University Assignment: Training and Assessment Strategy Implementation

This document provides a comprehensive solution to a training and assessment assignment, addressing key aspects of learning strategy implementation. The assignment covers UAT, compliance systems, and organizational learning theories. It examines international e-learning standards, TEQSA framework, and compliance requirements for Registered Training Organizations (RTOs). The solution also explores national standards, technology requirements, and organizational learning theories, including espoused theory and theory in use. Furthermore, it delves into organizational evaluation strategies, the importance of modifying learning strategies in a globalized world, processes for continuous improvement, and the role of communication and stakeholders. The document also discusses assessment instrument design, quality management compliance, and the roles of key figures within an organization, including board members and the CEO. The assignment emphasizes the importance of compliance, quality management, and effective communication for successful learning strategy implementation. The solution is designed to provide a detailed overview of the relevant concepts and practical applications within the field of leadership and management.

Running head: TRAINING AND ASSESSMENT
Training and Assessment
Name of the Student
Name of the University
Author Note

1TRAINING AND ASSESSMENT
Section 3: UAT 1
1. A. The various international e-learning compliance system or learning approaches used across
the globe are as follows -
(1) CANCORE in Canada,
(2) EdNA Metadata Standard in Australia,
(3) SINGCORE in Singapore, and the work of the
(4) ARIADNE Foundation in Europe which has fed into the IEEE 1484.12.1-2002 standard for
learning object metadata
(5) DC-ED extensions to the Dublin Core that address educational uses of materials.
B. The framework of TEQSA is used to understand if a particular business provider is compliant
with the requisiteThreshold Standards (Namada, 2018). The issues of online delivery in
particular are examined by TEQSA. It also includes the development of curriculum and
pedagogical issues, support ofthe staff and their development. The job of TEQSA is to make
effective judgment with regard to the operation of the provider. For instance, if a particular
business provides an educational facility online, TESQA may see to it that the business also
provides a physical facility offline.
2. A. Relevant authority compliance requirements and obligations applicable to Registered
Training Organizationare as follows –
ACPET or Australian Council of private education and training
ASQA or Australian skills quality Authority

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NCVER or National Centre for Vocational Education Research
B. The relevant standards based on compliance requirements and obligations that the Registered
Training Organizations must comply with are as follows –
(1) The training and assessment strategies of the RTO and practices are responsive to the needs
of the learner and of the industry.
(2)The operation and functioning of the RTO are assured to be of good quality.
(3) The RTO is required to issue, maintain and accept the AQF certification documentation
which are in according to the Standards and also provides easy access to the records of the
learners.
3 The various national standards, legislation and codes of practice that are relevant to the
individual learning strategy of management implementation are as follows –
Australian Taxation legislations
Pay as You GO Legislations
Superannuation laws
Work Health and Safety laws
Fair work Australia legislations
4. The various the technology and systems requirements to support an organizational learning
strategy can be stated as follows –
(1) The diversity and accessibility needs (Serrat, 2017)
(2) AQTF Standards for the Registered Training Organization

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(3) The international e-learning standards and their various specifications and also models of
reference.
(4) The standards or benchmarks of industry
(5) The standards of training and assessment of the organization
(6) Platforms of training such as that of Moodle, LMS canvas and Blackboard.
5. Two organizational learning theory are as follows –
(1) Espoused Theory –This theory refers to the formal sector of the organization. All business
firms have a particular way as to how the employees are required to conduct themselves or
present themselves in the work place (Teece, Peteraf&Leih, 2016). As a result, the particular
conducts are narrow in scope and it requires the employees to follow a predetermined path.
(2) Theory in Use – Under this theory, the individual employees are required to take measures in
their own hands by brain storming in trying to provide a solution to the problem(Teece,
Peteraf&Leih, 2016). For instead, when a computer fails to work, then instead of trying to
contact the IT department, the employees can try to solve the problem themselves.
Two organizational evaluation strategies are as follows –
(1) Business excellence framework –The main objective of every business organization is to
further the growth and development of the firm (Dodgson, 2018). In this respect, the team of
business specialties have the important responsibility of identifying the opportunity of growth in
the business and provide significant recommendation to improve the organization.
(2) Benchmarking –The process of benchmarking involves the activity of comparing the
activities of the company and its level of performance with the other business in the market. In

