Training and Development: Analysis of AITD Excellence Award Winners

This essay examines the training and development strategies of three Australian Institute of Training and Development (AITD) Excellence Award winners: Cbus, Telstra, and Coles. The essay explores why these organizations are considered award winners, analyzing their training processes, strategic alignment with mission, values, and goals, and their responses to forces influencing working and learning. Key aspects covered include aligning training with business strategy, valuing learning, ensuring effectiveness and efficiency, investing in training and development, and providing diverse learning opportunities. The essay also discusses how training supports each organization's vision, mission, and goals, as well as the application of the ISD model and the impact of various forces such as globalization, technology, and talent management. The essay concludes with a statement on employee training investment.

Training and
Development
Table of Contents

INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
Why organization is an excellence award winner....................................................................................3
Each organization’s training processes reflect quality criteria.................................................................4
How training is strategic and supportive of organization’s mission, values and goals.............................6
Discuss how training responds to forces influencing working and learning............................................7
Statement.................................................................................................................................................8
CONCLUSION...........................................................................................................................................8
REFERENCES..........................................................................................................................................10

INTRODUCTION
The term training and development defines that firm created a various knowledge and
skills for competence of business is to provide various instructions and information that defines
how should be created a perform a specific for a particular task (Armstrong, 2020). Training is a
short term process and development is designed to be a continuous process which is meant to be
an executive. For this assessment, For this assessment a selected organization is Cbus, Telstra
and LIW, Coles is an Australian institute of training and development and best excellent award
winners. This report covers various topics which are named as why organization is excellence
award winner, each organizations training process, reflect characterized how training is
supportive organization mission vision and goals, why it is important for training reflect all
elements and respond of forces influencing.
MAIN BODY
Why organization is an excellence award winner
Cbus: Cbus is an ambitious transformation program for three years ago this program
would be growing form that should be around 50 staff to 400 staff in 2018 and in 2021 they are
likely 700 staff are there (Azevedo and Shane, 2019). It should be a value based organizations
with has a strong and most significant history to their person staff so that the company grew up
there allowed their new ideas thoughts but also respected their culture. These organizations hire
new firm so that they can develop their interest in Cbus new hires thinking to making decisions
based on this. It is an excellent award winner because they can achieve on boarding programs
that will be align strategic vision, mission, goals and organizations so that they can no longer be
of on boarding each part of encoding program was examine in detail with Cbus values. Based on
their knowledge which is more significant about the culture, values, behaviors, morals, ethics
and many more.
Telstra and LIW: It is also a award winning excellence but it is a major transformation
of customer expectations rivals and technology that should be rapidly changes to achieve their
vision mission goals and objectives in a world class technology that would be possible to that all
employees are connected to this firm. Telstra and LIW are partner to develop their programs
initial to support transmission through leadership. This program is for leaders that should be a

common language and shifting their culture to firm to accomplish their vision, mission and goals.
Telstra leader program should be delivering their positive impact to culture for customers and
performance with that Telstra (Aziz and Osman, 2019). If all are surrounded by various skills
facilitator are supported through a app based learning tools which can be changes and focused
leadership they can get deep inside their teams and their firms to develop their behavior to
accomplish shift in leadership. TLP has generated to their leadership culture along with their
customer focus general collaboration and their improvement of performance in their
organization.
Coles: It is a major Australian retailer which has a unique product 25000 and has a team
77 category managers are there which has to be responsible for partnering with their suppliers to
deliver their best available product to their customers. To ensure that CRM were consistently
making informed regardless their resources time and efforts and impact their supply chains to
learning and development team for acquiring some specific generic commercial acumen. It is a
award winning excellence firm because they should be required commercial decisions how to
run a category and create program that their businesses to grow their inexperienced without
taking any business risk and provide a positive feedback to their length leading to demand for
training in other firms such as finance and marketing.
Each organization’s training processes reflect quality criteria
Alignment of business strategy: For Cbus, aligning training and development to firms
that will be required vision mission goals and to ensure that they should provide them with
various knowledge and skills that would be required for job but also influences their attributes,
moral, values to make them more effective (De Simon and von Bastian, 2018). In case of Telstra
and LIW, Telstra and LIW business strategy for alignment regarding training and development is
to define leadership that requires world class technology that all peoples are connected to one
firm. It is a core program with strategic learning solution and aims to deliver their best positive
impact culture and performance. For coles, alignment is to resources their time should be
consistently and make decisions to grow their businesses and provide various technologies to
their employees related to training and development and provide a positive feedback to length
such as finance and marketing firms.

