CIPD Level 5 Assessment - 5MDN Meeting Organisational Development Needs - Assignment Example

Contents Introduction 3 This study shall focus on various learning interventions which are widely used in business organizations. Learning and development activities are closely knitted with organizational performance. There are different learning methods implemented by firms in order to retain employees and enhance the level of employee productivity. In current scenario firms find it difficult to acquire and retain best talent within an organizational system. This report would highlight performance management, employee retention, diversity and equality policies, etc. ADDIE model shall also be included in the study that is needed for addressing organizational development needs. Two learning interventions will be chosen for this study, beneficial for accomplishing set goals or objectives. Justification of methods would be provided along with reasons for eradicating other alternatives. Learning intervention design shall also be incorporated in the study that could effectively meet learning and development needs. Learning and development needs are an important component which helps in improving overall organizational performance. 3 Organizational context 3 Theoretical review 4 Meeting needs of organizational development 5 Identification of L&D needs 6 Designing L&D interventions 8 Selected learning interventions 9 Development and evaluation of L&D practices 10 References 11 Introduction This study shall focus on various learning interventions which are widely used in business organizations. Learning and development activities are closely knitted with organizational performance. There are different learning methods implemented by firms in order to retain employees and enhance the level of employee productivity. In current scenario firms find it difficult to acquire and retain best talent within an organizational system. This report would highlight performance management, employee retention, diversity and equality policies, etc. ADDIE model shall also be included in the study that is needed for addressing organizational development needs. Two learning interventions will be chosen for this study, beneficial for accomplishing set goals or objectives. Justification of methods would be provided along with reasons for eradicating other alternatives. Learning intervention design shall also be incorporated in the study that could effectively meet learning and development needs. Learning and development needs are an important component which helps in improving overall organizational performance. Organizational context Tesco Plc is a multinational general merchandize and grocery retailer having its headquarters in United Kingdom. On the basis of revenue margins, the firm is the second largest retailer across the globe. Tesco has about 6784 retail stores and has an employee base of approximately 500,000. There are some business subsidiaries of Tesco Plc such as Tesco Stores, Tesco Bank, Tesco Mobile, Dobbies Garden Centers, Tesco Ireland, Dunnhumby and Giraffe restaurants. The company has diversified into wide array of geographical regions. Learning and development strategy is adopted by the company and is inclined towards enhancing knowledge base and skills of employees. Training sessions are organized for employees in specific time interval. Employee retention policies are based on career development approach, performance based pay and encouraging team members to contribute their innovative ideas. Performance management policy forms an essential part of organizational functions. It is associated with setting performance standards and then rewarding employees on achieving such standards. Diverse workforce is encompassed within Tesco. Management is highly concerned about equality and it is in relation to learning and development activities (Humby, Hunt and Tim, 2006). All employees are given equal opportunity to upgrade their skill level and participate in strategic decision making process. Theoretical review Adults are usually motivated and acquire learning experiences. They are goal oriented and are practical in any circumstance. Adult learners like to be respected and this aspect is taken into consideration by business firms. Technology based learning techniques are utilized by organizations. L&D professionals are held responsible for designing practical solutions in any kind of business scenario. Learning and development strategy is a part of wider human resource management strategy. Reward strategies are closely associated with such approach. Mentoring program is centred towards long term development of high potential individuals. Employees in an organization usually learn through training sessions. High performance work practices can be defined as structuring a workplace environment where employees shall be provided with performance based rewards (CIPD Research Report, 2005). In such work environment employees are continuously motivated so as to ensure that they contribute their innovative ideas. Performance sustainability is accomplished through this approach by aligning all team members with a common goal. Learning optimization is a vital part of high performance working since appropriate learning framework is established for every employee without any form of discrimination. Developmental feedback is acquired by management in such workplace environment in order to determine understandability and queries possessed by employees. Community of practice can be defined as a group which is framed to gain sufficient knowledge about a particular field or on the basis of common interests in a specific area. Learning and development approach can be harnessed through community of practice (Fairhurst, 2009). Experience and information can be shared amongst group members by this procedure and this simplifies overall learning experience. Community of practice provides an opportunity whereby individuals can be professionally and personally developed. There are different learning styles for individual learner. Experiential learning model of David Kolb states that there are four stages of learning such as concrete experience, reflective observation, abstract conceptualization and active experimentation. On the other hand, there are three learning modalities like visualizing style, auditory style and tactile style. Cognitive approach basically highlights four different learning styles such as avoidant, participative, collaborative, competitive, independent and dependent styles. Cognitive learning styles are totally based on retention, perception and organizational characteristics. Meeting needs of organizational development Learning interventions are associated with organizational performance. Organizational performance can be sustained through different learning interventions. Learning and development initiatives can improve upon capability of team members. It can be stated that through these initiatives employees are made aware about key organizational