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this process of benchmarking, several dimensions are involved like cost of the product, quality of
the product and time taken to manufacture it (Teece, Peteraf&Leih, 2016).
6. In the contemporary globalized world, various organizations are required to modify and
develop their learning strategy design and development (Lafleur&Burtak, 2018). The business
firms are required to identify certain areas of learning development and in order to work on them
effectively, the learning strategies are developed. Moreover, for the effective implementation of
the learning strategies, it is necessary for the business organization to identify the correct and
appropriate personnel who would take the responsibility of providing the right learning strategy
(Al Shobaki et al., 2017). Often times it is observed that the organization takes upon itself to
integrate this strategic learning activity whereby the various mechanism and the personnel are
integrated in order to generate an effective decision making platform. For instance, in the
organization, there is a mechanism for the formulation of new policies which would aid in the
facilitation of the improvement in the quality and process of manufacturing. All of these should
be conducive with the assessment and learning strategies.
7. There are certain processes for the continuous improvement of the organizational learning
strategy. Continuous improvement in the working of the organization is essential as this ensures
that the organization is kept updated with the needs of the changing times and the increasing
demands of the customers (Ibidunni, Ogunnaike&Abiodun, 2017). Continuous development
enables the effective working of the firm. The steps can be stated as follows –
(1) There is a need on the part of the organization to embark on the process of seeking continual
development in the functioning of the firm. Such developments should be sought in a procedural
manner. For instance, the different employees of the organization should be kept in sync about

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the requirement of the firm (Choi & Chandler, 2015). They should be able to understand what is
needed of them so that they will be able to deliver the product in an efficient manner.
(2) There should be a system of transparency in the work place. This ensures that every
employee will be able to share their success and failures with each other. This will show to the
managers of the organization the various places where the employees are found to be lacking. It
is the obligation of the management level of any organization to ensure that the employees are
working in an effective manner (Choi & Chandler, 2015). The system of transparency will
ensure that the work done by the employees is known to everybody and as a consequence,
relevant help can be provided to the employees are who are unable to perform in the right
manner. Moreover, this system of transparency will ensure that the relevant learning strategies
can be provided in those areas.
(3) The management needs to ensure that the work environment of the organization is friendly in
nature. The employees need to feel secure and safe in the place they are working (Choi &
Chandler, 2015). Moreover, they should b able to maintain a tolerant and cordial relation with
each other in the sense that they can work in a harmonious nature with each other. In this sense,
it is necessary for the employers to motivate the employees in the correct direction. Motivation
often acts as a catalyst in the working of the employees and if they are properly motivated then
the production level of the organization would rise to a considerable extent (Dhar, 2015).
8. For the effective implementation of the learning strategy of the organization, it is the
responsibility of the senior management level of the firm to ensure that all the relevant strategies
are in place. The implementation of the various learning strategies require the participation of all
the employees as well as the employers of the organization (Harms, 2015). It is the members of
the strategic management team who provides the various learning modules to be implemented.

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However, it depends upon the employees themselves on how to execute the learning strategies
and ensure their effective implementation within the working of the organization. For instance,
the management level of the firm can implement strategies like fixing the annual goal of the firm
which needs to be realized within a particular time frame (Harms, 2015). Moreover, the team
also has the power to provide for the allocation of the resources for the proper execution of the
strategies. The effective performance of the activities and the tasks of the learning strategies
results in the growth and development of the organization.
Such learning strategies has certain impacts on the functioning of the organization. For
instance, the positive implementation of the learning strategies has the potential to further the
growth of the organization (Oehmichen et al., 2017). However, any negative implementation of
the strategies or their rejection by the employees can stagnant the development of the firm.
9. The process of communication is vital for the effective functioning of the organization. This is
due to the fact that all the stake holders of a particular organization has a particular view point
which should be taken in to consideration (Dixon, 2017). For the formulation of the policies the
feedback derived from the stake holders should be analyzed and then included in the policy
formulations. Moreover, such policies need to be accepted by all the other different stake holders
of the organization to ensure that they are in sync with each other. Without the effective support
from all the relevant sources of authorities of the organization, the firm would not be able to
function in a proper manner.
The stake holders who form part of any organization can be listed as follows –
(1) Managers of the organization
(2) Employees of the firm

