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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ORGANIZATIONAL LEARNING AND DEVELOPMENT
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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ORGANIZATIONAL LEARNING AND DEVELOPMENT
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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ORGANIZATIONAL LEARNING AND DEVELOPMENT
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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ORGANIZATIONAL LEARNING AND DEVELOPMENT
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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ORGANIZATIONAL LEARNING AND DEVELOPMENT
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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ORGANIZATIONAL LEARNING AND DEVELOPMENT
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).