Work-Based Learning Report: HR Executive Role at TILO Ltd. Analysis

This report details a work-based learning experience at The Logistics Organisation Ltd (TILO Ltd.), a company delivering parcels for Amazon. The report covers the author's experience as a human resource executive, including responsibilities such as identifying vacancies, recruitment, and employ...Read More

Work based learning
1

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Future career role & Personal & Professional developmental plan.............................................3
TASK 2............................................................................................................................................5
Personal & professional learning’s..............................................................................................5
TASK 3............................................................................................................................................7
Developmental plan.....................................................................................................................7
TASK 4..........................................................................................................................................12
Solutions to various problems at the workplace............................................................................12
TASK 5..........................................................................................................................................13
Monitoring and evaluation of progress......................................................................................13
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
2

INTRODUCTION
Work based learning has gained a lot of importance in the present situation of changing
business environment. It is very essential for students to get some experience at the actual places
where working is taking place it leads to getting a future job at a better organisation. While
working with an organisation gives a lifetime experience to a student that can be applied in
future course of their work. In present report there has been a experience that has been at The
Logistics Organisation Ltd (TILO Ltd) it has the main function of delivering of parcels for
Amazon. It is a organisation that is working for Amazon and helping them in carrying of their
parcels from one place to another. It consist of the overall experiences, various improvement that
can be done for covering some of the loopholes, a plan has been developed and further it has to
be implemented in the organisation.
TASK 1
Future career role & Personal & Professional developmental plan
I worked in the Logistic organisation Ltd. (TILO Ltd.), For a limited period of time. There were
some experiences that were very unique and different for me till the ime io world in this
organisation. I worked as a human resource executive in this organisation. There were many
different types of role that I actually learnt during this period of time and there were some
specific responsibilities that I was assigned by the senior mangers while i was working in this
organisation. It includes:
Identification of vacancies across various departments such as sales, marketing or supply chain
network.
Identifying different areas from where competent staff can be selected. Such as there can
be sources of internal recruitment and external recruitment (Ghannami, . and Shao, 2016). I was
mainly focused on external recruitment as already there was not much high number of people
who were working in the organisation and can be transferred across departments for fulfilment of
vacancies.
In case of external recruitment the methods mostly selected for the purpose of
recruitment included visiting of some college campuses, newspaper advertisements and
3

approaching some employment exchanges. These were some of the methods that were suggested
to me by my senior managers to be used for the purpose of fulfilment of various vacancies.
After identification of the methods applicants were invite and had to take interviews,
screening sessions after which a candidate had to pass further rounds of interview by the senior
HR recruiters and finally they were selected or may be rejected in some cases (Hunt and
Radford, S2018).
So, if an individual got selected then there was responsibility of orientation that has also
to be done by me. Taking care of all employee requirements, solving their internal conflicts,
grievances, etc. Had to be done by me in the time period till which I worked in TILO Ltd.
Future roles:
Above discussed are some of the roles that I played in TILO Ltd. While I was working for
this organisation (Kaji, Kawataand Fujisawa, 2019). Apart from this there are also some of the
future roles that will be played by me in the coming time period that will be helping me in using
my existing learning of various skills that I gained in TILO Ltd.
Desired career role is always in the field of Human resource management, as I feel that this is
a department that actually provides lot of opportunities to grow to an individual (Kuran,
Pedersen, and Elsner, 2017). At same time it is very helpful in overall personality development
that is personally experienced while I was working with TILO Ltd. There are some desirable
future roles that are wish to doing, future career roles as discussed below:
 Studying regularly the staff manual: This function will also include various changes
that have to be done in the staff manual according to demands of employees.
 Interviewing the senior staff: It is very important the senior staff members have t be
interviewed I there is necessity and utmost care has to be taken while hiring employees at
this level.
 Studying of relevant materials & professional magazines: It is very important for a
HR executive to make a review of different materials of an organisation. In present case
also, it will be the responsibility of the HR executive to make timely review of such
materials and see that all the guidelines mentioned are respectively followed in the
organisation.
4