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(3) The target population who become the customers of the business
(4) The various public agencies especially those who act as the regulators
10. The most important authoritative figure within any organization is that of the board members.
They are the ones who take all the necessary parameters of the organization in the sense that they
decide the way in which the organization shall be working (Dixon, 2017). However, the number
of board members is usually very high. In this situation, a smaller committee of the important
stake holders is formed who takes all the important decision of the working of the firm. More
important than this committee is the Chief Executive Officer of the firm. He is the one who
decides on the course of the working of the firm. Due to the hierarchical structure of
organizations, no manager has the ability to talk directly with the CEO without his prior
permission (Valaei,Rezaei& Ismail, 2017).
11. The two contemporary approaches which are used for assessment instrument and strategy
design are as follows –
(1) Formative assessment approach – The necessary discussion of the various issues during the
training program is necessary. Moreover, the training program should be completed in a
successful manner which then forms a part of the formative assessments.
(2) Summative assessments approach –In this approach, the formal observation of the
participants in the organization is done and their success is analyzed. There is no formal system
of assessment in this method. Various examples of summative assessments are rubric system, the
LMS system of assessment and the blackboard.
12. The most important requirement of organizationallearning is that of compliance to quality
management. This is significant because the organization needs to ensure that there is no

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decrease in the level of quality of the goods and services that are being provided to the
customers. In this sense, there are several quality management compliance requirements which
are related to organizational learning which are stated as follows –
(1) The standards of training and assessment framework.
(2) The various standards of the industry and their benchmarks
(3) AQTF Standards for Registered Training Organizations
(4) The diversity and accessibility needs of the organization and its employees.
13. The record keeping mechanism of any organization forms part of the documentation process
of that firm. This however, depends upon the size and structure of the firm. In the contemporary
world, the most common technique of storing of data and documents is digitally. This online
accessing of data saves a lot of space and time of the employees. The sources of the documents
are the available technology and the learning systems of the firm. Moreover, the guidelines and
the policies also form a part of the documentation process.
Section 4
Part-A
1. Organizing a meeting
The meeting has been arranged with all the stakeholders’ team members, instructional
designers, management, staffs and clients to consult with. The consultation and the
communication process is developed for supporting and encouraging the personnel input into
designs, implementation and the review of the organizational learning strategy in the meeting

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will be discussed. The meeting was organized by the manager along with the stakeholders, team
members, staffs and clients.
The meeting started with the speech of the manger, and then the learning strategy was
shared with the members of the organization. The inputs from the members that are expected
from the staff, team are clearly stated in the meeting process (Esguerra, Beck & Lidskog, 2017).
The manager also stated the expectations from the learning program, technological and the
system requirements for the member of the organization. The learning strategy will be based
upon the culture, strategic leadership, challenges and trends (Esguerra, Beck & Lidskog, 2017).
2. Approaches to organizational learning to support strategic requirements
After the meeting process, the meeting with the stakeholders has evaluate that the
learning models should include the technical requirements, the strategies of implementation of
the new designing process (Herremans, Nazari & Mahmoudian, 2016). The key stakeholders are
provided with every detail regarding the outcome of the business process. The learning strategy
mainly approaches the following of the instructions made for the implementation of the new
designing process (Esguerra, Beck & Lidskog, 2017).
3. Review of the organizations procedures from the perspectives of training manager
The organizational training manger is required to review the existing policy and thereby
making changes by the introduction of new policies. The policies ensure that the organization
will focus on the low cost production and also by improving the designing process for making
the products and services more updated (Herremans, Nazari & Mahmoudian, 2016).
4. Structure of appropriate learning strategy

