
theories revolving around adult learning theory and cognitive learning theory. In addition to this,
this report will also help to define what competencies of a company’s team leader should possess
besides placing an adequate proposal to the management to getting the learning plan
implemented in a successful way. The means through which people gain and develop new
knowledge, skills, capabilities, behaviours and attitudes is learning and takes place when a
person can exhibit something he/she did not knew earlier or when they are able to perform
something they were unable to do earlier. The process of learning is continuous, enhancing not
only a person’s existing capabilities but contributes in developing skills, knowledge and
perspective required for future higher-level of job roles and responsibilities.
2

DEVELOPING PEOPLE
Contents
Executive Summary.....................................................................................................................................2
Body of Proposal.........................................................................................................................................3
References.................................................................................................................................................10
Appendix...................................................................................................................................................13
3

DEVELOPING PEOPLE
Body of Proposal
Adequate learning and development interventions for Red Telecom
The analysis of employee training needs have further revealed that for evolving the skills and
capabilities of team leaders of the Customer Resolution department of Red Telecom, the most
adequate learning and development interventions would revolve around the three types of
learning and development interventions combination that would comprise of conventional
learning, contemporary learning and futurist learning interventions. Besides, for effectively
addressing the training needs of the company’s team leaders the different learning and
development interventions that would perfectly fit in are on-the-job training, seminars, coaching,
and mentoring. According to Garavan, Carbery and Rock (2012) in addition to these, on-job
engagement by increased challenges, simulation exercises, sessions of experiential learning
training, productivity groups, learning by co-creating learning by gaming etc. are also equally
beneficial learning and development interventions. The wide ranges of learning and development
interventions that will be tabled in front of Red Telecom’s management are highly productive
and effective in nature besides being interactive and engaging, all together will make significant
contributions in keeping the team leaders interests engaged towards the entire course of the
program designed. Moreover, it will also contribute in effectively addressing the identified gaps
within their existing skills and knowledge in reference of managing the team members of
Customer Resolution Department.
Theories incorporated in the L& D proposal
The proposal drafted for the learning and development of Red Telecom’s team leaders in
particular the Customer Resolution department will make significant contributions in the
successful attainment of desirable results besides driving the fulfilment of the General Manager’s
goals. The learning proposal is primarily based on two theories namely adult learning and
cognitive learning. According to Vallerand, Lapalme and Moïse (2017) the adult learning theory
comparing to children the ways adults use for learning is different. This theory is just not a
collection of idioms, concepts, and ideas revolving around how adults learn but it rather help in
planning individual courses at the time conception, development, and implementation in a way
for facelifting the overall learning process. Getting acquainted and incorporating of these
4