SPCA Charity Shop: L&D Strategies for Volunteer Training Program

This report focuses on the organizational learning and development (L&D) of a volunteer training program for the SPCA charity shop. It begins with an introduction to the program and its strategic context, including the SPCA's mission, vision, and values. The report then conducts a comprehensive analysis using SWOT, PESTLE, and Porter's Five Forces frameworks to identify the organization's strengths, weaknesses, opportunities, and threats, as well as external factors influencing the program. It explores horizontal integration strategies and discusses organizational structure and culture. The report delves into the techniques and processes used in L&D needs analysis, including active and proactive approaches. It covers the KSA requirements for trainees, learning types, and the application of learning theories in the design of the L&D solution. The report also addresses delivery and evaluation methodologies, including the ROI, ROE, and Kirkpatrick models, to assess the program's effectiveness and value. The report provides a comprehensive analysis of the training program for the volunteer staff working in the charity shop.

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Running head: ORGANIZATIONAL LEARNING AND DEVELOPMENT
Organizational Learning and Development
Name of Student
Name of University
Author Note

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ORGANIZATIONAL LEARNING AND DEVELOPMENT
Table of Contents
Table of Contents..............................................................................................................1
1) Introduction....................................................................................................................2
2) Organizational Context..................................................................................................3
3) Analysis.........................................................................................................................9
Discussion of the techniques and processes used in the L&D analysis........................9
How it could be achieved.............................................................................................10
Different KSA requirements for the trainee and ways of achievement of the objectives
......................................................................................................................................11
4) Design..........................................................................................................................12
Learning types adopted by trainee...............................................................................12
Discussion of the learning theories..............................................................................12
Application of theories in design of L&D solution.........................................................15
5) Delivery........................................................................................................................16
6) Evaluation....................................................................................................................17
7) Conclusion...................................................................................................................19
References.......................................................................................................................20

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1) Introduction
The study should be explaining the organizational development and learning for
the training program for the volunteer staff working in the charity shop. SPCA is
conducting a training program for the staffing of volunteer in a charity shop. The study
should be focusing on the analysis of the two types of strategies for entering the market
which should be involving the horizontal and the vertical integration (Clarke and Higgs
2016). The study will be reflecting on the linkage of the L&D strategies with the vertical
and horizontal integration of the firm. It is also focusing on the application of the different
strategic frameworks which involves the SWOT, PESTLE and Porters Five Forces
analysis for the identification of the business strategies.
The study is also describing the context of culture and structure within the firm
and it should also be depicting the value added for the training program. It is also
influencing the techniques and processes which are used for the identifying and
meeting the needs of the L&D needs analysis. It also discusses the KSA requirements
for the trainees or the learners and the evaluation of the achievement of the objectives
as well (Manolis et al. 2013).It is also focusing on the evaluation of the different learning
theories and their application to the design of the L&D solution proposed for the given
scenario. The study will also be evaluating the L&D techniques which involve the
models like the ROI, ROE and the Kirkpatrick model for responding to the scenario.
2) Organizational Context
Strategic

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ORGANIZATIONAL LEARNING AND DEVELOPMENT
According to Barhem et al (1988) the strategic HRD is actually strategic and
business led. So the strategic part is depicted as follows
Organizational Strategy
SPCA is organized in England in 1824. His is established to prevent the cruelty
of animals by the humans. The organizational strategy for SPCA is basically to develop
and implement the animal protection laws to fight against the cruelty for animals. They
develop the strategy of conducting training programs and develop employees who can
be to support the animals and will provide the great and high quality service of
protecting the animals against the cruelty of the humans (Manolis et al 2013). They
have established a society which will be useful in developing a society which provides
them the support and coordination in order to fight against the cruelty of animals. They
are actually promoting the safety of the animals that are treated harshly and support the
development of the independent shelters (Manolis et al. 2013). They also have the
strategy of developing a charity shop where there has been the donation or financial
assistance to be given to the firm so that the pet lovers could come and donate for the
charity they are making in order to save the animals from harsh and cruel conditions
they were in.
Mission of the firm

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ORGANIZATIONAL LEARNING AND DEVELOPMENT
The mission statement of the firm is to advance and promote the safety of the
different types of animals for the long run.
Vision of the firm
The vision of the firm is to protect and save the animals mainly the horses and
the dogs from the cruelty and living in harsh conditions in order to provide them a safe
and secured life in the future.
Values of the firm
SPCA should be providing the utter respect, love and emotional kindness to the
different animals in order to provide them a cruel free world.
Business Led
SWOT Analysis
The SWOT analysis is described in order to understand the L&D requirements
and it has been depicted below
Strengths
 It is considered as one of the most recognized firm who provides safety and well
being to the animals like dogs and carriage horses.
 They provide range of services in order to protect the cruelty of animals which
involves the development of the independent shelters, the information networking
and implementing national and international programs.

