Workplace Learning Environment: Training and Development Report

This report delves into the development of a workplace learning environment, focusing on individual skill enhancement and professional growth within the context of a fictional company, Baked by Erica. The report begins by examining the role of a training specialist in understanding and addressing employee training needs, aligning training programs with overall team objectives, and evaluating the effectiveness of training initiatives. It explores methods for continuous improvement through lessons learned and emphasizes the importance of clear communication and feedback mechanisms. The report further includes a role-play scenario demonstrating the effective delivery of information and opinions, and a case study on conducting performance reviews. Additionally, it outlines the creation of a self-assessment checklist and a comprehensive learning plan, including strategies for support, performance recognition, and documentation processes. The report concludes with a summary of key findings and recommendations for fostering a robust and effective workplace learning environment.

Develop a Workplace
Learning Environment

Table of Contents
INTRODUCTION...............................................................................................................................3
MAIN BODY.......................................................................................................................................3
TASK 1.................................................................................................................................................3
1.Explain how you will ensure that the Training specialist liaises effectively with you, your
managers and employees to better understand your training needs....................................................3
2. Explain how the training planned aligns with your team overall learning and operational
objectives...........................................................................................................................................3
3. Describes what you will do after the training has been completed to determine if it has achieved
the desired outcomes.........................................................................................................................4
4. Explain how, if the training program were to be repeated, the lessons learned previously could be
used to make improvements..............................................................................................................4
Present information and opinions using languages and features appropriate to the audience and
context...............................................................................................................................................4
Use questioning and listening techniques to identify learning needs and obtaining feedbacks..........5
TASK 2.................................................................................................................................................6
Speaking notes for the meeting..........................................................................................................6
Present information and opinions using languages and features appropriate to the audience and
context...............................................................................................................................................7
Use questioning and listening techniques to identify learning needs and obtaining feedbacks..........7
Writing a memo to the managers outlining or reiterating the process that must be followed when
conducting performance and development reviews...........................................................................8
TASK 3.................................................................................................................................................9
1.Development of self- assessment checklist.....................................................................................9
Ask checklist to be completed by at least two team members...........................................................9
3. Based upon the outcomes, identify the learning needs have been identified................................10
4. Validate these against any learning needs that have been identified through the process............10
5. Development of learning plan......................................................................................................10
6. Strategies use to access appropriate support for the team members.............................................11
7. Explain how to recognise good performance flowing from learning...........................................11
8. List the processes that is adopted by the trainer to record and report of the competency are
documented.....................................................................................................................................11
9. Describe the ways in which trainer will communicate and consult with the team about
performance reviews........................................................................................................................11
CONCLUSION..................................................................................................................................11
REFERENCES..................................................................................................................................12

INTRODUCTION
This topic describes the development of learning environment. This develops the individual
skills and development at the workplace. In the first task it is mentioned that how training
specialist trains the individual in better understanding of their training needs. It mentions how
the training planned aligns with the teams and overall learning objectives (Borrott, N and
et.al., 2016). This report is basically on the company called Baked by Erica. It was launched
in 2016, November. Company is situated in Western Australia. It is a cooking and baking
company serves with variety of cakes, muffins, cupcakes, cookies and cheesecakes etc. this
report covers importance of training needs, what a trainer can do when the training has been
completely determine. Then it includes demonstration of skills by playing role play. Another
report covers speaking notes for conducting a meeting and demonstration of skill is needed.
Another is written of memo. At last report covers self- assessment checklist for the individual
working in the company.
MAIN BODY
TASK 1
1.Explain how you will ensure that the Training specialist liaises effectively with you, your
managers and employees to better understand your training needs.
To ensure the training needs, trainer must first analyse the training needs which is
suitable for the individuals in the company. Secondly, trainer determine whether the training
is properly given to the employees or not. Whether employees are treating fair or not. This
helps the employees in understanding customer complaints and handling those complaints
and also improves the quality of products or services they are providing. In Baked by Erica
company, they trainer ensures that whether their employees are getting proper training or not
by evaluating their performance. This helps them in understanding the employees and the
customers both.
2. Explain how the training planned aligns with your team overall learning and operational
objectives.
Training planned align helps the businesses in achieving their objectives and in
achieving their targets. This helps the employees in filling gap between the employers and
employees. Helps in targeting the customers (Brekelmans, G and et.al., 2016). Training align
needs to be perfect because these are the methods through which individuals develops his