Learning is valued: With relation to Telstra and LIW, Learning is a part of culture that is
especially significant for climate because it has firm to change their external environment of
business and taking a quickly action to whole organization to ensure that their growth and
expansions are considered. For Cbus, found that their knowledge are more significantly to
embedding their culture values and behavior of organizations. Firm need to hire into
organizational cultures and values that should be stand for values are member best interest and
making a decision based on this.
Effectiveness and efficiency: This on boarding program of Cbus is transformations
would be growing their organizations and it is important to existing staff can give you update
allow their new ideas and thoughts in an efficiency and effectively manner (Henderson, 2018).
For Telstra and LIW, this should be measured to accomplish their organizational goals and
objectives and visions are partner to number of programs and initiatives to support their
transformation businesses through their efficiency and effectively so that create a common
language of leadership and deliver a positive impact. With relation to Coles, that they give a
facilitator several opportunities to align their business strategy and making inferences so the so
that program are allowed to firm inexperience without taking any business can provide positive
feedback are received.
Investment in training and development: The first investment of Cubs successfully
completed infrastructure there is a strong investment from a risk and return perspective and if it
is a long-term investment approach. Telstra they will invest in rural areas to make development
needs of travel and tourism workers if they invest $25 million in training and development.
Different learning opportunities: For Cbus, workplace learning can improve their
workers performance to giving their some contributions to build up their performance and
continuous learning in workplace that makes employment are most of knowledgeable about their
role and how they can better towards their work (Hidayah, Prihatin and Utanto, 2021). In case of
Telstra and LIW, they can provide opportunities to employee’s experiences about their brand and
diversify their workforce call its term to keeping it work for motivated to all employee benefits.

How training is strategic and supportive of organization’s mission, values and goals
Training strategy for each and every organization to accomplish their goals and
objectives like employees training strategy involved like preparing for staff, advance skill set and
provide trained staff for organization. It is a form of training that whatever strategic planning
values and goals they should provide workers with necessary tools and information is required to
complete task and also increase their productivity.
Vision, mission and goals of Telstra:
Vision: Telstra vision is a world-class technology company that empowers people to traditional
telecommunications and technological innovation is accelerating (Kirkpatrick, Akers and Rivera,
2019).
Goals: Their goals has a four pillars strategy for next 3 years and with CEO Andy Penn saying
that six goals to improve customer experience, operating model, networking super, 5G leadership
which accomplish high performance in employee.
Vision, mission and goals of Coles:
Vision: Coles vision statement that they should identify their goals to facilitate strategic,
managerial as well as decision making procedure.
Mission: Their mission statement is there should we focus on customer satisfaction so that target
customer group that also identify their needs and wants.
Goals: Coles goals is to set their strategic target for accomplishing their over period of time and
this is long term goals.
It is significant for training to aligned organization strategy because they should align
their training to accomplish their goals and objectives and to ensure they should provide them
knowledge and skills to required job and their attitudes related to make the more effective (Park,
Park and Kim, 2019).
Discuss how training responds to forces influencing working and learning
ISD model is instructional system design is a formal approach of training where all the
goals are carefully determined that various type of assessments to learner goals are established

