BSBLED501: Report on Developing a Workplace Learning Environment

This report provides a comprehensive overview of developing a workplace learning environment. It covers essential skills activities such as developing learning strategies, reviewing performance information, and creating learning plans for employees. The report also addresses organizational learning needs and the management of explicit and implicit procedures. Furthermore, it includes a knowledge activity section answering questions about the benefits of a learning culture, adult learning principles, coaching and mentoring, communication strategies, and problem-solving techniques. The performance activity section focuses on identifying performance development needs, planning learning initiatives, and implementing recognition and feedback mechanisms. The document concludes by emphasizing the importance of continuous monitoring and record-keeping to foster a thriving learning environment. Desklib offers a range of similar solved assignments and resources for students.

DEVELOP A WORKPLACE LEARNING ENVIRONMENT

Table of Contents
Contents
Section A: Skills Activity.........................................................................................................2
Developing strategies............................................................................................................. 2
Reviewing range of information for performance....................................................................2
Learning Plans for employees................................................................................................2
Learning Needs of the organisation........................................................................................2
Explicit and Implicit Organisational Procedures......................................................................2
Range of Strategies for Monitoring.........................................................................................3
Section B: Knowledge Activity (Q and A)................................................................................3
Benefits of encouraging a learning culture within a work team...............................................3
Adult Learning.....................................................................................................................3
Coaching and Mentoring.....................................................................................................4
Consultation and Communication.......................................................................................4
Improvement Strategies......................................................................................................4
Leadership.......................................................................................................................... 4
Learning Environment and Learning Culture.......................................................................5
Monitoring and Reviewing Workplace learning...................................................................5
Problem Identification and Resolution.................................................................................5
Record Keeping and Management Methods.......................................................................5
Structured Learning............................................................................................................ 5
Work Based Learning.........................................................................................................6
Section C: Performance Activity.............................................................................................6
Performance Development Needs......................................................................................6
Planning.............................................................................................................................. 6
Learning Plans for Team and Employees...........................................................................6
Development Specialists.....................................................................................................7
Recognition and Feedback.................................................................................................7

Monitoring.............................................................................................................................. 7
Record and Report.................................................................................................................7

Section A: Skills Activity
Developing strategies
Developing a learning plan, for all the employees is important. It will help them to learn new
things at work and complete the tasks efficiently.
 Talking to the employees regularly, about their problems at work.
 Making sure, they learn new things in interesting way that will give them the wish to
learn more.
 Creating a plan for the employees, through which they can work smoothly, and save
time.
 Making sure, the environment is friendly, thus the employees will work and learn
together.
Reviewing range of information for performance
The workplace should be reviewed regularly by a qualified person, so that they could review
their current potential, work performance, environment, and can give them the perfect way to
learn new things.
Learning Plans for employees
The work of employees must be kept up-to-date. Now, one can see the weakness and
strengths, therefore, making a quick learning plan for all the employees. For example, one
employee has good learning input, but bad work output, and another employee has bad
learning input, and good work output. Thus, they can help each other.
Learning Needs of the organisation
 Information must be given to the employees, in a way of their understanding.
 There should be a question and answer round, to get feedback, and clear doubts, of
the employees.
 The manager must act like the team leader, helping the employees, to move forward
quickly and efficiently.
 Employees with different talents and communication must be grouped differently, so
that they play an active role while communicating.
Explicit and Implicit Organisational Procedures

The company had invested a lot, in other companies, but most of the companies failed, and
thus the invested money was no longer received. This led to the financial crisis of the
company, and thus, it was unable to pay the employees. The employees, with anger,
decided to case a file, in the court. Now, the company is in great problem, as it faces the
pressure of the employees, as well as the court.
Implicitly, the company decided to call all the employees, and have a meeting. The director
of the company assured the employees that the problem was just for a small time, and that it
would be fixed soon.
Explicitly, the company decided to withdraw other investments, so that they could pay the
employees, and the court case would come to an end.
Thus, the company dealt with an implicit-explicit situation smoothly and without any
problems.
Range of Strategies for Monitoring
Monitoring of the team should be done by a professional, or team leader (Laudon and
Laudon, 2016). Reports must be submitted on a regular basis. Individual performances must
also be observed so that the company will get to know, how the learning procedures should
be for a team and for each individual employee.
Section B: Knowledge Activity (Q and A)
Benefits of encouraging a learning culture within a work team
One must encourage learning culture in a work team. Learning culture means, to help every
worker learn the facts of which they have no knowledge. One should know how to create a
learning culture.
Training for a particular work, and the development plans must be compulsory for all the
workers, in the organization.
Employees, who are quick learners, should be given special recognition, and should be
given the chance to lead the team (Ponnuswamy and Manohar, 2016).
After training, feedback must be taken from the employees, which will help to know the ways
to make it easy for everyone to learn.
Special offers should be made available for the employees, as it will encourage them to
learn.

