MNX Enterprise Workplace Learning Environment - Case Study Example

Running Head: MNX Enterprise Workplace Learning Environment Name Institution Course Date Introduction Owing to the ever increasing competition, there is need for business organizations to develop their workforce by enhancing meaningful learning. Workplace learning has been a subject of discussion amongst different scholars in the past few decades and as a result, it has developed immensely both in the side of research and practice. Many of those who have delved into this topic agree with that fact that workplace learning is a crucial facet in organizational competitiveness and the increased awareness on the importance of knowledge and skills is the main reason for increased focus on workplace learning (Smith, 2003). Employees can learn through different ways that can be formal or informal. Formal learning consists of a well-defined program of how learning while informal learning takes place without individual knowledge. Workplace learning has been associated with informal learning, a proposition that Billet differs with. According to Billett (2002), describing workplace as an informal working environment is a negative perception and it fails to appreciate the fact that workplace is a learning environment. Perceiving workplace as an informal learning environment is naive because activities in the workplace and interactions are more structured and based on some regulations (Billett, 2004) and therefore possess more formal education properties. Employees' ability to learn in a working environment will depend on the quality of workplace relationships (Eraut, 2007) and strategies used to enhance learning by the human resource management who are considered to be central to learning process. This paper will give a detailed account of strategies to be used in enhancing workplace learning in the context of MNX Enterprise. Background The learning strategy will be designed for use with MNX enterprise which is an organization that specializes in courier, air freight, fulfillment and distribution, warehousing and satellite transmission services. The company offers these services within Australia and it has approximately 50 staff. The new millennium saw the emergence of many companies offering the same service. Competition is therefore emerging as a major threat to the organization and therefore there is need to develop to train and enhance the skills of their staff. Currently, eighty percent of these workers hold a certificate III qualification which they had during employment. Owing to the increasing competition, the only weapon at hand is training all workers for a certificate IV qualification. Despite this requirement, these workers need to continue with the daily tasks. This will imply that this training will be offered at the workplace. Workplace training proves to be an important option in this case basically because it eliminates financial burden that organization will incur in training and at the same time provides hands on experience to these workers. In addition to this, putting into consideration the fact that this is a case of adults and therefore, workplace learning deems to be effective. The learning strategy to be implemented ought to help the entire organization be transformed to what can be termed as a learning organization. A technique that suits adults deems appropriate putting into consideration Knowles' adult learning assumptions that adults become self-directed as they mature (Ellinger, 2004). Normal classroom approach may not be suitable for this case. Currently, many organizations have moved towards using ICT as a way of providing efficient services to the clients. Most of the Certificate IV units of competency will provide an opportunity to these workers to use ICT in service provision. Besides this, some of the units of competency such as that of addressing customer needs will help in enhancing service delivery amongst the employees. ICT use has been a major challenge for this organization and it has turned to be a major impediment to change. Equipping the staff with tools they can use to access the internet during working hours might therefore prove to solve the problem associated with ICT use. According to research that has been done by Ellinger, (2004) use of Information Communication Technology in the organization is the best way to improve the services offered by high performing organization around the globe; it therefore means, for the staff of MNX enterprise to learn the units of the Certificate IV without facing any kind of challenges while working at the same time, the management must with all means find the best way to provide ICT services within the organization.There are quite a number of ways to make MNX enterprise workplace an effective learning environment which will definitely assist the organisation improve the skills of the staff hence making sure the performance of the organization is taken to another level. Courier, air freight, fulfillment and distribution, warehousing and satellite transmission services offered by the MNX enterprise requires a great use of ICT knowledge which at the current situation most of the staff do not have. For MNX enterprise to meet their expectation in training the staff for the Cert IV qualification, a strategy that involves the use of ICT must be put in place to equip the entire staff with the needed ICT skills. Services provided by the MNX enterprise, such as, warehousing, satellite transmission, air freight and courier can be improved through the use of Information Communication Technology skills, which the staff must meet in their Cert IV training. A move to equip MNX Enterprise staff with the right skills can be met through the following blended learning methods. Action learning Scheme Research shows that action learning strategy is a procedure that in most cases involves a minor group of individuals working on existing issues, while taking measures and studying as a team and as individuals. While learning, action learning strategy, offers the participants an opportunity to solve complex issues and encounters in a kind of system thinking approach (Smith, 2003). During the entire process of Action Learning Strategy, the learners will develop powerful teams, come up with leadership competencies, and develop creativity and systems thinking (Guglielmino, 2001). MNX enterprise management should therefore consider action learning strategy as one of the best strategies in training the staff for the Cert IV qualification. Those from courier department should study in their own group, air freight personnel should form another group, and same thing should apply to other departments such as fulfillment and distribution department, warehousing department and satellite transmission department. This would be a great approach as it will make the entire process of learning very simple. This kind of program helps the staff