Employee Development Proposal: Enhancing Employee Skills at LEGO Group

This report details an employee development proposal designed for the LEGO Group, focusing on the creation of a Human Resource Development (HRD) program. The proposal begins with an introduction highlighting the importance of HRD for organizational success and outlines the program's o...Read More

Running head: Employee Development Proposal 1
Employee Development Proposal
Student’s Name
University
Course
Date

Employee Development Proposal 2
Table of Contents
INTRODUCTION.....................................................................................................................................2
Organization background.........................................................................................................................2
Brief description of the program..............................................................................................................3
Program objectives....................................................................................................................................3
Program Implementation..........................................................................................................................4
Organization assessment and needs development...............................................................................4
Design phase...........................................................................................................................................6
Implementation phase...........................................................................................................................7
Training methods......................................................................................................................................8
Evaluation plan..........................................................................................................................................9
References................................................................................................................................................11

Employee Development Proposal 3
INTRODUCTION
The human resource development program is very crucial for the success of the organization
within a competitive business environment. It enhances the development of the individual skills
of the employees through the formulation of effective training programs which make the
employees better (Mujtaba, Jamal & Shaikh, 2018). This report shall focus on the development
of a human resource development program for the LEGO group. The report shall provide a brief
description of the program, the program objectives and the rationale of its application in the
organization. The report shall also cover how the program shall be implemented and the benefits
for the employees as a result of the adoption of the program. The report shall further outline the
training methods that shall be effective for the approval of the program by the employees in the
organization. The training materials that shall be essential for the HRD program shall also be
outlined within the report (Hutchins & Kovach, 2019). A precise evaluation plan entailing both
the long term and the short term plan to ascertain the effectiveness of the program shall also be
brought out clearly within the report.
Organization background
Lego group was established in 1932 by Ole Kirk Christiansen as a business for designing
wooden toys for children. The Human Resource department of the organization developed a
program that focused on the future growth and prosperity of the organization through the

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formulation of effective programs for the training and development of the employees within the
organization. The organization has always had an excellent example of the performance of
Human Resource Management and practice on employees (Fabrizio, 2015). This report shall
focus on the Human Resource Development program of the organization.
Brief description of the program
The company shall conduct a needs assessment to ascertain areas that need to be addressed
within its workforce and the organization as a whole. After the analysis, the program shall be
designed effectively to address the need of the organization. The implementation phase of the
program shall also be articulated clearly within the program. The plan shall then be evaluated to
establish its effectiveness within the organization. If the program is well designed, assessed and
implemented, it will improve the employees' and organizational knowledge, skills and ability to
perform duties (Hager, 2019). This program will help the organization, Lego group to motivate
employees and maintain the well-performing one. Therefore, this program will enhance to have a
most strong workforce that will enable the organization together with employees to accomplish
its objectives effectively in work by serving the customers at the level best.
Program objectives
Program objectives will give clear guidelines on how the organization will improve its
profitability and productivity level, thus enabling the dynamic growth of the group. These
objectives will consist together the short-term and long-term work goal to be attained by the
Lego group (Jesper Peterson, 2106). In short, these objectives will have clear and correct

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direction in which the organization is supposed to move to attain its desires. The following are
some of the goals the Lego group is aiming to achieve through the development of this program.
 To enhance the improvement of customer services and the brand reputation within two
years in the market. This will be managed by well-motivated and trained employee within
the organization.
 To develop new and effective marketing strategies through Human Resource
development program, which will be initiated by partnering with other organizations
which specialized in employee training.
 To produce competent and professional workers with the group thus increasing the
organization's production and profit level with the competitive market.
The above objectives will provide a working environment which will suffer customers’ first,
enhancing equity, employability, and adaptability within the Lego group at present and in the
future.
Program Implementation
For the success and effective achievement of the above objectives and other factors in the
workplace, the Human Resource Program must also be implemented successfully. Program
implementation requires several steps to be carried out within the organization and to the
individual employee (Varshney, 2018). These step will ensure the program has accelerated the
future growth of the company as the best toy manufacturer organization. Employees’ skills,
ability, and knowledge in the field of specialization will be considered and how they will be
improved for both benefits of the Lego group as a Company and to the individual workers. These
steps will include, organization assessment and need development phase, design phase,

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implementation phase, and evaluation phase. Each stage will be discussed including the benefits
to the individual employees and the organization as a whole.
Organization assessment and needs development
Lego Company has been focusing for value and creative maximizing towards the consumer
opportunity for 84 years, all in a fun and safe way. The assessment of the organization will be
based on the company name, Lego group. Lego group is mentioned by Danish saying of leg got
which is described as "plays well." This meaning has been displayed at a higher percentage by
the Lego group through supplying valuable and quality products (toy) thus becoming the most
recognized organization of toy. The market is flooded by toy from the Lego group, which has
increased the sales volume to over $14.7 billion (Sandgaard, 2015). This is a result of well-
designed quality product and provision of grateful services to the customer thus becoming loyal
to the company.
During the year of 2004, the Lego group experienced a decrease in sales at a rate of 40% and
having a debt of 1 million dollars which accumulated for two years. A new method of handling
this problem was formulated; this is through performing survey and information collection from
the customers. This was only an effective method to be used in solving this problem since
customers will be involved in an organization's decision making processes. In this situation, the
customer will give and address their views towards the product image in the market. Through
this new feedback methodology, Lego group have realized that the more the customer survey, the
more the data is collected for decision making. A large number of customer who will be
surveyed will increase the accuracy of the organizational assessment and awareness of the need.

