In-House Training Development Plan for Telstra Corporation: A Report

This report outlines an in-house training and development plan tailored for Telstra Corporation, a telecommunications company facing performance gaps due to employees' lack of updated skills in the rapidly evolving technological landscape. The report's purpose is to develop a training plan to enhance employees' knowledge in technology, communication, and customer management. The report provides a detailed program plan, incorporating cognitive and constructivism learning theories, to address the needs of various employee cohorts, including general staff, engineers, and management. The plan includes a needs assessment, resource allocation, and evaluation methods, aiming to improve employee satisfaction, address skill weaknesses, and foster professional development. The report also identifies potential barriers to the program's success and emphasizes the importance of management support and employee participation.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of Student
Name of the University
Author Note

1HUMAN RESOURCE MANAGEMENT
Table of Content
Introduction -..........................................................................................................................3
Report purpose and Scope..........................................................................................................3
Organization...............................................................................................................................4
Describing the organization in brief.......................................................................................4
Importance of the training and development need that was earlier identified.......................4
Participants.................................................................................................................................6
Identification of the participants............................................................................................6
Explanation of the cohort of who need to take part in the program.......................................6
Benefits of the participants.....................................................................................................7
Program plan..............................................................................................................................7
A Detailed plan based on your choice of learning theories...................................................7
Program objectives and the learning theorises underpinning the design.............................16
Method of delivery...............................................................................................................16
Instruction for the trainers....................................................................................................16
Feedback and evaluation......................................................................................................16
Resource Required...................................................................................................................17
Cost required for the entire training program......................................................................17
Possible barriers.......................................................................................................................17
Management support-...........................................................................................................17
Perception and participation-...............................................................................................17
Conflicting priorities............................................................................................................18

2HUMAN RESOURCE MANAGEMENT
References................................................................................................................................19
Bibliography.............................................................................................................................20

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Topic- Training and Development program
Introduction -
This report provides a suitable in-house training development plan which would
address the performance gap in the organization caused by poor employee performance.
Training and development plan is a necessary aspect of overall organizational development.
Keep (2014) mentioned that each organization should be aware of the fact that training design
is typically designed for better productivity, employee skill improvement and shape the future
strategy of the organization. This report provides the training development plan for the
organization Telstra Corporation Australia, which is a telecommunication service providers
of mobile phone, internet, television, and a complete range of communication services.
Recently, it is found that organizational productivity has been affected as the employees lack
new skills and knowledge. The technology is rapidly developing but employees’ are not fully
accustomed to the new technology and business practices. By identifying such needs, a
training development plan suitable for covering the performance gap at Telstra, has been
developed in the report.
Report purpose and Scope
The purpose of the report is to develop a suitable training development plan for Telstra
Corporation on the basis of the training needs identified. The report show how each aspect of
the training plan should be designed and implemented.
Scope of the report:
The report deals with a training development plan for Telstra Corporation. The plan aims to
enhance employees’ skills and knowledge with respect to technology, communication and
customer management. The plan does not focus on any particular department of the
organizations but it primary focuses on the general level of employees of all department. The

4HUMAN RESOURCE MANAGEMENT
plan mainly emphasizes on the technical areas of Telstra’s operation, as their major service-
telecommunication is based on technology. As it is an in-house training program, all
activities are considered to be conducted within the organisational premises. The program
plan in the report has been developed on the basis of the existing training and development
theories. This means the program plan does not include any primary findings.
Organization
Describing the organization in brief
Telstra is located in Australia and known as a leading telecommunication and technology
firm providing vast range of communication services being sustainable in telecommunication
markets. The overall operating income of Telstra is around A$6.3 billion in 2016 and the
employee base of the organization currently is around 36,165 (Telstra Corporation, 2018).
The revenue recorded in 2016 is around A$27.1 billion. The major products of Telstra
include fixed line and mobile telephony, data services and internet, and network service and
pay TV (Telstra Corporation, 2018). The major goals of the organization is to expand the
operation in the global market but present workforce of the organization is not trained enough
to deal with the global operation.
Importance of the training and development need that was earlier identified
In today’s competitive world, nothing remains static as innovation is visible on a regular
basis into the market and this probably makes the organization to become dynamic in their
business process and tend to implement the change so that they could be competitive in the
market (Keep, 2014). However, the question is, how can an organization be competitive and
acquire the dynamic market- it is the employees who are supposed to help the firm to become
competitive in the market. As put forward by Valerio, Parton and Robb (2014) the large firms
typically tend to provide training to their staff for effective utilization of their skills and they