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ORGANIZATIONAL LEARNING AND DEVELOPMENT
 They have developed a society itself where people from all the corners of the
world provides the support and collaboration of how to deal with the issue.
Weakness
 They have not yet got the affiliation with the national organizations as there are
most of the people who could not be able to support them.
 They are not globalized fully so they do not enjoy still the global exposure they
needed.
 The brand identity is still somewhat poor.
Opportunities
 SPCA has the opportunities to conduct training programs for the employment of
volunteers as they want it for expansion of their services all over the world.
 They also try to form strategic alliances and partnerships with the national and
the international organizations in order to expand their services and make them
globally reputed.
 They also have the educational initiatives to be developed with the recruitment of
the volunteers so that they can assist the pet lovers and how to handle the pet
and animals present in the society.
Threats

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ORGANIZATIONAL LEARNING AND DEVELOPMENT
 The threats are coming from the local companies who are competing well now
with the development of the firms protecting and fighting against cruelty to
animals.
 The threat is also from the attitude and the behavior of the people towards the
animals.
PESTLE Analysis
Political-The political factor does not influence the L&D requirements of the
company. So the political factor is low for this firm to introduce volunteer training
program for a charity shop.
Economic- The economic factor is high as the L&D requirements are dependent
on the overall budget for the training program introduced for SPCA.
Social- The training program helps in influencing the L&D requirements in a
massive way. The volunteer training program will help in promoting awareness among
the people living in the society regarding how to behave with the animals (Manolis et al.
2013). .
Technological- There is the need for the application of innovation in the process
and the training equipments for enhancing the learning needs and requirements for the
volunteer participated in the training program (Manolis et al. 2013).
Legal- The legal requirements are need to be made for the conduction of training
program for the volunteers in the charity shop introduced by SPCA.

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Environmental- The Company should be developing proper environment in order
to protect the animals and for making the volunteer to have the training program hassle
free within the firm.
5 Force Model
Bargaining power of the Suppliers (High) - The bargaining power of the suppliers
is high for animal industry. There are certain rules and regulations which are needed to
be followed by the suppliers for working well with SPCA. In the animal industry the
suppliers are quite less so the owners of the animal welfare firms have to be dependent
on them (Manolis et al. 2013).
Bargaining power of the Buyers (High)- The bargaining power of the pet lovers
are very high. They want the needs and demands to be changed and they will be
getting the animals in safe and healthy condition (Manolis et al. 2013).
Threat of Substitute Products (High) - In animal welfare industry the threat of
substitute products is quite high. The pet lovers who are not been able to get the right
breed of animals for the pets , they could not be able to move to the other firms as this
market is still left to be opened up so they have to rely on the premium suppliers and the
firms having their business (Manolis et al. 2013).
Threat of Competitive Rivalry (Medium) - The threat of competitive rivalry is
medium. There are not many of the firms who are doing this activity of protecting the
animals from cruelty. So the competition is less in this industry.

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Threat of New Entrants (Low) - The threat of new entrants has been low for this
industry. There are not many firms who can be able to provide this type of animal
protection services in the society.
BCG matrix
SPCA is the firm which is basically the fall under the category of question mark. It
is seen that the market is small but the growth in the market has become huge. There
are not so many firms in the market who are doing activities for protecting the animals
from cruelty (Illeris 2018). The society is now trying to get involved which is making the
growth to be higher in the future.
Horizontal Integration
The horizontal integration is defined as the way of increasing the production of
services at the part of the supply chain (Renninger et al. 2014) . The horizontal
integration is linked with the L&D practices and this could be achieved through the
recruitment and selection, the performance management, reward management as well
the succession planning and career development.
Structure and Culture
There are basically four types of organizational structure which is found and they
are depicted below
Power Culture- The power culture is the type of culture where the power lies in
few people who are able to take effective decisions for the firm (Illeris 2018).

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Task Culture- this is the formal organizational culture where there is the pyramid
or hierarchy with many departments to be taken place.
Person Culture- In this type of culture the individuals are much more concerned
with themselves rather than the goals of the organization (Illeris 2018).
Role Culture- In this type of culture each and every employee in firm has been
given the different roles and responsibilities according to their specifications (Illeris
2018).
Value Addition
The value addition for the training program is basically the analysis of the cist or
the overall budget required for the training program to be completed. The value
proposition could be achieved through different strategies which are depicted below
Cost Benefit Analysis- This is the analysis of the costs involved in the conduction
of the training program and how these costs provide benefits in the long run.
Customer Surveys-The customer survey should include the L&D improved
customer satisfaction, repeat customer loyalty and market share of the firm.
3) Analysis
Discussion of the techniques and processes used in the L&D analysis
The analysis of the L&D needs should be involving the ways like assessment of
the employee potential and the understanding of the current and anticipated gaps in the
skills and knowledge. So the discussion of the techniques are explained below

