Learning Strategies Assignment: Audit On Organizational Approaches

Question

Task:
Learning Strategies Assignment Task: The core task relates to critically evaluating and reporting capability or competency profile across multiple dimensions relevant to personal and/ or work-related needs. Ultimately the assessment should show ideas, plans or thinking as to how critical skill gaps identified through initial HR, human capital, skills readiness, skill or related capability audit will be addressed in an organisational learning strategy.

Assessment Indicators
Identification and understanding of learning strategy design and planning as it applied to a specific organisation/ entity

• Strategy setting for learning is at a systems/ organisational or higher, strategic level

Critical thinking of issues and drivers for the learning strategy

Evidence of application of learning and use of tools studied in the unit

Submission of postcard summary in legible, professional format: the complex is represented in simple, easy to grasp communication

Detailed future consultation and communication processes to support

Fully appreciated existing assessment instrument, learning design and infrastructure

Aligns with the organisational learning strategy and relevant policy and procedure development processes

Does not occur in isolation but fits into a continuous improvement processes or associated organisational quality management, compliance, or workplace learning models

Explains the future planning/ implementation processes and deliverables/ impact/ benefits

Identify any specific information on locations, types and sources of relevant organisational documentation

Establishes the alignment with the organisation’s strategy, vision or specific goals/ objectives

Considers and reflects a conscious alignment with prevailing organisational learning theory or methods

Considers and consciously reflects the range of international e-learning trends or design and infrastructure compliance requirements (including any training – e.g. Australian Quality Training Framework (AQTF) -or WHS requirements)

Complies with legislation, codes of practice and national standards relevant to the organisation, workforce or operational area

Answer

Introduction
The main concern of this learning strategies assignment is the organizational learning strategy which refers to the commitment of the organization towards the implementation of training thus enabling measuring returns to meeting specific objectives. In recent times, organizations are considering implementing several learning strategies for addressing skills gaps, skills readiness, human capital, and other related capabilities (Noe & Kodwani, 2018, Chap 1). Thus, the report will conduct an audit on different elements of organizational learning Strategy.

Evaluating and reporting capability or competency profile
The organizational professional strategies should be focused on achieving goals related to individual performance that include leadership, decision making, solving present and potential issues, influencing group and individual motivation, and others (Salas et al, 2012. Chap 3). Hence, for implementing organizational learning value, missions and stakeholder analysis should be considered for the business units (in ABC Ltd for this case).

Developing a Vision Statement

Developing values

• The organization is open to new ideas and opportunities for learning.
• The business organization shall be passionate about finding new business opportunities
• The values should be shared with a supportive and challenging environment so that each employee has the opportunity of developing full potentials along with the pursuance of a balanced life.

Stakeholder Analysis
To determine appropriate learning strategies within the organization, it is important to identify the employee as a stakeholder of the organization (ABC Ltd).

Communication with Identified stakeholders (Employees of ABC Ltd)

Employee Competency Survey
The employee competency survey will help in obtaining quantitative information about the skill gaps and competency needs. Two competency tools are designed for determining the competency needs of employees.

Tool 1:

Tool 2:

Employee Competency Interview
To inquire more details of addressing the skills gap, employee interviews can be conducted

External Environment- PEST Analysis (Strategic Setting)
To understand the external environment constraints Pest Analysis can be conducted for the successful implementation of the organizational learning strategy of the organization (ABC Ltd). The organizational learning strategies require high investment hence, the outcomes should provide adequate returns for improving business revenues and overall economic development.To align the learning strategy of the organization with that of vision, mission, and goals, it is important to conduct internal and external analysis while planning prospects and communication to identified stakeholders

• Political – The Australian Rules and law support professional development amongst the workforce, hence learning strategies can be aligned with the corporate laws of Australia.
• Societal: The learning strategies with the organization should aim at reducing regional and societal development of Australia (like designing strategies for meeting the needs of different communities of the region.)
• Strategic Environment: The professional learning strategies within the organizational learning programs will create a competitive edge as skills and knowledge will be updated in alignment with market conditions and customer insights
• Economic: Local International R&D can be used for learning strategies. The aging population has increased competition hence, new generations have to be trained for overall.
• Technological: Technology in Australia has been developing for decades hence technological tools like e-learning, advanced ICT can be undertaken for the implementation.

Issues and Benefits
After conducting the external environment, internal environment analysis can be conducted through a SWOT analysis of the organization. Organizational learning strategy refers to the commitment of the organization towards the implementation of training. There might arise several issues as well as benefits associated with learning strategies.

Strengths and Weakness
The strengths and weakness of the organization (ABC Ltd) should be considered as they might impact training and developmental needs

Training and Education needs for the future workplace

Workforce Segmentation

Conclusion
The training and development needs of the employees should be met with market conditions, internal and factors, strengths, weaknesses, and threats. Organizational learning strategy refers to the commitment of the organization towards the implementation of training thus enabling measuring returns to meeting specific objectives. In recent times, organizations are considering implementing several learning strategies for addressing skills gaps, skills readiness, human capital, and other related capabilities.It is very important to attain high employee job satisfaction, work-life balance, catering to professional needs, and another aspect of the professional career of the workforce.

Reference List
Noe, R.A., and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill Education.

Salas, E., Tannenbaum, S.I., Kraiger, K., and Smith-Jentsch, K.A., 2012. The science of training and development in organizations: What matters in practice. Psychological science in the public interest, 13(2), pp.74-101.