MGT5DPP: Workplace Learning & Development Proposal - Red Telecom

This report provides an analysis of learning and development interventions within organizations, using Red Telecom Australia as a case study. It explores the challenges and strategies for improving employee performance through effective training and HR policies. The report emphasizes the importance of evaluation, strategic planning, and adapting to organizational change to foster a supportive workplace environment. Key areas covered include addressing communication gaps, enhancing team leader effectiveness, and implementing employee feedback mechanisms. The analysis highlights the necessity of competency in job roles, the application of adult learning theories, and the development of strategic approaches to workplace learning. The report concludes by stressing the importance of continuous improvement and adaptation in maintaining a competitive market position and fostering a positive workplace culture. Desklib provides a platform for students to access similar reports and solved assignments.

Running head: DEVELOPING PEOPLE AND HIGH PERFORMANCE ORGANIZATIONS
LIKE RED TELECOM AUSTRALIA
Planning on learning and development
Name of the student:
Name of the university:
Author note:

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DEVELOPING PEOPLE AND HIGH PERFORMANCE ORGANIZATIONS
Executive summary
Learning and development are the two crucial components within the companies and
organizations. This is important in terms of ensuring the professionalism of the employees.
For this, training is needed for upgrading the preconceived skills, expertise and knowledge of
the employees. Strategic approach proves effective in terms of systematizing the business
activities. Within this, HR policies can be included in terms of luring the workers towards the
services of the organization. Evaluation and inspections are needed in terms of discovering
the drawbacks within the services. Maintaining frequency within the evaluation is vital in
terms of upgrading the standards and quality of the business activities.

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Table of contents
Appropriate learning and development interventions................................................................2
Theoretical considerations towards adult learning.....................................................................3
Proposal to specific management audience................................................................................4
Strategic approach to workplace learning..................................................................................5
Critical insight............................................................................................................................6
References..................................................................................................................................8

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DEVELOPING PEOPLE AND HIGH PERFORMANCE ORGANIZATIONS
Introduction
In order to upgrade the performance of the organizations, the employees need to be
trained and developed. This is in terms of extracting the required labor for fulfilling the
identified requirement. This is possible only if the human resources are managed properly.
Herein lays the appropriateness of policies, procedures and systems, which enhances the
productivity. Planning in this direction proves effective in terms of achieving positive results
in helping the employees to adjust within the workplace environment (Dixit & Skeath, 2015).
This assignment attempts to shed light on the steps taken by companies like Red Telecom,
Australia in terms of enhancing the learning process of the employees.
Appropriate learning and development interventions
Organizations like Red Telecom Australia face different kinds of interventions in the
process of learning and development. This task becomes easy if the personnel undertake the
act of evaluation, which is vital for the achievement of continuous improvement. Maintaining
frequency in the act of evaluation helps the personnel in discovering the challenges within the
learning and development programs (Gamble & Thompson, 2014). One of the essential
challenges is evaluating the effectiveness of training. The common perceptions of this are
vague, yet the personnel need to conduct the evaluation for the providing value for money to
the investment made by the learners. If the personnel do not follow the evaluation criteria, the
complexities would be aggravated.
If the external agents intervene into the evaluation of the organizations like Red
Telecom Australia, then the evaluation process gets disrupted. However, if the personnel
conduct keen observation of the behavioural changes of the employees, they would be able to

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provide value for money for the investments made by the learners (Kim & Mauborgne,
2014).
Theoretical considerations towards adult learning
70:20:10 model of learning and development involves the breakdown of the learning
methods adopted by the learners. Surveys have been conducted on the learners, which
projects the ways and means of learning. 70% responded that they learn from the challenging
assignments. 20% think that their learning process is enhanced through the means of
developmental relationships. The rest of the 10% are of the opinion that coursework and
training have helped them to upgrade their learning. Motivation and realization to do
something is the major drive behind the enhancement of learning and development (Ma,
Ruan & Zheng, 2018). Herein, adult learning is an innovative concept, which adds an extra
feather into the aspect of professionalism. Countering this, experience generates the urge
among the adults to learn new things. This is in terms of achieving an escape from a life full
of obstacles.
If the personnel undertake the initiative of training the adults, their preconceived
knowledge, skills and expertise would be enriched. However, planning is effective in terms of
achieving positive results. Within this, involvement of the experts for levying the training is
fruitful in terms of handling the instances of conflicts, discrimination and harassments.
Compliance and adherence to the legislations proves advantageous towards averting the
differentiation of opinions (Zhang, 2018).
Competencies to job roles, groups and sector
The managers, while offering jobs, need to be competent enough regarding the job
roles. Consciousness and rationality is crucial in this direction in terms of ensuring the