TASK 2
Personal & professional learning’s
After working for some time in the TILO Ltd. I faced there were some issues that were
commonly observed in this organisation. Such problems were actually affecting the effectiveness
of the whole organisation as all departments were getting impacted in a negative manner because
of inefficiency of the one department (Loboda, 2016.). So, there is a need to develop an
understanding of how such problems and issues were actually affecting and various measures
that can be used for solving such issues:
 Under performance: There was very common problems across all departments, that was
many employees were not performing according to their full competence of were not
utilising their skills in the most adequate manner (McDavid, ., Huse, and Hawthorn.,
2018). There is also a significant role of human resource department as they have to
perform the specific responsibility to hire competent candidates apart from this they also
posses the major responsibility to make sure that all employees are performing work
according to organisational requirements
 General communication: There were issues of communication as what i felt was the
senior department and authorities were actually not able to communicate properly to
middle and lower department of the organisation (Paul, ., 2019). There was a huge
communication gap that was present in this organisation. The major reason was that there
was no systematic chain that was actually adopted neither the mangers had adopted any
particular leadership style that could help employees understand how they have two
actually communicate with their seniors.
Above discussed are some of the issues and challenges that I saw in TILO Ltd. is
actually facing in its smooth functioning. These are acting as a barrier in the achievement
of laid objectives for this organisation in long terms. Such barriers are also having some
serious implications as given below:
 Loosing of loyal customer base: TILO Ltd. Is actually working For Amazon in
taking way their carriers when there is no smoothness in this organisation it may
result into losing of customers as there can be instances of late deliveries which
could result into higher dissatisfaction from such customers. The loyal customer
5

bases that has been built up by Amazon may lose in such case it can result into
affecting the brand image of Amazon in a negative manner.
 Comprising of the quality: The quality of services so getting impacted as there
is reduced employee contribution and a negative attitude is developed on part of
employees towards their job roles and responsibilities (Wilson, Warmington, . and
Johansen, 2019). Such type of situations is not beneficial for TILO Ltd. As it can
be harmful for them in long run.
 High employee turnover: When there are lot of issues that are part of
organisation and because of which employees are not able to make high
contribution then it may result into employee willing to leave the organisation.
Further it will lead to high cost as employee turnover is going to increase for
TILO Ltd.
Suggestions for making overall improvements:
For dealing with such type of challenge there is a requirement by TILO Ltd.
 Adoption of a leadership style: There are many different types of leadership styles one
such style should be adopted in TILO Ltd such as it can be autocratic style or democratic
style according to the type of organisation and their requirements (Yoo, and Kim, .,
2018.). It will be very helpful in establishment of clear line of authority and responsibility
in the whole organisation. Such leadership style will also be very beneficial for TILO Ltd
(Frank, . and Stanszus, 2019). In making their overall staffs understands how they can
communicate with each other or various other departments. I have done a diploma in
transactional leadership style, so it is going to be helpful for me in the coming course of
time.
 Timely training sessions: Each employee may and may not poses the required skills that
are necessary for the purpose of making employees learn the exact skills that they have to
use while performing various job responsibilities (FifoltMorgan and Burgess, Z2018). So,
the skills and Knowledge that I posses will also help me in making the management
understand that what more efforts are required for the purpose of handing such type of
situations that is impacting the productivity of the organisation and also leading to non
achievement of organisational objectives.
6

TASK 3
Developmental plan
It is very important for an organisation to have a motivated workforce as a motivated
workforce is very necessary for achievement of overall laid objectives in an organisation. In case
of TILO Ltd. Also there are requirements of a performance development plan that can actually
help in achievement of various objectives related to their workforce. Below discussed is a
performance development plan that has been prepared in order to conduct various activities that
will help in achievement of a highly motivated workforce (Døskeland, and Hvide, K., 2011).
There is an issue of operational inefficiency in TILO Ltd. And for this a work based project
is being initiated. There are several steps that will be undertaken in this work based project as
discussed below:
Step 1: Identification of the problem areas: In the first all the problems areas which are
actually leading to inefficiency and delaying of overall deliveries will be identified. Such as
mainly the operational and lower level department will be assess as actually they are the ones
who are responsible for performing the entire operations (Cunliffe, . and Easterby-Smith2017.).
So, all the deliveries persons and mangers who actually allot them work will be assed.
Step 2: there is always a situation that each department and each level in a organisation is
actually making a significant contribution towards achievement of their laid down targets, gold
and business objectives. So, in the present case of TILO Ltd. There will be analysis of all the
departments and see that what more contribution can be made by each such department that can
help in actual improvement of efficiency level of the operational staff.
Step 3: Development of solutions: after there has been identification of all the problems areas
there will be a detailed analysis of what are some of the possible solutions that can be used by
TILO ltd. So, that they can correct all the deficiency of various departments (Coulson, and
Harvey, 2013). Such as in present scenario, there has been a prediction that there is a
requirement of a performance Developmental plan as discussed below:
PERFOMANCE DEVELOPEMNTAL PLAN
Key positions Preset specific
roles
Key Activities
undertaken to
Time period
allotted
Key skills
developed at
7