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know the significance of training program impact on the company. Nonetheless, the small
and medium size firms, do not feel much benefit as they concentrate on every single amount
invested on the business. However, designing the entire training program appropriately may
help to avoid such internal barrier. Li, Jin and Wang (2014) mentioned that knowledge
management system in the training program should reside as a significant aspect because
knowledge sharing practice often contributes to employee knowledge development in the
workplace. For example, Schmitt (2014) mentioned that the sharing and creation of
knowledge are usually believed to be the major sources of competitive advantage. So, an
appropriate process and strategies used in a training program helps to identify and address
such as knowledge gap. The following cognitive theory states how important the learning is
and how it shapes knowledge of an individual.
Cognitive learning theory:
According to the principles of cognitive learning theory, the trainers or the educators
can focus on enhancing mental process instead of focusing on the physical actions. Such
instructors tend to believe that there is a major role to expand their knowledge (Estes, 2014).
In such context, the business owners or the organizations as a whole can use those approach
to promote employees to enhance their strategic thinking practice as well as the problem
solving skills (Hayes, 2016).
Likewise, there are other principles of training and development program which sates the
process of about how employee cooperate with the training program to achieve the ultimate
goals. For example, the constructivism learning theory tells how individuals how the
individuals or the employees actively take part in their own learning and development.
Hence, the employers need to identify that their employees bring back the work experience
derived in past, cultural background as well as the personality to their current roles.

6HUMAN RESOURCE MANAGEMENT
Kadiresan et al., (2015) mentioned that when people take responsibility for their own career
growth, the morality usually enhances and the level of job satisfaction also increases
Participants
Identification of the participants
The major participants of training and development plan are the general employees of Telstra
Corporation who lack knowledge regarding the use of new and installed technology in the
organizations. In addition, the proposed training program also engages the employees of HR
management for the purpose of developing their communication. However, hence, the
general level of employees are referred to the employees of all department, who are working
in the lower operational level.
Explanation of the cohort of who need to take part in the program
General level of employees: The general level of employees such as the technical
staff who deals with the operation of cloud services and internet, network service, mobility
service and the consulting services
Engineers: As Telstra mostly deals with technology-based operation, engineers are
the major stakeholders of its businesses. Providing knowledge and training program to
engineers are highly necessary because the whole operation depends on the engineers.
Therefore, to develop the state of technology-based operation, the engineers should take part
in the training program.
Management staff: The organizations need a proper and routine supervision of the
operation that go on at regular pace and to do this, the management staff such as HR
managers and supervisors, who keeps track of employees’ work, absenteeism, goal set and
others relevant activities should gain knowledge about how the entire flow of operation
should be managed by aligning organizational goals.