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professional development of the employees. All these aspects even prove true for the team
leader, which is specified by the case study of Red Telecom, Australia. Stress, fatigue and
frustration were the common expression of the employees upon execution of the allocated
duties and responsibilities. This resulted in the mass employee turnover. Restoring to
traditionalism was the recommended change (Booth, 2015). This recommendation reflected
negligent attitude towards ensuring the competency of the employees regarding the job roles.
The data analysis process revealed that the team leaders lacked the essential skills required
skills of handling the complaints. Herein lays the necessity of evaluation after data analysis,
which helps in aligning the results with the identified and specified objects.
Proposal to specific management audience
The aim of Red Telecom would be to create supportive workplace environment. For
this, the objectives would be:
 To upgrade the HR policies
 To recruit more people
 To collect feedbacks from the team leaders and staffs
 To develop procedures for handling the complaints
Methodology
Theoretical considerations would be made for shedding light on the aspect of
organizational change in the workplace. The Advisory Committee is entrusted with the
responsibility of collecting data from the team leaders. This would include survey
questionnaires regarding their approach towards dealing with the queries of the team
members. Graphical analysis would be carried out for analysing the responses of the team
leaders. This would be followed by evaluation for linking the anticipated findings with that of
the identified and specified objectives.

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Strategic approach to workplace learning
Strategies form a central document for systematizing the business activities. The
managers need to take the initiative of developing strategies for upgrading the workplace
conditions. Within this, learning of the employees attains an important position. The
managers need to involve the team leaders in the development of the strategies. This can be
done in the form of meetings, discussions and open forums, as these means act as an agent for
gaining the differing approaches towards the proposed strategies (Salvatore & Brooker,
2015). Countering this, the employees can be involved in these meetings for gaining an
insight into their approaches. This step is crucial, as the services are directed towards the
employees.
Inclusion of evaluation within the strategies is vital, as it helps in detecting the
drawbacks within the services. Maintaining frequency in the execution of evaluation is
assistance towards upgrading the standards and quality of the services. Red Telecom
Company lacked the step of evaluation, which compelled the personnel to encounter stress
and frustration of the employees (Mohamad et al., 2015).
Strategies possess flexibility towards resolving the issue of non-cooperation within
the team. Absence of monitoring and handling the complaints aggravates the complexities.
This reflects the necessity of assistance from the statutory body of law for averting the illegal
instances. This assistance is also beneficial in terms of implementing the proposed strategies.
Involving the staffs in the implementation process can be considered as an important step
within the strategies. This is in terms of gaining an insight into the specific tastes and
preferences of the employees towards the steps taken for altering the business scenario (Kim,
2017).

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Critical insight
Change is an inevitable issue within the workplace condition. This is in terms of
bringing innovation for the achievement of large scale customer satisfaction. However,
strategic approach is needed in terms of dealing the issue efficiently and effectively. Red
Telecom encountered communication gaps between the team leaders and the members,
projecting the lack of support. Absence of resolution indicated lethargic approach of the team
leaders towards providing training to the employees. All these issues necessitated the need for
change within the workplace conditions (Porter & Heppelmann, 2014). Herein lays the
appropriateness of motivation towards upgrading the standards and quality of the services.
At the initial stage, private counselling sessions needs to be conducted on the
employees. This would help the managers to identify the weakness of the employees and the
areas, which needs to be changed. After this, experiments would be carried out in terms of
assessing the strengths and weakness of the employees. This would help the managers to
discover the capabilities of the employees. This assessment, in turn, would be helpful in
terms of assigning tasks according to the grasping power of the employees. This assessment
is crucial in terms of assigning tasks to the employees (Hobolt & De Vries, 2015).
Experimenting with the tasks enhances the learning of the employees. If the managers
hire external agents for providing training to the employees, they are acquainted with the real
market scenario. This helps in carrying out the tasks according to the organizational
requirements. Absence of this step in Red Telecom resulted in the employee turnover,
providing competitive advantage to the contemporary brands. This declined the market
position of the company, degrading its reputation.
In order to develop the organizational standards, the managers need to introduce
effective training programs for the learners. Adopting social media marketing would be

