Essentials of People Practice: Skills & Knowledge Development Report

This report focuses on the essentials of people practice, emphasizing skills and knowledge development in the workplace. It identifies learning needs for both individuals and organizations, such as teamwork and performance-based pay. Various learning approaches, including facilitation, consulting, training, coaching, and mentoring, are summarized, highlighting their roles in employee development. The report also explores the impact of learning and development initiatives on fulfilling individual requirements and preferences, such as positive work environments and personal growth. Furthermore, it discusses methods for evaluating learning and development, such as the Kirkpatrick Model and the Brinkerhoff Success Case Method, detailing their benefits for both individuals and the organization. This document provides a comprehensive overview of strategies for enhancing employee skills and knowledge to achieve organizational goals.

ESSENTIALS OF PEOPLE
PRACTICE TASK SIX

Table of Contents
FACTSHEET...................................................................................................................................3
REFERENCES................................................................................................................................1

FACTSHEET
Supporting Skills and Knowledge Developments in the Workplace
Introduction
Employees are basically assets of the company with the help of which company can achieve its
business goals and objectives. Employee’s engagement and their skills and knowledge
development in the workplace for reducing performance gap must be the first priority of the
Technow managers which they need to be addressed on a daily basis.
6.1 Example of Learning needs that might arises for individual and organizations
Learning need means the area which need improvement for successful achievement of business
and individual objectives. This need includes:
Example of learning needs arises for individuals Teamwork: This is a learning need that might arises for individual or workforce within
the Technow company. It may be arising because without teamwork employees and
organization unable to achieve business objectives. Teamwork means helping each
other on the task completion whenever they face any issues or difficulty. The manager
of Technow have to understand that all employees are not having same knowledge and
skill base, but they can achieve it with proper support and training (Caruso, 2017). So, it
is their duty to arrange parties and fun activities in order to create personal interaction
between individuals.
Example of learning needs arises for organizations
 Performance-based Pay: The performance-based pay is a learning needs that might
arises of Technow organization. It is because employees will only work with their full
potential when they get reward for it. If the company wants that their employees will
work for them even at the time of workload and tight deadline than the company need to
provide them performance appraisal (Li and Herd, 2017). For this, the organization
managers need to learn and adopt strategy for employee’s performance review such as
360-degree feedback. The review can also be possible with face-to-face conversation
between managers and staffs.

6.2 Summary on different approaches of learning
The different approaches of learning which is advisable to the new managers of Technow
company are as follows: Facilitation: According to this approach, each member of team possesses some
experience, expertise and wisdom in particular area which could be shared with others.
This approach is all about sharing responsibilities of work completion among team
members. Consulting: The new manager of Technow also adopt consulting approach with the
help of which they analyse and research about employee’s aspects and issues and then
create multiple programs to keep them motivated and satisfied. The culture of the
workplace must be ethical so that everyone can survive there (Emerson and Berge,
2018). The consultant must be expertise and have deep knowledge of their specific area
such as Equity analyst in specific equities field. So, the company can hire consultant to
solve critical issues such as selection of optimal capital structure. Training: Arranging training and development sessions for the employees not only help
the company to achieve its business objectives but it is one of the best ways to keep
employees job satisfaction and security level high. Nowadays, employees are more
concerned about their personal development along with professional development. So,
in order to retain it within the company, the new managers have to adopt this approach
of learning. The training is delivers to the employees via digital mode and also face-to-
face. This is best and different from the other approaches such as consulting, facilitation
etc. because it increases efficiency and productivity of employees. Coaching: This is basically a form of development in which an experienced person
provide support and guidance to learners and freshers. It is one of the best approaches of
learning and all company managers have to offer life coaching to their employees in
order to build a more productive, motivated and engaged workforce (Mikkonen and
et.al., 2017). It is also useful for increasing individual responsibility and accountability
because life coaching encourages them to do so. The coaching is different from
mentorship because coach provide guidance to the employees while a mentor shares
their knowledge and skills with employees.
 Mentoring: In order to provide proper guidance to new employees and review their

daily performance and work management, the managers have to elect one mentor of
around 2 or 3 employees. With the help of this, the employees able to know what they
need to do and the mentors in their mentorship analysed the mistakes of employees and
make them correct.
6.3 Role of design and delivery of learning and development initiatives in fulfilling
individual requirement and preferences
The learning and development initiatives help the new managers of Technow company to align
the employee’s goals and performance with that of the organizations. The requirement and
preferences of the individual working in an organization is as follows:
Example of Preferences: Positive work environment and cultural differences
The positive work environment includes work-life balance, ethical workplace environment,
their personal and professional development with proper training and performance appraisal.
So, with the implication of learning and development approaches and performance appraisal,
the requirement and needs of the employees automatically get fulfilled. The learning and
development are more important in organization because employee demand opportunities to
learn are increasing day by day and thus the managers of the company have to spend money in
their training and development (Nafukho and et.al., 2017).
Example of requirement: Learning style, personal and professional growth
The company have to understand that in the present era, hiring employees is more expensive
than employee’s retention, so they have to spend money on their retention not on new hiring.
The personal growth of the employees also gets improved via training and mentorship as will
start taking responsibility and accountability of their work. This overall result into increased
customer service and satisfaction which somehow the objective of both individual and
organization. The company need to provide proper training and development sessions to
employees to fulfill their learning style requirements.
6.4 Methods of evaluating learning and development and its impact & benefits to both
individual and organization
The two methods of learning and development evaluation that new managers of Technow have
to adopt are as follows:

 Kirkpatrick Model of evaluation: This method of evaluation has four stage such
reaction, learning, behaviour and result. This is basically simple technique to get
feedback from the employees about their concern and resolve it. It impacts over the
business is that they are able to increase profitability with the increase productivity of
employees. This evaluation method helps both the organization and employees to
achieve their goals and objectives (Emerson and Berge, 2018). The true intention of the
employees is got to know with the help of this method.
 Brinkerhoff success case method (SCM): This evaluation method state that changes to
performance cannot solely be linked to learning. As per this method, the managers of
the Technow have to first identify the success cases where individual and teams have
benefited from the learning. Then adopting the same way and approach within their own
premises help the Technow managers and individuals in achieving business goals and
objectives. This approach is basically offering a manageable and cost-effective tool to
determine success insights and area of improvement (Li and Herd, 2017). With the
adoption of this approach, the company and individual both able to develop their skills
and performance.

REFERENCES
Books and journals
Caruso, S. J., 2017. A foundation for understanding knowledge sharing: Organizational culture,
informal workplace learning, performance support, and knowledge
management. Contemporary Issues in Education Research. 10(1). p.45.
Li, J. and Herd, A. M., 2017. Shifting practices in digital workplace learning: An integrated
approach to learning, knowledge management, and knowledge sharing.
Emerson, L. C. and Berge, Z. L., 2018. Microlearning: Knowledge management applications and
competency-based training in the workplace. UMBC Faculty Collection.
Mikkonen, S. and et.al., 2017. Guiding workplace learning in vocational education and training:
A literature review. Empirical Research in Vocational Education and Training. 9(1).
pp.1-22.
Nafukho, F. M. and et.al., 2017. Predicting workplace transfer of learning: A study of adult
learners enrolled in a continuing professional education training program. European
Journal of training and Development.
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