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The planning stage follows after enough data is collected from the customers, as part of need
assessment in the organization. The organization weakness of the Lego group was described as
the need from customer dissatisfaction of sales, thus requiring conclusion on the go way. The
Lego group was needed to improve the brand's reputation through the satisfaction of clients'
service. When this decision was agreed, the implementation was taken through partnering with
organizations which offers employees training as their specialization. This process enhanced the
development of new disciplines in marketing strategies.
In the whole world, Lego group is the most creative in laying out strategies, thus leading the
company to become profitable toy company. Despite the strategy employed, the company is
active evolving with current and useful trends in enhancing effective human resource plans. This
show that various company needs assessment is required only through data collection and
evaluation from the customers thus giving an effective way of handling organization needs (Lee,
2019). This is facilitated through the Lego group employing competent workers which will
provide better services to the customers, thus improving the condition of the Lego Company.
Design phase
Before implementing the human resource development program, is required to be designed
according to the human resource department and whole organization needs (Cherrstrom &
Bixby, 2018). The core reason to design this program by Lego group is to facilitate employees
with effective opportunities which will generate growth in their specialized field of work. This
design will adhere and fixed adequately according to the organization structure. This
organization structure will be based on leadership styles, the company’s image, and brand and
product satisfaction to the customers. Also, the Human Resource department is involved in the

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design of the program. Lego group has a human resource department which is used to have a
unique methodology of performing employee selection thus becoming one of the Lego group.
The recruitment process in the Lego group is guided by the motto "only the best is good
enough." This encourages only the potential and able employee to apply for the recruitment in
the Lego group as a worker while waiting for the recruitment process to begin.
Then the side of the Lego group is conducting a detailed analysis of the candidate applied
position, skills and qualities required for the job in the company. This will help to have
competent and motivational employees who will hard value to the company according to the
culture of the Lego group. The worker’s salary is motivation since it ranges from $ 50,000 to $
80,000, including other benefits like medical insurance (Average Salary, 2016).
Thus according to the recruitment process of the Lego group, the Human Resource Development
program will facilitate conducive and ethical working conditions, advanced opportunities for
growth and employees motivation through generous incentives and mentorships. After new
employment takes place is mandatory for the recruits to attend three weeks which will sharpen
their skill according to the company's requirement. This course is designed to mentor the new
employee to have outstanding professional for Lego group activities. The syllabus, timetable, of
course, will be provided through email thus conducting useful course throughout. After this
course, the professional certificate will be issued to improve the professional portfolio thus
having career development in the organization.
Implementation phase
“Human Resource Development program” in the Lego group is existing before hiring new
employees in the organization. Implementing proper human resource development in different

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departments like IT, marketing, supply chain amongst others is required. Each department
requires enough time for selecting the right individual for the right specialization. The
implementation of the "Human Resource Development program" at the Lego organization is
implemented through an introductory of 3 weeks course. This helps to improve the skills of
employees since it equips each with specific roles of the department formally during the training.
In this phase of implementation, the employees are required to adhere to the organization culture
and think big on how to be more productive. This is achieved by becoming more creative and
innovative towards both existing and product in the Lego group. Other factors to consider is the
internal operations which will be affected by the implementation of HRD programs (Werner &
DeSimone, 2009). This will permit the Lego group to address the existing problem correctly with
define answer.
Different applications are used to implement HRD program to the Lego group, thus is required to
select the one which fits the organization’s vision. This improves the job environment by
providing employees with current skills and knowledge which will facilitate the company growth
then continue with development.
Training methods
These are methods which provide the recruits with competent skills and knowledge which is
essential as per organizational professional. This will build convenient for the employees while
performing its duties in the company (Jacobs, 2019).
The course work through the class lesson is the method which is sufficient to be carried out at the
Lego group. The Lego group is responsible for selecting a qualified trainer who will be to

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facilitate adequate information about the program. The trainer is required to express excellent
communication and interpersonal skills to the recruits.
The selected trainer will prepare the class lesson in advance, setting the table, venue and
informing the methodology to be used in the training session. The class session will be starting
from 8 am to 1 pm for theory part and 2 pm to a 4 pm practical course, Monday to Friday for two
weeks. The content to be covered will include the background of the Lego group as the
organization, vision, and mission of the company and how to achieve it in the future. Primary
duties in the line of the assigned task will be discussed, thus equipping the recruit with
professional skills according to the Lego group culture.
Both hard copy and softy copy books including the magazines and printed report of the
organization will be used as the source of information. The class lesson will use backboard and
electrons equipment like a projector to display content on the board. This is important since it
will provide fast hand information to the recruit thus understanding quickly without wasting
much time.
This method of training is considered adequate by the organization since they will be direct
interaction between the new employee and the trainer. This will facilitate immediate and quick
response and feedback where necessary. Another factor is that the induction process will be
straightforward since the lesson is carried out within the organization, Lego group. The
organization will use the minimal resource in facilitating the training, therefore, reducing the
loopholes of losses. Through all this training, all recruits will be able to work effectively
according to the Human Resource Development program, since the working environment is now
conducive, relevant skills and knowledge are provided (Stoffers, Schrijver & Kleefstra, 2018).

