Organizational Development And Learning For Volunteer Training Program In SPCA Charity Shop

Integrative Perspective of Organizational Learning

Strategies used for Entering the Market

Discuss about the Integrative Perspective of Organizational Learning.

The study should be explaining the organizational development and learning for the training program for the volunteer staff working in the charity shop. SPCA is conducting a training program for the staffing of volunteer in a charity shop. The study should be focusing on the analysis of the two types of strategies for entering the market which should be involving the horizontal and the vertical integration (Clarke and Higgs 2016). The study will be reflecting on the linkage of the L&D strategies with the vertical and horizontal integration of the firm. It is also focusing on the application of the different strategic frameworks which involves the SWOT, PESTLE and Porters Five Forces analysis for the identification of the business strategies.

The study is also describing the context of culture and structure within the firm and it should also be depicting the value added for the training program. It is also influencing the techniques and processes which are used for the identifying and meeting the needs of the L&D needs analysis. It also discusses the KSA requirements for the trainees or the learners and the evaluation of the achievement of the objectives as well (Manolis et al. 2013).It is also focusing on the evaluation of the different learning theories and their application to the design of the L&D solution proposed for the given scenario. The study will also be evaluating the L&D techniques which involve the models like the ROI, ROE and the Kirkpatrick model for responding to the scenario.

SPCA is organized in England in 1824. His is established to prevent the cruelty of animals by the humans. The organizational strategy for SPCA is basically to develop and implement the animal protection laws to fight against the cruelty for animals. They develop the strategy of conducting training programs and develop employees who can be to support the animals and will provide the great and high quality service of protecting the animals against the cruelty of the humans (Manolis et al 2013). They have established a society which will be useful in developing a society which provides them the support and coordination in order to fight against the cruelty of animals. They are actually promoting the safety of the animals that are treated harshly and support the development of the independent shelters (Manolis et al. 2013). They also have the strategy of developing a charity shop where there has been the donation or financial assistance to be given to the firm so that the pet lovers could come and donate for the charity they are making in order to save the animals from harsh and cruel conditions they were in.

The mission statement of the firm is to advance and promote the safety of the different types of animals for the long run.

The vision of the firm is to protect and save the animals mainly the horses and the dogs from the cruelty and living in harsh conditions in order to provide them a safe and secured life in the future.

SPCA should be providing the utter respect, love and emotional kindness to the different animals in order to provide them a cruel free world.

The SWOT analysis is described in order to understand the L&D requirements and it has been depicted below

Strengths

• It is considered as one of the most recognized firm who provides safety and well being to the animals like dogs and carriage horses.
• They provide range of services in order to protect the cruelty of animals which involves the development of the independent shelters, the information networking and implementing national and international programs.
• They have developed a society itself where people from all the corners of the world provides the support and collaboration of how to deal with the issue.

Weakness

• They have not yet got the affiliation with the national organizations as there are most of the people who could not be able to support them.
• They are not globalized fully so they do not enjoy still the global exposure they needed.
• The brand identity is still somewhat poor.

Opportunities

• SPCA has the opportunities to conduct training programs for the employment of volunteers as they want it for expansion of their services all over the world.
• They also try to form strategic alliances and partnerships with the national and the international organizations in order to expand their services and make them globally reputed.
• They also have the educational initiatives to be developed with the recruitment of the volunteers so that they can assist the pet lovers and how to handle the pet and animals present in the society.

Threats

• The threats are coming from the local companies who are competing well now with the development of the firms protecting and fighting against cruelty to animals.
• The threat is also from the attitude and the behavior of the people towards the animals.

Political-The political factor does not influence the L&D requirements of the company. So the political factor is low for this firm to introduce volunteer training program for a charity shop.

Economic- The economic factor is high as the L&D requirements are dependent on the overall budget for the training program introduced for SPCA.

