Analyzing Learning and Development Initiatives in People Practice

This report examines learning and development initiatives within an organization, focusing on meeting individual and organizational needs. It analyzes various learning approaches such as facilitation, consulting, coaching, training, and mentoring, highlighting their importance in maintaining current capabilities, addressing performance gaps, and preparing for future changes. The report further explores how individual requirements and preferences must be accommodated in the design and delivery of learning initiatives. It provides examples of evaluation methods like learner feedback and qualitative information, detailing their impact on both employees and the organization. Ultimately, the report concludes that effective learning and development are crucial for organizational growth and success, enabling employees to enhance their skills and contribute to increased profitability and revenue. Desklib provides a platform to explore more solved assignments for students.

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Task 6- The People Practice
INTRODUCTION
Learning and development is the function which is responsible for the empowering the employee's growth
and sharpen their skills and capabilities to ensure the better functionality of the business performance (Martin and
Fleming,2022). Technow is the chosen organisation for this respective report, It basically provide the skills computer
training and internet security. This respective report will cover the example of certain learning needs for the people and
the company and also analyse the various learning approaches. Moreover, it will analyse how the learning and
development initiatives helps the people and the company. Lastly, example of two evaluation method and its impact and
how such evaluation benefits both the people and the company.
6.1Examples of various learning needs for the individuals and organisations.
Maintaining current capability: It is vital for the employees of TechNow to have the proper learning so that they can
rightly practice to improve their current skills so that they can be effective with the given skills set and capabilities. A
performance gap: when the individual focuses on the development and their learning then thy can rightly analyse their
actual and the previous working and performance by which they can rightly analyse their growth in TechNow company.
Preparing for future changes and developments: Learning helps the individual to have the better consideration in an
organisation as further learning helps the individual to analyse the future change and development by understand the
current trends of the target market.
6.2Explain different approaches of learning
 Facilitation: It is the art of moving the group so that they can deal with a process or reach
an agreement or the given solution without getting directly involved in the given process.
In context to TechNow, they are helping the employees in order to get the best solution for
the given problem.
 Consulting: It is the practise of giving a third party with expertise on particular method in
exchange of given fee. This basically includes the advisory or the implementation of
various services.
 Training: It is the action of teaching a person with the particular skills and type of
behaviour. This is somehow related to the major consideration so that they can make
TechNow employees more effective(Lee, 2021).
 Coaching: This helps the people to unlock the personal potential so that they can maximise
the own performance which helps them to learn rather than teaching them.
 Mentoring: It is the relationship between the two people with the main goal of professional
and their personal development. It is basically the experienced person who share their
knowledge, experience and advice.
TechNow can help the company to initiate the employees so that they can influence them
for their better working.

6.4Example of at least two methods of evaluating learning and development and its impact, and how the
evaluation benefit both the people and organisation.
Learner feedback: It is the method of evaluating the learning and the development of the employees and it is
defined as the response of students concerning their learning experience, communication with the instructor and
the group of people so that they can rightly help the instructor to understand the progress of employees and
moreover, it leaders to understand the deviation in the learning process of the individual within the
TechNow(Ahn, Bowers and Welton, 2021). This also helps the company to have the new technique and method
of operations by the employees by which they gradually ensure the higher profitability and revenue.
Qualitative information: It is the emotions or the perception of the people about their thoughts and feelings. It is
the useful method in order to evaluate the overall learning of the employees as this helps in maintain the positive
working environment within the organisation and also leads to understand the perception of the employees by
their manager so that they can form a better team in which they can accomplish all the pre-determined gaol in an
appropriate manner and generated huge profitability and revenue as well.
6.3Explain how, in the design a delivery of learning and development initiatives, individual requirements and preferences must be
accommodated.
When the company is offering the better learning technique which helps the employees so that they can rightly complete
their given task and attains the overall functionality of the business in the target market. Mentoring helps employees people to have the
to have guidance from the experience people by which they can rightly take the corrective actions in order to complete the given task
for have better results in the operations. When the certain approach of learning is being used for the employees then the TechNow
company can rightly sustain in the market for long period of time.

CONCLUSION
It is concluded from the above report that learning and development is the significant aspects which is ensuing the flow of work in an appropriate manner and skilled employees can take the organisation to the
higher level of growth and success in the target market. There is the need of learning as it helps in maintaining the current capabilities of the employees, performance gap and with the help of facilitation, consulting, coaching,
training and mentoring, employees can rightly sustain in the competitive market and enhance their learning and development within the organisation. Lastly, learner feedback and qualitative information are the method of
evaluation which helps the employees and the organisation to ensure their better working.
REFERENCES
Books and Journals
Ahn, J., Bowers, A.J. and Welton, A.D., 2021. Leadership for learning as an organization-wide practice: evidence on its multilevel structure and implications for educational leadership practice and research. International
Journal of Leadership in Education, pp.1-52.
Chow, J.Y., Komar, J., Davids, K. and Tan, C.W.K., 2021. Nonlinear Pedagogy and its implications for practice in the Singapore PE context. Physical Education and Sport Pedagogy, 26(3), pp.230-241.
Lee, C.D., 2021. Practice that supports learning and development: A commentary. In The Science of Learning and Development (pp. 159-166). Routledge.
MacDonald, K., Diamond, F., Wilkinson, J., Sum, N., Longmuir, F. and Kaukko, M., 2021. Creating spaces of learning in academia: fostering niches for professional learning practice. Studies in Continuing Education, pp.1-
18.
Martin, A.J. and Fleming, J., 2022. Enhancing professional competencies through work-integrated learning: Principles, practice, pedagogies, and partnerships. Sport Management Education: Global Perspectives and
Implications