learning skills and improves his behaviours towards other people. He learns new skills and
knowledge. This increase their efficiency of doing work and also results in increasing his and
company’s productivity. This also improves coordination with the customers.
3. Describes what you will do after the training has been completed to determine if it has
achieved the desired outcomes.
After the training has been completed, trainer should evaluate the performance of the
individuals working there. As he should evaluate whether the employee has gained some
skills or knowledge or not, whether the employee is ready to apply those skills and
knowledge to the work or not. This helps the managers in analysing the performance of the
employees or the workers in the organisation. At Baked by Erica company, managers there
ensures that whether training methods has helped them or not in achieving the goal of the
organisation or not. This helps them in attracting more customers and increasing their sales.
They evaluate whether the employees are serving to the customers or not. Whether the
employees are handling complaints of the customers or not. This helps the company in
increasing customer satisfaction and their loyalty(Grealish, L and et.al., 2019).
4. Explain how, if the training program were to be repeated, the lessons learned previously
could be used to make improvements.
If the training programs were to be repeated then lessons learned previously was to be
considered in mind because they need more improvement. This could be coordination and
good behaviour with the customers. The employees should always keep calm and polite in
front of customers. This creates good impression to the customers and they can comfortably
share their problems. The trainer needs to analyse which task of employees needs
improvement. Whether it is there lack of communication or lack of knowledge that hits them.
This analyses and evaluation help the trainers in better understanding of the customer and
employees. Baked by Erica follows such training which is helpful for their employees and
their organisation both.
Demonstration of skill:
Present information and opinions using languages and features appropriate to the audience
and context.
Training specialist plays a major role in every organisation. As he is the one who instruct
employees and workers to achieve their goals. He gives them training and provide new skills

and capabilities to perform any task(Guribye, F., 2015). Job responsibilities of him ae
following:
 He develops training material through research and analyse the educational vendors
and accordingly conducts the training programs.
 He does interviews and hire these candidates that are enthusiastic instructors who are
capable of learning the new skills and makes the employees more comfortable and
relax.
 Trainer specialist needs to maintains the budget of the training, detailed reports etc.
and send that reports to executive manager of the company.
 He needs to attend daily seminars, orientations and focus on the employee’s
performance and development.
Training is activity of learning which makes the employees more skill full and increase
their productivity(Hauer, K.E and et.al., 2015). Training specialist needs to conduct training
programmes on regular basis to increase employee’s effectiveness and motivation towards
the goal of the organisation. This training sessions includes various types of training that is
On the job methods or Off the job methods etc. to improve employee’s relationship and
engagement in the working environment.
Training specialist conducted various programmes for the employees which includes
customer and client communication skills, creative thinking sessions, managers and
supervisory skills etc but some of them which needs to be improves is that changing
management training and workplace ethics awareness. As if through changing work
environment of the business employees feel safe and secure then it is better to change the
environment. This increase the chances of being higher in productivity and strength of the
employees. Also, this creates more opportunity to increase their knowledge and skills.
Use questioning and listening techniques to identify learning needs and obtaining feedbacks.
Learning needs are the needs that is the gap between individual’s current knowledge
and skills and the knowledge which is required by him to perform any task in the
organisation. This is important in the educational process. There can be formal or informal
ways to identify the learning needs of the individuals. The questions can be asked by the
mangers to employees that “What method is suitable for you to conduct the training?” So, the
feedback that can come from the employees is that it may be 360 ° appraisal or it may be
critical incidents reviews, self- assessment or practise review. This gives the way to managers

