Developing People And High-Performance Organisations

This proposal discusses the implementation of a training and development program for Red Telecom Company due to the current problem of restructuring. The proposal suggests the use of the 70:20:10 Model of Learning and Development to create an effective action plan for the benefit of employees and the company in the long run.

Running Head: Developing People And High-Performance Organisations
DEVELOPING PEOPLE AND HIGH-PERFORMANCE
ORGANISATIONS

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Developing People And High-Performance Organisations
Executive Summary
Training and development program goes hand-in-hand as it significantly helps an organizational
performance to increase. This proposal deals with the current problem of restructuring due to a
diversification strategy in the company of Red Telecom. Therefore this study starts with
providing adequate background information about the company and the problems that are needed
to be accessed. The next sections briefly deal with the present situation of the company and its
work performance. Through the aid of this, the problem being faced has been thoroughly
identified. Therefore, existing skills and the ones needed to be implemented are thoroughly
accessed. This section is followed by understanding the benefits of the training and development
program and its various aspects including time span, the rate of cost, its impact on employees,
especially team leaders have been briefly discussed. Therefore, through the using of 70:20:10
Model of Learning and Development, an effective action plan is created which will benefit and
employees in its long run.

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Developing People And High-Performance Organisations
Table of Contents
Proposal Objective...........................................................................................................................3
Workgroup Profile...........................................................................................................................3
Problem Statement...........................................................................................................................3
Skills needed....................................................................................................................................4
Overview of Learning and Development Strategy..........................................................................5
Interventions for Key Learning and Development..........................................................................5
Evaluation of proposal for Learning and Development..................................................................7
Conclusion.......................................................................................................................................7
References........................................................................................................................................8
Appendices....................................................................................................................................10

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Developing People And High-Performance Organisations
Proposal Objective
The company of Red Telecom is one of the biggest telecommunication providers in Oceania and
its service is spread through New Zealand and Australia. According to the case study, it has been
understood that this company has implemented a diversification strategy known as Red’s
Inclusive Strategy 2020 or RISE. This strategy has a lot of positive aspects, however; the
company is greatly suffering due to the restructure. Therefore, the purpose of this proposal is to
form an effective action plan through which the knowledge of team leaders can be improved for
better performance of Red Telecom Company. This proposal allows plenty of scopes to access
the current structure of the company in order to review a better plan for training and
development. Through the aid of 70:20:10 Model of Learning and Development, a thorough
action plan can be accessed for integration of RISE strategy in a more flexible and better aspect.
Workgroup Profile
The company of Red Telecom follows a team structure in a group of 8 to 15 people in front desk
while various other teams provide back-office service. Each of the team consists of a team leader
who provides effective guidance to their respective teams. As per the information provided in the
case study, it has been accessed that almost 70% of the workers in this origination are female
while the rest are male. This organization also heavily depends upon part-time workers who
provide effective service to customers regarding telecommunication problems. In the company of
Red Telecom, there are a fewer number of diverse people as seen after through assessment. Only
2% have stated their disabled condition and 3% belong to the LGBTQ community. Therefore,
this organisation intends to diversify the internal environment of the company so that every
individual gets an equal chance to work in this company.
Problem Statement
A thorough assessment has been performed in the company of Red Telecom where it has been
observed that the company lacks a proper diversified working environment. Not only there are
fewer people engaged from the disabled background but also from the LGBTQ community. Most

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Developing People And High-Performance Organisations
of the people engaged with the organisation are female however when it comes to team leaders,
there are only a few working in this role which has been identified as a major problem which is
due to the lack of proper training. Therefore, the company has implemented a strategy known as
the RISE in order to modify these aspects. The ultimate problem arises from here as this strategy
has caused a re-structure of the whole company. As much as this strategy is beneficial for the
long run of the company, the re-structure is affecting its current functioning due to which the
employees are getting physically as well as mentally stressed. Therefore, adequate solutions have
been discussed in this study through which these problems can be eliminated.
Skills needed
In order the Red Telecom Company to integrate the proper strategy of RISE, the employees need
to have adequate skills and knowledge on how to work effectively, even under pressure. One of
the most important skills to work under a newly implemented strategy is having an adequate
amount of patience. As opined by Coccia (2016), it takes time for a strategy to fully take its
shape and provide a fruitful outcome. Therefore, the employees need to brush up on their
existing skills, mainly communication with customers. The main working of this company is
executed through a call centre; therefore adequate linguistic skill is needed to be adapted for
better communication (Cramer, 2017). The company of Red Telecom depends on multi-skilling
through the aid of various team members.
However, adequate lack of training is causing problems in this area. On the other hand, the HR
department of the company needs to adapt to a more diverse process for its recruitment process.
Through the aid of proper skills, the HR management can select people from a diverse
background which would prove to beneficial in accordance to the RISE strategy implemented by
the company. The company has effective team leaders who can provide guidance to its team in a
proper manner. This indeed provides a lot of help for the functioning of the company as a whole.
However, more unification is needed between the team leaders and managers of the company for
experiencing more growth. Therefore, it can be asserted that the company needs more effective
management skills for effective functioning (Carlos Pinho, Paula Rodrigues & Dibb, 2014).