Social- The training program helps in influencing the L&D requirements in a massive way. The volunteer training program will help in promoting awareness among the people living in the society regarding how to behave with the animals (Manolis et al. 2013).  .

Technological- There is the need for the application of innovation in the process and the training equipments for enhancing the learning needs and requirements for the volunteer participated in the training program (Manolis et al. 2013). 

Legal- The legal requirements are need to be made for the conduction of training program for the volunteers in the charity shop introduced by SPCA.

Environmental- The Company should be developing proper environment in order to protect the animals and for making the volunteer to have the training program hassle free within the firm.

Bargaining power of the Suppliers (High) – The bargaining power of the suppliers is high for animal industry. There are certain rules and regulations which are needed to be followed by the suppliers for working well with SPCA. In the animal industry the suppliers are quite less so the owners of the animal welfare firms have to be dependent on them (Manolis et al. 2013).  

Bargaining power of the Buyers (High)- The bargaining power of the pet lovers are very high. They want the needs and demands to be changed and they will be getting the animals in safe and healthy condition (Manolis et al. 2013).   

Applying Strategic Frameworks for Identifying Business Strategies

Threat of Substitute Products (High) – In animal welfare industry the threat of substitute products is quite high. The pet lovers who are not been able to get the right breed of animals for the pets , they could not be able to move to the other firms as this market is still left to be opened up so they have to rely on the premium suppliers and the firms having their business (Manolis et al. 2013). 

Threat of Competitive Rivalry (Medium) – The threat of competitive rivalry is medium. There are not many of the firms who are doing this activity of protecting the animals from cruelty. So the competition is less in this industry.

Threat of New Entrants (Low) – The threat of new entrants has been low for this industry. There are not many firms who can be able to provide this type of animal protection services in the society.

SPCA is the firm which is basically the fall under the category of question mark. It is seen that the market is small but the growth in the market has become huge. There are not so many firms in the market who are doing activities for protecting the animals from cruelty (Illeris 2018). The society is now trying to get involved which is making the growth to be higher in the future.

The horizontal integration is defined as the way of increasing the production of services at the part of the supply chain (Renninger et al. 2014) . The horizontal integration is linked with the L&D practices and this could be achieved through the recruitment and selection, the performance management, reward management as well the succession planning and career development.

There are basically four types of organizational structure which is found and they are depicted below

Power Culture- The power culture is the type of culture where the power lies in few people who are able to take effective decisions for the firm (Illeris 2018). 

Task Culture- this is the formal organizational culture where there is the pyramid or hierarchy with many departments to be taken place.

Person Culture- In this type of culture the individuals are much more concerned with themselves rather than the goals of the organization (Illeris 2018). 

Role Culture- In this type of culture each and every employee in firm has been given the different roles and responsibilities according to their specifications (Illeris 2018).

The value addition for the training program is basically the analysis of the cist or the overall budget required for the training program to be completed. The value proposition could be achieved through different strategies which are depicted below

Context of Culture and Structure within the Firm

Cost Benefit Analysis- This is the analysis of the costs involved in the conduction of the training program and how these costs provide benefits in the long run.

Customer Surveys-The customer survey should include the L&D improved customer satisfaction, repeat customer loyalty and market share of the firm.

The analysis of the L&D needs should be involving the ways like assessment of the employee potential and the understanding of the current and anticipated gaps in the skills and knowledge. So the discussion of the techniques are explained below

Inactive- This is the process of L&D needs analysis where any firm should not be doing the analysis until and unless there are any type of issues to be found out.

Active- This is the type of L&D needs analysis where the analysis is based on the data and the research.

Proactive- In this approach the firm need to seen the benefit they are getting and acts upon it when it arises in the future (Antonacopoulou 2017).

According to this report the firm SPCA should be conducting the volunteer training program on the basis of the data or the information which is created periodically which indicates that they perform the L&D needs analysis on the basis of the qualitative data.

Capabilities- This is achieved through the implementation of KSAs which the trainee need to perform in their roles and responsibilities the firm has given the individual (Sessa and London 2015).