to think about what they can use the methods to train the employees(Hussein, A.T.T and
et.al., 2016). In Baked by Erica company, managers may ask to the employees “ Is the
development plans are useful for you or not?” then on return employees can say development
plans are useful for them but there are some issues which are related to customer needs and
demands that are to be considered in mind. So, in this manger could take steps to improve
their development plans and customer satisfaction.
TASK 2
Speaking notes for the meeting
Good morning,
Today’s meeting is about the disgruntled employee. Disgruntled employee is the one
who is unhappy and unsatisfied by the company’s current situation. Working with unsatisfied
nature, employees cannot be performed good in the company or they cannot achieve their
goal. There are some signs for the disgruntled person in the company that is decreasing in
motivation, a negative attitude, lack of collaboration and coordination and disengagement of
work(Hyland, T., 2015).
For understanding this behaviour, employees need to do self-assessment which is
required at every starting point of the review process. Employees needs to analyse themselves
before they start working and before they start review process. Employees needs to make
balance against other employees’ opinion and as well as team and business needs. This will
help them in achieving the goals and also achieving their organisation goals.
An employee should do self-assessment in different manner that is by evaluating
through facts and figures self-assessment can be annual or monthly. Trainers should give
proper training to employees working in the business environment and employees learn new
skills and knowledge from that training. After this, employees should share their learning as
what they learnt in the training.
Learning needs is the gap which is between the employee’s current skill nd
knowledge and the what skill and knowledge is required to him to perform a task. Employees
should share their learn needs to other staff members because this helps the other employees
in knowing the brief of the training which they want take. Also, this gives the employees a
brief in attending the information of which they want to do training. Employees self-
evaluation is the best method to engage them in achieving their performance goals and

business goals both. Employees self-assessment ensures that they prepare well for their
development process and appraisal meeting organises in the company. Self-assessment
considers the employees levels of performance and their contribution towards the
organisational goals.
Employees should also provide some praise and appreciation for their performance.
As by doing self-assessment, employees evaluate themselves and their performance which is
done by them. So better performance employees should be praise and appreciation. This
could be done in the form of giving bonus to them, incentives, gifts and awards or trophies.
This encourage the employees and motivates them(Kinchin, I.M., 2016). So, they work will
their full efficiency and full potential. By providing them appreciation, this results in
increasing productivity of the organisational and also results in increasing sales of the
company.
Demonstration of skill:
Present information and opinions using languages and features appropriate to the audience
and context.
As a trainer, he should focus on the employee’s welfare and employee’s satisfaction.
This helps the managers in better understanding of the employee’s behaviour and their needs
and wants. This may help them in providing training needs and wants. Employees should
focus on their performance and involves in employee’s engagement. This increase their
coordination with other people also results in decreasing conflicts which can give benefits to
the business organisation. Manager believed that learning needs should be share among the
each other to attend the information system training which can brief the teammates what is to
be given in the training session. Mangers should also praise the employees for their better
work and better performance. This increase the employee’s motivation(Morrison, J., Roth
McDuffie, A. and French, B., 2015).
Use questioning and listening techniques to identify learning needs and obtaining feedbacks.
Questions to be asked by the managers is that What are the learning needs provided?
Or Whether employees be prised or not. In the return answer will be employees are to be
appreciate for their good performance.

