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Reflective Essay ELO2: Design and Develop Learning Programmes

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Added on  2020-05-16

Reflective Essay ELO2: Design and Develop Learning Programmes

   Added on 2020-05-16

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REFLECTIVE ESSAY – PIETER VAN ELLEWEE – ELO2 – DESIGN AND DEVELOP LEARNING PROGRAMMES:Introduction:I am Pieter van Ellewee a Training and HR Manager for Rampar Trading. I have started withthe company in November 2013 and one of my main roles in my Portfolio is SkillsDevelopment. I underwent the following two-unit stand courses in 2015 namely 123394Design outcomes based learning programmes as well as 123401 Develop outcomes basedprogrammes. My total years of experience in the Skills Development field is almost 9 years. Iwas tasked in 2014 by Management of Rampar Trading to conduct various Trainingprograms for Rampar Trading staff which were for Area Managers, Store Managers andSales Assistant Staff.At the beginning of the year we started with our yearly strategies for training in 2017 andwe decided on a major Succession planning exercises for our Staff where our staff had tounder go certain courses to become the next managers, senior managers and areamanagers in the company. We determine certain criteria and certain courses they need togo through to be placed in this pool of employees when new vacancies arrived attached wasthe criteria that we set down for these staff What are my development objectives?PriorityWhat activities do I need to undertake to achieve my objectives?What support/resources do I need to achieve my objectivesTarget date for achieving my objectivesCategory C and D Sales AssistantlowInduction Program including Sales TrainingMonthly Review Checklist and Sign Off by Manager3 monthsCategory B Sales AssistantMed- lowSell Products to Customers in Whole Sale Training Course US 114900Assesment completed after the Two Courses 6 monthsInteract with Customers Course US 114903Monthly Review Checklist and Sign Off by ManagerCategory A Sales Assistant Med- HighResolve customer queries /complaints US 114911 Assesment completed after the Two Courses 12 monthsUse language and communication US 1194600Monthly Review Checklist and Sign Off by Managerlast 3 months Area Manager monthly reviewManager Category C and DMed HighEffective Manager Course US14667Monthly Review Checklist and Sign Off by Area Manager9 monthsWork with a range of patterns or Functions and solve problems US 9007Assesment completed after the Four Courses Receive stock US114896Performance ManagementCount stock for Stock take US 114891Manager BMed HighAdress Customer queries in Whole Sale Enviroment US 243712Monthly Review Checklist and Sign Off by Area Manager12 monthsUplift stock for return US 243581Assesment completed after the Two Courses Performance ManagementManager AHigh - MedDefine the Core Concepts of the wholesale and retail Enviroment US114895Monthly Review Checklist and Sign Off by Area Manager12 monthsMaintain a Safe and secure wholesale and retail enviroment US 114912Assesment completed after the Four Courses Work with a range of patterns or Functions and solve problems US 9007Performance ManagementTake Orders from Customers US 243680last 6 months Operations Manager monthly reviewArea ManagerHigh Plan Self Development US 117900Monthly Review Checklist and Sign Off by Operations Manager12 monthsStock ManagementAssesment completed after the Four Courses Cash management HR / IR ManagementReview Date:This succession plan is to identify out of our existing staff members a pool of candidateswhich is eligible to become our new area managers as well as new store managers andcreate a hierarchy for our sales staff that join the company.•Also building leadership pipeline / talent pool to ensure leadership continuity. •Developing potential successors in ways that best fit their strengths. •Identifying the best candidates for categories of positions.
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•Concentrating resources on the talent development process a greater return ininvestment. Succession planning recognizes that some jobs are the lifeblood of the organization and toocritical to be left vacant or filled by any but the best qualified persons. Effectively done,succession planning is critical to mission success and creates effective process forrecognizing, developing and retaining top leadership talent. For a Successful succession planwe need to determine the criteria to identify our candidates and the only way we can do it isto classify our stores to determine the hierarchy. We started with our Category A Managersand the first course in their category that I had to the develop was an existing Unit Standardnamely US114895 Define the core concepts of the wholesale and retail environment. I lookat the requirements of the Unit standard which isThis unit standard is intended for new entrants into the wholesale and retail sector.Persons credited with this unit standard will be able to describe the different marketsegments, customer profiles and buying habits applicable to the industry. They will also be able to identify the target market of the organisation, in which theywork.These persons will also be able to identify the different functional departments in anoutlet and their main functions in respect of the flow of stock/cash through thebusiness. They will also be able to explain the environment in which business operates inrespect to applicable legislation and shrinkage and losses I designed and develop the material for the course as well as the assessment criteria etc.Strengths:When looking at the material there is various advantages that can be listed. Some of themare:These materials grow communicative ability; In the retail environment communicationincluding language skills as well as business-related skills have become to be apparent as thefundamentals that are equally important to all adult learning Yet, verbal capability needs tobe combined with socio-linguistic competence and with practical competence. The manualfocus on task solving, analysing evidences and figures, understanding information andsolving dilemmas in the retail environment. This manual can be flexible. This manual wasdesigned in the way that they can be tailored for our store staff, contingent on the level ofthe staff, and different learning objects. This material provides the building blocks for theadministration of the courses as a social interface and a basis for compromise between allthe relevant stakeholdersWeaknesses:These materials are not based on all the skills audits that were conducted and look to caterin general for the group to address the exit level outcomes. Also provide insufficient detail.These material tasks are overgeneralized and not inspiring for learners.
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