RISE: Developing People & HRD in Red Telecom - La Trobe University

This report evaluates a group intervention for implementing the RISE strategy at Red Telecom and proposes a learning and development program to address workplace challenges. It identifies the need for HR skill improvement and explores issues like employee stress, diversity imbalance, and high pressure that affect productivity. The proposed plan focuses on improving communication, skills development for team leaders, and diversity management, utilizing both primary and secondary data collection methods. The initial action plan emphasizes addressing diversity issues and enhancing employee skills through the RISE strategy, ultimately aiming to create a positive work environment and improve organizational performance. The report also references relevant academic works to support its analysis and recommendations.

Running Head: DEVELOPING PEOPLE
DEVELOPING PEOPLE IN RED TELECOM BY IMPLEMENTING RISE

DEVELOPING PEOPLE 2
Table of Contents
Proposal objectives.....................................................................................................................2
Workgroup profile......................................................................................................................2
Problem statement......................................................................................................................2
Competencies/skills to be developed.........................................................................................3
Overview of proposed learning and development strategy........................................................3
Proposal details: key interventions.............................................................................................4
Proposal evaluation....................................................................................................................4
Conclusions................................................................................................................................4
Initial action plan........................................................................................................................5
References..................................................................................................................................6

DEVELOPING PEOPLE 3
Proposal objectives
The main aim of this report is to evaluate the existing group intervention to the practising of
RISE and design learning and development programme for identifying training requisites to
eliminate challenges of working place.
 To comprehend meaning and concept of learning and development programme
 To explore human resources development challenges faced by the Red Telecom
 To implement the RISE into the Red Telecom to improve human resources
development issues at the working place
Workgroup profile
Red Telecom has select different kinds of employees to operate their business and get a
reliable outcome. In this organization, different cultural people have selected by the human
resources department as it could create probabilities of diversity issues at the working place.
Moreover, it is also examined organization has select different age and experience of
individuals to perform their task and meet aim and objectives of the Red Telecom. It creates
an issue for an organization to effectively deal with different cultural people and make a
reliable decision. It is examined that a diverse age group of people could create the
complexity to understand each other and work on the same goal. It could eliminate the
possibilities to build a reliable relationship with each other. Consequently, the organization
would be failed to make a positive atmosphere at the working place (Baker & Kelan, 2015).
Problem statement
In the current business scenario, it is mandatory for the firm to concentrate on workplace
group learning and development. It could lead the human resources of the organization to
improve the HR skills in the least time. Further, it could also be effective making reliable
decision in the context of the current issue. Human resource development leads the firm to
increase the productivity of the organization by improving their skills and interest level

DEVELOPING PEOPLE 4
(Bogers, Foss, & Lyngsie, 2018). In addition, it is illustrated that the organization could
manage the working place atmosphere and eliminates the human resources issues by
implementing the learning and development programme in the working place. In this, the
organization could face many issues at the working place like employee stressed diversity
imbalance, and high pressure. These factors could decline overall productivity of Red
Telecom and eliminate probabilities of getting higher profit. Moreover, it is also examined
that organization should need to gain their knowledge with respect to the RISE to effectively
identify the needs of training and development programme at the working place and make a
reliable decision in the context of the situation (Cha, Park, & Lee, 2014).
Competencies/skills to be developed
For improving the human skills of the firm, Red Telecom should need to imply RISE
strategy at the working place. It would also be effective in making a reliable decision. The
human resources skills could be imperative for effectively operating business process and
make reliable outcome. Moreover, it is examined that Red Telecom should directly
communicate with their employees and understands their issues for eliminating their stress
level and make a reliable decision in the context of the current issue. Apart from this, the
organization should also determine suitable working hours with an appropriate target as it
would be imperative for making a positive atmosphere at the working place (Curtis, et al.,
2013).
Overview of proposed learning and development strategy
This proposed development plan consider a depth evaluation of issues considering diversity
imbalance in group members, excessive workload and stress on the employee, anxiety among
employees with respect to the implementation of RISE, and lack of leading due to the poor
communication practice. This report also supports to gain understanding about different tools
and techniques of human resource development policies. In addition, it is examined that RISE