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Benefits of the participants
The proposed training program may help the participants in several ways. Following
are some of the ways that employees can gain benefit from the program.
Addressing weaknesses: Each employee is weak at some particular skills and not all
employees could be perfect for a position. So, if employees’ skills match and the employers
can reinforce its skills by training and assigning them with activities, it is certain that
employees will work hardtop stand on the expectation.
Fostering development: The major goal of the organization is to increase the growth
rate for the efforts they put on and growth can be achieved if the workforce of the company
pays an adequate amount of attention to development. However, this may require skilled
employee to deal with the situation. Thus, providing training to workers means providing the
space to learn and enhance.
Enhancing employee satisfaction: This is a highly necessary aspect because the
employees feel confident in deriving new skills. Training and learning program helps the
employees to perform task easily and they could innovate new strategies to implement the
tasks. This could build some extent of satisfaction in employees.
Program plan
A Detailed plan based on your choice of learning theories
Conducting
the Needs
assessment
Resources
Required
Who will I
need to
consult
Who will
I need to
Inform
Start
Date
Completi
on Date
Notes

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Organizatio
nal
assessment
-
Organizatio
nal
assessment
is referred to
the overall
effectivenes
s of the
organization
s, which
may include
all
departments
of the
organization
The
completion
of this
activity
may
require
adequate
amount of
resources
such as
finance,
technology
, human
resource
and other
associated
resources
To
implement
this
activity as
a trainer I
need to
consult
with HR
executives
of Telstra,
operational
managers,
board
members
and other
shareholder
s in the
business
Human
Resource
departme
nt of
Telstra
Corporati
on,
Operation
al
manager,
CEO,
presidents
and other
board
members
03.07.201
18
31.12.201
8
Hence, the
trainer and
the
respective
parties in
involved in
the
program
need to be
aware of
the act
organizatio
nal
assessment
may cover
each aspect
of the
organizatio
nal
operation
Individual
need
assessment –
Individual
assessment
This
assessment
is a major
one, thus,
resource
As a trainer
I need to
consult
with the
human
To
complete
this
activity,
the
30.11.201
8
28.02.201
9
Individual
assessment
is an
important
aspect

9HUMAN RESOURCE MANAGEMENT
is require to
check how
the
employees
are
preforming
with the
process.
This
assessment
might help
to know the
skills and
competencie
s
ay include
finance,
human
resource,
digital
projector
for
explaining
the note
and other
aspects,
laptop and
other
recording
devices
resource
department
of the
organizatio
n, the
operational
manager
and the
account
department
of the
organisatio
n
human
resource
departme
nt of the
firm
should be
informed
about the
initiative.
In
addition,
the other
parties
such as
operation
al
manager.,
business
heads,
and board
members
need to be
informed
because
the goal of
the training
program is
to enhance
the skills
and
knowledge
of the
employees.
So, human
resource
department
of the
organisatio
n should
ensure that
each
participant
involved in
the training
program
take part in
the
program.

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Task
assessment –
Task
assessment
helps to
identify he
individual
task or the
job
responsibilit
y. This
initiative is
required to
learn about
how the
individual is
performing
their duties
Data
storage
device
such as
personal
computer
or laptop,
notes,
performan
ce tracker
excel sheet
In order to
implement
this
initiative
as a trainer,
I need to
consult
with the
employees
whose task
will be
assessed,
performanc
e analysts,
production
manager
and human
resource
manager of
the
organizatio
n
To
complete
this
initiative,
I need to
inform
the
employee
s first,
and then
team
leaders,
productio
n
manager
and the
human
resource
managers
of the
organisati
ons
21.08.208 31.12.201
8
This
assessment
initiative is
mainly
designed to
learn how
learn
whether
the current
practice of
performing
organizatio
nal
activities
are
appropriate
enough to
deal with
the future
challenges
and goals
of business
Ensure
employees
readiness

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for
Training
Online skills
assessment-
It is certain
that
employees
might not
feel ready to
take this
corporate
learning but
their skills
proficiency
may tell a
different
story; thus,
an online
test
assessment
is required
The
resource
may
require
personal
computer
for doing
the
questionna
ire,
laptop,
projector,
internet
and fiancé
for the
mentioned
devices
To conduct
this
initiative, I
need to
consult
with
human
resource
department
of the
organisatio
n, I should
also inform
the
operational
manger
and the
employees
When
implemen
ting this
initiative,
I need to
inform
the
human
resource
departme
nt of the
organizati
on and the
organizati
onal
heads of
Telstra
Corporati
on
05.06.201
8
30.06.201
8
This
initiative
will be
conducted
before the
actual
training
starts. This
initiative is
designed
just to
know
whether
the
employees
are ready
to take the
learning
program.
Create the
Learning
Developm
ent of a
I need to
consult
I need to
inform
11.09.201
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11.01.201
9
This
initiative

