Importance of Evaluation for Learning and Development
Disucss about the Developing People and High Performance Organizations like Red Telecom Australia.
In order to upgrade the performance of the organizations, the employees need to be trained and developed. This is in terms of extracting the required labor for fulfilling the identified requirement. This is possible only if the human resources are managed properly. Herein lays the appropriateness of policies, procedures and systems, which enhances the productivity. Planning in this direction proves effective in terms of achieving positive results in helping the employees to adjust within the workplace environment (Dixit & Skeath, 2015). This assignment attempts to shed light on the steps taken by companies like Red Telecom, Australia in terms of enhancing the learning process of the employees.
Organizations like Red Telecom Australia face different kinds of interventions in the process of learning and development. This task becomes easy if the personnel undertake the act of evaluation, which is vital for the achievement of continuous improvement. Maintaining frequency in the act of evaluation helps the personnel in discovering the challenges within the learning and development programs (Gamble & Thompson, 2014). One of the essential challenges is evaluating the effectiveness of training. The common perceptions of this are vague, yet the personnel need to conduct the evaluation for the providing value for money to the investment made by the learners. If the personnel do not follow the evaluation criteria, the complexities would be aggravated.
If the external agents intervene into the evaluation of the organizations like Red Telecom Australia, then the evaluation process gets disrupted. However, if the personnel conduct keen observation of the behavioural changes of the employees, they would be able to provide value for money for the investments made by the learners (Kim & Mauborgne, 2014).
70:20:10 model of learning and development involves the breakdown of the learning methods adopted by the learners. Surveys have been conducted on the learners, which projects the ways and means of learning. 70% responded that they learn from the challenging assignments. 20% think that their learning process is enhanced through the means of developmental relationships. The rest of the 10% are of the opinion that coursework and training have helped them to upgrade their learning. Motivation and realization to do something is the major drive behind the enhancement of learning and development (Ma, Ruan & Zheng, 2018). Herein, adult learning is an innovative concept, which adds an extra feather into the aspect of professionalism. Countering this, experience generates the urge among the adults to learn new things. This is in terms of achieving an escape from a life full of obstacles.
70:20:10 Model of Learning and Development
If the personnel undertake the initiative of training the adults, their preconceived knowledge, skills and expertise would be enriched. However, planning is effective in terms of achieving positive results. Within this, involvement of the experts for levying the training is fruitful in terms of handling the instances of conflicts, discrimination and harassments. Compliance and adherence to the legislations proves advantageous towards averting the differentiation of opinions (Zhang, 2018).
The managers, while offering jobs, need to be competent enough regarding the job roles. Consciousness and rationality is crucial in this direction in terms of ensuring the professional development of the employees. All these aspects even prove true for the team leader, which is specified by the case study of Red Telecom, Australia. Stress, fatigue and frustration were the common expression of the employees upon execution of the allocated duties and responsibilities. This resulted in the mass employee turnover. Restoring to traditionalism was the recommended change (Booth, 2015). This recommendation reflected negligent attitude towards ensuring the competency of the employees regarding the job roles. The data analysis process revealed that the team leaders lacked the essential skills required skills of handling the complaints. Herein lays the necessity of evaluation after data analysis, which helps in aligning the results with the identified and specified objects.
The aim of Red Telecom would be to create supportive workplace environment. For this, the objectives would be:
- 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
Theoretical considerations would be made for shedding light on the aspect of organizational change in the workplace. The Advisory Committee is entrusted with the responsibility of collecting data from the team leaders. This would include survey questionnaires regarding their approach towards dealing with the queries of the team members. Graphical analysis would be carried out for analysing the responses of the team leaders. This would be followed by evaluation for linking the anticipated findings with that of the identified and specified objectives.
Strategies form a central document for systematizing the business activities. The managers need to take the initiative of developing strategies for upgrading the workplace conditions. Within this, learning of the employees attains an important position. The managers need to involve the team leaders in the development of the strategies. This can be done in the form of meetings, discussions and open forums, as these means act as an agent for gaining the differing approaches towards the proposed strategies (Salvatore & Brooker, 2015). Countering this, the employees can be involved in these meetings for gaining an insight into their approaches. This step is crucial, as the services are directed towards the employees.
Training for Employees’ Professional Development
Inclusion of evaluation within the strategies is vital, as it helps in detecting the drawbacks within the services. Maintaining frequency in the execution of evaluation is assistance towards upgrading the standards and quality of the services. Red Telecom Company lacked the step of evaluation, which compelled the personnel to encounter stress and frustration of the employees (Mohamad et al., 2015).
Strategies possess flexibility towards resolving the issue of non-cooperation within the team. Absence of monitoring and handling the complaints aggravates the complexities. This reflects the necessity of assistance from the statutory body of law for averting the illegal instances. This assistance is also beneficial in terms of implementing the proposed strategies. Involving the staffs in the implementation process can be considered as an important step within the strategies. This is in terms of gaining an insight into the specific tastes and preferences of the employees towards the steps taken for altering the business scenario (Kim, 2017).