Writing a memo to the managers outlining or reiterating the process that must be
followed when conducting performance and development reviews.
Memorandum
To: Managers
Subject: Outlining the process when conducting PDR
Performance and development review are a constructive and flexible approach to evaluate
the team and team member that motivates and encourage them in achieving their goals or
in doing best as they can. There is certain process that must be followed while conducting
performance and development reviews. That are:
Managers should provide a proper climate to the employees where decisions are to be
taken. Climate of company should be motivated and encouraging so that it helps the
employees in learning new skills and knowledge. Climate should be a good environment
where employees learn something and decisions are to be taken carefully regarding the
performance and development of the employees.
Secondly, managers should identify the needs of the employees whether they may be basic
or personal or self-esteem(Richardson, C. and Mishra, P., 2018). This should be considered
in mind while working in the business environment. If employees need training sessions
then managers should provide them. If employees are nor doing his work properly then
manager should notice their performance and accordingly provide training and orientation.
Thirdly, managers should take employees and team both learning and styles into the
consideration. As this identifies what person has learnt what new learning and skills and
they can discus them each other. Learning styles includes various types of learning that is
independent style which is visual and non- verbal learners. They work in quite environment
as they get frustrated when they saw too many meetings in the company. Another is the
Conversationalist that is Auditory and verbal learners. They are one who is very
comfortable in doing things that they keep a coffee with them to create an idea. They feel
comfortable when they ear background noise in the organisation. Then next is The hands
on learner. In this style learners are tricky to manage as they solve their problems or issues
through trial and error method. This is the best management as they solve their problems
by own(Vandewaetere, M and et.al., 2015).
Last is preparing appropriate cost- effective plans. As mangers should make appropriate
plans for the training sessions so that cost of the organisation cannot be more. They need to
manage the cost in training sessions and make the training effective to the employees. This

helps the finance department in maintain their appropriate budget and also provides
training to the employees or workers.
TASK 3
1.Development of self- assessment checklist.
Self-assessment is the self- evaluation of an employee of his own performance within
the given period of time. Self- assessment checklist is the rating given by the employees to
evaluate the employee’s performance over the year. Here is the development of checklist
which is to be conducted(Samnani, A.K. and Singh, P., 2016).
Self- assessment areas Below
average
Satisfactor
y
Above
average
Superior Total
Problem solver
Have positive attitude
Feels workload heavy
Thinks independently
Comes on time
Polite with others
Attend training
program
Ask checklist to be completed by at least two team members.
Checklist is to be filled by two team members of the organisation is as below:
Self- assessment areas Below
average
(1)
Satisfactor
y (2)
Above
average (3)
Superior
(4)
Total
Problem solver
 
Have positive attitude
 
Feels workload heavy  
Thinks independently  

Comes on time  
Polite with others  
Attend training program  
3. Based upon the outcomes, identify the learning needs have been identified.
Learning needs identifies from above self-assessment is that employees come on time.
They are not the late persons. But they need training to increase their potential and self-
learning. Then next learning needs is identifying that employees have positive in attitude.
This helps them in achieving the goal of individuals and the business organisation both.
These learning needs helps the employees in learning new skills and knowledge that gives
them benefits to achieve their goal(Saroyan, A. and Trigwell, K., 2015)
4. Validate these against any learning needs that have been identified through the process.
Against Learning needs that are identifies from the given self- assessment checklist is
that employees are not a good problems solver. Also, some of them did not attend the training
programs regularly. Positive attitude is having with all of them but they are not polite with
other members in the organisation. This can create conflicts among them. Thinks
independently and coming on time are the learning needs which tops the list. Accordingly,
managers make improvement in providing training to the employees(Van der Heijden, B.I.,
Gorgievski, M.J. and De Lange, A.H., 2016).
5. Development of learning plan.
For developing learning plan, learning needs are to identifies. Here is the learning
plan for the organisation:
Firstly, assessment of learning needs are skills and strength or weakness of the employees
that are to be mentioned (Sparr, J.L., Knipfer, K. and Willems, F., 2017).
Then secondly, identification of learning goals is identifying from learning outcomes that are
to be mentioned in the checklist.
Third is learning sources, strategies and support that includes resources like texts, libraries.
People like mentors, supervisors etc. and technology includes phones, E- mail etc.
Fourth is specification of target dates that is feedbacks from customers and performance
review.

