Program Design Report: Organisational Learning & Development 9015OLAD

This report provides an in-depth analysis of a learning program design for BB Grains, focusing on enhancing employee skills and organizational development. It covers the Training Needs Analysis (TNA) process, including reasons, investigative methods, learner population, learning outcomes, and objectives. The report justifies the use of augmented reality as a learning strategy and discusses various learner evaluation methods. It details the design and implementation of structured, semi-structured, and unstructured learning activities aimed at improving multitasking, technological, and cognitive skills. The evaluation of the learning program emphasizes its role in achieving functional working and motivating employees, ultimately driving operative growth targets and innovation within BB Grains. The document is available on Desklib, a platform offering a wide array of study tools and solved assignments for students.

Organisational Learning and Development
AQF 9 – Term 5, 2021
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Learning Program Design Report
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Executive summary
The research done in report has formed in depth focus on learner population, specific
working outcomes where BB Grains aim to enhance working targets significantly and
enhance operative innovation diversely. Research has also concluded In depth analysis
towards optimum strategies and learning methods, where augmented training will further
advance up methods diversely. Also research further concluded structured, semi-structured
and learning activities where BB grains aims to evolve rise on new learning goals by further
building new strategies and programs. Augmented learning will enhance competent vision
significantly, leverage specific efficacy among performance horizons and expand new arenas
of learning. Evaluation of research has also concluded that BB grains, further plays crucial
role to enhance functional working to further enhance operative growth targets for motivating
employees within longer run.
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Contents
1. Introduction............................................................................................................................4
Overview of company.............................................................................................................4
2. Step 5 – TNA Report..............................................................................................................5
2.1 TNA Reasons and Investigative Processes.......................................................................5
2.2 TNA Learner Population, Learning Outcomes and Learning Objectives........................5
2.3 Justification of Learning Strategy and Learner Evaluation Methods..............................7
3. Step 6 – Design and Implementation of Learning Program...................................................7
Learning program design.......................................................................................................7
Structured and Semi-Structured Learning Activities..............................................................8
4. Step 7– Evaluation of Learning Program.............................................................................10
5. Conclusion............................................................................................................................12
References................................................................................................................................13
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1. Introduction
Organizational learning and development helps in achieving greater levels of meaningful
performance which is being performed by the employees’ at large scale (Jahan, 2020).
ABB Grain Limited is the company which is predominant agribusiness in Australia. The
business of the organization is providing and dealing in the grain transportation and
supplying them to them to the customers.
The research evaluation will analyse Training Need Analysis (TNA) along with its reasons
and investigation processes. This will also include the learning strategy and learners
evaluation methods. Designing and implementation of learning programs will also be
explained at large scale. Furthermore, Evaluation of learning program will also be
described and explained at large scale. Thus, these factors and aspects will help in
knowing organizations learning and development along with seeking growth within and
outside organization. These elements will help in making the report more specific and
will provide the details of the training need analysis.
Overview of company
BB Grain Australia is the largest Agribusiness that started from 1939, where company
was listed in Austrian Securities Exchange ad where it is provider of grain handling services.
Company is engaged in grain accumulation, storage and marketing further in Adelaide,
Australia with wider range of innovative working management growth horizons for further
enhanced wider scale services. The company is further evolving to bring on new scale
technologies diversely, for enhanced working engagement functional parameters for attaining
new scale varied competencies. It further heads focus on fact that BB grains company for
strengthened new learning among employees for motivational growth reach, shedding light
on primitive working rise widely. Also, company has been investing among new resources
diversely, for training employees for technical diversity of practical expansion among new
training and learning specifics.
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2. Step 5 – TNA Report
2.1 TNA Reasons and Investigative Processes
The Training needs analysis process explains procedures, where company identifies
specific training and development needs for all employees where BB grain company aims to
further extend creative working advancement diversely for strategic competencies. It involves
significant analysis of training needs, skill gaps at various working levels rapidly and to
further formulate outcomes and working objectives. BB's grain company working methods
further utilises methods such as online training methods, personnel experience analysis has
signified that it is crucial to form TNA where reasons are strategic skills are lacking. The
present employees skills need further specific innovation and transformation to be further
evolved for attaining new goals benchmarks diversely. Investigation methods such as
strategic orientation analysis, focus group methods and training has furthermore evolved
focus on fact that employees need to be further given new training.