manage their learning progress throughout the entire Cert IV qualification program. Incorporating ICT lessons into action learning strategy will even make things better as the main goal of Cert IV training is to ensure the entire staff is well equipped with Information Communication Technology skills. Action learning and ICT seems to best suit the needs of the MNX enterprise staff Cert IV qualification training. According to conclusions that have been provided by Anderson, (1993), “Action learning strategy”, provides the opportunity to learn from concrete experience and it allows the participants to have a critical reflection on the similar experience through trial and error, learning from other group members, group discussion and through discovery. According to Eraut (2007), the best thing with this strategy is that, the staff will learn the entire Cert IV program practically as this strategy gives them an opportunity to handle real problems and find solutions to those problems. As in the case of warehousing services offered MNX enterprise will be improved in the sense that, proper ways of warehouse management will be developed as the staff go through their trainings (Berryman, 1993). Through ICT, learning can be a simple thing to handle in a workplace as it quick access to learning materials; one need not to move around during working hours, everything is just a mouse click away, hence giving the staff enough time research, and study at their own pace as the most important thing is to gain skills and be knowledgeable and to qualify for the level IV certification. Action learning strategy is the best learning method in that it provides the staff with the opportunity to research and this method is the best way to handle various issues practically on their own, hence equipping them with practical skills like in the case of using computer system to carry out day in day out transactions. Satellite transmission is a very sensitive area that requires a very competent, knowledgeable and skilled personnel; it is in one of the fields, specifically ICT field, which is very dynamic, hence the staff must be trained in order to ensure MNX enterprise performance is improved. In action learning strategy, the learning process takes place over time, it is a learning process that has stages and it involves more than one staff members and the number might increase with time. It is also a kind of a learning approach that comprises of cycles of studying meaning it is ongoing process, according to Guglielmino (2001). Individual learning Approach Apart from participating in Action learning program, an individual can also find time to study on their own; it is therefore the duty of the management to ensure all the staff are given that opportunity to learn by providing them the tools, time and materials at workplace (Billett, 2002). In a self-directed kind of learning, individuals, through their own effort or with the assistance of others, take the creativity in finding the best way to learn as they work at the same time. To handle the entire level IV certification program, it would definitely require a professional to assist the students in formulating learning objectives, identify learning requirements, and to recognize learning materials. It therefore, means the individuals have full knowledge of why they are undertaking Cert IV learning program before the entire process begins. Effective workplace learning environment is therefore, a perfect place for the staff of MNX enterprise to learn and master the entire Cert IV units for them to qualify for the certification at the same time improving the performance of the corporation. Workplace learning for the MNX enterprise must be enhance by increasing opportunities so as to improve the quantity and quality of learning. According to Anderson (1993), individuals with a lot of practical know-how have the capability to perform practical tasks as compared people who have never been exposed to practical work; therefore, the management of MNX enterprise must ensure that their staff go through workplace learning program if the objective of obtaining higher performance is to be achieved. In order to ensure the staff qualifies for MNX Cert IV qualification, it is vital to understand that work place learning environment, represents a collection of procedures that happens within a certain structural context and focus on acquiring and assimilating an integrated cluster of skills, knowledge, feelings and values that result in personnel and teams progressing and profoundly changing their comportment. Within the MNX Corporation, workplace learning program combines within its confines the issues of distinct and directorial education as both an educational activity and as collections of performs that happen both legally and occasionally. Through research done by Eraut (2007) , it has be known that adults tend to be more than ready to learn as compared to young people, they are more than ready to study things that have a meaning to them. In the case of MNX Corporation, personnel from air freight, warehouse, satellite transmission and courier would be more than being ready to embrace the entire Cert IV program given that the organization provides all the required materials and effective workplace learning environment. Communities of practice learning Policy This strategy in most cases involves people that come from the same background in the sense that they share almost similar if not similar profession, area of expertise or field of profession. Since the MNX Corporation comprise of various fields, groups can be formed to meet the need of learning Cert IV units with an ease (Guglielmino, 2001). Since MNX Corporation has fifty employees in total, groups of ten people per group can be formed to learn Information Communication Technology skills that can be applied in their respective departments. With a well-established workplace learning environment, it will be very easy to train the MNX Corporation staff members as this can be done cycles in the sense that, each group can be allocated time on daily basis; for this work, every department must have an individual to represent them every time there is a lesson going on. Ensuring that the staff can access the internet all the time is one way of ensuring that their learning is free of challenges. Learning as a group in most cases is the best way to meet the goals of an organization (Billett, 2002). People in a particular community of practice assist each other during the learning process, they share knowledge and experience is a very effective, creative and free-flowing way, in that process they adopt new methods and approaches of dealing with the issues of an organization. The group performance which in turn will improve the MNX Enterprise performance is based on how active are the members of the groups formed. Cert IV units has quite a number of ICT courses which are aimed at improving