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Inactive- This is the process of L&D needs analysis where any firm should not be
doing the analysis until and unless there are any type of issues to be found out.
Active- This is the type of L&D needs analysis where the analysis is based on the
data and the research.
Proactive- In this approach the firm need to seen the benefit they are getting and
acts upon it when it arises in the future (Antonacopoulou 2017).
According to this report the firm SPCA should be conducting the volunteer
training program on the basis of the data or the information which is created periodically
which indicates that they perform the L&D needs analysis on the basis of the qualitative
data.
How it could be achieved
Capabilities- This is achieved through the implementation of KSAs which the
trainee need to perform in their roles and responsibilities the firm has given the
individual (Sessa and London 2015).
Knowledge- The volunteer performing the training needs to know the technical
information, data and information in order to enhance knowledge on the roles and
responsibilities and the objectives of the firm SPCA (Sessa and London 2015).
Skills- The trainee need to have proper communication, negotiation and active
listening skills in order to perform the activities for SPCA.

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Attitude-The trainee need to have good inter-personal skills indicating that the
trainee must behave properly. The trainee have the feeling and personal interaction with
the customers and the society.
Different KSA requirements for the trainee and ways of achievement of the
objectives
The three different KSA requirements for the trainee has been depicted below
Gaps Analysis- It is the understanding of the performance gaps between the
current capabilities and the desired capabilities in the future (Beech McGill and
Brockbank 2017).
Organization- The trainee wants the identification of the goals and objectives
through succession planning in the future.
Group level- It is based on the single division or the department which has been
showing the performance gaps in their KSA which is the HR department
(Antonacopoulou 2017).
Individual Levels- The trainee also suppose to have more assistance and
activities to be reviewed in order to judge the capabilities which is involved with the
performance appraisal and the feedback from the customers (Antonacopoulou 2017).

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4) Design
Learning types adopted by trainee
Cognitive- The trainee is applying the cognitive learning style where the trainee is
preparing themselves high rigorous thinking so that it should provide them the right
values for the activities they are performing (Antonacopoulou 2017).
Social learning- The trainee also adopts the social learning style where they can
be able to learn when they communicate and interact with groups or with a team. They
should be observing the activities of the members inside a team and will be able to
found out their learning needs (Reynolds 2017). The input from the team member is
essential for the trainee to learn in a coherent way.
Discussion of the learning theories
Honey & Mumford, Kolb and Knowles learning styles or theories are used for
identifying the learning style the trainee should be needed in order to analyze how they
are learning and developing themselves (Baldwin 2016). So the three theories are
explained below
Honey & Mumford Learning Style
There are four stages of learning which an individual need to implement from
where the individual could analyze the best approach of learning. So the stages are
depicted below
Stage 1: Activist

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The activists are defined as the individuals who learn by themselves. There are
not any individuals who will be guiding and supporting them. They have an open mind
and they brainstorm their ideas.
Stage 2: Reflector
The reflector is the type of learning style where the individuals should be
reflecting on others (Willingham Hughes and Dobolyi 2015). This is the style where the
people should be learning by the act of others and then thinking about how the
individual will learn.
Stage 3: Theorist
This is the learning style where the individual should be based upon the facts and
data for learning. They should be enjoying the models or frameworks o get engaged in
the process of learning (Argote and Hora 2017).
Stage 4: Pragmatist
In this type of learning style they experiment with the ideas as well the theories
they have learnt and after that they think it properly (Argote and Hora 2017).
Kolb Learning Style
There are four stages by which an individual should be able to learn and the
stages are explained below
Concrete Experience-In this style of learning, the individual should be having a
complete new experience (Ford 2014).

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Reflective Observation-This style of learning indicates that any individual should
be reflecting on the experience gained.
Abstract Conceptualization-This style of learning involves the conclusion to be
made from the experience any individual have it (Argote and Hora 2017).
Active Experimentation-This learning style will involve the individuals to be able
to plan out what the individual have learnt it (Argote and Hora 2017).
Knowles Learning Theory
There are basically 5 stages which an individual needs to go through for the
effective learning and the sages are defined below
Self Concept- In this stage an individual should be learning about the evaluation
and the planning process of how they will learn (Clarke and Higgs 2016).
Adult learner Experience-The individual should be learning through the
experience they will gain for learning.
Orientation to Learning- When any individual matures, the individual should be
changing from one of the postponed application of knowledge to the immediate
application (Sharma et al. 2017). The orientation of learning changes from one type to
the other.
Readiness to learn-The individual will be able to learn when the individuals
should be able to perform the social responsibilities they have given.

