Detailed Report: Implementing Organizational Learning Strategy

This report comprehensively examines the implementation of organizational learning strategies, encompassing various aspects from the roles and responsibilities of learning and development specialists to the evaluation of learning methods and the impact of new procedures. It delves into the constraints faced by specialists, consultation and communication processes, contemporary assessment approaches, and the application of design thinking. The report highlights the importance of continuous improvement, outlines typical implementation processes, and identifies relevant documents and technologies. It also explores quality management compliance, international e-learning requirements, and provides a detailed analysis of learning strategies, policies, and procedures, including recruitment, performance appraisal, and training sessions on emotional intelligence. Furthermore, it covers the review of organizational learning implementation, updating company policies, and the initiation of learning program partnerships. The report provides an in-depth analysis of each task and aims to provide a comprehensive understanding of how to implement learning strategies effectively within an organization.

LEAD LEARNING
STRATEGY
IMPLEMENTATION

TABLE OF CONTENTS
TASK 1............................................................................................................................................4
1. Explaining roles and responsibilities of leaning and development specialist within an
organization.................................................................................................................................4
2. Analysing and explaining three constraints of learning and development specialist should
have in performing his roles........................................................................................................4
3. Describing three consultation and communication processes that company can use to
encourage staff for contribution in policy formulation...............................................................5
4. Describing three contemporary approaches to assessment instruments and strategy design..5
5. Explaining three contemporary approach to design thinking to organizational learning
strategy development..................................................................................................................6
6. Describing importance of continuous improvement of organisational learning strategy
along with three types of process................................................................................................6
7. Explaining typical implementation process for organizational learning strategy and impact
of new procedure strategy implementation on organization.......................................................6
8. Identifying 5 types of documents relevant to a learning organization....................................7
9. Evaluating strategies for reviewing organizational learning methods....................................7
10. Two organizational learning theories....................................................................................8
11. Describing two quality management compliance relating to organizational learning .........8
12. Explaining two international compliance requirements relating to e-learning.....................8
13 Reviewing the documents......................................................................................................9
14 Presenting criteria to use source learning resources..............................................................9
15. Describing relevant factors for person working in learning and development role..............9
16. Describing two technology and system required for implementation of learning
organizational strategy................................................................................................................9
TASK 2..........................................................................................................................................10
1. Learning strategies report......................................................................................................10
2. Email.....................................................................................................................................12
3. Notes on the feedback received from senior management....................................................12
4. Organizational learning strategy...........................................................................................12
5. Learning and development policy and procedure.................................................................15

6. Assessment and recognition policy and procedure...............................................................16
7. Procurement and supply policy and procedures ...................................................................17
8. Email.....................................................................................................................................18
TASK 3..........................................................................................................................................19
1. Revising of recruitment, selection and induction policy and procedure...............................19
2. Revising performance appraisal policy and procedures........................................................20
3. Sending email to all management and staff..........................................................................21
4. Finalising company policy and procedure............................................................................22
Designing and developing of training session on Emotional Intelligence................................22
5. Delivering training on emotional intelligence.......................................................................22
6. Validating assessment method and tools...............................................................................23
7. Sending email to senior management...................................................................................23
TASK 4..........................................................................................................................................24
1 Review of organisation learning implementation .................................................................24
2 Updating company policies and procedures .........................................................................24
3 Updating company learning strategies ..................................................................................25
4. Send an email to all staff.......................................................................................................25
5. Initiate and implementing learning program partnership......................................................26
........................................................................................................................................................26
REFERENCES..............................................................................................................................27