train employees end of period
Operational staff To perform all
the work that this
consists
employees how
have to perform
the actual
delivery work.
Key
responsibilities
include:
Noting down the
number of
deliveries
Direct and
oversee all the
administrative
responsibilities.
Make a list of all
the deliveries and
classify them
according to time
on ascending
order
Actually perform
the function of
taking the carrier
and delivering it
to the desired
location
The training
period will
consist of experts
of the filed who
will be actually
making
employees:
 Learn to
prepare
the excel
word
document
s for
receiving
of orders
and then
arranging
them
according
to their
delivery
dates.
 Skills of
how
orders
can be
categoriz
ed in
some
categories
There is a time
period of two
weeks that is 14
days will be used
for the purpose
of providing
training to
employees.
At the end of
training period,
employees will
be able to learn
the actual skills
to make use of
available
software and
save lot of time
by scrutinizing
and
synchronisation
of their delivery
locations.
8

that could
result into
having
efficiency
in the
overall
operation
al work
that has
to be
performe
d by
employee
.
Management Make daily
reports of the
work done that is
number of
deliveries made
and number of
orders received.
There will be
training provided
n regards to how
make employees
understand the
importance of
efficiency in
their work and
how limited time
period can be
utilised in
achievement of
timely deliveries.
There is only a
two day training
period each of 9
hours that will be
planned for
managers at
various levels.
At the
completion of
training period,
actually mangers
will be able to
handle
employees in a
more effective
way as earlier;
there will be
maximum
contribution that
will be made by
employees after
such sessions of
managers.
Administrative Report and The main There will be a Administrative
9

staff timely provide
assistance to the
chief operating
officer for
completion of
daily task and
assigned
responsibilities.
techniques will
be taught to them
in their training
period to
understand and
reduce the
operational cost.
period of 4
working days in
which
administrative
staff will be
given on the job
training. In this
period they will
be working and
at same time
taking the
training session
that will be of
maximum 2
hours per day.
staff will learn
the basic
techniques of
cost
management.
Various
techniques such
as operational
costing, standard
costing and ABC
costing are the
three most
important
concepts that will
be in knowledge
of various
administrative
officers after this
training session
will be
completed.
Chief operating
officer
Ensure that all
the companies
policies,
regulations,
procedures and
all decision that
have been passed
by the higher &
top management
has been aligned
There will be
training of
strategic and
multidisciplinary
skills for the
chief operating
officers.
A specified time
period of one
week and it will
be of 2 hours
each day.
There will be a
complete shift in
the way chief
operating officers
used to form and
implement
various strategies
in the
organisations
performance
10

with
achievement of
overall business
objectives.
Tracking and
managing the
budget of overall
operational cost.
Coordinating the
purchasing of
raw materials &
supplies if any in
the organisation.
level and
increase
effectiveness of
their working
staff.
Top management Top management
actually have to
make sure that
overall
functioning of
the organisation
is taking place
according to their
set standards.
There is timely
implementation
and following up
of all orders that
are being passed
by them to other
departments and
various middle
and lower level
The top
management
must adopt a
particular
leadership style
so that
employees in the
organisation are
properly aware
of what type of
channel of
communication
they have to use
on order to make
communication
with the higher
authorities. There
are various styles
There will be one
day session on a
leadership style
that will consist
of basics of how
leadership style
can be
implemented
(Boudrias, and
et. al., 2011).
As soon as the,
training session
will be
completed then it
will result into a
clear
communication
channels that will
be used in the
organisation and
there will be a
systematic
communication
that will be going
to take place.
11

