Training and Development

Question: Write an essay onTraining and Development. Answer: Activity 1 Introduction According to Kolb (2014), organizations need to development a commitment to establish a strong learning culture in which everyone is able to achieve their full potential and which will increase the job satisfaction and support career development. Providing an excellent training and development opportunities for its employee necessarily should align with the operational and strategic objectives of the organization. However, the Learning and Development (LD) policies are also committed to consider the aspirations and needs of an individual. It is indeed challenging for organizations to develop and implement a best suited LD polices because different business environments requires different learning and development programs. Therefore, an effective LD policy aims to put activities in place to ensure everyone is competent in their delegated roles and responsibilities and can respond to changing requirement. In this assignment, the researcher will develop the learning and development plan and discussed its impact on the organizational context. This policy is applicable for all members of staff. The objective of this assignment is to provide opportunities for longer-term career development where each individual effort can accomplish the goals of the organization. Similarities and differences between organizational types: Organizations vary in many different ways, such as geographical scopes, types, sectors and many others. There are different types of organizations such as Public Sector Organizations, Private Sector Organizations and Voluntary Sector Organizations. Therefore, it is obvious that strategic objectives must be varied and there are different key factors influencing achievement of such objectives in different organizational context. The Public sector organization is owned and run by the state government for the people and aims at to use resources for the benefits of the large communities. On the other hand, businesses belonging to public sector are owned and run by private individuals. The differences of both organizations comprised with the structure of the organization, and the strategic organizational objectives of the organization. Private sectors companies include sole traders, partnerships, companies and franchises. On the other hand, public sector organizations are generally governe d by central government and local government. However, both types of organizations take initiatives towards developing L D policies and practices and use their internal and external resources for this approach. Furthermore, priorities should be given towards ongoing employee training process such as development communication skills, capabilities of team management, understanding and managing skills to perform under diverse culture (Renninger, Hidi and Krapp 2014). On the contrary, the voluntary organizations sectors are developed to provide community services but often faced challenges to deliver their roles and responsibilities for limited internal resource. There are many social development activities which are designed by non-profit organizations to help employees contribute comprehensively and realize their potentiality so that they can lead to change in knowledge, skills, attitudes and values, beliefs, behaviors and performances. Evaluation of the implications of different organizations types for L D policies and practices Learning and development strategy is an organizational strategy that articulates the capabilities of workplace, competences and skills required to ensure a sustainable, successful organization (Burke and Noumair 2015). It must be set out the means of developing these capabilities to underpin effectiveness of any particular organization. Developing L D policies in different organizational perspective must be different. For instance, the public limited organizations develop learning and development policies to improve employee performances and to ensure that they reach their full potential to support the company and achieve its vision. In most of the cases, the company recognizes that its most important resources are its employees. To implement the learning and development policy and practice, the public limited organization needs to concentrate on developing relevant skills and knowledge of its employees to make them confident, motivated and highly capable individuals so that they ca n work together as an efficient and effective team member. Vocational training plans shall be developed for broaden the work potential of employees (Granott 2013). Here the all training programs must be provided free of costs and such programs need to be implemented for the specific time period. Over time, the workplace has become more mobile, less hierarchical and increasingly technologically advanced. To meet this challenge environment, there has been a shift in focus from just purely technical skills and knowledge to include the non-traditional components. For this reason, effort must be given in areas such as emotional intelligence, communication and leadership to handle the roles and responsibilities of administration which are essential skills in the workplace. In that case, L D encompasses: Technical skills and knowledge Relationship skills and knowledge (for instance, knowing the field of members., networks of contacts and so on) Situational Judgment- How skills are knowledge are applied in context On the other hand, the L D professionals and trainers of Private Limited Organizations need to evaluate interpersonal skills, level of communication, competencies to enhancing the participative engagement (Wilson 2014). To being a significant contributor, the strategic business function must contribute corporate, group and individual effectiveness and growth by fostering a string learning culture. Here the human resource department must focus on energies of the following thrust organizational areas: Develop corporate denizen. Develop a global MNC and global leaders. Deliver results and impacts organizational performance. Constantly scan the rapidly changing environment and equip employees at all levels with required knowledge, skills and qualities. Concentrating more on action oriented training. Synergies and optimize efforts of equality to avoid any kind of irregular curriculum within the workplace. In the case of non-profit or voluntary organization, the company needs to evaluate the ability to aid underserved populations across the globe. The most essential part to perform effectively at NGOs is to develop civic sense and develop of a policy of equality at the workplace (Ward and Sobek II 2014). However recognizing the time and cost is always a concern in this sector. Thus the learning center of the organization provides information and training that not just supports the vision of the organization (higher productivity ensuring low costs), but also nurtures an environment of learning and culture where knowledge is shared and collaboration is encouraged. Internal factors of achieving organizational objectives and its impact