TASK 1
1. Explaining roles and responsibilities of learning and development specialist within an
organization
Learning and development specialist is who help to develop, design, implement and
evaluate training and improvement programs in the organization to support and improve
individual and team's performance (Currey and et.al., 2018). There are several essential duties
and responsibilities which depends on different types of organization. Some duties and
responsibilities are as follows:
 Providing training and improvement programs by identifying suitable techniques and
tools
 Prepare and evaluate reports on training results
 Identify suitable type of training and improvement programs depending upon skills of
existing and new employees.
 Another responsibility is to manage and stay organized according to estimated budgets of
training programs
These are few responsibilities of specialist of learning and development which he need to
adhere in the business for better process of business.
2. Analysing and explaining three constraints of learning and development specialist should have
in performing his roles
The aim behind training employees is to assure that all workers of organization have
required skills to perform their task safely and efficiently. Three constraints of improvement
performance of employees are below mentioned.
Timing for training
Timing is the major constraint that specialist face in workplace. In addition to this, it is
difficult for small scale business to arrange and allow training classes for longer period.
Moreover, businesses cannot afford to permit their workers to be in training programs as their
business activities duties are kept on hold for that duration (Darling-Hammond and et.al., 2020).
Budget constraint
Many businesses make limited amount budget for improvement plan of employees which
resist trainer to conduct efficient programs.

Quality Constraint
With limited time and budget, it becomes difficult and limiting factor for specialist to
conduct improvement programs.
3. Describing three consultation and communication processes that company can use to
encourage staff for contribution in policy formulation
Consultation is the two-way communication process that gives solution to existing
problems by identifying lacking areas.
Suggestion Box
Collecting good ideas for formulation of training and development programs can be
conduct by taking proposal from employees through suggestion box (Blikstein and et.al., 2017).
Employees survey
Business should use survey method for gathering opinions and views of employees
regarding training and development. This can be conducted through spreading questionnaire
forms in the firm.
Formal face to face interaction
Another process that can help company to allow employees for contributing ideas in
procedure of development programs.
4. Describing three contemporary approaches to assessment instruments and strategy design
The contemporary approaches help the trainer to assess instruments and design strategy
for development of improvement programs.
Observation
This is very effective approach to assist specialist to assess the appropriate instrument for
designing strategy of leaning plans.
Survey
Another instrument from which better suitable method designing can be obtained is
surveying workers (Blaga, 2020).
Digital Assessment tool
This method helps management of organization to examine knowledge of employees
related to particular task.

5. Explaining three contemporary approach to design thinking to organizational learning strategy
development
Design thinking refers to techniques that uses designer's method to match the employees
need to create market opportunities for organization. In addition to this, there are several
approaches some of them includes Take a human centred approach, try early and often — testing
prototype in organizational strategy, turning problem into questions and testing. Moreover, these
approaches help business to create design thinking for development of learning strategy (Ahmad
and et.al., 2017).
6. Describing importance of continuous improvement of organisational learning strategy along
with three types of process
Continuous improvement is essential in every organizational learning strategy to cope
with changing circumstances of world (The importance of continuous improvement, 2021).
Additionally, it is significant for the development of employee’s personal growth along with
business progress.
Importance of continuous improvement is to increase the working efficiency of person by
assisting them in improving their personality to a great extent. The different types of continuous
improvement process are as follows
PDCA that is Plan, Do, Check and Act.
Kanban
Gemba walk
All these process assist an organization to lead to continuous development of the person.
7. Explaining typical implementation process for organizational learning strategy and impact of
new procedure strategy implementation on organization.
Implementation of strategy refers to execution of plan to achieve long term goals of
organisation. In addition to this, typical process in implementation process is mentioned below:
 Building an organisation that has the ability to implement strategy successfully
 Obtaining sufficient resources to conduct strategy essential activities
 Formulating programs and policies that motivates constant improvement
 Copulative reward plan for accomplishment of outcomes
 Utilizing strategy leadership