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Developing People And High-Performance Organisations
Overview of Learning and Development Strategy
Through the implementation of a proper training and development program, the company of Red
Telecom can experience an adequate range of benefits. In order for the RISE strategy to work
accordingly, 70:20:10 Model of Learning and Development needs to be implemented in this
company. According to this model, 70% of the learning can be gained from experience while
20% socially (ccl.org, 2018). The last 10% consists of learning by following a structured
scheduled for training. This model is an effective form of strategy through which an adequate
amount of practical knowledge can be experienced. This will help in increasing the rate of
performance in a significant manner. Social learning will adequately help in increasing
teamwork and unification which is an immediate need for the company (Su, Baird & Schoch,
2015: 44). Each and every employee can help each other out and therefore learn through this
process. The last 10% of training is a formal one; however, its importance cannot be ignored
(Clardy, 2018: 167). Though the aid of learning materials employees will be able to revise the
practical experience they have learned through which employee performance can increase. This
will significantly result in the rise of organisational growth of the company of Red Telecom
(Refer to Appendix 1).
Interventions for Key Learning and Development
As discussed in the previous section of the proposal, implementation of 70:20:10 Model of
Learning and Development will help the entire organisation in an adequate manner. It is
because of the nature of the model through which the desired result can be achieved (Dhar, 2015:
68). First of all, the training intervention is needed in Red Telecom Company is because of its
lack of diversification. Therefore recruitment training needs to be given to the HR department by
following the above-mentioned model. Practical experience will help get a real knowledge about
how to perform such tasks. Human multitasking is another effective theory through which team
leaders can be taught on how to effectively manage new employees as well as provide guidance
to the old members (Heffernan & Dundon, 2016). Through the aid of concurrent multitasking,
various practical, as well as theoretical tasks can be threaded together through which team
leaders can gain through experience.

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Developing People And High-Performance Organisations
The training program needs to be divided into two categories, one for the management and the
other for team leaders. If people from these categories gain sufficient knowledge, then they can
thoroughly guide the employees in the right direction. However, in order to implement these
strategies and training program, an adequate amount of funding is required. Therefore, cost
assessment is needed to be done in accordance with the level and amount of training required
(Hezlett, 2016). This cost can be taken from the company savings or expenditure fund. This
would essentially help the company to earn more revenue in the long-term; therefore, this
investment is a must requirement for the company of Red Telecom.
Apart from the cost, there are various other factors which need to be implemented in order for
the strategic plan of actually provide a fruitful outcome. As the company is going through a
procedure of complete re-structure, therefore, proper integration of the action plan is going to
take at least a span of 12 months. According to Nijboer, Borst, van Rijn & Taatgen (2014),
Tthese months could be divided into different sections where the three aspects of practical
training following by social and theoretical training can be implemented accordingly. As the
team leaders play the most vital role in the company, therefore, this training program will
provide to be effective through which they can enhance the performance rate of the company. In
order for the training program to be successful, proper observation is also needed to be done
(Uncapher et al. 2017: 64). As this training program for integration of RISE strategy almost
consists of a whole year, therefore monthly assessment can be done through which the
conduction of the action plan can be checked.
However, there are multiple challenges that can be faced during the course of the training
program. The biggest hurdle is the cost of this program. As this program is pretty large, the
amount required will be significant. This can result in the setback for the short-term goals of the
company. In order to avoid this aspect, loams can be taken from banks to fulfil this course of
action (Kong, Qin, Zhou, Mou, & Gao, 2014: 461). On the other hand, many employees
belonging to the general category also feel threatened by the diversification program. Therefore,
adequate assurance is needed to be provided in order to make them understand the significance
of RISE. Apart from these two hurdles, the length of the program is itself a problem because it
consists of 12 months. Many employees can get tired and frustrated due to the length. Therefore,

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Developing People And High-Performance Organisations
through the aid of engagement contents, the employees can be encouraged for active
participation.
Evaluation of proposal for Learning and Development
Effective learning and development plan is an essential part of increasing the rate of
organisational function. This proposal has dealt with the necessary aspects which need to
implement for the benefit of the employees as well as the team leaders of the company of Red
Telecom. However, it is necessary for the training and development program to be kept in a
thorough checking if the company is moving forward in the desired manner (Cordingley, 2015).
The aspect of evaluation is needed to be implemented in three stages. The first before the start of
the program, the second time while it is ongoing and the third after the training program has
wrapped up. Therefore, through the aid of knowledge transfer in a thorough manner by following
the theory of workplace reinforcing, the proper evaluation process can be carried out. This aspect
will essentially help in rectifying certain areas which can be moulded according to the needs of
the organisation (Doppelt, 2017). The aspect of a through action plan along with its process of
evaluation in this proposal has helped in understanding the different aspects required in the
process of evaluation (Refer to Appendix 2).
Conclusion
This proposal mainly consists of a formulation of an action plan for the training and development
of the workers in the company called Red Telecom. This aspect has been made by thorough
assessment of the current situation of the company which is in turmoil due to its complete
restructure because of the strategy known as RISE. Therefore, an effective action plan has been
made by following the theory of 70:20:10 Model of Learning and Development along with
concurrent multitasking. These aspects will essentially help the team leaders to work in a more
organised manner so that employee performance along with organisational performance can be
increased. Therefore, the action plan has been mainly divided into three sections in the form of
70% practical experience, followed by 20% social learning and 10% of theoretical learning.