The benefits of encouraging learning culture are as follows.
 Work efficiency is increased, which will yield better results, thus greater profits.
 Satisfaction of the employees is increased, and the annual turnover is decreased.
 There will be improvement of mindset, among all the employees.
 An increased sense of knowledge sharing among the employees
 The ability of workers to adapt to various changes is increased.
Adult Learning
Adult Learning, or adult education, is a way of engaging adults in a sustained and systematic
way of activities, which are mostly self-educating. This is a way to possess the new mode of
attitude, knowledge, values or skills.
There is a philosophy that reflects adult learning about teaching and learning. It is based on
the supposition that adults can learn, and also they want to (Leberman and McDonald,
2016). Adult learning is designed in such a way that helps everyone to learn, either what
they need, or what they want, by giving all the necessary opportunities, technologies,
graphical study etc.
Coaching and Mentoring
Coaching is a way that helps employees to learn and to enhance unique skills. It usually
focuses on a single individual over some limited time period, which helps them in developing
effectively.
Mentoring usually involves the utilization of similar models and the same skills and set of
questioning, hearing, simplifying, and revaluating linked with coaching (Noe, Hollenbeck,
Gerhart and Wright, 2017).
Mentoring and coaching are different, but can have same results. Their approach are little
different, but they both use discussion and practice as their method of teaching.
Consultation and Communication
Consultation is very important in a team project. It helps us to clear our doubts regarding a
particular task, which will then help us perform the task efficiently.
In a team work, there should be constant communication between tem members. It is done
so that the job may be done perfectly and without and mistakes (Taufek, Zulkifle and Kadir,
2016)

Communication is important as it provides us knowledge with the current status, work done
and work changes. Without effective communication, the preferred outcome could not be
obtained.
Consultation is also an important entity. Listening to others, giving attention, will provide to
the fact that the work is done properly and correctly.
Improvement Strategies
The main difference is that, most of the people are present in a workplace, but very less is
truly present, that is they are giving their full attention, thus increasing productivity. It shows
the true efforts someone is giving in order for the company to gain profit.
 The main task here is for the employees.
 Improving the engagement of the employees by giving special concessions,
employee of the month award etc
 Making the goals of the employees clear, so that they are always focused on their
work
 Communicating with the employees effectively, and taking continuous feedback.
 Recognition for the best work, so that others may be influenced.
Leadership
Leadership is very important skill in today’s work life. Leadership does not mean taking credit
for everything and be proud always, instead it means helping one’s fellow colleagues when
they are unable to understand something (Donate and de Pablo, 2015). Leadership is given
to such a person who has enough knowledge to lead the team, and take responsibility if any
problem is caused. The main task of a leader is to lead, to help, to watch over teammates, to
make sure that no problem arises.
Learning Environment and Learning Culture
The environment, in which a person works, is a great factor. For example, a workplace, in
which most of the employees are careless, focuses on other things but not work, is harmful,
as another person present there will not be interested in learning, but on enjoying (Fraj,
Matute and Melero, 2015).
The work environment should be full of ambitions people, willing to learn new things which
will help them do their work more efficiently. Moreover, a second person present there will
also feel the urge to study, and be prosperous.
Learning culture is an assembly of organizational protocols, utilities, processes and
practices. They encourage the employees, as well as the organizations, to develop