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Motivation to learn- The individual also gets motivated when that individual learn
it.
Blooms 1956 Taxonomy Wheel
This is a model which is discussing how the individual should be learning and it is
comprised of three areas which are depicted below
Affective- The affecting stage involves the attitudes, the beliefs, feelings and the
emotions of the individuals. The trainee needs to have the positive attitudes have the
beliefs and emotions under control in order to analyze the learning needs they want it.
Psychomotor- The trainee should be adopting the physical skills and doing in
order to assess the learning capability.
Cognitive- The trainee should need the knowledge of understanding, the
realization and implementation of facts and data by which they can be able to learn and
compare their L&D needs with the other trainers associated with this training program in
a charity shop for SPCA (Argote and Hora 2017).
Application of theories in design of L&D solution
According to the scenario of conduction of training program for the volunteer in a
charity shop for SPCA, the trainee need to adopt the theorist approach of learning which
is proposed for providing the solution to the L&D needs. This indicates that the trainee
need to realize the data and study the facts and information before they could be able to
learn what they should be doing as the trainee volunteer in a charity shop for SPCA.

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According to the scenario in the context of the Kolb learning style the trainee has the
concrete experience indicating that the trainee is having a completely new experience of
taking part as the volunteer in the charity shop for SPCA. In the design of the L&D
solution it is important that the individual should have the learning orientation.
5) Delivery
There are various methods by which the evaluation of the achievement of the
objectives has been done and they are depicted below
Observations- The observations is the method where the trainee should be
observed which involve their requirements and the identification of the L&D needs they
have it (Cunningham 2017). The observation of how the trainee is performing and
assessing hat whether the trainee is understand the roles and responsibilities to be
given.
Discussion-It is important that there should be discussion on the learning needs
of the trainee which is useful in the organizational development for the trainee.
Feedback from the customers- There is the feedback from the customers’ needs
to be taken in order to analyze the learning needs in a proper way as well.
Managers Result- The result from the manager is needed to be analyzed for the
trainee to indicate that whether the requirements are fulfilled or not for the trainee
(Dixon 2017).
Performance Data- There is the need of the analysis of the performance data for
the analysis of the feasibility of the learning needs of the trainee.

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Benchmarking- The benchmarking is the process for analyzing the training needs
and requirements for the new trainee involved in the training program for SPCA in a
charity shop (Antonacopoulou 2017).
New regulations- The new regulations should be identified and it should be
communicated to the trainee for the analysis of the learning needs.
According to the scenario, I consider the most appropriate should be the
observations, feedback from the customers and benchmarking. The observations help
the trainee to learn and apply themselves properly for achievement of the objectives of
the training program initiated by SPCA. The feedback from the customers is useful for
the trainee to identify their weakness and strengths they have it. The benchmarking
method or the approach is useful in comparing the learning needs the trainee have with
the predefined needs of the training program set by SPCA.
6) Evaluation
Discussion of Kirk Patrick’s Model

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(Source: Rafiq 2015)
According to the Kirk Patrick model there have been five levels by which the
training needs and analysis will be evaluated for the trainee in this study. So the five
levels have been depicted according to the L&D needs analysis and evaluation.
Level 1 Reaction
The trainee has liked the training program on what they are involved with. They
should be planning to work in a charity shop for SPCA in order to protect the animals
from harsh conditions and fighting against cruelty to animals. They plan to improve on
their knowledge and skills further in order to excel their professional career.
Level 2 Learning
The trainee has improved on the communication, problem solving and the
negotiation skills after the training program has been implemented by SPCA. They have
gained the knowledge of how to deal with the animals and understood the shared
values and beliefs of the customers and act according to their requirements as well
(Rafiq 2015). They have gained positive attitude and the motivation to work in a
dedicated manner and resolving the issues of the customers.
Level 3 Behavior
The participants have been changed their behavior on the job based on what
they have learnt from the training program conducted by SPCA for a charity shop. The
trainees have been realized the values and beliefs regarding the charity.

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Level 4 Results
The change in behavior has positively affected the organization as the trainee
could be able to understand what their needs are. This is helping the organization to
evaluate their areas of improvement which is actually making it possible for the
organizational revenue to be enhanced and the sustainability could be achieved as well
(Rafiq 2015).
Level 5 Return on Investment
The training program which is conducted is worth of the cost or the budget
estimated for the implementation of this training program.
Evaluation of L&D solution using this model
It is observed from the analysis of the Kirk Patrick model that the L&D solution
which is proposed for the scenario is worth of the cost and this is matching with the
overall budget of the training program.
7) Conclusion
The study is evident that the training program conducted by SPCA is worth of the
return on investment made by the firm. The training program has been successfully
accomplished and it is providing value to the investment done for the conduction of this
training program.

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