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According to the analysis of PEC the appropriate learning strategy will be developed and
the manager of PEC consultants is required to develop the e-learning objectives to the
organization’s vision that is by determining the organization goals (Herremans, Nazari &
Mahmoudian, 2016). The organization goal is to come up with the quality products for retaining
the large scale organization and also consulting with the stakeholders the improvement strategies
could be improved. The alignment of the learning strategies with the organization goals also
helps the members to follow the instructions of the designers to design, develop and implement
training which will achieve the organization’s strategic vision.
In the meeting process, the training solutions should be developed by the organization
that will be based upon the gaps in the staff performance (Lee et al., 2018). The new designing of
project with less cost of production will be developed and the training will be provided to the
members. The business demands for the requirements that will enable changes in the designing
process. The business will follow the effective communication process that is face to face
conversions and the formal communication approach is preferred in the business. The clients
expect the business to come up with the innovative business products that will attract them and
help to compete in the business market. The organization existing policy is to determine the
amount of production and not issuing any type of flexibility in the working schedule of the staffs.
This policy is proposed to be updated in the meeting process (Lee et al., 2018). The
technological requirements are the updated versions of application that are required to design and
implement the new instructions in the design process.
5. Email of ensuring the available resources in the learning strategy
To

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The Director of PEC
Subject: Ensuring the available resources in the learning strategy
Please note that all the available learning resources are provided by the organization in order to
make the implementation of the changes in the perfect manner. The technical and the designing
requirement as well as the human resources will provide to the employees for the new project.
Thanking You
6. Asking for feedback
To
The Director of PEC
Subject: Approval of the discussions from the meeting
Please provide an approval for the above proposal made in the learning strategies and please
provide the ideas and rectify our thoughts where needed regaining the implementation of nrew
design in the operation process. Please provide your feedback so that it can be implemented in
the learning strategy as soon as possible
Thanking You
Part-B
1. Designing an organisational learning strategy
Learning strategy Objective of
PEC
Requirement of
PEC
Form of
learning
Purpose of the
strategy
Develop the skill To ensure that Instructors need Accredited Flexibility on the skills

12TRAINING AND ASSESSMENT
and competency of
the employees
contracts with
large scale
organisations
are maintained
to be vocal and
can provide
effective e
learning in quick
time.
Strategic
requirements
include smart
learning for
developing
competency
courses along
with non-
accredited
courses that
includes
providing a
learning
strategy of the
organisation
so that continuous
improvement can be
made
Promote effective
responses among the
PEC employees to
ensure changed
circumstances
Table: Learning strategy
(Source: Created by author)
2. Process for smooth implementation of the strategy
At the initial stage, it is necessary that the learning strategy be based on the resources that
are allocated by PEC. Resources for learning include technical resources such as computers and
projectors. At the same time, human resource like the trainer and assistant trainer is also
required. The management of the resources and staffs can help in proper implementation of the
learning strategy as it can help in gaining an assessment of the learning purpose. Along with this,
the compliant and recognition policies of PEC are required so that the procurement and supply
process of the organisation can be formulated in a strategic manner. However, the biggest
assessment that needs to be made is the fact that the learning strategy complies with the
legislation of the business.

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3. Steps for implementing the learning strategy
The steps that are required for the learning strategy to be implemented include:
 Analyse the requirement of the business
 Assess the skills and knowledge that the employees of PEC possess
 Ensure that the skills and processes are implemented properly
 Identify the competency of the organisation
 Identify the objective of the organisation
 Ensure that the learning strategy meets the legislative requirements
 Identify the form of learning that can be feasible
 Ensure that the learning strategies provide opportunities to be flexible
 Ensure time is provided for gaining effective response from the people
 Implement the learning strategy for improving the skills of the people working in PEC
4. Preparation for learning strategy manual for PEC
Every employee associated with the learning strategy at PEC need to be well versed with
the requirement for the learning as well as for the need of the process. It is necessary that policies
regarding time management and absenteeism be maintained during the learning period. The
managers are required to provide the necessary training materials for the learning strategy to
commence. Every employee will be provided with an instruction manual that need to be
followed as the learning programme is being conducted. Furthermore, the employees will