On the other side, changing or adapting new process can affect both positively and
negatively to enterprise. With respect to this, business can get more advanced steps of strategy
implementation that can enhance productivity of employees. On the other side, negative impact
can be more consumption of time in understanding new complex implementation strategy.
8. Identifying 5 types of documents relevant to a learning organization
These are some documents that are applicable to learning business along with sources and their
positioning in the departments of firm.
Documents Source Location
Standard Operating procedures Personnel executives Human resource department of
the firm
Speedy Acknowledgement
Guidebook
Technical writer Operation department
Users Guidelines Project writers Functional department
White Papers Marketers Commercialism department
Online help Human resource executive Personnel department
9. Evaluating strategies for reviewing organizational learning methods
Evaluation strategy refers to identifying and comparing standard outcome with derived
results. In addition to this, there are several techniques and tools through which organisational
leaning review can be exerted.
Process evaluation
It is the evaluation strategy that assist management of business to identify ability of
process to meet the targets of business. With help of this, strategy firm can obtain improvement
areas of existing process of learning. Additionally, it increases improvement efficiency of the
firm.
Formative evaluation
This is the method which aid business to identify worth of activities in ongoing process
of learning of organization.
Impact Evaluation

This is the strategy that assist business to evaluate impact of particular process on
business activities. With respect to this, it becomes easier for business to measure desire learning
outcomes with actual results.
10. Two organizational learning theories
Organisational learning refers to three essential functions such as knowledge creation,
retention and transfer. In addition to this, it helps business to adapt changing circumstances of
market by training its employees effective and efficiently. Two organisational learning theories
are single loop learning and double loop learning. In addition to this, in single loop organization
and people modify their actions according to the difference between the actual and expected
outcome. On the other side, double loop learning theory there is modification between goals and
decision-making loop in the light of decision. Both the theory and concept helps organization to
conduct their process of business effectively and efficiently.
11. Describing two quality management compliance relating to organizational learning
Quality management ensures that product, service and business process is consistent. In
addition to this, this assures that organization process is carry out in effective and efficient
manner in turn it provides control over quality of firm (Mukhopadhyay, 2020). In add-on to this,
two quality compliance requirements for organizational learning are relationship management
and improvements. With respect to this, this abidance helps organization to provide better quality
of learning to its employees which enhance knowledge and productivity of workers.
Additionally, relationship management ensure employees loyalty for long term which provides
improvement performance to organisation.
12. Explaining two international compliance requirements relating to e-learning
E-learning provides knowledge to students through digital mode. In addition to this, there
are several challenges that learners face through this pattern of learning. Additionally, e-learning
platform uses innovative strategies that grab attention of learners but is essential for tutor to
compliance with international rules and regulation for avoiding complications. In aspect to this,
two international compliances are cyber security and diversity in the place (Al-Fraihat, Joy and
Sinclair, 2020). With respect to this, cyber security ensures that all the confidential data
information of the enterprise is secure. Another international compliance is to maintain diversity
and quality of learning material appropriate for the knowledge of students.

13 Reviewing the documents
The principles of assessment, rules of evidence as part of review within assessment
obligations are based on fairness and flexibility aspects, validity, reliable results obtained.
Assessment review meets compliance requirements and obligations which generate motivation
imperatively towards new vision oriented goals in longer run.
14 Presenting criteria to use source learning resources
 Goals
 Accessibility
 Budget consideration
15. Describing relevant factors for person working in learning and development role
Legislation
It refers to laws and legal condition that an organization should fulfil to obtain effective
learning and development process. In addition to this, statutory and compliance training are two
factors related to employees of development role (Darling-Hammond and et.al., 2020). With
respect to this, statutory learning is the legal requirement that an organization and university
need to provide to its students. On the other side, compliance training is that knowledge that
organization wishes to give to its employees so that they can learn more in learning role.
Code of practice
It is the lower level documents that provide guidance to tutor for learning and
development role of employees. Additionally, it outlines the behaviour expected by tutor from
the employees of the organization.
National standard
There are several national standards in Australia for the person working in the
development role. With respect to this, it includes knowing students learning pattern, content,
creating safe environment, providing feedback to students, etc.
16. Describing two technology and system required for implementation of learning
organizational strategy
Implementation of strategy with help of technological equipments makes process of
learning efficient. In addition to this, system that are required for execution includes groupware,
intranet, multimedia etc. Furthermore, company need to makes efforts to adopt such technologies