Expected professional skills and proficiency correlates focus on fact that BB grains
aim to expect employees to be diversified for working with advanced digital skills, have
competencies functionally. There should be strong digitisation, dynamic work engagement
operational abilities for enhanced functional work reach. Workforce need to be further given
new training to work on advanced technologies, for bringing forward optimum standards
diversely. Investigating process revealed gap within training, where employees at BB grain
company need to be further given training for working with advanced machines. Augmented
reality method will be used for training workforce, where creative learning program mes,
presentations and visual working aspects will be focused on.
2.2 TNA Learner Population, Learning Outcomes and Learning Objectives
BB grain company learning population are the working employees, where aim is to further
enhance their working abilities and diverse skills professionally for extended working growth
rapidly (Malykhin and et.al, 2021). The learning objectives are to further train employees
with new significant innovative working technologies among working criteria, leverage depth
critical understanding significantly and generate functional growth. BB's grains by using
augmented reality aims to further enhance primitive motivation, for reaching the set learning
outcomes diversely. Formulation of learners population, will enhance new key optimised
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aspects significantly furthermore, for critically enhancing company business objectives
further for competitive performance. BB's grains, shall further work on practically shaping
new learning parameter and extend up targets for wider scale business goals. Learning
objectives and outcomes of BB grains are correlated to reach threshold benchmarks and
keenly work on towards organisation development. The learning population, which is primly
employees at workplace are further motivated for engaging in new learning further for
improvised new expertise.
Learning outcomes:
Formulation of learning outcomes will further bring forward new key learning targets
and KPIS analysis, for reaching on wider targets diversely within longer run. This further
focuses on fact that completion of new specifics will expand business reach for extended
functional growth and improvising operative innovation. It can be also understood that BB
grains will be critically heading light on extended scope for untapped diverse goals. Also to
further implement new training skills, shed light towards coping up new pathways for
extended benchmarks towards extreme working growth goals. Multi-tasking professional skills- This Is the first foremost learning outcome, crucial
for reaching essential skills' growth diversely at BB grains. By working with
augmented reality training method, multi-tasking skills professionally will be
diversified. Technological skills: Another key outcome, which is based on technological skills
learning development will further improvise employees working performance
significantly for attending towards new efficacy reach. By learning through
augmented learning new technological skills professionally will be improvised for
extended growth reach.
 Cognitive working skills: Another outcome, cognitive working skills will further
efficiently enhance new proceedings and information for workplace diversity and new
term working goals practically. BB's grains company aim to further improvise
cognitive working skills, to primitively bring on new expertise which will strengthen
goodwill (Boerlijst, 2020).
By keeping check on learning outcomes company will be able to further advance up methods
of learning to be delivered to employees by augmented learning for further advancing up key
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competencies rapidly. This furthermore plays essential role, to primitively signify working
growth rise evolving among new targets for extended scale diversification benchmarks reach
actively.
(Oragui D, 2020)
Unstructured Learning Activities: Coaching and Mentoring
Coaching and mentoring learning activities can be understood to be further highly
crucial aspects covered under unstructured learning activities, where BB grains company
further leads to expanded new training aspects. This further expands focus on fact that
employees will be given platforms to share new ideas, vision competitively and leverage
interactive methods for strengthened benchmarks. Coaching and monitoring, will expand new
ideas interactive competencies among employees which will further shed light on business
expertise enhancement and delivery of strengthened working vision parameters. BB grains
will be further able to develop key business competencies, strengthen up employee’s
competencies to determine diverse horizons for extended horizons. This can be also
understood as one of the most essential aspect, which further builds vision competencies
evolving among quest parameters within workforce. The BB grains will be able to further
enhance new expertise benchmarks, leverage rise on new arenas of skills among productive
business performance horizons (Drewniak and Posadzinska, 2020).
