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MGT5DPP :developing people and high performance organisatio

Pages5
MGT5DPP Developing People And ...

Question: Discuss about the Workplace Group Learning and Development for TNA.   Answer: The global expansion of Red Telecom Australia led to changes in the area of technical along wit ...

Course

MGT5DPP

Type

sample

University

La Trobe University

Pages9
MGT5DPP Developing People and ...

Question: Discuss about the Learning and Development of People Project Proposal for Finances.   Answer: Proposal Objective Background Information A meeting was convened between the ...

Course

MGT5DPP

Type

sample

University

La Trobe University

Pages7
MGT5DPP Developing People and ...

Question: Discuss about the Leadership Mentoring and Qualities.     Answer: Leadership Mentoring For any employee working in an organization, it is vital to achieve job satisfaction ...

Course

MGT5DPP

Type

sample

University

La Trobe University

Pages9
MGT5DPP Developing People and ...

Answer: Introduction It is important for every organisation to ensure that teams and groups are maintained for better and efficient work. As stated by Malekoff (2015) groups and teams are importan ...

Course

MGT5DPP

Type

sample

University

La Trobe University

Pages10
MGT5DPP Developing People and ...

Answer: Introduction The theoretical perspective of the learning organization continues to analyze the behavior change and the patterns of interaction within the organizations. The organizational ...

Course

MGT5DPP

Type

sample

University

La Trobe University

Pages12
MGT5DPP Developing People and ...

Answer: Body of Proposal Adequate learning and development interventions for Red Telecom The analysis of employee training needs have further revealed that for evolving the skills and capabilitie ...

Course

MGT5DPP

Type

sample

University

La Trobe University

Pages9
MGT5DPP Developing People and ...

Answer:  Introduction This report in the form a proposal is based on the learning and development programs against the challenges that Red Telecom presently face when implementing the RISE in ...

Course

MGT5DPP

Type

sample

University

La Trobe University

Pages8
MGT5DPP Developing People And ...

Answer: Youth unemployment remains a major issue in the modern world regardless of the country’s financial or educational stability. It is true that no matter how much effort and money one pu ...

Course

MGT5DPP

Type

sample

University

La Trobe University

Pages9
MGT5DPP Developing People And ...

Answer: Introduction: What are your Objectives? (2)   What do I want to be able to do or do better as a HR manager of Red telecommunications? Where am I now? (3)   ...

Course

MGT5DPP

Type

sample

University

La Trobe University

Page1
MGT5DPP Developing People and ...

Answer: Discussion: Career management process involves a four-step process including the self–assessment, reality check, goal setting and action planning. Career management is a holistic pla ...

Course

MGT5DPP

Type

sample

University

La Trobe University

Pages5
MGT5DPP Developing People and ...

Answer: Key points of the proposal Strategic approach was conducted by Red Telecom, Australia to discover the drawbacks, which needs modification. Typical example of this is the survey on adults, ...

Course

MGT5DPP

Type

sample

University

La Trobe University

Pages2
MGT5DPP Developing People and ...

Answer: The topic of this current module has provided comprehensive insights related to factors associated with high level performance of modern business enterprises. By reading several articles an ...

Course

MGT5DPP

Type

sample

University

La Trobe University

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Developing People and High Performance Organisations

The motto of every business organization is to increase the performance within an organization for the betterment and development of the organization. Managing different activities within an organization required having proper human resources and that is where the consideration of managing and developing human resources comes into consideration. This module has been incorporated to let the graduate level students about the different factors that they can apply within a business organization for their development. In addition to that those who are studying on human resources should also know about different areas for developing and retaining people within an organization. The course has been associated with the La Trobe University and with the post graduate students, different other participants who are having interest in managing people and performance within organizational context can also enrol themselves in this course.

