Question
Activity 1
Identify the key purposes of the L&D function in organisations. You should include in your notes pages how this has evolved over the last five years.
Identify at least three L&D activities that contribute to business improvement.
Compare and contrast at least three different roles in L&D.
Present a critical assessment of the relative merits of at least three different models of delivering L&D services.
Explain at least four of the key roles and responsibilities of an L&D manager.
Give at least three examples of how you have or would provide leadership, guidance and support to members of an L&D team.
Activity 2
At least three L&D objectives and key activities with timelines for achieving these.
Success indicators for each objective and plan for monitoring and evaluation
Any additional resources required
Projected costs of delivery of the plan with a set of assumptions (you only need to include additional costs in the plan i.e. not current staffing or indirect costs)
Solution/Answer
Activity 1- Presentation on Managing the Learning and Development Function
Slide 1: Managing the L&D Business Function.
The L&D function may exist as part of an all-embracing HR function (e.g. a center of excellence), although in some smaller organizations there may not be a distinct function – L&D will be one of the responsibilities of HR generalists (Wright, 2008). L&D is sometimes but not often a separate function.
The aims of the L&D function are to:
● Ensure that L&D strategies support the achievement of business goals, satisfy the learning and development needs of employees and are integrated with complementary HR strategies
● Creating and sustain a learning culture, i.e. an environment which promotes learning because it is recognized by all concerned as an essential organizational process to which they are committed and in which they engage continuously
● Identifying organization, team and individual learning needs
● Developing organizational learning strategies to meet organizational needs
● Encouraging and facilitate workplace learning for individuals and teams
● Planning and delivering learning events and programmes designed to satisfy identified needs
● Evaluating the effectiveness of organizational learning, workplace learning and learning programmes and events
This report presents an explanation to a panel on the understanding of the L&D function, different delivery models and if appointed, how you would manage the function based on the updated job description provided.
Slide 2: Introduction to Learning and Development
Slide 3: Key Purposes of the L&D function (Rational of L&D)
In regard to the paradigm shift, this is informed by the increased volatility and change in all their operations with the employers appreciating the capacity of fast learning as opposed to the prevailing competition as a fundamental differentiator of organizational success (HR Grapevine, 2018).
In the L&D functions, whether centralized or distributed in the overall business operations, this paradigm shift is significantly transformational. The new order of things will require L&D to play a more pro-active, strategic role. To do this effectively will require an increased focus on professionalizing the function’s approach, policies and practice.
The new paradigm shift has contributed to an increased face to face learning process, coaching practices for professional growth and leading an organisation change that is strategic and more effective.
Slide 4: The Purpose of L&D Function.
Slide 5: How the L&D has evolved in the last five years.
Slide 6: L&D Activities contributing to business improvement
Slide 7: Comparison and contrasting of different roles in L&D..
Slide 8: Similarities between the different L&D roles.
Slide 9: Difference between the different L&D Roles.
Slide 10: Relative merits of models of delivering L&D Services.
Slide 11: Relative merits of models of delivering L&D Services Cont.
Slide 12: Key roles and responsibility of an L&D Manager.
Slide 13: Provision of Leadership, guidance and supporting members in an L&D Team..
Activity 2: Learning and Development Plan
Executive Summary
As
a best practice in modern organisations, it is instrumental to develop
training and development plans for new roles particularly to those joining organisations or a new field of work. In some organisations, this form of introductory
learning and development plan is instrumental to build high-level commitment and readiness to participate in organisation activities. This report generates
the plan that is used to identify the key objectives that the employees are
supposed to achieve in a one-year period
which forms the timelines of its implementation. The objectives are inclusive
of technical and behavioural and
leadership skills. It equally details on the mentorship programs and ongoing
assistance from the line managers and the entire team in an organisation.
This plan has recommended on the need of following both the on and off
the job learning and development. It is also important to use the available
knowledge sources in experiencing the real-life
situation and putting the theory into practice in a safe environment. In the identified learning and development
plan, the stakeholders include the HR directors, specialists in the HR training
processes with the learners being new employees freshly recruited to the organisation. The learning needs were
identified by focusing on the knowledge needs of the employees, their attitudes
and perceptions, essential social skills and the area of production to be
improved. Also, the needs must be achieved for the purpose of achieving the set
organisation objectives. An increase in
the employee’s performance and interaction with other members of the organisation will form the monitoring and
evaluation strategy used.
L&D Objectives Aligned with Organisational Strategy
Aligning training to the business needs elicits a positive implication on an organisation. In this case, the better the organisation operates, the more its employees gain from a staple job, year-end bonuses, and career advancement opportunities. The objectives of a learning and development plan include the following;
- To influence the employee’s attitudes and perceptions toward the learning process or the organisation change
- To develop social skills such as leadership or teamwork abilities
- To successfully upskill the operations managers in increasing their overall production line efficiencies and reducing the production time
The organisation of focus in this L&D deals with machinery and construction and as such setting the training relevant goals that are easy in their measurement and relevant to the business objectives, and realistic in term of their achievement. For the new employees recruited to the organisation, the strategy that they must actively achieve include;
- Upskilling on their capacity of increasing the production line efficiencies and reducing the production time by 25% within the next year
- Be integrated into the production team in the machinery handling and operating for reducing the production time by 25% within the next year
- The training and development objectives are specific which imply the production line efficiencies and machinery handling and attained through the learning and development programs supporting the organisation strategy for a period of one year.
Success Indicators and Timelines
The success indicators would be categorized into four main approaches based on the level of the learning and development process. For the first objective which is to influence ………………………………………………………………………………………………………………………….Please contact us to receive guidance, support and tutorial services on this assessment in full based on your organisation background and any other instructions
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