Western Sydney University 200157: Organizational Learning Report

This report provides an analysis of three job advertisements for organizational learning and development positions, focusing on roles at PepsiCo, P&N Bank, and MLC Life Insurance. The report examines the job responsibilities, qualifications, and locations, creating an information matrix to compare the advertisements. It identifies similarities and differences, highlighting key criteria like qualifications, experience, and organizational development background. The report then selects and discusses three essential attributes – eligibility, basic qualifications, and personal skills – and their importance within the Banking and Finance sector. The report connects these attributes to organizational learning and development, emphasizing the importance of meeting eligibility criteria, having a strong educational foundation, and possessing well-developed personal skills to ensure effective performance and customer interaction. The report references relevant literature to support its analysis.

Running head: 200157
200157
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction................................................................................................................................2
Analysis......................................................................................................................................2
Information Matrix.....................................................................................................................3
Attributes....................................................................................................................................7
References..................................................................................................................................8

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Introduction
In this report, the main aim of the discussion will be on the selected three job
advertisements in the context of organizational learning and development positions and to
analyse these posted jobs, which will include the residential and desirable characteristics, the
industries on which they are located in. A matrix of information will be given, where the
three job advertisements will be compared with each other, along with the identification of
the similarities and differences between them. Any three attributes will be selected from the
viewpoint of Organizational Learning Development Specialist based on the matrix and
discussion ill be done based on the selected attributes, connecting it with one particular
business industry.
Analysis
In the first advertisement, the position is for Talent and Organizational Development
Manager. The organization here is PepsiCo, and the location will be for the regions of
Australia and New Zealand. There will be an 8-month training opportunity within the human
resource team, which will start from the middle of November. The major accountabilities
required for the post includes managing the training life cycle or strategy or development and
needs analysis, designing the local diversity strategy to assure local as well as fit people,
analyse the data derived from different internal systems and report on key metrics and others.
The qualifications, experiences and skills required for the post are qualified degree along with
sufficient learning or organizational development experience, along with experience in
managing and designing Talent management and Organizational Development initiatives
among others. Excellent work-life balance will be provided along with flexible office
environment and opportunities for career development. Coming to the second advertisement.
The position is for Organizational Development Specialist in P & N Bank. The job location

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will be Perth and the main role will be to create the future shape and success of the company.
It will include the support of development of the people ability and talent management along
with the delivery of Inclusion and Diversity Strategy. The qualification includes a tertiary
degree in Organizational Development, Human Resources, Psychology or in any related field.
A minimum experience of five years is required for this organization. In the context of the
third advertisement, the position is for Learning and Development Consultant in the
organization of MLC Life Insurance, and the location will be Sydney. The role will be to
deliver the role delivering on initiatives and perform the role of key coordinator of the MLC
Life Insurance Global Leadership Program. There are a lots of job responsibilities for this
position, which also includes to work with participants on order to create an Individual
Development Plan. And the qualification requirement will be proper tertiary qualifications
and working experiences required in coordinating programs, indicated track record of project
delivery within the agreed resource, budget and timelines, along with adherence to the
regulatory, risk, control environment and strong ethical standards. It can be noted that the
main purpose of all the job advertisements is to support the development or improvement of
the work culture of the organizations who are posting the job advertisements (SEEK 2019).
Information Matrix
Criteria Weightage Adv. 1 Adv. 2 Adv. 3 Similarities Differences
Qualification
Details
20% 7 9 7
Job
Responsibilities
25% 10 10 10 The main job
description for
all the three
job
advertisements

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include the
Diversity
Strategy, along
with the
Learning and
Organizational
Development
Programs
Job and
Candidate’s
Location
5% 5 5 5 The job
locations of all
the three
advertisements
are different
from each
other
Eligibility 10% 10 10 10 Minimum
experience in
the
Organizational
Development
is required for
all the three
job
advertisements
, initiatives
The job
vacancy posted
by P & N Bank
is looking for
the candidate
mainly from
the Banking
and Finance
industry

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need to be
taken to
improve the
work culture of
the
organizations,
a minimum
requirement is
needed from
the human
resource
background
Experience 15% 8 9 8 A minimum is
required for all
the three job
advertisements
posted by the
three
organizations
Only P & N
Bank has
mentioned the
exact number
of experienced
years required
for the posted
vacancy
Basic
Qualification
15% 10 10 10 A tertiary
degree is
required for all
the three jobs
posted in the
The particulars
about the
qualification is
clearly
mentioned in P