management on
the organisation.
of leadership that
is democratic,
participative pr
autocratic style
that can be
adopted by the
top
administration.
are aware of how
to
Step 4: Implementation of plan: In this step the overall made plans will be implemented in
TILO Ltd (Sangster, 2017). It is a very crucial step as actually the working part of this plan will
help in laid objectives in the initial step of this plan.
TASK 4
Solutions to various problems at the workplace
In the above categories of the reports there has been a work based project that has been
developed. There are several major challenges that will be faced in the organisation related with
the implementation of project some of the challenges and its solutions are discussed below:
Challenges:
Resistance of employees: while TILO Ltd. will be working on the project to implement
their plan. There can be high resistance that can be faced by the organisation (Civile, Obhi, and
McLaren, 2019). Employees might not be willing to spend some extra time part from their
working hours to acquire some additional skills.
Lack of resources: Every organisation has some limited amount of resources that have to
ne optimized in such a way that maximum benefits can be reaped from it (Sangster, 2017). In
TILO Ltd being medium sixed organisation the overall limitation of resources is a big barrier
that has to be dealt. There will be requirement of huge sources of fiancé for involving the experts
of various filed so that they can teach employees and impart them with the required amount of
skills in which they are lacking.
12

Lack of follow through: Implementation of plan is not enough but there is also a
requirement of following up of the way in which actually the project was implemented in the
organisation. To understand the difference between actually achieved objectives and planned
objectives (Raimondo, 2016 ). It becomes very necessary on part of manager off the project to
keep a follow through of the whole plan. So, it becomes very necessary for the project manager
to keep a track on overall duration of the project that how various activities are being done and
its contribution in laid gaols of the whole project.
Solutions:
There are some of the solutions that can be used by project manger so that they can
reduce the negative impact of overall challenges and barriers that are associated with the project.
 Communication: For reduction of the resistance on part of employees it is very
important to make them understand the real motive behind such a work based project or a
performance development plan (Carette, 2017). Employees should be made realise the
importance of such training session in their individual growth and development.
 Resources: resources can be a big challenge and barrier that can result into non
achievement of overall objectives that have been laid down by the project manager. So, in
the case of TILO Ltd. The fiancé can be a big barrier, there should be more first that has
to be made by the fiancé department of this organisation in arranging the funds by
making use of the brand name if Amazon fir which they are actually working (Al-Janabi,
Flynn, and Coast, J2011). It will help them in availing of funds very easily from various
reputed banks and financial institutions.
TASK 5
Monitoring and evaluation of progress
From the above task it has been clear that there is a performance development plan that has been
prepare on order to attain certain objectives that are part of the work based experience. There is a
requirement to monitor and in detail make an evaluation of how such performance can be
reviewed by various higher authorities (Meichenbaum, 2017). For this there are requirements of
several tools that could help in monitoring an evaluating the performance of employees:
13

Below mentioned is the Colum that is used for defining the time period of performance
development plan that will be allotted to various roles in the organisation:
Different positions Time period
Operational staff 14 days
Management 2 days
Administrative staff 4 days
Chief operating officer 7 days
Top management 1 days
Key performance indicators: KPIs are a great way of measuring of performance by
organisations. They can be very helpful in understanding of the different aspects of the project
that can result into making an evaluation of what is the results and progress made in the project.
360 degree Feedback: It is a tool that is used by organisations’ in assessment of the
performance based on employees, their seniors, subordinates (Grit, 2019). It will help in
developing a detail view of what is the level of actual performance standards that has been
achieved by aB employee and what are some of their areas where there is a requirements of more
contribution that has to be done by employees in order to enhance their performance level.
Management by Objectives: MBO is a process that is used for defining of the objectives and
defining how various individual objectives that can be achieved can (Hildebrand, 2018). In
present case, it can be said that the performance development Plan, will be very helpful for all
the employees as individuals in learning some of the new skills and acquiring it in course of
working towards the laid objectives of organisation.
14