Knowledge- The volunteer performing the training needs to know the technical information, data and information in order to enhance knowledge on the roles and responsibilities and the objectives of the firm SPCA (Sessa and London 2015).

Skills- The trainee need to have proper communication, negotiation and active listening skills in order to perform the activities for SPCA.

Attitude-The trainee need to have good inter-personal skills indicating that the trainee must behave properly. The trainee have the feeling and personal interaction with the customers and the society.  

The three different KSA requirements for the trainee has been depicted below

Gaps Analysis- It is the understanding of the performance gaps between the current capabilities and the desired capabilities in the future (Beech McGill and Brockbank 2017).

Organization- The trainee wants the identification of the goals and objectives through succession planning in the future.

Group level- It is based on the single division or the department which has been showing the performance gaps in their KSA which is the HR department (Antonacopoulou 2017).

Value Added for Training Program

Individual Levels- The trainee also suppose to have more assistance and activities to be reviewed in order to judge the capabilities which is involved with the performance appraisal and the feedback from the customers (Antonacopoulou 2017).

Cognitive- The trainee is applying the cognitive learning style where the trainee is preparing themselves high rigorous thinking so that it should provide them the right values for the activities they are performing (Antonacopoulou 2017).

Social learning- The trainee also adopts the social learning style where they can be able to learn when they communicate and interact with groups or with a team. They should be observing the activities of the members inside a team and will be able to found out their learning needs (Reynolds 2017). The input from the team member is essential for the trainee to learn in a coherent way.

Honey & Mumford, Kolb and Knowles learning styles or theories are used for identifying the learning style the trainee should be needed in order to analyze how they are learning and developing themselves (Baldwin 2016). So the three theories are explained below

There are four stages of learning which an individual need to implement from where the individual could analyze the best approach of learning. So the stages are depicted below

The activists are defined as the individuals who learn by themselves. There are not any individuals who will be guiding and supporting them. They have an open mind and they brainstorm their ideas.

The reflector is the type of learning style where the individuals should be reflecting on others (Willingham Hughes and Dobolyi 2015). This is the style where the people should be learning by the act of others and then thinking about how the individual will learn.

This is the learning style where the individual should be based upon the facts and data for learning. They should be enjoying the models or frameworks o get engaged in the process of learning (Argote and Hora 2017).

In this type of learning style they experiment with the ideas as well the theories they have learnt and after that they think it properly (Argote and Hora 2017).

There are four stages by which an individual should be able to learn and the stages are explained below

Concrete Experience-In this style of learning, the individual should be having a complete new experience (Ford 2014). 

Reflective Observation-This style of learning indicates that any individual should be reflecting on the experience gained.

Abstract Conceptualization-This style of learning involves the conclusion to be made from the experience any individual have it (Argote and Hora 2017).

Active Experimentation-This learning style will involve the individuals to be able to plan out what the individual have learnt it (Argote and Hora 2017).

There are basically 5 stages which an individual needs to go through for the effective learning and the sages are defined below

Self Concept- In this stage an individual should be learning about the evaluation and the planning process of how they will learn (Clarke and Higgs 2016).

Adult learner Experience-The individual should be learning through the experience they will gain for learning.

Orientation to Learning- When any individual matures, the individual should be changing from one of the postponed application of knowledge to the immediate application (Sharma et al. 2017). The orientation of learning changes from one type to the other.

Readiness to learn-The individual will be able to learn when the individuals should be able to perform the social responsibilities they have given.

Motivation to learn- The individual also gets motivated when that individual learn it.

This is a model which is discussing how the individual should be learning and it is comprised of three areas which are depicted below

Affective- The affecting stage involves the attitudes, the beliefs, feelings and the emotions of the individuals. The trainee needs to have the positive attitudes have the beliefs and emotions under control in order to analyze the learning needs they want it.