for effective organizational learning. With respect to this, such strategic implementation helps
firm to obtain competitiveness.
TASK 2
1. Learning strategies report
Grow Management consultants
Models of organizational learning and workplace training
Single loop learning: It is an instrumental learning that changes strategies of action and
assumption that underlying strategies in such a way that leave values of a theory. This in turn
assist the quoted firm to enhance their own performance by meet the available resources.
System model: It is divided into five steps that helps to provide effective training to the
organization's staff members which includes analyse, design, develop, execute and evaluate.
With the help of such model, Growth Management Consultants improve the effectiveness of
employees in order to meet the required standards.
Team learning: With the reference of this model, company consult with each and every
member in order to accomplish the defined aim. Through this, learning within business has
improved and share each other views that assist to improve the performance level as well.
Approaches of organizational learning and workplace training
 Socio-technical approach: It considers the firm as a composed of social system which
includes technical system, environment in order to interact with each other so that
organization run in an effective manner. Using this approach within Growth
Management Consultancy assist the firm to improve the performance of employees and
meet its vision
 Contingency approach: For effective working within company, there is a need to
interrelate with their environment and different environment. For that different teams
will be designed in order to ascertain the aim.
 E-learning: One of the best approach of training that improve learning within company.
Through this method, employees learn new things pertaining to vision, so that it assists
to enhance profitability and productivity of a company.
Company growth
The growth of a company is depending upon its employees and thus, having a learning culture

will encourage organisation to promote continuous learning. Therefore, constant learning
always motivates employees in the term of professionally and personally. As a result, it
provides an opportunity to grow and improve its operations in better manner.
Learning policies
The recruitment, selection and induction policy of a Growth Management Consultancy assist to
hire new employees for the firm, but it does not use advance technology or online interview that
save time. On the other side, the performance appraisal policy is also used by the firm in which
yearly increment offered to students by considering their performance. Along with this,
company do not use 360-degree appraisal system and this in turn affect the results as well.
Best practice
 Organizational culture because staff members are collaborative and provide a space to
make new employees comfortable within a business as its strength reflected.
Strategy suggestions
 It is to be recommended to the company to tie up with third party in order to hire
employees with strong potential.
 Also, it is suggested to improve its organization learning by using different approaches
of training so that it helps to raise the performance.
Technological and system requirements
As per the current era, organizations use different ways to enhances their learning such that e-
learning is considered one of the best way for employees. This method can be used by
employees at anywhere and provide range of ideas that assist to raise the effectiveness of a staff
members (Constantine and Shankland, 2017). Currently company uses advertisement to post
any vacant seat, but they may tie up with third parties and post vacancy upon social media so
that it assists to attract new and talented employees.
Communication and consultation process
In order to communicate the new new learning strategy within its stakeholder, it is
recommended to use the best communication process. Such that initially, management should
drop an email to all the members in which description of a meeting should be mentioned. Then
specify the date and time to consult about new strategy. After that, proper meeting will be
conducted in order to let every member know about the new strategy. In this, every member
presents their own views and this in turn helps to identify whether the new system is beneficial

for the company or not. Also, key stakeholders are invited who actually get benefited from the
new strategy in order to improve the performance and organization learning.
2. Email
To Senior management
CC CEO
BCC
Subject Regarding Learning strategies report
Good Noon!!!
This email is written to draw your attention towards new Learning strategies
report which is designed for Growth Management Consultancy. Therefore, I
am requesting you to please attend the meeting in order to review the report
together prior to designing, developing and implementing the organization
learning strategy at 16th February, 2021 at 4:00PM
Thanking you
General Manager
Enclosed with Learning strategies report
3. Notes on the feedback received from senior management
The senior management is not completely satisfied with the offered Learning strategies
report and that is why, provide many comments. On the basis of feedback, general manager has
to review the organization learning strategy for a firm. The feedback includes, new technical
requirement, improvement in selection and recruitment strategy etc. Apart from this,
management also suggested to develop different training session by hiring experts for their
employees in order to enhance their performance level up to some level.
4. Organizational learning strategy
Grow Management consultants