Red Telecom: Workplace Group Learning and Development Analysis Report

This report analyzes workplace group learning and development within Red Telecom Australia, focusing on the changes resulting from global expansion and restructuring. It identifies the need for a Training Needs Analysis (TNA) to address skill gaps and improve customer service. The report emphasizes the importance of team leadership, communication, and workplace diversity. It proposes various strategies, including counseling, diversity training, collaborative management styles, and the implementation of technology for effective communication and monitoring. The evaluation section highlights the role of technology, transparency, and open communication in fostering positive relationships among employees. The report also discusses the importance of performance appraisals, budget planning, and the use of software tools like Scoro and Centage for financial management and project management. The goal is to enhance productivity and resolve workplace issues through improved leadership, communication, and employee development.

Running head: WORKPLACE GROUP LEARNING AND DEVELOPMENT
Workplace Group Learning and Development
Name of the student
Name of the University
Author note

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Table of Contents
Proposal Objective.....................................................................................................................3
Problem Statement.....................................................................................................................3
Skills to Be Developed...............................................................................................................4
Proposal Details.........................................................................................................................4
Proposal Evaluation...................................................................................................................5
Conclusions:...............................................................................................................................6
References:.................................................................................................................................7

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The global expansion of Red Telecom Australia led to changes in the area of technical
along with that of customer service division. Most of the divisions were moving out of
Australia that led to these changes. Training needs Analysis (TNA) is the need of the hour
and it is required in order to meet the gap in skills. The Upper level management engaging in
discussions with the people working at the lower level will help in eliminating most of the
problems. The complaints of customers can be analyzed in order to redress the grievances.
The position of team leader was vital in the area of Customer Resolution department and he
should have the skills that can help him in tackling the strategic internal changes within the
organization.
Proposal Objective
The objective of the proposal is to encourage workplace diversity that can contribute
to the growth of the organization. It also wants to implement suitable technical measures that
can help in effective communication. It also states how team meetings and electronic
surveillance can solve the problem of the employees.
Problem Statement
The Australian Customer Resolution Department received calls that made the staff
frustrated. Losing their colleagues and changing the old structure created challenge for the
employees. The restructuring carried out led to the formation of multiple working teams and
the roles of the team leader would be updated.

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Skills to Be Developed
Counselling can help in eliminating the problems among the co-workers
(Cummings & Worley, 2014). The workers should be made aware of the importance of
cultural diversity within the company. Focus group meetings within the company will help in
breaking the ice and conducting of interviews can act as an HRD stratagem that can improve
the company. The staffs can be encouraged to attend diversity training.
Proposal Details
The management style should be collaborative instead of autocratic in order to ensure
that bullying and sexual offences are unreported. A Sexual Harassment Committee will be
formed where such cases can be complained and there would be impartial judging in relation
to the different cases (Karim, Farahwahida & Endut, 2016). The Company should include
HW/SW system that can enable the monitoring of video. Real time viewing should be
supported that can help in offline analysis. GIS tools should be made available that can help
in targeting position. Monitoring the computer use of employee can prove to be effective to
alleviate suspicion regarding whether they are using internet to give off trade secrets (Hoda &
Murugesan, 2016). Employers should advise the employees to think carefully before pressing
the send button. Unstructured data can clog the network of an organization and consume a
large amount of storage space.
The team leader can be trained on motivational techniques, leadership styles and be
trained on planning procedures that helps in achieving goals. They should be trained
regarding building relationships that helps in reducing conflict within a team. There should be
a communication course in the company and team leaders should be given training on it.

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Productive outcome should be measured with proper evaluation process and
participation. The following practices can ensure productivity within the organization. An
agenda can be distributed before the meeting (A. Allen et al., 2014). The ground rules can be
reviewed. Proper administrative roles should be assigned. Before the actual meeting, the team
environment should be replicated and the computer based applications should be run in the
rehearsal format.
Proposal Evaluation
Technology should form an integral part of the communication toolbox and it can
reduce differences between the team leader and other members. An open plan environment
and transparency can ensure that the relationship between the employees remain good. Video
conference will be used as a stratagem for effective communication. Use of intranet should be
encouraged. It gives rise to a flexible workforce. Instant messaging, chat rooms and bots can
help in reducing differences and bringing unity among the various members of the team.
A person should be kept who can take care of the technical errors. Videoconferencing
can be encouraged as it will allow the participants to abide by non-verbal clues (Samnani,
Boekhorst & Harrison 2016). The objectives should be mentioned in a single sentence
followed by the different topics that will be covered in the course of the meeting. For a
person who comes late in the meeting recapping should not be done as it sends the message
that coming late is acceptable. The work of the team members can be discussed offline and
the meeting should not be interrupted.

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Conclusions:
Uniform Standards of Professional Appraisal Practice (USPAP) can help in assessing
the performance of the employees. The appraiser should abide by certain rule and regulation
so that the purpose is served. It addresses ethical obligations of appraisers with the help of
definitions and rules. It should be made clear that integrity and objectivity is vital for an
organization (Jarzabkowski, Bednarek & Lê, 2014). Negative feedback from the employees
can be used in a positive manner and it can serve as a guideline in order to improve business.
The Human Resources Department should know how to plan the budget. The budget
process should be written down. Cloud-based budgeting software can be used for setting the
budget guideline. Budget can then be managed in a streamlined manner (Gren, Torkar &
Feldt,2014). Product updates are released by the software provider that can ensure that the
budgeting software is updated. Scoro is a budgeting tool that can be used to manage the
company. It will help in budget forecasting, making financial analysis and for the unlimited
project budget. Professional services automation will be enabled with the help of this
software tool. It very effectively combines tools of budgeting, CRM along with project
management (Humphrey & Aime, 2014). Centage can also be used that offers tools called
Maestros that is needed for financial reporting. It can very easily integrate with other
enterprise management software like SAGE and dynamics.

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References:
A. Allen, J., Beck, T., W. Scott, C., & G. Rogelberg, S. (2014). Understanding workplace
meetings: A qualitative taxonomy of meeting purposes. Management Research
Review, 37(9), 791-814.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
Gren, L., Torkar, R., & Feldt, R. (2014, July). Work motivational challenges regarding the
interface between agile teams and a non-agile surrounding organization: A case study.
In Agile Conference (AGILE), 2014 (pp. 11-15). IEEE.
Hoda, R., & Murugesan, L. K. (2016). Multi-level agile project management challenges: A
self-organizing team perspective. Journal of Systems and Software, 117, 245-257.
Humphrey, S. E., & Aime, F. (2014). Team microdynamics: Toward an organizing approach
to teamwork. Academy of Management Annals, 8(1), 443-503.
Jarzabkowski, P., Bednarek, R., & Lê, J. K. (2014). Producing persuasive findings:
Demystifying ethnographic textwork in strategy and organization research. Strategic
Organization, 12(4), 274-287.
Karim, M., Farahwahida, A., & Endut, N. (2016). Understanding Of Sexual Harassment At
The Workplace.

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Samnani, A. K., Boekhorst, J. A., & Harrison, J. A. (2016). Institutional‐level bullying:
Exploring workplace bullying during union organizing drives. Journal of
Occupational and Organizational Psychology, 89(2), 377-395.