From above discussed learning activities which are structured, semi-structured and
unstructured employees will be able to grasp new knowledge arenas professionally for
progressive performance goals diversely on wider horizons. This will further extend up
channelize resources to reach the set learning outcomes diversely and further integrate new
vision arenas practically. BB's grains further also shape up profound new critical business
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reach enhancement, for practical engagement and skills to significantly enhance functional
growth targets diversely. Also, better evaluation of practical working efficacy will improvise
new pathways, enhance vision practically and shedding light on for determining key long
terms goals completion for wider growth functionally. It can be also evaluated that BB grains
by working with structured (Iqbal and Ahmad, 2021). Semi-structured and unstructured
learning programming’s, will be able to further integrate vision parameters actively and shape
up prioritise positively for optimistic growth paradigms. Also extended scope to furthermore
determine wider pathways will be assessing for extended scope, wider scale pri9mitive
growth standards and expanding new channelized resources utilisation.
2.3 Justification of Learning Strategy and Learner Evaluation Methods
The augmented learning strategy taken up by BB grains for learning enhancement
among workforce can be justified by its vivid integral importance, whereby working with
virtual methods company will be able to strengthen workforce. Augmenter learning strategy
will further advance up new methods critically, bring best working outcomes dynamically
and generate objectives completion significantly. The augmented learning method is justified
as in recent business environment, this is crucial for building workforce profoundly and
generate the best vision significantly. The evaluation methods, will functionally build up
extended benchmarks for technical progression parameters and enhanced working expertise
targets for improvising learning specifics.
The learner evaluation methods, which are administer assessments, observe employer
behaviour and tracking learning engagement will further strengthen learning outcomes
analysis varied. BB Grains by further integrating new learning strategies and methods will be
able to enhance new working criteria parameters rapidly (Malykhi and et.al, 2021). The
varied analysed new learning outcomes, and method will bring on functional goodwill of
company business productivity growth and generate new range of vision rapidly evolving. It
can be further evolved that BB grains significant augmented learning methods, will further
build up effective work culture rapidly and generate competencies within workforce.
Learning strategy method, based on augmented learning criteria can be understood to be
widely integral at new business skills professional expansion varied for untapped specifics.
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This will enable HR professionals and business to cop up with skill gaps, expand new vision
parameters and expand wider scale optimised learning progression parameters diversely.
3. Step 6 – Design and Implementation of Learning Program.
Learning program design
The learning program design can be further analysed to be highly understood to be
one of the best competent innovative method, for further enhancing vision significantly and
addressing new pathways for further improving new proceedings. Learning program design
understood will be dynamically focusing to further advance up new technical vision
competently for enhancing new quest growth parameters imperatively. It can be further
understood that augmented learning program, will further open up new outcomes for
stringent growth paradigms within longer run (Budhiraja, 2021).
Augmented learning program design will harness new pathways, for strengthened
shape efficacy of learning at workforce within BB Grains for competitive performance. This
can be understood to be also actively essential for improving new pathways, leveraging
extended growth standards and also further generating keen working engagement goals
practically. Bb Grains will professionally train employees to bring forward new dimensional
learning aspects, rapidly evolve on improved channelized skills expertise technically for
bringing forward practical growth worked on.
Structured and Semi-Structured Learning Activities.
The structured learning refers to learning new programs and skills, which are
designed for reaching out to instructional methodologies advance for functional informative
growth parameters. It can be understood that while delivering augmented learning, structured
learning will be given to employees by further extending designed instructed programs. This
will enable to learn advanced multi-tasking skills in proper structured format, exchanging
new stringent growth parameters evolved up for connective growth.
Semi Structured learning is form of structured data method of learning, which further
enhances new advanced tabular method of working parameters for enhanced vision goals. By
using semi structured learning method, new interactive abilities will be further improvised for
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attaining new benchmarks functionally. BB's grains company will be giving training in semi
structured format under augmented learning program to teach new skills, dynamic
competitive abilities and generate the best targeted leveraged vision (Žnidaršič and et.al,
2021).