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strategy is an imperative tool that is practiced for improving the human resources skills in the
least time and cost (F. Mahon & CJM Millar, 2014).
Proposal details: key interventions
This research is subjective in nature hence researcher will use both primary as well as
secondary data collection tool and get feasible information in the context on the current
matter. Moreover, it is also evaluated that the primary data is a support to comprehend the
survey through questionnaire and make feasible information about the research matter. This
proposal also supports to gain an understanding of the secondary data collection method that
would be imperative for getting the theoretical information in the context of the current
matter. The information will be collected by MNCs as it leads to making a reliable plan in the
context of the current issue. In this, it is also evaluated that Red Telecom also considers the
policies related to the diversity management as it would lead to obtaining higher benefits by
making positive atmosphere (Hanif, Shao, Ziaullah, & Hanif, 2014).
Proposal evaluation
The proposal could be imperative for evaluating targeted as well as actual situation. The
proposal is evaluation facilities researcher to examine the difference between actual activity
and proposed activity. In addition, it is also examined that proposal evaluation is imperative
for collecting feasible data in the context of research matter. From the collection of feedback,
Red Telecom would be capable to obtain reliable outcome (Kemp & Madsen, 2014).
Conclusions
From the above analysis, it can also be summarized that RISE is an effective strategy that
could be practiced by the human resources of the organization to improve their skills and
make a reliable decision in the context of the current situation. It can also be concluded that
the organization could use RISE strategy and eliminate each issue of the human resources and
get competitive benefits.

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Initial action plan
The initial action plan could be imperative for making a reliable decision in the context of a
research issue. The following table demonstrates the action plan for solving research issue:
Serial Number Human resources
issue
Strategy Weeks Obtained result
1 Diversity issues RISE 1 Through this
strategy, the
human resources
management
team would be
capable to
eliminate the
diversity issues
form the working
place. It would
lead to obtaining
higher
competitive
benefits.
2 Lack of
employee skills
RISE 2-3 RISE
implementation
would also
facilitate the firm
to improve the
skills of human
resources by
online course. It
would also be
effective for the
accomplishment
of the
organizational
task in the least
time and cost.

DEVELOPING PEOPLE 7
References
Baker, D.T. & Kelan, E.K., (2015). Diversity management in the workplace. Managing
Diversity and Inclusion: An International Perspective, p.78.
Bogers, M., Foss, N. J., & Lyngsie, J. (2018). The “human side” of open innovation: The role
of employee diversity in firm-level openness. Research Policy, 47(1), 218-231.
Braun, S., Peus, C., Weisweiler, S., & Frey, D. (2013). Transformational leadership, job
satisfaction, and team performance: A multilevel mediation model of trust. The
Leadership Quarterly, 24(1), 270-283.
Cha, M., Park, J. G., & Lee, J. (2014). Effects of team member psychological proximity on
teamwork performance. Team performance management, 20(1/2), 81-96.
Curtis, J. R., Back, A. L., Ford, D. W., Downey, L., Shannon, S. E., Doorenbos, A. Z., ... &
Arnold, R. W. (2013). Effect of communication skills training for residents and nurse
practitioners on quality of communication with patients with serious illness: a
randomized trial. Jama, 310(21), 2271-2281.
F. Mahon, J. & CJM Millar, C., (2014). ManAGEment: the challenges of global age diversity
for corporations and governments. Journal of organizational change management,
27(4), pp.553-568.
Hanif, M.I., Shao, Y., Ziaullah, M. & Hanif, M.S., (2014). Role of Talent Management,
Diversity Trainings and HRD on Effective Implementation of HR Practices in
Telecom Sector in Pakistan. In Proceedings of the Eighth International Conference on
Management Science and Engineering Management (pp. 761-770). Springer, Berlin,
Heidelberg.
Kemp, L.J. & Madsen, S.R., (2014). Oman's labour force: an analysis of gender in
management. Equality, Diversity and Inclusion: An International Journal, 33(8),
pp.789-805.