Learning and Development Strategy Report for Grow Management

This report delves into the realm of learning and development strategies within an organizational context, addressing key aspects such as the roles and responsibilities of learning and development specialists, challenges faced by managers, and effective communication programs. It explores contemporary approaches to assessment instruments, strategic design, and design thinking applied to organizational learning, emphasizing the importance of continuous improvement and outlining typical implementation processes. The report also examines evaluation strategies, organizational learning theories (single and double loop), quality management compliance, and international compliance related to e-learning. Furthermore, it covers systematic methods for sourcing learning resources, legislative and code of practice considerations, and technological requirements for organizational learning. The second part of the report presents a learning strategies report, including models, approaches, and technological implementations, along with recommendations for improvement and communication strategies. The report is based on the assignment brief provided, where the student is tasked with developing a learning strategy for Grow Management Consultants.

Running head: OPERATIONS
OPERATIONS
Name of the student:
Name of the University:
Author Note:

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Assessment task 1.
1. Some of the major roles and responsibilities of learning and development specialist
within the internal environment of the organization are mentioned below.
 Creating and executing the learning strategies and the programs.
 Evaluating the individuals along with meeting development needs of the
organization.
 Implementing numerous learning methods within the internal environment of the
organization on a complete basis (Job shadowing, online training and Coaching).
 Help the managers in the part of developing their team members through the process
of career path.
2. Some of the major constrains and challenges faced by learning and development manager
within the organization are mentioned below:
 The first and foremost part of challenge is based and is related the part of dealing with
organizational change. Dealing with certain changes due to acquisition, merger,
budget and staffing is considered to be the key issue of the manager (Waddock, and
Bodwell 2017).
 The second core part of challenge is associated with the system of engaging learners.
 Tracking and identifying skill application are the other major constraint.
3. Three major consultation and communication programs to support and encourage staff
within the internal environment of the organization are stated below:

2OPERATIONS
 The first part is through the process of improving the organizational performance.
Under this when a new project plan is implemented within the organization, spending
more time under the part of discussing the required to be adopted with the employees
can help in the area of preventing misunderstandings and rumours (Jain and Moreno
2015).
 The second key area is through the process of improving the decision-making system
and management performance within the organization.
 The third most important factor is through the process of improving the system of job
satisfaction in order to gain better outcome form the employees in the future.
4. Some of the major contemporary approaches to assessment instrument and strategic
design within the organization are mentioned below:
 The first and foremost part is related to the system of reengineering the organization. It is
considered to be a radical redesigning function of organizational for achieving the major
gains related to cost, time along with provision-based services.
 Adopting the function rethinking within the organization, it is considered to be a function
of restructuring which throws out the basic traditional assumptions which the companies
are required to be structured with vertical and horizontal lines (Giniuniene and Jurksiene
2015).
 Designing a global structure for organization, under this it is important for the manager to
consider structural features associated with multinational organizations.
5. Some of the major contemporary approaches of design thinking to organizational
learning strategy are:

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 The first part is related to the system of understanding, in this function needs
associated with employees and the business are explored.
 The second major part is synthesising, under this the actual issue and a problem
statement is prepared and analysed.
 The third segment is related to the function of exploring the solutions based on
performance needs along with development and learning needs of the employees.
6. Some of the key importance of continuous improvement in organizational learning are as
stated below:
 Product quality associated with organizational learning function gets improved.
 Helps in the part of increasing the efficiency and productivity of the organization on a
complete basis.
 One of the most important area is related to improved level of employee’s teamwork
and satisfaction.
7. Some of the major typical implementation process for organizational learning strategy are
mentioned below:
 The first major area is associated with the system of communication and evaluation of
suitable strategic plan.
 Developing an appropriate implementation structure along with proper allocation and
budgeting of organizational resources.
The key effect of intended impact in the organization is where it helps in the part of
understanding and evaluating the core and actual initiatives required to be adopted and
implemented in the future based on the current organization structure and planning (Samdal and
Rowling 2015). Unintended impact under all aspects can be a crucial part for the

4OPERATIONS
organizational learning process where there is no proper and systematic planning system and
initiatives required to be adopted for the future prospective to remain more stable and sustainable
under the
organizational functioning on a complete basis. 8.
Document
Source Location
Personal Mastery Managers Training and development department
Mental Models Management trainers Training and development department
Building shared Vision Employees and managers Departments of the organization
Team Learning Employees and managers Managers associated with all
departments
System thinking Employees and Managers Training and Development
Department

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Some of the major five types of elements relevant for learning organization are mentioned
below:
 Personal Mastery
 Building a Shared Vision
 Mental Models
 Team Learning
 System Thinking
8. Some of the major evaluation strategies used for the purpose of reviewing organizational
learning strategy are mentioned below:
 Enabling the technologies associated with the organization: This will help under the
area of supporting the implementation prospective related to the organization along
with adoption and delivery associated with the system of adoption and delivery of
learning solution like management system of learning, platform based on social
learning and many other.
 Evaluation and measurement plan: This describe the process under which
performance and training and performance initiatives can be measured, aligned and
evaluated to the business objectives.
 Developing and resource and budget plan in the organization: Resource plan used for
the purpose of both experts associated with subject matter and training team which is
required to develop, design and implementation of learning solutions.