on L D policies The strength of the employee: An essential internal factor of the business is the strength of the employee within the workplace. Skilled, hardworking and talented employees are always desirable to accomplish the organizational objectives. However, a constant skill development program or learning process must be incorporated and needs to be monitored regularly by the implementer or developer of the organization to accelerate the individual efforts and performances. Therefore, there is a huge impact of the role of L D and practices within the organization. However, the outcome of the proposed L D policies may depend upon the interest of the employees whether the organization receives their full participation in the training and development programs. The financial resources: The financial resources of the organization are one of the driving forces which help to achieve the organizational objectives (Granott 2013). The company can use their potential strength and ensure the competitive advantages by exploiting financial researches.If the company would like to develop the L D policies for their employees to ensure their abilities to perform duties, then the financial contribution must be desired (Moon 2013). There are huge costs involve in training, implementing, monitoring the entire L D policies on a regular basis. The organizational culture: The culture of the organization is the one of the stimulator of the organization under which all developmental activities are designed (Renninger, Hidi and Krapp 2014). Planning a process to develop L D policies and practices to establish a long term relationship of employees completely depends on the culture of the organization. External impacts of achievement of organizational objectives by L D policies The regulatory supports: Organizations cannot serve without the external support of the government. The favorable regulatory enforcement of the local government helps to achieve the organizational objectives. This factor is also impactful for implementing any learning and development policies so that employees can independently perform and operational excellence can be achieved. The competitive market environment: High competitiveness needs high performances from employees to maintain the business sustainability. In that context, skill and level of commitments needs to be enhanced so that operational efficiency can be achieved as well as the visions of the organization. Technology: Use of advanced technology increases the stability of the organization. This also encourages the active employee participation to perform more effectively. In that context, it is justifiable for the company to develop and implement the L D policies and practices. Findings from using analytical tools of L D policies The analytical tools are important for those who are new to L D and training development plan within the organization. . Using SWOT, one of the effective analytical tools, the organizational strength and potential opportunities are being identified.. The findings include the operational ineffectiveness, technological gaps, unused employee potentiality and high employee retention. On the other hand, using PESTEL, the organization can evaluate the external factors and market position of the business. Indentifying all the limitations the company may develop an appropriate L D needs within the enterprises. Five ways of L D function Compliance development: By compliance development program, the leader of L D can develop workplace safety. Though the skill of compliance may be rooted in soft and functional skills, the requirement of the compliance must be industry specific. Functional skill development: Knowledge about the use of equipment, technical expertise of employees can be accelerated and ensures improved performances if L D policies include all this things into their program (Darling-Hammond and Lieberman 2013). Development of Soft skill: By developing soft skills of the employees under the L D functions, the management can improve communication, conflict resolution, negotiation, personal effectiveness, creative decision making, team management skills that governs the interpersonal actions outside and inside of the company. Innovation: Development of skills makes each employee competent to deliver optimum potentiality and thus results innovation at workplace is all about the function of L D policies. Provide operational flexibility: By providing knowledge, information, skills, the learner will perform more effectively. This will help to expand the operational excellence of individual employee and thus ensure the accomplishment of the objective of an organization. Steps involved in developing L D policy and practices Agree on the strategy-making team Clarify organizational mission Indentify and explore core values Indentify strategic issues by carrying out SWOT and PESTEL Overall agree on L D strategy and strategic plan Activity 2: This section outlines the new L D policy for the proposed organization. All the specifications are included such as the purpose and scope of the policy, the identified area which requires special attention of the management. By identifying the influencing factors this assignment will determine the key stakeholders who may be helped to shaped the policy. Lastly, the entire review process will be outlined. Background and the scope of the new L D policies: ABC Company, a private limited company, comprises of a number of personal managers, admin people, human resource department, large number of employee and other management people. The company is into retail operation and has identified several strategic issues which need to be resolved. In that context, the company would like to develop a high-level learning and development framework to give direction and support. The scope of the new L D policies is to assign responsibilities of each employee so that the objective of the organization shall be achieved. Purpose of the L D Polices: The purpose statement of the learning and development strategy clarifies why it is being done and what will be the impacts on the organization. Thefollowing may be the relevant way to address this point: It is an integral part of the strategic planning process that requires a set of coherent integrated strategies from all activities of the organization, including L D. This will be used as a process of discussion with line management about the issues related to past learning and development policies and practices. This will help to develop priorities of all L D activities so that a systematic implementation plan can be achieved This will be an authoritative and approved framework for learning and development activities and policies. This will ensure optimum and effective use of the corporate resources. This new strategy will definitely provide integrated services across disparate units. Planning learning and development: The company hasproposed this new L D program to meet both strategic and individual objectives and takes place at three levels: Directorate, Individual and Organizational. All these areas must be aligned with the business