By attending towards structured and semi–structured learning activities, BB grains
company will be able to further build up motivation for empowered strengthened skills
among professional working targets. This can be also understood that by attending interactive
data based learning sessions, employee’s professional knowledge will be diversified and
expanded on optimum working channels functionally. The semi-structured, structured and
learning activities. It can be also crucially understood that by practically building up working
pathways, employees will be further motivated to expand new skills, expertise technically
and evolve on optimum working standards strategically. This further shed light on aspect,
that diversely there is functionally enlarged scope for channelized vision imperative growth
reach for extended competitive performance.
(Taylor C, 2021)
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4. Step 7– Evaluation of Learning Program
The evaluation of the learning program for the ABB Grain Limited is done with the
help of framing of learning outcomes and these are noted as below –
 Multi-tasking professional skills.
 Technological skills
 Cognitive strategy in working skills.
With the help of these learning outcomes which are to be achieved by the ABB Grain Limited
are known to have been developed and improve the skills of the workforce through virtual
learning (Wright and et.al., 2017). With the help of the virtual learning, the above mentioned
skills will be developed by the workforce and for this they will be provided training which
will help the workforce in achieving the skills which will help in evaluating the major
changes and improvements taking place during the training programs for the workforce of
ABB Grain Limited. Learning will be provided to the workforce for these skills and through
this they will be able to improve their performances and develop these skills at large scale.
The virtual learning program will help the employees of the company in working with
the skills which needed to be improved at large scale so that the performance scale is high.
This virtual training will help the employees in improving their multi-tasking professional
skills; employees will be able to improve their technological skills as proper training will be
provided to them (Xu and et.al., 2021). There is much need of the cognitive strategies which
are required in the working skills. These skills help the individual in acknowledging and
paying attention to these skills so that their performance is scaled up and due to this they will
be able to develop this skill for which the virtual training is being done. With the help of
virtual training which is being provided to the ABB Grain Limited workforce, these three
major skills will help them work effectively and perform their tasks and duties which will
help them ion making and framing the scale through which all the possibilities of providing
productivity and learning outcomes are achieved. This is the evaluation through which the
employees or the workforce will be learning and achieving the outcomes and developing
these skills. These skills will also help the employees their strengths and weakness and they
will be able to improve through the training process which is being provided to them through
the virtual learning sessions (Goh, 2019).
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ABB Grain Limited is focusing in improving the capabilities and skills of the
workforce so they deliver effective and efficient performances and that they are able to
develop more other skills which help them in providing the company with best of the
performances at large scale. The main thing which is being analysed throughout the training
process is that the virtual training will provide the sessions of each skill which will help the
employees of the company in clearing their doubts and work with the tasks and activities
which follow up and are to be completed (Shcherbakova and et.al., 2021). The virtual training
session will help the employees in knowing how they can grow and develop their skills and
contribute to the company at large scale. With the help of virtual training method, there are
various changes which will be observed and what are steps which the company will take in
the process of training sessions and how much employees are to be taken. All the details will
be considered of in the virtual training session which will help the employees in taking the
training and improving their skills at large scale.
More the employees will learn through the virtual training method, more their
technological skills, cognitive working skills and multi tasking professional skills will be
improved at large scale. This will help ABB Grain Limited know the basis through which
virtual learning aspect will be addressed and this will help the employees in ensuring that
they have learned a lot from the skills and that now the workforce is contributing effectively
to the company (Cakir and et.al., 2019). The technological skills are the important skills
which will help the employees or workforce in dealing with the technology at large scale.
Cognitive strategy in working skills will help the employees in taking corrective steps
towards the strategies which are being framed and this will help in ensuring them the growth
and development scale in which they need to improve during the training sessions conducted
virtually.