requirements. These initiatives also outline reward strategy which is related to target achievement or accomplishment of performance standards. Cost is an important aspect that influences decision making process. Learning interventions constitute a cost and this at times is unaffordable by business organizations (CIPD Factsheet, 2015a). Outcome is firstly evaluated before investing into such learning interventions. ADDIE model can be utilized to address organizational development needs. Firstly overall business scenario needs to be analyzed in order to identify prevalent gaps followed by structuring of performance objectives based on such gaps. Gaps can be eliminated from a system only when proper performance objectives are formulated. A performance solution is later developed as per this model to meet such objectives. Then this solution is implemented throughout an organization. In the final stage evaluation measures are taken into consideration so as to understand whether objectives are explored by set performance solution. Hence this model not only identifies loopholes but also helps in developing appropriate solutions. Development of an organization is highly dependent on elimination of performance gaps. Identification of L&D needs There are wide array of methods which are used for identification of learning needs. These methods are skills matrices, observation, interviews and performance data. The methods mentioned have their own set of advantages and disadvantages. Methods Advantages/disadvantages Where useful most? Evaluation of method Skills matrices Advantage-objectivity, equal skill assessment Disadvantage – just a checklist, employee favouritism issue. In assessing employee skills in decision making process Method would be accepted since it is least time consuming and ensures quality assessment Observation Advantage- least resource requirement and higher staff accessibility Disadvantage – Increased cost factor, time consuming Useful when cost is not an issue and there is a need for evaluating practical skills Method shall be rejected because it is a time consuming process Performance Data Advantage – Accurate information, cultural acceptance Disadvantage – difficulty to access staff, need for high resource requirements (CIPD Factsheet, 2014) This method would be useful during designing learning initiatives in least time Method would be accepted due to its accurate details Interviews Advantage – employee engagement, no cost implications Disadvantage – interpretation issues, expertise required Useful at the time of understanding specific employee requirements This method shall be chosen due to least cost implications Designing L&D interventions Learning interventions Methods and techniques used Evaluation Coaching Small or individual group discussion, demonstration or instruction Intervention will be accepted since it initiates individual or group development Classroom based Group demonstration or discussion Classroom based intervention shall be rejected because it does not incorporate personal development (CIPD Factsheet, 2015) E-learning Technology based learning modules, communication networks E-learning is a productive intervention since it aims at learning along with coordination Action learning Events organized, conferences, group based discussion This learning intervention will be rejected due to absence of equal learning opportunities ADDIE model would be helpful in designing learning interventions. This model is beneficial in terms of identifying loopholes and undertaking necessary actions. ADDIE model will help in understanding learning needs and design necessary strategies. Learning and development initiatives are based on individual or group needs. These needs are addressed through implementation of learning programs. Training sessions organized in firms incorporates inefficiencies identified amongst employees. Selected learning interventions The two learning interventions most suitable for the organization are E-learning and coaching. Target audience of these learning interventions is individuals as well as departmental members. Recipients would be around 20,000 to 30,000 in the initial stage of training session. Training area would be knowledge and skill development. Educational level of recipients is post graduation degree belonging to age range of 26 to 35 years. The needs of target audience can be addressed efficiently through learning interventions. It would help in enhancing prior experience and information collected could also be applied in respective job areas. E-learning shall encounter cost implications in the initial stage but in later phase it would be a productive approach. Coaching learning intervention is a cost effective method since it facilitates accomplishment of individual and group developmental needs. The interventions chosen encompass essential training factors. They are well aligned with Health and Safety Legislation. Development feedback will help in analyzing efficiency of learning intervention and motivate employees in terms of contributing their creative opinions towards strategic decision making process. Both the interventions chosen such as e-learning and coaching reflect community of practice. Employee knowledge shall be shared across other departmental members for overall development. Development and evaluation of L&D practices Evaluation models to be used for selected learning interventions are RAM and Kirkpatrick. RAM model is basically utilized to observe alignment of interventions with organizational objectives. On the other hand, Kirkpatrick model would help in judging operational efficiency of chosen interventions. Costs would be high in e-learning intervention in comparison to coaching intervention. Medium term benefits are associated with both the learning interventions. Proposed interventions would determine key deficiencies in team members and eradicate them completely. Employee productivity will ultimately account for sustainable organizational performance. References CIPD Factsheet, 2014. Learning methods. [Online] Retrieved from: www.cipd.co.uk/hr-resources/factsheets/learning-methods.aspx CIPD Factsheet, 2015. Identifying Learning and Development needs. [Online] Retrieved from: www.cipd.co.uk/hr-resources/factsheets/identifying-learning-talent-development-needs.aspx CIPD Factsheet, 2015a. Learning and development strategy. [Online] Retrieved from: www.cipd.co.uk/hr-resources/factsheets/learning-talent-development-strategy.aspx CIPD Research Report, 2005. High performance work practices: linking strategy and skills to performance outcomes. [Online] Retrieved from: www.cipd.co.uk/hr-resources/research/high-performance-work-practices.aspx Fairhurst, P., 2009. Learning and development: perspectives on the future. IES opinion [Online] Retrieved from: www.employment-studies.co.uk/system/files/resources/files/op19.pdf Humby, C., Hunt, T. and Tim, P., 2006. Scoring points: How Tesco continues to win customer loyalty. London & Philadelphia: Kogan Page. Read More