competence and knowledge. An organization, which has a learning culture, continually
encourages learning, and trusts the fact that all the systems affect one another (Figueiró and
Raufflet, 2015).
Monitoring and Reviewing Workplace learning
The workplaces must be monitored and reviewed frequently, so that the learning
environment is persistent. Thus it will give the employees the wish to learn new things, and
hep them to prosper.
Monitoring should be done by a senior executive or manager, and it should be done from
time to time.
Problem Identification and Resolution
The problems should be identified quickly and smartly. If a problem remains, one must
consult the rest of the team, or the manager. Identification of the problem is important, as the
main work depend on the base of the problem. Communication between the team members
and leaders is beneficial (Nambisan, Lyytinen, Majchrzak and Song, 2017).
The solution to the problem should be done quickly, as there is a limited time.
Record Keeping and Management Methods
Records must be kept of every single work done, as it may be needed for future conflicts.
Also, it might be a beneficial study to the new employees, to understand the work.
The records must be managed well, and should be properly arranged, so that no time will be
wasted in order to find old records.
Structured Learning
The learning in a workplace should be organized and structured. Learning classes should
be fixed and if there is a problem among employees, it should be resolved quickly. Therefore
the employees will have the wish to learn more.
Work Based Learning
The learning provided to the employees should be work based. It must focus on work speed,
accuracy, topic details, problems faced, and ways to overcome the problems. Employees
can also learn through their fellow colleagues, if they face any problems. Outside knowledge
must also be provided, such that the employees may be up-to-date.
Section C: Performance Activity

Performance Development Needs
Regular contact should be made with the line manager for talking about all the key points,
including things needed for smarter, less time consuming and efficient work.
Contact must also be made with the employees regarding their work, and reviews must be
taken for their performance and skills, their needs, to gain much profit.
Planning
Based on the development needs of both the employees and managers, the needs must be
fulfilled. The employees can now work without any interference and the manager can
manage the team, and individual employees with full motivation. Planning of work should be
done properly, such that work can de cone efficiently.
Learning Plans for Team and Employees
Development of learning plans, both for individual employees and teams must be done.
Teams must help other teams, if their work is done.
Employees with same development needs must be placed together and they could learn
from the other employees, with different needs, and vice versa. The employee with much
knowledge should be given a work to teach his fellow colleagues.
The manager should also contribute, and review the ways of learning.
Development Specialists
A specialist should be assigned to each team, so that they could review the work done, time
required, efficiency and accuracy. Thus they could come to a conclusion of the things
required by each employee, and can organize a learning plan for them. They could talk to
the director about the development needs of the employees, and the profit they could make
from this development.
Recognition and Feedback
There should be an award for the employee of the month, who has done the maximum work
and given all their efforts. Other employees will look up to the employee of the month and
they will consult him/her for their doubts and queries. Moreover it will be an award with
special perks, which most of the employees will want to get. Thus everyone will work hard.
Feedback is also important, as it will help to understand the needs of employees to do great
work.
Monitoring

Monitoring of workplaces and learning activities should be done, so that improvements can e
made according to the needs of the employees. Therefore they can learn more, and
accurate, which will reflect in their work done.
Record and Report
Recording of workplace learning is important, as to know if the organization systems and
procedures are being followed. Therefore one can know the favourable outcome of a work
given (Ramsey, Blaauw, Kearney and Staff, 2018).
Records must be reported to the manager or the director for further consultation. The right
decision can increase the company’s profit, thus greater pay for the employees. They can
even get an international recognition for their work.

References
Donate, M.J. and de Pablo, J.D.S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research, 68(2),
pp.360-370.).
Figueiró, P.S. and Raufflet, E., 2015. Sustainability in higher education: a systematic review
with focus on management education. Journal of cleaner production, 106, pp.22-33.)
Fraj, E., Matute, J. and Melero, I., 2015. Environmental strategies and organizational
competitiveness in the hotel industry: The role of learning and innovation as determinants of
environmental success. Tourism Management, 46, pp.30-42.)
Laudon, K.C. and Laudon, J.P., 2016. Management information system. Pearson Education
India.).
Leberman, S. and McDonald, L., 2016. The transfer of learning: Participants' perspectives of
adult education and training. Routledge.)
Nambisan, S., Lyytinen, K., Majchrzak, A. and Song, M., 2017. Digital innovation
management: Reinventing innovation management research in a digital world. Mis
Quarterly, 41(1).
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.)
Ponnuswamy, I. and Manohar, H.L., 2016. Impact of learning organization culture on
performance in higher education institutions. Studies in Higher Education, 41(1), pp.21-36.)
Ramsey, B.C., Blaauw, M., Kearney, R. and Staff, R., 2018. The importance of open access
to chronological data: The IntChron initiative. Radiocarbon.)
Taufek, F.H.B.M., Zulkifle, Z.B. and Kadir, S.Z.B.A., 2016. Safety and health practices and
injury management in manufacturing industry. Procedia economics and finance, 35, pp.705-
712.)