Therefore, the virtual training which is being conducted for the employees of ABB
Grain Limited will help the employees evaluate their performance and provide them training
in for the skills which are technological skills, multi-tasking professional skills and cognitive
skills through which they will be taken into consideration and with the help of this the main
thing which is being analysed is that ABB Gain Limited is focusing on these skills which will
take concern of the employees on individual level and this will also ensure the growth and
development status (Örtenblad, 2019). This is the major thing which is being analysed and
through this the main aim of the company is to ensure that effectiveness and efficiency is
maintained throughout the performance. Virtual training is the best training method which is
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helpful in taking concern of how the performance is being evaluated of the employees and the
workforce. This helps in making and framing scale through which all aspects of training
sessions provided to the employees are important in acknowledging the training process all
around. The virtual training method will help the employees in knowing the major changes
which are taking place in the company and how they are well contributing with the norms and
the techniques followed within the company (Alipour and et.al., 2018). Thus, the major aim
of the company is that the employees and the total workforce turn out to be effective and
efficient enough for virtual learning sessions.
5. Conclusion
Thus, it is concluded from the above research evaluation that it helped in analysing
Training Need Analysis (TNA) along with its reasons and investigation processes. This also
included the learning strategy and learners evaluation methods. Designing and
implementation of learning programs were also be explained at large scale. Furthermore,
Evaluation of learning program were also described and explained at large scale. Thus, these
factors and aspects helped in knowing organizations learning and development along with
seeking growth within and outside ABB Grain Limited. These elements helped in making the
research evaluation more specific and provided the details of the training need analysis. ABB
Grain Limited Company ensured that the training and learning process helped in framing
such learning outcomes so that the employees are able to learn more and contribute with the
organization at large scale. Thus, through this, the evaluation is being successfully and
effectively performed by the company.
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References
Books and Journals
Alipour, F. and et.al., 2018. Creating and developing learning organization dimensions in
educational settings; role of human resource development
practitioners. International Journal of Management, Accounting and
Economics.5(4).pp.197-213.
Boerlijst, J.G., 2020. The neglect of growth and development of employees aged over 40: A
managerial and training problem. In Work and aging: A European
perspective (pp. 251-271). CRC Press.
Budhiraja, S., 2021. Can continuous learning amplify employees' change-efficacy and
contextual performance? Evidence from post-merger Indian
organization. International Journal of Manpower.
Cakir, F.S. and et.al., 2019. Evaluation of open leadership and innovation orientation on
employees and culture of the organization. Business: Theory and
Practice.20.pp.432-445.
Drewniak, Z. and Posadzinska, I., 2020. Learning and development tools and the innovative
potential of artificial intelligence companies.
Goh, S.C., 2019. Measurement of the learning organization construct: a critical perspective
and future directions for research. The Oxford Handbook of the Learning
Organization.pp.317-332.
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Iqbal, Q. and Ahmad, N.H., 2021. Sustainable development: The colors of sustainable
leadership in learning organization. Sustainable Development, 29(1), pp.108-
119.
Jahan, R., 2020. LEARNING AND DEVELOPMENT FOR ORGANIZATION
SUSTAINABILITY.
Malykhin, O., and et.al, 2021. Developing Soft Skills among Potential Employees: A
Theoretical Review on Best International Practices. Postmodern
Openings, 12(2), pp.210-232.
Örtenblad, A. ed., 2019. The Oxford handbook of the learning organization. Oxford
University Press.
Shcherbakova, O. and et.al., 2021. Assessment of the continuing education of employess and
manager of the organization. Laplage em Revista.7(Extra-B).pp.365-377.
Wright, L. and et.al., 2017. A learning-organization approach to evaluation. In Assessing
Outcomes in Child and Family Services (pp. 127-140). Routledge.
Xu, Y. and et.al., 2021, June. Research on the Classified Teaching and Evaluation Mode of
Computer Organization. In 2021 IEEE 3rd International Conference on
Computer Science and Educational Informatization (CSEI) (pp. 191-194).
IEEE.
Žnidaršič, J., and et.al, 2021. It Is Never too Late to Learn: The Role of Organizational
Support in Older Employees’ Learning. Revija za socijalnu politiku, 28(2),
pp.239-259.
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