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beneficial in terms of reaching to large number of clients (Zhang et al., 2018). This would
expand the scope and arena of the companies like the Red Telecom. Typical example of this
can be online learning classes, which would help the learners to make up their absence during
the lectures. The feedback forms can be uploaded in the websites, so that the learners can
provide their feedbacks. However, the managers need to assure that the learners get access to
the latest trends adopted by the company.
Introducing effective HR policies would generate an urge among the employees for
exposing effective performance. The effectiveness of the policies would be reflected from the
performance of the employees (Rugman & Verbeke, 2017). Herein lays the appropriateness
of motivation, which the senior and the experienced employees need to provide to the junior
ones. Within this, assessing the learning needs of the employees is vital. This is in terms of
ensuring their professionalism. Catering to the Health and Safety needs of the learners is one
of an important aspect in this direction. This is in terms of securing their individual rights.
For this, adhering to the legislations is essential. Contacting the Human Rights Commission
is important in this direction. Along with this, mention can be made of Equality Act (2010),
Data Protection Act (1998), which enables the personnel to maintain the workplace culture
(Dixit & Skeath, 2015). External agents also play an important role in helping the personnel
to upgrade the internal infrastructure. The employees can be provided with the opportunity to
give presentations, which would improve their communication skills.

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Conclusion
This report emerges successful in providing an insight into the ways through which
the learning process of the employees can be improved. The example of Red Telecom
Company acts as a lesson for the businesspersons. Methodology enhances the awareness of
the personnel in terms of collecting the responses towards the offered services. Competency
is crucial before allocating jobs to the employees. This results in the establishment of stability
in the relationship between the employees and the managers. Critical insight relates to the act
of evaluation in terms of assessing the effectiveness of the proposed plans. Strategic approach
possesses flexibility towards systematizing the activities according to their priority.

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References
Booth, S.A., 2015. Crisis management strategy: Competition and change in modern
enterprises. Routledge.
Dixit, A.K. & Skeath, S., 2015. Games of Strategy: Fourth International Student Edition.
WW Norton & Company.
Gamble, J. & Thompson, A.A., 2014. Essentials of strategic management. Irwin Mcgraw-
Hill.
Hobolt, S.B. & De Vries, C.E., 2015. Issue entrepreneurship and multiparty
competition. Comparative Political Studies, 48(9), pp.1159-1185.
Kim, B., 2017. Innovation Competition and Strategy. In Optimal Control Applications for
Operations Strategy (pp. 79-128). Springer, Singapore.
Kim, W.C. & Mauborgne, R.A., 2014. Blue ocean strategy, expanded edition: How to create
uncontested market space and make the competition irrelevant. Harvard business
review Press.
Ma, C., Ruan, Y. & Zheng, K., 2018. Product market competition, asset strategy and
enterprise operating liabilities. Journal of Intelligent & Fuzzy Systems, 34(2),
pp.1033-1043.
Mohamad, N.A., Karami, M., Bajuri, N.H. & Asgharizade, E., 2015. The Relationship among
Strategy, Competition and Management Accounting Systems on Organizational
Performance. European Online Journal of Natural and Social Sciences, 4(3), p.565.
Porter, M.E. & Heppelmann, J.E., 2014. How smart, connected products are transforming
competition. Harvard Business Review, 92(11), pp.64-88.

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Rugman, A. & Verbeke, A., 2017. Global corporate strategy and trade policy. Routledge.
Salvatore, D. & Brooker, R.F., 2015. Managerial economics in a global economy. Oxford
University Press.
Zhang, Q., Wang, W., Peng, Y., Zhang, J. & Guo, Z., 2018. A game-theoretical model of port
competition on intermodal network and pricing strategy. Transportation Research
Part E: Logistics and Transportation Review, 114, pp.19-39.
Zhang, R., 2018. Product market competition, competitive strategy, and analyst
coverage. Review of Quantitative Finance and Accounting, 50(1), pp.239-260.