6OPERATIONS
9. Some of the major two types of organizational learning theory are mentioned below:
 Single Loop Learning: This generally consist one loop for feedback when strategy of the
organization is modified with response to a particular unexpected result (Rakowska and
Babnik 2015).
 Double Loop Learning: Learning which basically results under a particular change when
theory-in-use. The assumptions, values and strategies which governs the action are
generally changed in order to create more effective and efficient environment.
10. Two quality management compliance for organizational learning function are mentioned
below:
 Defining the key Performance Indicators: This is performed through the examining what
every process related to the organization is planning to achieve on the basis of required
inputs and expected results.
 Assigning better system of accountability: Holding the process owners of the
organization accountable through periodic and goals along with steady review of key
performance Indicators.
11. Two major international compliance relating to the system of e-learning function are
mentioned below:
 The first process is through gathering team of e-learning local experts which will
enable them to evaluate and understand the best approach related to online training
which can be easily applied in the current and future prospective.
 The second process is through customizing the content based on online training
process, this initiative is generally made for the part of making a demonstrative

7OPERATIONS
approach which is based on “One size fit all” (Burke and Noumair 2015). This is
basically prepared to make every members of the organization feel that all the
activities within the organization are undertaken according to their needs and
preferences.
12. Some of the major obligation and compliance requirements related to the mentioned
framework are stated below:
 Focusing more under the area of availing qualitative training process along with availing
better support and assessment (Berta et al 2015).
 Consistent implementation of new and innovative strategic ideas to enhance stable and
effective performance for the future.
 Systematically improving and monitoring the RTO operation on a complete basis.
13. Some of the major systematic methods used and applied for the purpose of sourcing
learning resources within the internal environment of the organization are:
 The first and foremost method is through the process of making the best use of online
platforms to deliver complete course fully on an online basis.
 The second major approach is performed through introduction of adaptive development
tools for the purpose of authoring certain resources which are completely technology
based.
 The third approach is through the function of getting access to several reference
materials.
14. Legislation is considered to be the most reliable source based on a particular law
where for a particular person working under the role of learning and development, this

8OPERATIONS
enhances them to operate systematically under a particular lawsuit in order to undertake
standardized operation in the future.
Code of practice demonstrates the actual and appropriate basis under which the
learning and development activities are required to be undertaken following a particular
standard and method through which it is required to be initiated (Cordingley 2015).
National standards are introduced and initiated for the purpose of assessing and
developing the skills, competence and knowledge of learners which are primarily
associated with a particular workplace or any work-related learning programs.
15. Technology and system requirement to implement the function of organizational
learning strategy are mentioned below.
 Introducing an integrated organizational memory for the purpose of building any
mode of issues pertaining within the organization on a complete basis.
 Developing of adaptive individual learning systems: This helps under the area of
introducing development initiatives both under the part of conceptual and operational
level of learning.

9OPERATIONS
Assessment task 2:
1. Write a learning strategies report
Having a learning culture in the company, encourages promotion and continuous learning.
Consistent learing process can motivate the companies both personally as well as professionally
as through this they meet the opportunity to row and improve for better. This also enhances
employee satisfaction and retention.
Most of the international brands keep their employees upgraded with the changing needs
and technological growth so that the customers get exactly what they want. Ii this regard they use
some very important models ad approaches. These approaches include interactive method, hands
on training, video training, coaching and mentoring, computer based or e-learing training and
instructor led classroom trainings. As mentioned in the strategic business plan of Grow
Management Consultants, the company values innovation and quality. This is why stressing
upon the professional learning process for both the students as well as the employees are needed.
As found in Recruitment, Selection and Induction Policy and Procedures and
Performance Appraisal Policy and Procedures of this company, it has been found that Grow
Management Consultants try to recruit and select the quality employees. The company selects
the staffs on the basis of their merit and not upon other factors so that the issues like
discrimination and unfairness can be avoided. This similar process is applied in the appraisal
system also. The advertisement of the company specifies the job roles so that the candidates can
apply on that basis and wiling to contribute their skills in the growth process of the corporation.
The company allows self-evaluation method in the appraisal system so that gap can be identified

10OPERATIONS
by themselves. This enables the company to realise the skill gap in the workforce and arrange
trainings.
The best practices that the company like Grow Management Consultants can apply are
proper identification of training by the employees themselves, choice of approaches of training
trainings for managing new responsibilities, diversity recognition and management training and
health and safety trainings.
In order to meet the professional development needs of the employees in the organistion,
the implementation of technologies like social learning, adaptive learning and video and audio
technology are needed.
In bringing changes in the learning process of the employees, the company needs to
include skills of experts in terms of soft skills and technological skills. Hence the managers who
have in depth knowledge about the subject and effective communication capability are to be
invited for this training.
2. Send an email to Senior Management
To,
Mark Woodward
CEO
Grow Management Consultants
Sir,
It is to inform you that our company already has some policies to be implemented in
order to promote the professional development process. However, in order to increase quality of

11OPERATIONS
our services we need to design, develop and implement the organisational learning strategy
through social learning, adaptive learning and video and audio technology.
I am attaching learning strategies report with this. Regards.
3. Meet with Senior Management. (Practical task)
4. Design and develop an organisational learning strategy
Organisational Learning Strategy Template
Strategy Components Flexibilit
y
Timelin
e
Resources Responsibilities Performance
indicators
Employees
will find
out their
skill gaps
Employees
and
Team
leaders
Team
meeting
s will be
held
when
needed
Within
4
months
Mentors,
case
studies,
venue,
projectors
Assessing
training need
by managers
-More
customer
retention
-Service
diversity
Promotion
of
technology
related
training
programs
Employees
and IT
Team
leaders
meeting
will be
held
when
gap is
seen
Five
months
Experts
from IT
teams,
venue,
projectors
Team leaders
of all
departments
and IT
officials
-effective
change
management
-more
product and
service