Location:- Australia Study level:- Graduate Level Unit code:- MGT5DPP

In order to understand the effectiveness within a business an organization needs to ensure about different factors that are going to be discussed as follows: Focusing on Growth and Education: based on the needs and requirement within an organization, the managerial people who are given with the authorities to make decision needs to ensure about proper plan for growth. Without having proper plan, proper executive to the projects can be done which might hamper the organizational performance. In addition to that according to the change management process, the professionals also needs to provided with the learning and training process, so that based on proper education then can identify the areas for change and according measurement can be taken into consideration. In addition to that by identifying the weakness and strength of the plans and by gathering and utilizing resources with proper plan and organization can maintain their performance in every aspects and can also make betterment in the level of performance. Use of Technology: with the up-grade of innovation and trends in the business process and services, different organizations are also adopting different technological consideration to ensure about that performance and productive remains same. Because in order to stay within the competition in the competitive environment business organizations are dealing with different technologies with proper resources. So to cope up with the trends and competition other organizations are also making changes in their operational activities as with the help of technology activities can be measured and monitored in a proper way to provide best quality services to the consumers. Therefore considering proper technological power, an organization can ensure about the development of performance within the organization. Keeping consumers in mind: most of the business organizations are directly communicating or providing services to the consumers and that is why keeping the consumers in mind and by making changes accordingly, business organization can increase their performance effectively. Evaluating the interests and needs of consumers can also work for the effectiveness of organization because without knowing the behaviour and power of consumers an organization cannot deal with consumers in an effective way. That might hamper the growth and revenue of the business organization. Therefore to deal with that keeping the consumers in mind an organization needs to adopt different strategies so that they can attract more number of target audiences for the business which will increase the profit and revenue and that is how organizational performance can remain with a certain level. Now after understanding the factors about evaluating the organizational performance it needs to work on managing the human resources as well and those factors will be discussed as follows: Ensuring about satisfying employees needs: the first and foremost role of HRs is to make sure that the basic needs and requirements of the workers is getting fulfilled because the skilled and talented workforce can also ensure about managing proper organizational performance. Therefore satisfying their needs with proper salary, working schedule and letting those managing the professional and personal balance also can make sure about managing human resources in a proper way. Utilizing the skills and power of workers: by applying proper talent to proper place is what an organization need to do in order to make sure the activities within an organization is being done in a proper way. Having diversified workforce within an workplace can help in managing activities in a better managers. Not only that, but giving chances and opportunities to work on different areas can ensure about the professional development of the workers as well as organizational development can also be done effectively. Anticipating the future needs: the workers must be placed and hired according to the future needs. Because with the growth trend and changes organizations also have to change on their process and activities accordingly. Often it has been found that the existing workers does not capable enough to deal with the future scenarios and that time either the organizations hired for new and skilled talents or gives proper training and education to the existing workers. Based on that an organization can ensure about managing proper human resources with proper purposes because keeping workers those who will not be able to adopt the future needs might not be beneficial for the organization. So according to the needs and requirements changing or anticipating the human resources is one of the key considerations for a business organization.

In this module of organizational performance and managing human resources concept has been showcased where it can be said that both are interrelated with each other because without having proper human resources an organization cannot think of effective organizational performance. Therefore considering that different factors related to managing human resources has been stated in the module. In addition to that different consideration that an organization can have in terms of the development of organizational performance has also been stated in this module to let the learner understand about the implications.

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Referencing Related to MGT5DPP developing people and high performance organisatio

BECKER, K. AND BISH, A.

Management Development Experiences And Expectations: Informal Vs Formal Learning. Education & Training

In-text: (59(6), 565-578. Available: http://dx.doi.org/10.1108/ET-08-2016-0134[Accessed on 7 Oct. 2018])

Your Bibliography: Becker, K. and Bish, A. (2017). Management development experiences and expectations: Informal vs formal learning. Education & Training, [Online] 59(6), 565-578. Available: http://dx.doi.org/10.1108/ET-08-2016-0134[Accessed on 7 Oct. 2018]

CSETE, J. AND EVANS, J.

Strategies For Impact: Enabling E-learning Project Initiatives. Campus - Wide Information Systems

In-text: ([Online] 30(3), 165-173. Available: http://dx.doi.org/10.1108/10650741311330348[Accessed on 7 Oct. 2018])

Your Bibliography: Csete, J. and Evans, J. (2013). Strategies for impact: Enabling e-learning project initiatives. Campus - Wide Information Systems, [Online] 30(3), 165-173. Available: http://dx.doi.org/10.1108/10650741311330348[Accessed on 7 Oct. 2018]

DööS, M., JOHANSSON, P. AND WILHELMSON, L.

Beyond Being Present: Learning-oriented Leadership In The Daily Work Of Middle Managers.

In-text: (Journal of Workplace Learning, [Online] 27(6), 408-425. Available: https://search.proquest.com/docview/1694933914?accountid=30552[Accessed on 7 Oct. 2018])

Your Bibliography: Döös, M., Johansson, P. and Wilhelmson, L. (2015). Beyond being present: Learning-oriented leadership in the daily work of middle managers. Journal of Workplace Learning, [Online] 27(6), 408-425. Available: https://search.proquest.com/docview/1694933914?accountid=30552[Accessed on 7 Oct. 2018]

FLOOD, R. L. AND ROMM, N. R. A.

A Systemic Approach To Processes Of Power In Learning Organizations. The Learning Organization

In-text: ( [Online]  25(4), 260-272. Available: http://dx.doi.org/10.1108/TLO-10-2017-0101[Accessed on 7 Oct. 2018])

Your Bibliography: Flood, R. L. and Romm, N. R. A. (2018). A systemic approach to processes of power in learning organizations. The Learning Organization, [Online]  25(4), 260-272. Available: http://dx.doi.org/10.1108/TLO-10-2017-0101[Accessed on 7 Oct. 2018]

HAGEN, M. AND PARK, S.

We Knew It All Along! Using Cognitive Science To Explain How Andragogy Works.

In-text: (European Journal of Training and Development, [Online] 40(3), 171-190. Available: http://dx.doi.org/10.1108/EJTD-10-2015-0081[Accessed on 7 Oct. 2018])

Your Bibliography: Hagen, M. and Park, S. (2016). We knew it all along! Using cognitive science to explain how andragogy works. European Journal of Training and Development, [Online] 40(3), 171-190. Available: http://dx.doi.org/10.1108/EJTD-10-2015-0081[Accessed on 7 Oct. 2018]

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