Psychomotor- The trainee should be adopting the physical skills and doing in order to assess the learning capability.

Cognitive- The trainee should need the knowledge of understanding, the realization and implementation of facts and data by which they can be able to learn and compare their L&D needs with the other trainers associated with this training program in a charity shop for SPCA (Argote and Hora 2017).

According to the scenario of conduction of training program for the volunteer in a charity shop for SPCA, the trainee need to adopt the theorist approach of learning which is proposed for providing the solution to the L&D needs. This indicates that the trainee need to realize the data and study the facts and information before they could be able to learn what they should be doing as the trainee volunteer in a charity shop for SPCA. According to the scenario in the context of the Kolb learning style the trainee has the concrete experience indicating that the trainee is having a completely new experience of taking part as the volunteer in the charity shop for SPCA. In the design of the L&D solution it is important that the individual should have the learning orientation.

There are various methods by which the evaluation of the achievement of the objectives has been done and they are depicted below

Observations- The observations is the method where the trainee should be observed which involve their requirements and the identification of the L&D needs they have it (Cunningham 2017). The observation of how the trainee is performing and assessing hat whether the trainee is understand the roles and responsibilities to be given.

Discussion-It is important that there should be discussion on the learning needs of the trainee which is useful in the organizational development for the trainee.

Feedback from the customers- There is the feedback from the customers’ needs to be taken in order to analyze the learning needs in a proper way as well.

Managers Result- The result from the manager is needed to be analyzed for the trainee to indicate that whether the requirements are fulfilled or not for the trainee (Dixon 2017).

Performance Data- There is the need of the analysis of the performance data for the analysis of the feasibility of the learning needs of the trainee.

Benchmarking- The benchmarking is the process for analyzing the training needs and requirements for the new trainee involved in the training program for SPCA in a charity shop (Antonacopoulou 2017).

New regulations- The new regulations should be identified and it should be communicated to the trainee for the analysis of the learning needs.

According to the scenario, I consider the most appropriate should be the observations, feedback from the customers and benchmarking. The observations help the trainee to learn and apply themselves properly for achievement of the objectives of the training program initiated by SPCA. The feedback from the customers is useful for the trainee to identify their weakness and strengths they have it. The benchmarking method or the approach is useful in comparing the learning needs the trainee have with the predefined needs of the training program set by SPCA.

According to the Kirk Patrick model there have been five levels by which the training needs and analysis will be evaluated for the trainee in this study. So the five levels have been depicted according to the L&D needs analysis and evaluation.

The trainee has liked the training program on what they are involved with. They should be planning to work in a charity shop for SPCA in order to protect the animals from harsh conditions and fighting against cruelty to animals. They plan to improve on their knowledge and skills further in order to excel their professional career.

SPCA: Overview and Mission

The trainee has improved on the communication, problem solving and the negotiation skills after the training program has been implemented by SPCA. They have gained the knowledge of how to deal with the animals and understood the shared values and beliefs of the customers and act according to their requirements as well (Rafiq 2015). They have gained positive attitude and the motivation to work in a dedicated manner and resolving the issues of the customers.

The participants have been changed their behavior on the job based on what they have learnt from the training program conducted by SPCA for a charity shop. The trainees have been realized the values and beliefs regarding the charity.

The change in behavior has positively affected the organization as the trainee could be able to understand what their needs are. This is helping the organization to evaluate their areas of improvement which is actually making it possible for the organizational revenue to be enhanced and the sustainability could be achieved as well (Rafiq 2015).

The training program which is conducted is worth of the cost or the budget estimated for the implementation of this training program.

It is observed from the analysis of the Kirk Patrick model that the L&D solution which is proposed for the scenario is worth of the cost and this is matching with the overall budget of the training program.

Conclusion

The study is evident that the training program conducted by SPCA is worth of the return on investment made by the firm. The training program has been successfully accomplished and it is providing value to the investment done for the conduction of this training program.

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