Change is an inevitable issue within the workplace condition. This is in terms of bringing innovation for the achievement of large scale customer satisfaction. However, strategic approach is needed in terms of dealing the issue efficiently and effectively. Red Telecom encountered communication gaps between the team leaders and the members, projecting the lack of support. Absence of resolution indicated lethargic approach of the team leaders towards providing training to the employees. All these issues necessitated the need for change within the workplace conditions (Porter & Heppelmann, 2014). Herein lays the appropriateness of motivation towards upgrading the standards and quality of the services.
At the initial stage, private counselling sessions needs to be conducted on the employees. This would help the managers to identify the weakness of the employees and the areas, which needs to be changed. After this, experiments would be carried out in terms of assessing the strengths and weakness of the employees. This would help the managers to discover the capabilities of the employees. This assessment, in turn, would be helpful in terms of assigning tasks according to the grasping power of the employees. This assessment is crucial in terms of assigning tasks to the employees (Hobolt & De Vries, 2015).
Experimenting with the tasks enhances the learning of the employees. If the managers hire external agents for providing training to the employees, they are acquainted with the real market scenario. This helps in carrying out the tasks according to the organizational requirements. Absence of this step in Red Telecom resulted in the employee turnover, providing competitive advantage to the contemporary brands. This declined the market position of the company, degrading its reputation.
Effective HR Policies for Organizational Standards
In order to develop the organizational standards, the managers need to introduce effective training programs for the learners. Adopting social media marketing would be beneficial in terms of reaching to large number of clients (Zhang et al., 2018). This would expand the scope and arena of the companies like the Red Telecom. Typical example of this can be online learning classes, which would help the learners to make up their absence during the lectures. The feedback forms can be uploaded in the websites, so that the learners can provide their feedbacks. However, the managers need to assure that the learners get access to the latest trends adopted by the company.
Introducing effective HR policies would generate an urge among the employees for exposing effective performance. The effectiveness of the policies would be reflected from the performance of the employees (Rugman & Verbeke, 2017). Herein lays the appropriateness of motivation, which the senior and the experienced employees need to provide to the junior ones. Within this, assessing the learning needs of the employees is vital. This is in terms of ensuring their professionalism. Catering to the Health and Safety needs of the learners is one of an important aspect in this direction. This is in terms of securing their individual rights. For this, adhering to the legislations is essential. Contacting the Human Rights Commission is important in this direction. Along with this, mention can be made of Equality Act (2010), Data Protection Act (1998), which enables the personnel to maintain the workplace culture (Dixit & Skeath, 2015). External agents also play an important role in helping the personnel to upgrade the internal infrastructure. The employees can be provided with the opportunity to give presentations, which would improve their communication skills.
Conclusion
This report emerges successful in providing an insight into the ways through which the learning process of the employees can be improved. The example of Red Telecom Company acts as a lesson for the businesspersons. Methodology enhances the awareness of the personnel in terms of collecting the responses towards the offered services. Competency is crucial before allocating jobs to the employees. This results in the establishment of stability in the relationship between the employees and the managers. Critical insight relates to the act of evaluation in terms of assessing the effectiveness of the proposed plans. Strategic approach possesses flexibility towards systematizing the activities according to their priority.
References
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Dixit, A.K. & Skeath, S., 2015. Games of Strategy: Fourth International Student Edition. WW Norton & Company.
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Hobolt, S.B. & De Vries, C.E., 2015. Issue entrepreneurship and multiparty competition. Comparative Political Studies, 48(9), pp.1159-1185.
Kim, B., 2017. Innovation Competition and Strategy. In Optimal Control Applications for Operations Strategy (pp. 79-128). Springer, Singapore.
Kim, W.C. & Mauborgne, R.A., 2014. Blue ocean strategy, expanded edition: How to create uncontested market space and make the competition irrelevant. Harvard business review Press.
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Mohamad, N.A., Karami, M., Bajuri, N.H. & Asgharizade, E., 2015. The Relationship among Strategy, Competition and Management Accounting Systems on Organizational Performance. European Online Journal of Natural and Social Sciences, 4(3), p.565.
Porter, M.E. & Heppelmann, J.E., 2014. How smart, connected products are transforming competition. Harvard Business Review, 92(11), pp.64-88.
Rugman, A. & Verbeke, A., 2017. Global corporate strategy and trade policy. Routledge.
Salvatore, D. & Brooker, R.F., 2015. Managerial economics in a global economy. Oxford University Press.
Zhang, Q., Wang, W., Peng, Y., Zhang, J. & Guo, Z., 2018. A game-theoretical model of port competition on intermodal network and pricing strategy. Transportation Research Part E: Logistics and Transportation Review, 114, pp.19-39.
Zhang, R., 2018. Product market competition, competitive strategy, and analyst coverage. Review of Quantitative Finance and Accounting, 50(1), pp.239-260.
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