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advertisements & N Bank and
PepsiCo ,
whereas in the
organization of
MLC Life
Insurance the
experience is
mainly
required in
coordination of
programs
Organizational
Development
Background or
Personal Skills
10% 10 10 10 All the three
organizations
engaged here
are looking for
the candidate
mainly from
the
organizational
development
as well as
human
resource
background
Only MLC
Life Insurance
are looking for
a candidate
who will have
interest and
knowledge in
the culture of
Japan

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In the above matrix, the numbers given in the percentage are the weightage for the
above criteria given in the three given advertisements, where there are requirements and job
requirements given for the discussed job vacancies. And the numbers given under the
headings represent the rating from 1 to 10, which is needed by the three organizations for
selecting the desired candidate for the vacant posts (Hilden and Tikkamäki 2013).
Attributes
The three identified attribute which will be essential for according to me, are
Eligibility, Basic Qualification and Personal Skills. The business sector where I will love to
work in future is Banking and Finance Sector. The candidate should meet the eligibility
criteria for the vacancy for which they are appearing, so that the selection process will be
smooth and right candidates can apply for the job. The attributes selected for the post of
Organizational and Learning Development are all equally important (Bakker and Demerouti
2014). The basic qualification of a candidate helps him or her to perform the assigned tasks
properly and in a structured way, with knowledge and skills possessed by the candidate. It
helps to upgrade the candidate about the current scenario and conditions effectively. The
candidate will be able to grab the opportunity of training if he or she possess a minimum
knowledge about the degree required for the qualification in the interview process of the
organisation (Swift and Hwang 2013). Whether it is the position of Organizational and
Learning Development or any other kind of post, a basic qualification is required and
necessary for proper handling of the situations, mainly in the emergency cases and tackle the
situations, and also to deliver the performance that has been asked by the management of the
organisation. Coming to work experience, it is another important as well as mandatory
requirement for the post of Organizational and Learning Development. Proper work
experience will help the candidate to tackle the situations in an efficient way and maintain the
flow of work of that organisation (Jackson 2015). The personal skills will help the candidate

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to enable the candidate to set personal goals as well as to achieve personal empowerment. An
effective and strong personal skill-set through the personal development will help the
candidate to make positive and relevant choices and decisions in Banking and Finance Sector
to meet different types of customers and solve their queries (Namada 2018).

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References
Bakker, A.B. and Demerouti, E., 2014. Job demands–resources theory. Wellbeing: A
complete reference guide, pp.1-28.
Hilden, S. and Tikkamäki, K., 2013. Reflective practice as a fuel for organizational
learning. Administrative sciences, 3(3), pp.76-95.
Jackson, D., 2015. Employability skill development in work-integrated learning: Barriers and
best practice. Studies in Higher Education, 40(2), pp.350-367.
Li, Y., Chen, H., Liu, Y. and Peng, M.W., 2014. Managerial ties, organizational learning, and
opportunity capture: A social capital perspective. Asia Pacific Journal of Management, 31(1),
pp.271-291.
Namada, J.M., 2018. Organizational learning and competitive advantage. In Handbook of
Research on Knowledge Management for Contemporary Business Environments (pp. 86-
104). IGI Global.
SEEK. (2019). [online] Available at: https://www.seek.com.au/job/39671238?
type=standout&searchrequesttoken=881cddc0-cb1f-499d-baa0-74bff91e323b [Accessed 21
Aug. 2019].
SEEK. (2019). [online] Available at: https://www.seek.com.au/job/39715362?
type=standout&searchrequesttoken=881cddc0-cb1f-499d-baa0-74bff91e323b [Accessed 21
Aug. 2019].
SEEK. (2019). [online] Available at: https://www.seek.com.au/job/39718351?
type=standout&searchrequesttoken=881cddc0-cb1f-499d-baa0-74bff91e323b [Accessed 21
Aug. 2019].

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Swift, P.E. and Hwang, A., 2013. The impact of affective and cognitive trust on knowledge
sharing and organizational learning. The Learning Organization, 20(1), pp.20-37.