planning cycle and performance development review system. At the level of the organization, the Corporate L D plan identifies the key learning and development priorities related to the organizational health and safety training along with managing equality and diversity training. On the directorate level, the high level L D monitoring system shall be considered as being needed. This plan reflects a high level L D needs based on business objectives. This plan is being developed at the time of formulating the operational plan for the organization. Lastly, this new L D policies shall make the personal development plan more realistic and ensure that the assigned personal development managers will regularly update the as part of their one-to-one discussion so that cor porate priorities can be identified and resolved. Key stakeholders affected: The affected key stakeholders are as follows: Line managers: The key function of line managers is to identify the previous L D roles and overview and then develop culture of the organization by continuous learning and development. They also play a significant role to encourage the committed managers to raise the profile of L D. There are responsibilities like mentoring the entire employee training system and provide training to managers as mentor. Senior management people: They largely face the challenges due to identified strategic and individual issues of employees. Here the senior management has a significant role to play in approving the strategy. They will also support to integrate these new systems throughout the department. People from human resource department: In most of the cases people from human resource department may face retention problems. In this plan, they must evaluate whether all learning and development programs shall be aligned with the corporate objectives of the company (Meager and McLachlan 2014). They must ensure an effective development of the companys people at all levels of the organization- business unit, corporate and operational. Employees: They are the key drivers of the L D planning program and all development policies are designed for making each employee more confident, competent and responsible. The training and development process: There are varieties of learning methods of employees that can be undertaken as part of the continuous learning process. For skill development and increase in functional areas of each employees, the company has chosen various learning methods such as Monitoring, Coaching, Action learning and Continuous professional development and relevant education implementation. Monitoring: By the mentorship, the more experienced people in the same line of work will support the development of more junior and newer employees (Cunningham 2013). Coaching: A one-to-one coaching will be given to all new employees and those who have faced difficulties in functional processes. This is effective for those who have already identified the issues along with the indentified problems and solutions for these. However, this learning process of LD program will be measured the cost effectiveness because this training program is a tailor-made program and can be changed as per the functional priorities provided by the line managers (Renninger, Hidi and Krapp 2014). Action leaning: In the new L D process, the company develops a plan, bringing a group of people together to find solutions to actual problems in such a way, which develops both the individual and the Organization. According to Yates (2015), this method of learning and development is practical and gives the opportunities to take their own responsibilities and improve, identify and monitor the entire process of the organization. Continuous development of professional plan and further education: The operational and functional areas of the organization must be flexible and that needs to be included in training and development programs as well. To keep up-to-date with gathered information and knowledge in the areas of expertise, the activities will be allowed to employees to continuously develop their skills and knowledge. By this way, the company continuously will develop the professional development plan. Here the employee needs to develop high level of adaptability. In the directorate front, the relevant skill of operational safety will be incorporated in the new learning and development process. The senior managers will take the responsibilities and set the overall direction and provide a high-level decision making and ensure that such safety measuring programs must be conducted through the departmental level (Ruigrok and Guttmann 2016). Here the managers need to promote the culture of the organization for the continuous learning throughout the department. Here all departments will then ensure that the strategies of L D are aligned with other departmental strategies. Review system of L D policies and procedures: The learning and development units or human resource department will identify the strategic issues on a regular basis and prepare learning and development strategy and training plans (TNA). After that, the department will determine the needs to L D for the department as well as the level of individuals. By checking all the needs, the performance of employees must be assessed who provide services after the completion of the training and development program. In this context, the HR will promote and administer the Refund of fee schemes to encourage the employees self management learning process. References: Burke, W.W. and Noumair, D.A., 2015. Organization development: A process of learning and changing. FT Press. Cunningham, I., 2013. Good organization development beats bad talent managementit's the system not just the person. Development and Learning in Organizations, 27(6), pp.5-6. Darling-Hammond, L. and Lieberman, A. eds., 2013. Teacher education around the world: Changing policies and practices. Routledge. Granott, N., 2013. We Learn, Therefore We Develop: Learning Versus Development. Adult learning and development: Perspectives from educational psychology, p.15. Kolb, D.A., 2014. Experiential learning: Experience as the source of learning and development. FT press. Meager, K. and McLachlan, J., 2014. The future of leadership development: how can LD professionals design and develop our next generation of leaders?. Development and Learning in Organizations: An International Journal, 28(5), pp.6-9. Moon, J.A., 2013. Reflection in learning and professional development: Theory and practice. Routledge. Renninger, A., Hidi, S. and Krapp, A., 2014. The role of interest in learning and development. Psychology Press. Ruigrok, W. and Guttmann, G., 2016. The St. Gallen Executive Education Report 2016: Linking Strategy to Executive Learning and Development Effectiveness. Ward, A.C. and Sobek II, D.K., 2014. Lean product and process development. Lean Enterprise Institute. Wilson, J.P., 2014. International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations, 28(2). Yates, K., 2015. Managing, tracking and evaluating coaching Part 1: where are you now?. Industrial and Commercial Training, 47(1), pp.36-41.