MGT5DPP Developing People And High Performance Organisation

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, for gaining insight into their approaches towards the complaint handling procedures. Graphical analysis would be vital in terms of enhancing the awareness regarding the current status of the services (Booth, 2015). The analysis would also shed light on the changes, which are necessary for upgrading the standards and quality of the services. After the analysis, meetings would be conducted for developing flexible policies for the enriching the parameter of human resource. Involvement of the employees and the clients would enhance the decision-making process.

Evaluation is essential in terms of assessing the effectiveness, appropriateness and feasibility of the undertaken steps. Taking the assistance of checklists and templates would make the staffs of Red Telecom aware of the areas where changes have been made and the areas where changes have to be made. Counselling sessions would grab the attention of the managers towards the issues encountered by the employees (Dixit & Skeath, 2015). Frequency needs to be maintained in organizing these counselling sessions for reducing the instances of conflicts, discriminations and harassments.

Hiring external agents for providing training to the employees proves effective in terms of enriching their preconceived knowledge, skills and expertise. However, experiments need to be done for assessing the capability of the trainers towards fulfilling the needs of the trainees. This is in terms of ensuring the safety, security and privacy of the employees and the clients. Consciousness from the managers would be beneficial in terms of getting quality support (Gamble & Thompson, 2014).

Theoretical considerations

70:20:10 model enhances the learning and development of the people. The numbers indicate the breakdown of the responses provided by the people. The responses were collected from the respondents in a survey conducted on 200 people regarding the belief they had on their learning. 70% of the respondents believed that they learn from the challenging assignments. This reflects their confidence towards undertaking challenging tasks for enhancement of their professionalism (Booth, 2015). Undertaking challenging tasks itself is an indication of belief, which they have in themselves.

20% of the respondents believed that they learned from the developmental relationships. This is because people tend to learn more from their relatives, friends and well wishers. This expands the horizons of their knowledge. However, it also makes the people confused as they get many offers and suggestions for their career enhancement. If they are saying that they learn from the developing relationship, it means that they learn fast when they discuss the career aspects with their friends and relatives. This discussion broadens their thinking perspectives (Dixit & Skeath, 2015).

The rest of the 10% are of the opinion that they learn from the trainings, which are specified in the coursework. These trainings enhance their preconceived skills, expertise and knowledge. They think assistance from the external experts proves beneficial in enriching their perceptions on the essential business aspects. Post training tests are crucial in terms of testing their capabilities towards making effective application of the learnt skills in executing the allocated duties and responsibilities (Gamble & Thompson, 2014).

Training seems beneficial for enhancing the preconceived skills, expertise and knowledge of the employees. Strategic approach in planning for the training is essential in terms of achieving positive results.

Proposal objectives

• To upgrade the HR policies
• To recruit more people
• To collect feedbacks from the team leaders and staffs
• To develop procedures for handling the complaints

Workgroup profile

Here, the selected workgroup are the adults, who are passionate towards increasing their knowledge, skills and expertise. This is in terms of their capability to undertake challenging and enduring tasks.

Problem Statement

• Lack of flexible HR policies
• Inadequate workforce
• Absence of procedures for handling the complaints
  

Competencies and skills to be developed

• Aptitude tests
• Post training tests
• Evaluation

The managers need to be competent enough towards the jobs, which they are allotting to the employees. For this, they must possess complete knowledge about the capabilities of the employees.

Learning and development strategy

• Counselling session for the employees
• Meetings, discussion and open forums
• Legal compliance

Counselling sessions makes the managers aware of the issues, which the employees are facing while executing the allocated duties and responsibilities. Meeting and open forums act as a platform for assessing the feasibility of the services in terms of the training needs. Adherence to the legislations proves beneficial in terms of averting the illegal instances and scandals. 

Key interventions 

The interventions are a continuous process, which needs to be maintained for the achievement of positive outcomes. Breaking the integrated structure of the cycle compels the personnel to encounter negative results. This negativity stalls the enhancement of professionalism in case of the employees.

Evaluation

Evaluation helps in discovering the changes, which are required in the workplace. It also helps in gaining awareness towards the parameters, which needs modification for reaching to the specific needs, demands and requirements of the clients and the customers.

Conclusion

Evaluation helps in identifying the ineffective policies, procedures and systems, which disrupts the smooth functioning of the business activities. This identification leads to the undertaking of steps, which would benefit the learners in terms of enhancing their preconceived skills, expertise and knowledge.

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