the skills of the staff, hence the management must ensure that Information Communication Technology equipment’s are in place as it is part of creating an effective workplace learning environment. To get the most out of Cert IV program, participation in any kind of workplace learning activity is the most important thing; it means that participation does not only denote local events participation in particular deeds with specific people, but participation is more of encircling procedure of being vigorous contributors in the practices of communal societies and fabricating pinpoints in relation to those populations. Such kind of communities can be developed within MNX enterprise workplace and the staff can come up with learning and working identities in that setting (Ellinger, 2004). Learning with Technology Scheme Technology in the current world is the most important tool in ensuring the business performing to its optimum level; use of technology happens to be the biggest challenge in MNX enterprise hence the need to put in place proper measures to make sure all the staff get equipped with Information Communication Technology skills. MNX enterprise area of specialization is one area that requires all the staff to be very skilled in order to make sure the company competes with other similar companies around the world. Therefore, if the staff are not trained the performance of the company will definitely go low. The use of ICT skills in any kind of the business has proved to be a useful enhancing tool in the way the business performs (Eraut, 2007). The MNX staff pursuing the level IV certification are therefore required to understand how technology works and what it means. This kind of learning involves what is called online learning or learning over the internet and e-learning. What the staff must learn The entire process of workplace learning might be quite challenging especially if the right learning materials are not in place. MNX enterprise staff must at all cost find a way to master ICT skills in their respective department. Courier, air freight, fulfillment and distribution, warehousing and satellite transmission services, are the areas of specialization that requires computerized processes for the company to process various transactions. In the case of warehousing services offered by the MNX enterprise, warehouse management software must be put in place and the relevant personnel be trained on how to use the warehouse management software. Courier services must also be optimized, and the only way to do that is through ICT skills where the staff must learn how IT skills works in relation to courier services (Berryman, 1993). Generally, all the MNX corporation staff must be IT compliant. MNX corporation Workplace pedagogies Daily work practices. This kind of pedagogy provides the staff with an opportunity to practice the skills that they have learn. This therefore means the staff will apply the skills and knowledge until they become well established; such a process is normally referred to as moving from unconscious phase to conscious phase. Coaching. This kind of pedagogy shows the right technique of doing responsibilities. There must be a workplace instructor to provide full support to the staff at MNX Corporation, to listen to issues, learners or concerns, to correct mistakes. According to research, coaching approaches have been seen to provide challenges and instill confidence. Observing and listening. Here, all the staff must work hand in hand in order to benefit from each other. This pedagogy will help them in learning how to do certain tasks by observing what other employees do. Questioning. It is the best approach when quick answers are required. The foundation for the way tasks are performed, and how issues are normally dealt with in the place of work become flawless. Replies to the inquiries provide lucidity for better understanding (Guglielmino, 2001). Workplace document procedures. In this kind of pedagogy, the staff have the opportunity to access the prearranged techniques and standards for training. Specific documents also offer systems thinking so apprentices appreciate how their character and responsibilities re-count to the general occupational of the corporation. Modelling. This is a kind of pedagogy where when a skillful personnel performs a duty while the apprentices see and build mental prototypes of the duty and comprehend the necessities for presentation. Modelling exemplifies the precise way of unravelling difficulties, they then put into use as prototypes of training. Conclusion For MNX enterprise to achieve their goals in training their staff for the Cert IV qualification, all the necessary training materials must be made available before their entire process of training begins. As seen in the research, Information Communication Technology seem to play a very important role in ensuring the performance of the organization is of high standards. MNX enterprise area of specialization is a very sensitive are that requires the entire staff to be well trained and maintain up to date skills for the better performance of the company. Their services range from warehousing, satellite transmission, air freight, and courier services; this means the company must compete using the most up to date methods while carrying out their day to day business transactions. The kind of procedure used to develop effective workplace learning atmosphere is the most vital thing in the learning process of the MNX enterprise Cert IV program. Using what is called blended learning strategies seems to work best for the staff pursuing Cert IV program at MNX Enterprise. There is an endless list of pedagogies that MNX enterprise can employ in training the staff. The pedagogies that seem to work best for this company are modelling, coaching, observing and listening, daily practices, questioning and workplace document procedures. References Aderson, J.R. (1993). Problem solving and learning. American Psychologist. Berryman, S. (1993). Learning for the workplace. Review of Research in Education. Billett, S. (2002). Critiquing workplace learning discourses: Participation and continuity at work Studies in the Education of Adults 34 (1) pp. 56-67. Billett, S. (2004). Workplace participatory practices: Conceptualizing workplaces as learning environments. Journal of Workplace Learning, 16 (6): 312-324. Ellinger, A. D. (2004). The Concept of Self-Directed Learning and Its Implications for Human Resource Development. Advances in Developing Human Resources, 6(2): 158-177. Eraut, M. (2007). Learning from other people in the workplace, Oxford Review of Education, 33(4): 403-422. Guglielmino, P.J. & Guglielmino, L. M. (2001). Moving towards a distributed learning model based on self-managed learning. S. A. M. Advanced Management Journal, 66(3): 36-43. Smith, P. J. (2003). Workplace Learning and Flexible Delivery. Review of Educational Research, 73(1): 53-88. Read More