6. Strategies use to access appropriate support for the team members.
Strategies to be used by the mangers is job security and understanding employees’
personal needs and wants helps the managers in understanding employees learning goals.
7. Explain how to recognise good performance flowing from learning.
Good performance can be recognising by evaluating the performance of the
employees with the standards they have been made previously.
8. List the processes that is adopted by the trainer to record and report of the competency are
documented.
Firstly, HR of the company categories the documents according to their qualification.
Then access the data privacy regulation. Then storage and format the documents and reports
of the employees. These should be stored securely. Lastly, implementation and periodically
audit the policy(Teunissen, P.W., 2015).
9. Describe the ways in which trainer will communicate and consult with the team about
performance reviews.
Different ways are motivating and encouraging the employees and getting customer
handling complaints to create good culture in the business.
CONCLUSION
In the above report it has been concluded that Baked by Erica is well stable in the
market of Australia. As there are trainer that needs to be identifies the learning needs of the
employees. By identifying training and learning needs of the employee’s managers could
motivates the employees or workers. This provides them benefits in achieving goals and
objectives of the business. There is also speaking notes which has to be prepared by the
mangers for the meeting. Then memo is written for the outlining the process. At last self-
assessment checklist is make and learning plan is made to identify learning needs of the
employees. This all results in good performance review by the mangers in the organisation.

REFERENCES
Books and journals
Borrott, N and et.al., 2016. Nursing students' belongingness and workplace satisfaction:
Quantitative findings of a mixed methods study. Nurse Education Today, 45, pp.29-
34.
Brekelmans, G and et.al., 2016. Factors influencing nurse participation in continuing
professional development activities: Survey results from the Netherlands. Nurse
education today, 40, pp.13-19.
Grealish, L and et.al., 2019. Using learning circles to develop intersubjectivity.
In Augmenting Health and Social Care Students’ Clinical Learning Experiences (pp.
163-184). Springer, Cham.
Guribye, F., 2015. From artifacts to infrastructures in studies of learning practices. Mind,
Culture, and Activity, 22(2), pp.184-198.
Hauer, K.E and et.al., 2015. How clinical supervisors develop trust in their trainees: a
qualitative study. Medical education, 49(8), pp.783-795.
Hussein, A.T.T and et.al., 2016. Knowledge sharing enablers, processes and firm innovation
capability. Journal of Workplace Learning.
Hyland, T., 2015. McMindfulness in the workplace: Vocational learning and the
commodification of the present moment. Journal of Vocational Education &
Training, 67(2), pp.219-234.
Kinchin, I.M., 2016. Visualising powerful knowledge to develop the expert student: A
knowledge structures perspective on teaching and learning at university. Springer.
Morrison, J., Roth McDuffie, A. and French, B., 2015. Identifying key components of
teaching and learning in a STEM school. School Science and Mathematics, 115(5),
pp.244-255
Richardson, C. and Mishra, P., 2018. Learning environments that support student creativity:
Developing the SCALE. Thinking skills and creativity, 27, pp.45-54.
Samnani, A.K. and Singh, P., 2016. Workplace bullying: Considering the interaction between
individual and work environment. Journal of Business Ethics, 139(3), pp.537-549.
Saroyan, A. and Trigwell, K., 2015. Higher education teachers’ professional learning:
Process and outcome. Studies in Educational Evaluation, 46, pp.92-101.
Sparr, J.L., Knipfer, K. and Willems, F., 2017. How leaders can get the most out of formal
training: The significance of feedback‐seeking and reflection as informal learning
behaviors. Human Resource Development Quarterly, 28(1), pp.29-54.
Teunissen, P.W., 2015. Experience, trajectories, and reifications: an emerging framework of
practice-based learning in healthcare workplaces. Advances in Health Sciences
Education, 20(4), pp.843-856.
Van der Heijden, B.I., Gorgievski, M.J. and De Lange, A.H., 2016. Learning at the workplace
and sustainable employability: a multi-source model moderated by age. European
Journal of Work and Organizational Psychology, 25(1), pp.13-30.
Vandewaetere, M and et.al., 2015. 4C/ID in medical education: How to design an educational
program based on whole-task learning: AMEE Guide No. 93. Medical
teacher, 37(1), pp.4-20.
Walker, A., Leary, H. and Hmelo-Silver, C. eds., 2015. Essential readings in problem-based
learning: Exploring and extending the legacy of Howard S. Barrows. Purdue
University Press.