Training and Assessment

Running head: TRAINING AND ASSESSMENT
Training and Assessment
Name of the Student
Name of the University
Author Note

1TRAINING AND ASSESSMENT
Section 3: UAT 1
1. A. The various international e-learning compliance system or learning approaches used across
the globe are as follows -
(1) CANCORE in Canada,
(2) EdNA Metadata Standard in Australia,
(3) SINGCORE in Singapore, and the work of the
(4) ARIADNE Foundation in Europe which has fed into the IEEE 1484.12.1-2002 standard for
learning object metadata
(5) DC-ED extensions to the Dublin Core that address educational uses of materials.
B. The framework of TEQSA is used to understand if a particular business provider is compliant
with the requisiteThreshold Standards (Namada, 2018). The issues of online delivery in
particular are examined by TEQSA. It also includes the development of curriculum and
pedagogical issues, support ofthe staff and their development. The job of TEQSA is to make
effective judgment with regard to the operation of the provider. For instance, if a particular
business provides an educational facility online, TESQA may see to it that the business also
provides a physical facility offline.
2. A. Relevant authority compliance requirements and obligations applicable to Registered
Training Organizationare as follows –
ACPET or Australian Council of private education and training
ASQA or Australian skills quality Authority

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NCVER or National Centre for Vocational Education Research
B. The relevant standards based on compliance requirements and obligations that the Registered
Training Organizations must comply with are as follows –
(1) The training and assessment strategies of the RTO and practices are responsive to the needs
of the learner and of the industry.
(2)The operation and functioning of the RTO are assured to be of good quality.
(3) The RTO is required to issue, maintain and accept the AQF certification documentation
which are in according to the Standards and also provides easy access to the records of the
learners.
3 The various national standards, legislation and codes of practice that are relevant to the
individual learning strategy of management implementation are as follows –
Australian Taxation legislations
Pay as You GO Legislations
Superannuation laws
Work Health and Safety laws
Fair work Australia legislations
4. The various the technology and systems requirements to support an organizational learning
strategy can be stated as follows –
(1) The diversity and accessibility needs (Serrat, 2017)
(2) AQTF Standards for the Registered Training Organization

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(3) The international e-learning standards and their various specifications and also models of
reference.
(4) The standards or benchmarks of industry
(5) The standards of training and assessment of the organization
(6) Platforms of training such as that of Moodle, LMS canvas and Blackboard.
5. Two organizational learning theory are as follows –
(1) Espoused Theory –This theory refers to the formal sector of the organization. All business
firms have a particular way as to how the employees are required to conduct themselves or
present themselves in the work place (Teece, Peteraf&Leih, 2016). As a result, the particular
conducts are narrow in scope and it requires the employees to follow a predetermined path.
(2) Theory in Use – Under this theory, the individual employees are required to take measures in
their own hands by brain storming in trying to provide a solution to the problem(Teece,
Peteraf&Leih, 2016). For instead, when a computer fails to work, then instead of trying to
contact the IT department, the employees can try to solve the problem themselves.
Two organizational evaluation strategies are as follows –
(1) Business excellence framework –The main objective of every business organization is to
further the growth and development of the firm (Dodgson, 2018). In this respect, the team of
business specialties have the important responsibility of identifying the opportunity of growth in
the business and provide significant recommendation to improve the organization.
(2) Benchmarking –The process of benchmarking involves the activity of comparing the
activities of the company and its level of performance with the other business in the market. In

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this process of benchmarking, several dimensions are involved like cost of the product, quality of
the product and time taken to manufacture it (Teece, Peteraf&Leih, 2016).
6. In the contemporary globalized world, various organizations are required to modify and
develop their learning strategy design and development (Lafleur&Burtak, 2018). The business
firms are required to identify certain areas of learning development and in order to work on them
effectively, the learning strategies are developed. Moreover, for the effective implementation of
the learning strategies, it is necessary for the business organization to identify the correct and
appropriate personnel who would take the responsibility of providing the right learning strategy
(Al Shobaki et al., 2017). Often times it is observed that the organization takes upon itself to
integrate this strategic learning activity whereby the various mechanism and the personnel are
integrated in order to generate an effective decision making platform. For instance, in the
organization, there is a mechanism for the formulation of new policies which would aid in the
facilitation of the improvement in the quality and process of manufacturing. All of these should
be conducive with the assessment and learning strategies.
7. There are certain processes for the continuous improvement of the organizational learning
strategy. Continuous improvement in the working of the organization is essential as this ensures
that the organization is kept updated with the needs of the changing times and the increasing
demands of the customers (Ibidunni, Ogunnaike&Abiodun, 2017). Continuous development
enables the effective working of the firm. The steps can be stated as follows –
(1) There is a need on the part of the organization to embark on the process of seeking continual
development in the functioning of the firm. Such developments should be sought in a procedural
manner. For instance, the different employees of the organization should be kept in sync about

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the requirement of the firm (Choi & Chandler, 2015). They should be able to understand what is
needed of them so that they will be able to deliver the product in an efficient manner.
(2) There should be a system of transparency in the work place. This ensures that every
employee will be able to share their success and failures with each other. This will show to the
managers of the organization the various places where the employees are found to be lacking. It
is the obligation of the management level of any organization to ensure that the employees are
working in an effective manner (Choi & Chandler, 2015). The system of transparency will
ensure that the work done by the employees is known to everybody and as a consequence,
relevant help can be provided to the employees are who are unable to perform in the right
manner. Moreover, this system of transparency will ensure that the relevant learning strategies
can be provided in those areas.
(3) The management needs to ensure that the work environment of the organization is friendly in
nature. The employees need to feel secure and safe in the place they are working (Choi &
Chandler, 2015). Moreover, they should b able to maintain a tolerant and cordial relation with
each other in the sense that they can work in a harmonious nature with each other. In this sense,
it is necessary for the employers to motivate the employees in the correct direction. Motivation
often acts as a catalyst in the working of the employees and if they are properly motivated then
the production level of the organization would rise to a considerable extent (Dhar, 2015).
8. For the effective implementation of the learning strategy of the organization, it is the
responsibility of the senior management level of the firm to ensure that all the relevant strategies
are in place. The implementation of the various learning strategies require the participation of all
the employees as well as the employers of the organization (Harms, 2015). It is the members of
the strategic management team who provides the various learning modules to be implemented.