CONCLUSION
From the above made discussion it can be said that work based learning is very important
and plays a crucial part on every student’s life. It is very helpful in shaping their careers. It helps
in getting up of a corporate exposure it will result into achievement of laid down objectives.
There is use of performance developmental plan that helps in development of a basic
understanding of the present scenario and what are some of the activities that have to be done os
that it can help in learning of such skill that are required for dealing of challenges and barriers
that arise. Various tools of monitoring and evaluating of the performance can also be used to
understand what the actual progress is made in the performance developmental plan.
15

REFERENCES
Books and Journals
Al-Janabi, H., Flynn, T.N. and Coast, J., 2011. Estimation of a preference-based carer experience
scale. Medical Decision Making. 31(3). pp.458-468.
Boudrias, J.S., and et. al., 2011. Modeling the experience of psychological health at work: The
role of personal resources, social-organizational resources, and job
demands. International Journal of Stress Management. 18(4). p.372.
Carette, B., 2017. Developing Employees’ Self-Efficacy through Experience-Based Learning.
In Managing for Resilience (pp. 209-226). Routledge.
Civile, C., Obhi, S.S. and McLaren, I.P.L., 2019. The role of experience-based perceptual
learning in the face inversion effect. Vision research, 157, pp.84-88.
Coulson, D. and Harvey, M., 2013. Scaffolding student reflection for experience-based learning:
A framework. Teaching in Higher Education. 18(4). pp.401-413.
Cunliffe, A.L. and Easterby-Smith, M., 2017. From reflection to practical reflexivity:
Experiential learning as lived experience. In Organizing reflection (pp. 44-60).
Routledge.
Døskeland, T.M. and Hvide, H.K., 2011. Do individual investors have asymmetric information
based on work experience?. The Journal of Finance. 66(3). pp.1011-1041.
Fifolt, M., Morgan, A.F. and Burgess, Z.R., 2018. Promoting school connectedness among
minority youth through experience-based urban farming. Journal of Experiential
Education, 41(2), pp.187-203.
Frank, P. and Stanszus, L.S., 2019. Transforming Consumer Behavior: Introducing Self-Inquiry-
Based and Self-Experience-Based Learning for Building Personal Competencies for
Sustainable Consumption. Sustainability, 11(9), p.2550.
Ghannami, A. and Shao, C., 2016, December. Experience-based learning for identifying sub-
regions in wireless sensor networks. In 2016 11th International Conference for Internet
Technology and Secured Transactions (ICITST) (pp. 326-327). IEEE.
Hunt, D.M. and Radford, S.K., 2018. Teaching Business Ethics: How to Use Experience-Based
Projects to Achieve Higher-Order Learning Outcomes. Journal of Business Ethics
Education, 15, pp.169-183.
Kaji, Y., Kawata, J. and Fujisawa, S., 2019. Educational Effect of Participation in Robot
Competition on Experience-Based Learning. Journal of Robotics and
Mechatronics, 31(3), pp.383-390.
Kuran, M.Ş., Pedersen, J.M. and Elsner, R., 2017, September. Learning management systems on
blended learning courses: An experience-based observation. In International conference
on image processing and communications (pp. 141-148). Springer, Cham.
Loboda, V., 2016. Experience-based learning in virtual environments. Siedlce University of
Natural Sciences and Humanities.
McDavid, J.C., Huse, I. and Hawthorn, L.R., 2018. Program evaluation and performance
measurement: An introduction to practice. Sage Publications.
Paul, S., 2019. Managing development programs: the lessons of success. Routledge.
Wilson, H., Warmington, S. and Johansen, M.L., 2019. Experience‐based learning: junior
medical students’ reflections on end‐of‐life care. Medical education, 53(7), pp.687-697.
16

Yoo, H.H. and Kim, Y.J., 2018. The Implementation and Evaluation of Learning Experience-
Based Professionalism Program in Medical School. The Journal of the Korea Contents
Association, 18(1), pp.164-172.
Grit, R., 2019. Managing your competencies: personal development plan. Routledge.
Hildebrand, J., 2018. Bridging the gap: A training module in personal and professional
development. Routledge.
Meichenbaum, D., 2017. The evolution of cognitive behavior therapy: A personal and
professional journey with Don Meichenbaum. Taylor & Francis.
Raimondo, E., 2016. What difference does good monitoring & evaluation make to World Bank
project performance?. The World Bank.
Sangster, C., 2017. Planning and organizing personal and professional development. Taylor &
Francis.
17