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maintain formal business wear while taking part in the learning strategy. Needs analysis such as
business demand need to be undertaken for the development of the learning strategy.
5. Meeting with director and senior management
After meeting with the director and the senior management, feedback about the learning
activity can be taken into consideration. The feedback provided by the director is that the
learning strategy needs to be more broad so that every aspect of the organisation can be covered.
It is also necessary to mention the time and place for conducting the learning strategy so that
every employee that is sorted to attend the strategy can be available. The senior management
team did not provide any individual feedback instead the comments made by the director was
approved by the senior management team.
6. Email of updated learning strategy
To
The Director of PEC
Subject: Approval of the learning strategy
Please approve the learning strategy as per convenience of the feedback sent by you. We will be
looking forward to your approval so that we can proceed with the implementation of the learning
strategy as soon as possible
Thanking You
During the meeting with Ron and the senior management, discussion can be made on
implementing timeline and appropriate process. For example, classroom training can be provided
within the office premise starting from 1 pm for 3 days. Resources such as trainer and assistant

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trainer along with computers, projectors and electronic equipments are required. The monitoring
can be done by providing opportunities for the employees to apply the strategy in a practical
manner.
7. Confirm details
To
The Director of PEC
Subject: Approval of the discussions from the meeting
Please provide an approval of the points discussed during the meeting so that it can be
implemented in the learning strategy as soon as possible
Thanking You
Section 5: UAT 3
Part A
Validation process of PEC
The validation process that would be required need to consider the developmental factors
that can affect the growth of the company and potentially change future growth outcomes. The
tools that have been used for organizational assessment are consistent with the wider operational
needs of the organization. The assessment methods that are used are feedback methods, training
data analysis, simulation, performance observation and other similar methods. The policy of PEC
in regards to validation states that all the assessments should be designed to gain effective
information about the skills displayed by the trainees and understanding their potential in
handling real time issues. This would help the larger operational needs of the PEC organization.

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Learning resources
The learning resources that are utilized are at par with the requirements of the training
industry. The international standards for organizational learning resources mostly focus on the
effective utilization that can be made of those resources towards improving the learning of the
employees. Hence, the PEC uses resources like training rooms, trainers, assistant trainers, online
organizational learning portals, projectors, simulation environments, models, charts,
presentations, boards, notebooks and audio-visual mediums. These learning resources are used
across various organizational setting to improve the effectiveness of training. The utilization of
all the mentioned resources are recommended by the various organizational training instructors.
The workplace needs of the company requires a person to be completely aware of the production
processes
Meeting organization
The assessment policies state that the holistic development of the trainee needs to be
assessed rather than understanding the learning of the employee. This means that the assessment
is in place to determine not only the generated learning of the trainees but also the motivated
approaches and leadership and cognitive capabilities. Hence, the assessment policies will
continue to be used to measure the complete development of the trainees with regards to the
processes that they have already found out. The learning strategy is to improve the overall
understanding of the employees of the various organizational processes. Additionally, their job
role related processes are given the most importance. More emphasis is provided towards making
the employees motivated and effective individuals. The gap that has been identified is in regards
to self-management learning of the employees.

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Email informing incorporation and monitoring of national policy in organizational learning
strategies
To: Training and development team, Trainers, Training support team, Facilities team
From: The HR department
Subject: New learning control strategy
The organization is going to implement new learning strategies for the trainees. The new strategy
with version control number: (to be filled by student) is focused towards evaluating the holistic
learning of the trainees. The old version was focused towards helping the trainees understand the
process. With the help of the new learning strategy, the students will get to learn how to stay
motivated and organize their work apart from the normal process learnings. The process will
focus on making learners more compatible with the courses of actions that they need to take in
order to effectively engage in their work functions. The location of the learning program will be
the new training and development building within the organization premises.
The previous learning strategy with version control number: (to be filled by student) was
designed for the better understanding of the organizational and the various departmental
processes and procedure. The focus was on developing a smooth flow of understanding of the
process among the learners.
Screen shot
(To be provided by the student)
Implementation of learning program
To: <email to be provided by student> Safe work Australia

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From: PEC education consultancy
Subject: Implementation of the training plan
The training program has been planned and will be implemented in accordance with the
following guidelines
 Understanding the development needs of the trainees
 Focusing on addressing the exact processes that are relevant to the specific training batch
 Providing significant learnings of areas outside the scope of the particular process
 Familiarizing the employees with the organization
 Promoting workplace ethical values
 Promoting workplace health and safety
 Informing trainees of the organizational hierarchies
 Focusing on motivating the trainees
 Improving the performance abilities of the trainees
 Making the trainees understand about the wider significance of the corporate procedures
 Helping trainees to identified with the organizational values, missions and vision
Confirmation E-mail
To: the training coordinators, Telstra, Optus and Vodafone (emails to be provided by student)
From: PEC education consultancy
Subject- Commencement of the training for the employees of Telstra, Optus and Vodafone