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Developing People And High-Performance Organisations
Thus, it can be asserted that the strategy will effectively help the company known as Red
Telecom to achieve its desired goal of integration of RISE strategy to its full extent.

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Developing People And High-Performance Organisations
References
Carlos Pinho, J., Paula Rodrigues, A., & Dibb, S. (2014). The role of corporate culture, market
orientation and organisational commitment in organisational performance: the case of
non-profit organisations. Journal of Management Development, 33: 374-398.
ccl.org (2018), The 70-20-10 Rule for Leadership Development, Accessed online:
https://www.ccl.org/articles/leading-effectively-articles/70-20-10-rule/ Viewed October
4, 2018.
Clardy, A. (2018). 70-20-10 and the Dominance of Informal Learning: A Fact in Search of
Evidence. Human Resource Development Review, 17: 153-178.
Coccia, M. (2016). Radical innovations as drivers of breakthroughs: characteristics and
properties of the management of technology leading to superior organisational
performance in the discovery process of R&D labs. Technology Analysis & Strategic
Management, 28: 381-395.
Cordingley, P. (2015). The contribution of research to teachers’ professional learning and
development. Oxford Review of Education, 41:234-252.
Cramer, J. (2017). Corporate Social Responsibility and Globalisation: an action plan for
business. Abingdon: Routledge.
Dhar, R. L. (2015). The effects of high performance human resource practices on service
innovative behaviour. International Journal of Hospitality Management, 51: 67-75.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for
business, government and civil society. Abingdon: Routledge.
Heffernan, M., & Dundon, T. (2016). Cross‐level effects of high‐performance work systems
(HPWS) and employee well‐being: the mediating effect of organisational justice. Human
Resource Management Journal, 26: 211-231.

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Developing People And High-Performance Organisations
Hezlett, S. A. (2016). Enhancing experience-driven leadership development. Advances in
Developing Human Resources, 18: 369-389.
Kong, L. N., Qin, B., Zhou, Y. Q., Mou, S. Y., & Gao, H. M. (2014). The effectiveness of
problem-based learning on development of nursing students’ critical thinking: A
systematic review and meta-analysis. International journal of nursing studies, 51: 458-
469.
Nijboer, M., Borst, J., van Rijn, H., & Taatgen, N. (2014). Single-task fMRI overlap predicts
concurrent multitasking interference. Neuroimage, 100: 60-74.
Su, S., Baird, K., & Schoch, H. (2015). The moderating effect of organisational life cycle stages
on the association between the interactive and diagnostic approaches to using controls
with organisational performance. Management Accounting Research, 26: 40-53.
Uncapher, M. R., Lin, L., Rosen, L. D., Kirkorian, H. L., Baron, N. S., Bailey, K., ... & Wagner,
A. D. (2017). Media multitasking and cognitive, psychological, neural, and learning
differences. Pediatrics, 140: 62-66.

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Developing People And High-Performance Organisations
Appendices
Appendix 1
Figure 1: 70:20:10 Model of Learning and Development
(Source: https://www.professionalacademy.com/blogs-and-advice/whats-the-secret-to-training-
success)
Appendix 2
Action Plan
Required Action Expected Result Responsible
person
Time taken
Implementation of
70:20:10 Model of
Learning and
Development and
concurrent
Integration of these two theories
will help in enhancing the rate of
work in an organization
Management team 1 month

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Developing People And High-Performance Organisations
multitasking
Practical training
for team leaders and
managers
This will help the team leaders to
gain proper knowledge on how
to handle new team members in
the time of excess pressure and
providing effective outcome
Specialized
trainers
6 months
Training assessment
for employees
This should help the employees
to perform in the desired manner
as expected by the company
Trainers and team
leaders
3 months
Theoretical leaning
of work functioning
This will help employees and
team leaders to access the basic
and practical knowledge which
they have gained in previous
months for effective results
Team leaders 1 month
Observation of the
action plan and
make necessary
changes if required
Thorough assessment will help
in checking how much the
training program is effective and
if there is any problem, they can
be modified accordingly
Management 1 month
Table 1: Action Plan
(Source: Learner)