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This will give sufficient growth of the organization both in profit and production level in the
society.
Evaluation plan
This evaluation plan is very crucial after the implementation of HRD program since it helps to
monitor and maintain the progress of the program (Yoon, 2019). The Lego group assigns this
task to the corporate management which will work together with the Human Resource and
building a team to facilitate the practical evaluation of the implemented program. This is
important with the company; meanwhile, positive effects will be realized if the company's
experts well control the application (Hirudayaraj & Baker, 2018). All this is under the control of
Executive Vice President of Human Resource of the Lego group, Bali Padda (Lego, 2016). Also,
external sources will be used to evaluate the system to detect the unbiased responses from the
employees. Both all this internal and external evaluation is expecting Lego group growth from
the excellent monitoring and maintenance of the HRD program. Effective communication from
and to all stakeholder in the organization is essential to maintain practical evaluation.
The evaluation plan at the Lego group is likely to make sure they are link attaining the
organizational goals and employee's individual goals. Lego group is aiming to offer the best toy
for the children at better means in the market. This will improve the condition of the working
condition thus be aiming to become the best organization in the market. This program is focusing
on reducing the debts and losses at 37% each year in the market thus having "zero waste
mindset," this will result in the improvement of both production and profit (Lego Group).
This being the final stage of the HRD program will help to receive enough feedback from
working on them from organization customers.

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References
LEGO Group Annual Report https://www.lego.com/en-us/aboutus/lego-group/annual-report
Werner, J., & DeSimone, R. (2009). Human resource development (5e [ed.]. ed.). Mason, Ohio:
South-Western Cengage Learning.
Mujtaba, M., Jamal, S., & Shaikh, Y. (2018). Development without Human Resource Development
(HRD): Analysis of HRD Policy of Pakistan. Asian Themes in Social Sciences Research, 2(1), 9-
15.
Hutchins, H. M., & Kovach, J. V. (2019). ADVANCING Women Academic Faculty in STEM Careers:
The Role of Critical HRD in Supporting Diversity and Inclusion. Advances in Developing
Human Resources, 21(1), 72-91.
Hager, P. (2019). VET, HRD, and Workplace Learning: Where to From Here?. The Wiley Handbook of
Vocational Education and Training, 63-80.
Cherrstrom, C. A., & Bixby, J. (2018). Construct of Expertise Within the Context of HRD: Integrative
Literature Review. Human Resource Development Review, 17(4), 440-464.

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Varshney, D. (2018). Expatriates Go, Let Us Grow: An Analysis of Employment Patterns and
Development of a Viable HRD Model of Saudi Arabia. African and Asian Studies, 17(4), 340-
370.
Lee, J. (2019). Rapid needs assessment: an evidence-based model. European Journal of Training and
Development, 43(1/2), 61-75.
Jacobs, R. L. (2019). Task Statements and Training Design. In Work Analysis in the Knowledge
Economy (pp. 197-203).
Hirudayaraj, M., & Baker, R. (2018). HRD competencies: analysis of employer expectations from
online job postings. European Journal of Training and Development, 42(9), 577-596.
Stoffers, J., Schrijver, I., & Kleefstra, A. (2018). Designing training programs for HRD, expectations of
participants explored. Human Resource Management International Digest, 26(3), 4-6.
Yoon, H. (2019). Multiple-cutoff Regression Discontinuity Designs in Program Evaluation: A
Comparison of Two Estimation Methods, 9(1), 6.
Sandgaard M. V. (2015 February 12). The Lego Group-About Us. Retrieved from
https://www.lego.com/en-us/aboutus/lego-group
Fabrizio, F. (2015 September 3). Let your hands think for you! LEGO serious play and human
resources. Retrieved from http://seriousplaypro.com/2015/09/03/let-your-hands-think-
for-you-lego-serious-play-and-HR
Average Salary for Lego Systems Inc. Employees. (2016, September 27). Lego Group Salaries.
Retrieved from http://www.glassdoor.com/Salary/Lego-Group-Salaries-E3944.htm

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LEGO Group Responsibilities. (September 2016).
https://www.lego.com/en-us/aboutus/responsibility/our-policies-and-reporting/
responsibility-report-2015-downloads
Jesper Peterson, (September 2106). Q&A with Jesper Peterson, LEGO Group.
http://www.humanresourcesonline.net/features/qa-jesper-petersen-lego-group/