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This is to inform that the training plan has been finalized and would be implemented hence
forward. The program has been optimized in accordance of the specific training requirements of
Telstra, Optus and Vodafone.
Course structure:
Phase 1: Pre-process training
Phase 2: Process training 1- understanding the process
Phase 3: Process training 2- understanding the job roles
Phase 4: Process training 3- understanding effective role management
Phase 5: Assessment
Outline:
Phase 1
 Trainees learn about various communication aspects of their work
 Trainees learn about using the process systems and improve resource handling
Phase 2
 Trainees learn about the initial phases of the process
 Trainees learn about the entire process flow
Phase 3
 Trainees develop better understanding of their job roles
 Trainees identify the significance of job roles within the wider framework

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Phase 4
 Trainees understand how to deal with real time work pressure
 Trainees understand self-management needs and techniques
Assessment:
 Assessment on the basis of complete learning of the trainees
Time frame:
Phase 1: Pre-process training- 1 week
Phase 2: Process training 1- 2 weeks
Phase 3: Process training 2- 2 weeks
Phase 4: Process training 3- 1 weeks
Phase 5: Assessment- 2 days
Suggested changes- Please revert back if you would like to incorporate any changes within the
given framework.
Part B:
Future planning after 6 months of implementation:
Up-gradation of policies
The most important needs are identifying the limitations to the strategies that have been
created. The strategies were essentially focused towards achieving significant success for the
trainees. One of the important achievements of the policy was being able to make employees

21TRAINING AND ASSESSMENT
understand about the organization. However, the policy that needs to be changed is in regards to
workplace ethical behavior.
Review and modification
In consideration of the requirements that are put forward by the clients, it can be said that
the resources that would be required are paired computers to help in the creation of newer
environments. Booklets would be required as more time would be added for the training. For
Telstra a new process would need to be created where trainees get to review their performances
after each day of training. Trainers would share specific feedback with them.
Stakeholder meetings
Stakeholder meetings become much important as optimization of training with
organizational needs become much important. The meeting will consist of the training
department representatives of all the three companies. The trainers would be present and the
focus will be towards depicting the learning techniques and resources through the use of special
projectors. The processes that are agreed upon are the greater requirement of the resources in
terms of interactive mediums. Moreover, there are significant requirements for newer training
rooms. Language training should be more focused.
Monitoring of national policy
The national policy that greatly affects the employees are workplace health and safety.
Additionally, the ethical frameworks are greatly applicable to the employees of each of the
organizations involved. In line with the same the monitoring devices would be set. The essential

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goal would be to first educate the trainees in regards to the policies and then monitor their
behaviors after proper trainings have been provided. It is important to note that the organization
would set training parameters, guidelines and standards for all the trainers and the training teams
to follow. The workplace health and safety policies would be briefed to the trainees. The other
national policies that can affect them would also be properly emphasized.
Modification of design
The design of the training framework would be slightly modified. In each of the training
phases, the trainees are to be taken to the production areas in order to understand the nature of
the work. Hence, at each phase the trainees would develop gradual deeper understandings of the
processes. The policies will be optimized as per the requirements of the organizational
management of the involved in the process. The design will be modified in order to facilitate the
separate development needs of the employees.
Performance review of people and resources
The people that would be supporting the training and development processes for the
employees would be representatives of the HR department, the training and development
department, the trainers, the senior leaders of the training, the facilities and the supporting staff.
The performances of the resources would be important towards the effective development of the
trainees. The performance for the last six months were very good. The training team and the
training and development department of the organization made the implementation of the
training very effective.
End to end implementation

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The end to end learning strategy for the 6 months were effective. The trainees starting
from the phase 1 of the training process became very motivated to learn about the company and
the processes. The employees were well focused throughout the process. Additionally, the
trainees started to develop the culture of the organization within themselves even before the
training phases were complete. One aspect that was greatly improved was the greater
understanding of the processes and greater motivated participation of the employees.

24TRAINING AND ASSESSMENT
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