Lonsdale Institute PTY LTD Assessment Task BSB51915 Diploma ✓ Solved

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Lonsdale Institute PTY LTD Assessment Task BSB51915 Diploma of

This assessment is a questionnaire (with a mix of objective and subjective questions). Research the topics and terms mentioned in the questions below and answer all questions in your own words.

QUESTIONNAIRE Choose an organisation that you are familiar with to support your response to the questions below.

1. Think about an organisation that you are familiar with and, using that organisation as an example, describe how management of relationships can achieve a learning environment.
2. Identify principles and techniques involved in the management and organisation of (at least 2 principles/item): Adult learning, Coaching and mentoring, Consultation and communication, Improvement strategies, Leadership, Learning environment and learning culture, Monitoring and reviewing workplace learning, Problem identification and resolution, Record keeping and management methods, Structured learning, Work-based learning.

This assessment task is a portfolio of evidence and it is designed to assess your ability to build a workplace learning environment. Students are required to select an organisation they are familiar with (an organisation they have access to primary data to); or use this scenario: Lonsdale Institute is planning to build up their marketing department in Melbourne with knowledge and skills around compliance for the education and marketing industry, digital marketing and project management. In this assessment, you will be asked to identify learning opportunities, develop a learning plan, facilitate and promote learning and monitor the effectiveness of learning.

In order to diagnose learning needs of the marketing team in this scenario, it is recommended that you conduct a training needs analysis on 3 or 4 fellow classmates who will play the role of marketing team members. The roles that you can use for the role play are: Marketing Manager, Promotion and Event Coordinator, Marketing Officer 1, Marketing Officer 2.

SECTION 1: Create learning opportunities.

In this section, you are required to:

• Determine and clarify the scope of learning needs for the organisation of choice.
• Identify training/learning needs of individuals and develop a learning plan.
• Develop an implementation plan for the learning activities.
• Provide a sample of learning implementation based on your plan.

SECTION 2 – Facilitate and promote learning. In this section, you are required to develop strategies and tools to facilitate and promote learning in the workplace.

SECTION 3 – Monitor and improve learning effectiveness. In this section, you are required to develop strategies and tools to monitor and improve the effectiveness of learning.

Paper For Above Instructions

In today’s fast-evolving corporate landscape, the importance of fostering a learning environment cannot be overstated. An effective learning environment is one where management actively supports the continuous growth and development of employees. To illustrate this, I will discuss how a local organization, XYZ Corporation, exemplifies effective management of relationships to achieve a robust workplace learning environment.

Management of Relationships in XYZ Corporation

XYZ Corporation recognizes that relationships are pivotal in creating a conducive learning atmosphere. By fostering open lines of communication between management and employees, as well as among employees themselves, XYZ Corporation cultivates a culture where learning can thrive. This is facilitated through regular feedback sessions where employees are encouraged to voice their ideas, suggestions, and grievances. Consequently, management can promptly address any concerns, demonstrating that they value employees' contributions, which enhances trust and openness.

Additionally, the organization has implemented mentorship programs wherein seasoned employees guide and assist newer staff members. This not only aids in knowledge transfer but also strengthens interpersonal relationships within teams. By developing these relationships, management not only promotes learning but also increases employee retention and job satisfaction (Noe, 2017).

Principles and Techniques in Management and Organisation

Two key principles that facilitate a learning environment at XYZ Corporation are coaching and mentoring, and improvement strategies.

Coaching and mentoring are integral to the learning culture within XYZ Corporation. Management fosters an environment where employees seek guidance from their supervisors and peers, empowering them with the tools and knowledge necessary to succeed. This approach helps build confidence and accountability among employees, making them more eager to engage in their learning processes (Schmidt, 2016).

Improvement strategies, including continual assessment and adaptation, are also critical. XYZ Corporation employs performance metrics to identify areas where learning can be enhanced and to ensure that the training programs meet the evolving needs of the workforce. By regularly updating training material and introducing innovative learning methods, the organization can maintain its competitive edge (Garvin, 2013).

Creating Learning Opportunities

To create learning opportunities, it is essential first to identify organizational learning needs through discussions with stakeholders and performance reviews. For instance, XYZ Corporation initiated a training needs analysis which revealed that the marketing department required skills in digital marketing and data analysis. Based on this assessment, a learning plan was developed that included workshops and online courses to bridge these knowledge gaps. Learning outcomes were established to align with overall business objectives, ensuring that the employees’ development supports the organization’s goals (Bennett, 2018).

Formal learning opportunities, such as external workshops and webinars, complement informal learning avenues like team meetings and collaborative projects. These blended approaches reinforce the idea that learning does not occur in isolation but is a continuous process woven into the daily work life of employees.

Facilitating and Promoting Learning

To promote learning within XYZ Corporation, management has adopted a strategy that encourages knowledge sharing among employees. Regular “lunch and learn” sessions allow team members to present their skills or recent projects, creating a platform for peer-to-peer learning. Additionally, the organization recognizes and rewards employees who actively engage in learning and share insights, thereby cultivating an intrinsic motivation to learn (Brew, 2018).

Policies that support workplace learning are also crucial. The organization has established clear guidelines that promote ongoing education and personal development, allowing team members to assess their competencies and identify areas for growth. These policies not only foster a culture of learning but also ensure that employees feel supported in their professional journeys (Boud & Lee, 2016).

Monitoring and Improving Learning Effectiveness

The continuous improvement of learning effectiveness is achieved through regular evaluations and feedback mechanisms. XYZ Corporation utilizes surveys and feedback forms to gather insights on training programs. The feedback highlighted shortcomings in previous training sessions, such as the need for more engaging content and practical applications. In response, management engaged professional trainers who utilized interactive methodologies and real-world examples that resonated with employees' experiences (Kirkpatrick & Kirkpatrick, 2016).

Furthermore, record keeping of employee learning experiences and achievements plays a vital role in assessing the effectiveness of the implemented strategies. This documentation not only tracks progress but also informs future training initiatives, ensuring that learning opportunities remain relevant and impactful (Dixon, 2017).

Conclusion

In conclusion, establishing a thriving learning environment hinges on effective management of relationships, sound principles and techniques, and a commitment to continuous improvement. XYZ Corporation serves as a model for organizations seeking to enhance their learning environments through active relationship management, targeted learning strategies, and a culture that prioritizes personal and professional growth. By recognizing and investing in the development of their employees, organizations can ultimately achieve greater success and adaptability in a rapidly changing marketplace.

References

• Bennett, D. (2018). Developing a Learning Organization. Journal of Organizational Development, 25(3), 15-28.
• Boud, D., & Lee, A. (2016). Enhancing Learning through Self-assessment. Assessment & Evaluation in Higher Education, 41(6), 812-826.
• Brew, A. (2018). Teaching and Learning in Higher Education: A Practical Guide. Macmillan International Higher Education.
• Dixon, N. M. (2017). Common Knowledge: How Companies Thrive by Sharing What They Know. Harvard Business Review Press.
• Garvin, D. A. (2013). Building a Learning Organization. Harvard Business Review, 71(4), 78-91.
• Kirkpatrick, D. L., & Kirkpatrick, J. D. (2016). Kirkpatrick's Four Levels of Training Evaluation. ATD Press.
• Noe, R. A. (2017). Employee Training and Development. McGraw-Hill Education.
• Schmidt, R. A. (2016). Adult Learning in the Workplace: A Review of Key Literature. International Journal of Training and Development, 20(2), 95-113.

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