12HUMAN RESOURCE MANAGEMENT
Environme
nt
learning
environme
nt may
require a
large
amount of
financial
investment
, large
space for
learning
with the
human
resource
department
of the
organizatio
n
the
employee
s,
particular,
the
participan
t and
human
resource
managers
o the
organizati
on
may
include the
process of
knowing
whether
there is a
proper
learning
environme
nt
Ensuring
Transfer of
Training
Training
materials
such as
audio and
video
devices,
projectors
and other
technologi
cal
application
to measure
I need to
consult
with
human
resource
department
of the
organizatio
n
I need to
inform
the
employee
s and the
human
resource
departme
nt
01.06.201
9
30.11.201
8
Transfer of
training
will help to
learn the
readiness
of the
employees
towards
the training
initiative

13HUMAN RESOURCE MANAGEMENT
the
outcome of
training
Developing
and
Evaluation
Plan
Excel
sheet for
evaluating
the
performan
ce of the
plan,
laptop for
keeping
the data
I need to
consult
with the
human
resource
department
and
performanc
e analysts
I need to
inform
the
performan
ce
analysts,
evaluator
and the
human
resource
manager
of the
firm
02.05.201
9
07.09.201
9
This is an
evaluation
plan where
the overall
result of
the training
program
will be
assessed.
On the
basis of the
modificatio
n further
improveme
nt steps
will be
taken
Select
Training
Method-
On the job
training
None I need to
consult
with the
HR
department
I need to
inform
the
employee
s about
01.01.201
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This
initiative is
about the
selection
of the

14HUMAN RESOURCE MANAGEMENT
method will
be selected
for the plan
,
operational
manager
the
training
method,
human
resource
departme
nt of the
organizati
on
training
method
Develop
and Deliver
the
Program
On-the-job
Coaching
Training
Delivery
method will
be followed
to deliver
the training
program
NA To select
this
method, I
need to
consult
with
human
resource
manager,
performanc
e evaluator
and the
I need to
inform
the
Human
Resource
Manager
of the
organizati
on and the
participan
ts
05.11.201
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05.12.201
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15HUMAN RESOURCE MANAGEMENT
participants
who are
involved in
the training
program

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Table 1: Training and Development plan

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Program objectives and the learning theorises underpinning the design
 To enhance technological skills and knowledge of the employees
 To enhance the overall productivity of the organization
 To enhance a more sophisticated human resource practices
The training program is designed by the above presented theories such as cognitive and
constructivism learning theory. The cognitive theory helps to emphasizes on the mental
process of the employees because in training program, employee mental satisfaction is highly
required than physical action. Likewise, the constructivism theory helps here to know
whether the employee take part in their own learning and development program.
Method of delivery
To deliver the method of training program designed for Telstra Corporation, On-the-job
Coaching Training Delivery will be implemented because this method is a one method to
help employees in gaining new skills. On-the-job is referred to an approved person training
which an individual requires the necessary skills to successfully accomplish the task.
Instruction for the trainers
When providing the learning activities to the participants, the trainer must be aware of the
fact that he/she should not hurt the morals of individuals. The trainers must have to follow
human ethics and corporate ethics
Feedback and evaluation
In order to evaluate the training result, both formative and summative evaluation methods
have been followed. Formative evaluation method helps to evaluate a training program
during the development stage with the purpose of making the modification in early stage and
this could certainly help to enhance the program. On the other side, this method helps to