and address their results to various methods of training and should be developed (Köpsén, 2020).
This should be included in ADDIE model which reflects with training in ISD model are as
follows:
In case of training first are analyses that they should organization needs and identify training
goes with related to general knowledge and skills to meet their organization needs.
Design is training system can implement to meet their learning goals to identify their
objectives and what strategies are needed to accomplish their objectives.
Develop it should include a package of resources and materialism to designing webinars,
audio visual, manual, graphics and many more. Implement to deliver their implementing strategy
sharing feedback about the program and training methods are included to modify the designs
based on upon the feedback from participants.
Evaluate should include after implementation of training evaluation design of training
program to use resources and gain by participants in program.
Training should be helpful for firms that deal with various forces to make a big picture
that should be clearly employee that they can help firm to accomplish their goals and objectives
(Nedelkoska and Quintini, 2018). Training make workers achieve better communications, build
confidence and proper training should be provided talent creativity and many more. Some factors
of forces are influences their learning at three level organizational, functional and personal that
should be included as a culture of organizational resources available skills attributes motivations
for managers and learners.
Forces should be influencers working and learning such as globalization of businesses they
should change their businesses which are associated with a single country which operated a
multiple country. Demographic changes and diversity of workforce which are named as
increasing ethnic and diversity align workforce. New technology changes a way of training like
how they can impact their various sector robotics, artificial intelligence. Economic cycles mainly
occurs when there is a downturn in economy training is needed because they understand their
supporting goals to business strategies focus on link two business strategy which integrate their
companies firms goals and strategies are implemented to make their profitability market share

quality. Talent management should defines that retaining, attracting and developing their
employee highly skilled employees.
Statement
Employees who receive training from their organization should pay for their training if they
leave the organization before a certain period of time (Nyen and Tønder, 2018). Agree with this
statement that they should be crucial and essential for organization development that their
training is to be successful for employers and employees will become more efficient product. If
he is trained well properly when promotion and career growth becomes more significant training
is given that workers are prepared to share their roles and responsibility to higher level of jobs.
Any updating and recommendation in their technology related to those changes for instance a
person can equipment employees about use of new equipments and work. Employee pay must be
necessary for training because it should helpful for grooming the experience for next level and it
has a measure some areas to promote their training and development of employee. It is also
benefit for employee to improve their moral so that employees get more opportunities and job
satisfaction and if their satisfaction about job they will increase their moral and to contribute
their organizational success. If there is a trained employee they can lead a less wastage of
resources and errors are like they occur if there is a lack of knowledge and skills during a
specific job employ lesser the chances to competing accidents in job and it can become more
efficient and effectively employee in their organization. There are chances to promotions to their
income and asset of an organization if they can pay during their training sessions. Training
improves efficiencies to improve their efficiency and effectively manage shows both quality and
quantity of a less wastage of time, money, resources and efforts if employees are properly
trained.
CONCLUSION
As per above information, it has been understood that training and development which
should be helpful to increase their employee performance, reduce employee turnover and
improve their company's culture to improving their effectiveness of firms and individuals so that
they can provide information instruction how to perform particular task. This reports covers that
organization is excellence award winner, organization training and processes should be quality

criteria, how training is supporting organization mission, vision and goals and training response
to forces influences working and learning.

REFERENCES
Books and Journals
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Aziz, S. F. A. and Osman, F., 2019. Does compulsory training improve occupational safety and
health implementation? The case of Malaysian. Safety science. 111. pp.205-212.
De Simoni, C. and von Bastian, C. C., 2018. Working memory updating and binding training:
Bayesian evidence supporting the absence of transfer. Journal of Experimental
Psychology: General. 147(6). p.829.
Henderson, P., 2018. Supervisor training: Issues and approaches: Guide to supervision.
Routledge.
Hidayah, R., Prihatin, T. and Utanto, Y., 2021. Development of Training on Writing Digital
Textbooks Based in On in Service Learning for Teacher. Innovative Journal of
Curriculum and Educational Technology. 10(1). pp.74-89.
Kirkpatrick, M., Akers, J. and Rivera, G., 2019. Use of behavioral skills training with teachers: A
systematic review. Journal of Behavioral Education. 28(3). pp.344-361.
Köpsén, J., 2020. Demands-based and employer-driven curricula: defining knowledge in higher
vocational education and training. Studies in Continuing Education. 42(3). pp.349-364.
Nedelkoska, L. and Quintini, G., 2018. Automation, skills use and training.
Nyen, T. and Tønder, A. H., 2018. Development of vocational skills through integration of
practical training periods in school based vocational education in Norway. In Integration
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Park, Y., Park, Y. and Kim, H., 2019, July. Development of Immersive Vehicle Simulator for
Aircraft Ground Support Equipment Training as a Vocational Training Program.
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