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BSBLDR801 Lead Personal and Strategic Transformation

Question

Answered

Question:

Assessment Task 1: Implement strategies

You are required to implement several organisational learning strategies.

This assessment is to be completed in the simulated work environment in Strathfield College.

Instructions

Carefully read the following:

Complete the following activities:

  1. Revise the Recruitment, Selection and Induction Policy and Procedures.

Make changes to this document that reflect the research that you have conducted and the feedback that you have received from the Senior Management Team in the Senior Management Brief.

Save this version of the document as Revised Recruitment, Selection and Induction Policy and Procedures.

  1. Revise the Performance Appraisal Policy and Procedures

Make changes to this document that reflect the research that you have conducted and the feedback that you have received from the Senior Management Team.

Save this version of the document as Revised Performance Appraisal Policy and Procedures.

  1. Send an email to all management and staff (write down in assignment).

According to organisational policy, all management and staff are to be given the opportunity to provide feedback on any changes to company Policy and Procedures.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachments

The email text should ask them for their feedback on the documents. In particular to send their feedback to the Administration Officer, who will collate the responses.

Attach the following documents to the email:

  • Revised Recruitment, Selection and Induction Policy and Procedure
  • Revised Performance Appraisal Policy and Procedure
  1. Finalise the company Policies and Procedure.

This version of the documents should reflect the feedback that you have received.

Save these documents as:

  • Final Recruitment, Selection and Induction Policy and Procedure
  • Final Performance Appraisal Policy and Procedure
  1. Design and develop a training session on Emotional Intelligence. ( Power point slider s well )

One of the adopted organisational learning strategies that has been prioritised by the company is teaching staff and people attending the company’s courses about Emotional Intelligence.

As external training providers will not be used to meet the company’s needs (as set out in the Senior Management Brief), you are required to develop a training session that can be used for training the company’s employees.

It is felt that by developing their empathy and their approach to their own learning goals, staff will gain greater benefit from the changes that have been made to the company’s policies and procedures. You should design the presentation with this in mind.

Your training should be based on the Senior Management Brief, but you are also required to use the internet to source relevant learning resources. You should modify the information you find in these for use in the training as required. Reference at least one of these learning resources in your training document so you can be assessed on your ability to modify and use information that you have sourced yourself.

You will also be required to use these resources to develop training aids such as a PowerPoint and/or handouts. This will also demonstrate that you have reviewed and modified the learning resources you identified as being suitable.

Use the Emotional Intelligence Training Template to guide your work. Prior to the delivery of the training provide your Emotional Training outline to your assessor and the supporting resources that you have developed based on the learning resources you sourced.

  1. Deliver training on emotional intelligence ( power point slides as well )

In this part of the assessment, you will be required to deliver your session on emotional intelligence to the staff. Your assessor will organise 2 students in the role of staff to attend the presentation.

Deliver the training using the session outline you have developed, as well as the training aids. Advise staff that you will also be providing them with an assessment for completion over the coming days.

During the training session, you are required to demonstrate effective communication skills including:

  • Speaking clearly and concisely using language and vocabulary that your audience can easily understand
  • Using non-verbal communication to assist with understanding
  • Asking questions to identify required information
  • Responding to questions as required
  • Using active listening techniques to confirm understanding
  1. Validate assessment methods and tools

Review the Emotional Intelligence Assessment in the light of what you have learned while developing the training.

Decide whether the tool is consistent with the company’s learning and wider operational needs.

Validate or reject the tool with a few sentences of explanation.

You may suggest improvements to the document that would bring it in line with your expectations.

  1. Send an email to Senior Management (write down in assignment )

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

The email text should include the assessment tool validation/rejection that you wrote in the previous activity.

It should also introduce and summarise the contents of the attachment.

Attach your Emotional Intelligence Training to the email:

Assessment Task 2: Review and improve strategies

Task summary

You are required to review the effectiveness of the learning management strategies that you have developed and implemented in the previous two Assessment Tasks.

This assessment is to be completed in the simulated work environment in.

Instructions 

Carefully read the following:

It is just over a year since Grow Management Consultants adopted your Organisational Learning Strategies and changes to the policies and procedures.

As part of the ongoing assessment of the organisation’s learning management systems, Human Resources has started adding all the learning opportunities that the staff have undertaken over the year to their staff records. They have put these in a spreadsheet for easier evaluation.

Additionally, all staff are given an annual questionnaire to help assess whether organisational learning targets are being met.

You are required to use these documents to assess the success of the organisational learning strategies that you have implemented.

Complete the following activities:

  1. Review the organisational learning strategy implementation.

Read through the following company documents:

  • Staff Survey Results 2018
  • Staff Survey Results 2019
  • Staff Learning Spreadsheet

Your review should include evaluations of the following:

  • The endtoend implementation of organisational learning strategy
  • The performance of resources and people supporting organisational learning strategy implementation
  • How well learning strategies and learning resources achieve organisational learning targets.
  • Whether the intended strategic outcomes have been achieved through the organisational learning strategy.

You should also determine:

  • What changes should be made to at least two of the company’s policies and procedures?
  • Your plans for improving the company’s Organisational Learning Strategy

Also, the CEO has asked you to review the information on partnership grants for skill development in the following website:

https://www.education.gov.au/skills-and-training-budget-overview-2019-20 

They would like to capitalise on any opportunities for employers to access funding for learning and development. Determine how this could be integrated into the company’s Organisational Learning Strategy.

Use the Learning Strategy Review Template to guide your work.

  1. Update the company’s policies and procedures.

Make the changes that you outlined in your learning strategy review.

You should make suggested changes to at least two of the company’s policies and procedures based on the company documents that you reviewed in activity.

Save these documents as Updated Performance Appraisal Policy and Procedure, etc.

  1. Update the company’s Organisational Learning Strategy

Make the changes to this document that you outlined in your learning strategy review and in the previous activity.

Save this version of the document as Updated Organisational Learning Strategy

  1. Send an email to all staff (your assessor).

According to organisational policy, all management and staff are to be given the opportunity to provide feedback on any changes to company policies and procedures.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachments

The email text should ask them for their feedback on the documents. In particular, it should ask them to send their feedback to the Administration Officer, who will collate the responses.

Attach the following documents to the email:

  • Learning Strategy Review
  • Updated Policy and Procedures
  • Updated Organisational Learning Strategy
  1. Initiate and implement learning program partnerships

The final part of the assessment requires to you review the Learning Program Partnerships brief from Senior Management.  

Based on this you are required to identify at least two suitable training providers who may be suitable for the learning program partnership and then confirm arrangements with these training providers for the learning partnership.

Submit a short report identifying why the two providers you have identified are suitable and a copy of your emails to the training provider confirming arrangements.

The Senior Management Team has analysed and discussed your Organisational Learning Strategy and decided to prioritise the following implementation measures:

  • The company’s Human Resources Policies and Procedures now need to be revised in accordance with your recommendations, to ensure continuing relevance, operational effectiveness and to the identified gaps with respect to organisational learning.
  • Rather than contract out training on emotional intelligence (due to a lack of satisfaction with offerings researched), Senior Management would like you to design, develop and deliver a training session on emotional intelligence, as well as assess whether the Emotional Intelligence Assessment document should be used to assess participating staff members’ competence.

The Senior Management Team has written a brief (the Senior Management Brief) that goes into more details on these measures.  

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