Coordinate creation of learning opportunities Coordinate

Assignment Detail:- BSBHRM523 Coordinate the Learning and Development of Teams and Individuals Learning Outcome 1: Coordinate creation of learning opportunities Coordinate learningLearning Outcome 2: Monitor and improve learning effectiveness Assessment Plan Assessments for this unit have been developed by taking into account assessment guidelines as provided in the training package and evidence requirements stipulated in this unit of competency- Assessment is an ongoing process of gathering evidence to determine what each student/learner knows, understands and can do in order to inform teaching and support learning of the intended curriculum- The purposes of this assessment are; To collect evidences that demonstrate competency in the performance criteria of the unit and satisfy skill, knowledge and employability skills requirements To provide feedback to the learners/trainees indicating the areas of improvement and professional development To measure the effectiveness of the delivery plan and evaluate the learning outcomes The required assessment criteria are provided in each assessment task for learner's information- Assessment Method Assessment in this unit is based on assessment and evidence guidelines provided in the unit of competency and the training package- The evidence is generated through summative assessment tasks- However, the role of Formative Parts is crucial in developing the required skills and knowledge in completing the summative tasks- Formative tasks enable the trainers to evaluate their own delivery and adjust their facilitation based on the outcomes from these tasks- The role of formative assessments is to improve learning and adapt to student needs- These tasks and activities usually take place throughout the unit and planned in accordance with the summative assessment plan/schedule- The formative tasks are generally referred to as "Portfolio" tasks- Portfolio is a collection of all the formative tasks completed during the learning sessions- The portfolio can be used by students as an evidence of participation or example of work completed as part of their learning- Description: Tesco is the largest British retailer and is also the world's third largest grocery retailer with outlets across Europe, USA and Asia- The business began in 1919 with one man, Jack Cohen, selling groceries from a stall in the East End of London- In the UK Tesco has over 2,200 stores ranging from the large Extra hypermarket style stores to small Tesco Express high street outlets- From one man and a stall, Tesco now has approximately 280,000 employees in the UK and over 460,000 worldwide- To serve its widening markets it needs flexible and well-trained staff that can recognise the needs of the customer- You will be analysing a TESCO case study "How training and development Supports Business Growth" for this assessment task -Case Study Source: Times 100 Business Case Studies-- This case study looks at how Tesco provides training and development opportunities for its employees- The complete case study is provided separately- Ensure that you receive a copy from your trainer/assessor- This task must be completed during a designated session in presence of a trainer/assessor- Read the attached case -Case Study: "TESCO: How training and development Supports Business Growth"- andanswer the following questions; Explain the difference between training and development- How have changes in customer expectations affected Tesco and its need to train staff????List the methods of training carried out by Tesco- Describe how training needs are identified-Analyse Tesco's method of developing its employees- Consider the strengths and weaknesses of such a programme-Evaluate the benefits for Tesco in providing a structured training programme- To what extent do you think the training has achieved a Return on Investment???? Assessment Part 2: Develop Learning Strategies for a Workplace Description: Peter Senge -1994- defined the learning organisations as, "organisations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learntogether"- For such learning to take place organisations need to establish a workplace which is conducive to learning and encourage a culture of collaboration and shared learning at all levels- In this assessment task, you will assume the role of a training office in a growing organisation that has recognised the need to create a learning culture and facilitate development opportunities to its employees- You may use you current or past workplace as a model to create a real-life context- Alternatively, you may choose a sample organisation for the task- You task would be to develop strategies to ensure that learning opportunities across the organisation are identified and addressed through a systematic learning program- Work completed in this assessment task will provide inputs into following tasks in this unit and the students are advised to retain copies of their works for reference- In order to develop strategies, you will need to first develop organisational learning goals and objectives- In this assessment task, you will; Develop organisational learning goals and objectives -SMART-Develop strategies to realise the objectivesDevelop a policy and a procedure that sets the guidelines for implementing the strategies -Note: ensure that your policy and procedure include options for professional development and training of staff-Explain how the strategies will help achieve organisational learning goals and objectives and contribute to the development of appropriate workplace knowledge, skills and attitudes Ideally, you will complete this assessment task concurrently with learning sessions where you will develop the required knowledge and skills to complete this task- Assessment schedule can be adjusted by the trainers/assessors to align with class room learning and to allow the student to practice prior to undertaking this task- Assessment Part 3:In this assessment task, you will assume the same role as one you used in Assessment Part2 -you may also use your current or a future target job role as an example- and identify professional development needs for yourself; Analyse skills and knowledge required for the job role -current or targeted-Identify and analyse own strengths, weaknesses, opportunities and threatsIdentify gaps in skill and knowledgeDevelop short and long-term professional development goals Assessment Part 4:Project: Develop a Learning PlanDescription: A learning plan is a way of documenting planned and agreed staff development of individuals and teams- It may be called different things in different workplaces, such as a professional development plan, a staff development plan or a group development plan- A learning plan matches specific learning opportunities with identified needs and the names of groups or individuals who will undertake the learning From an organisational perspective, a professional development -PD- plan for staffs takes account oforganisation's current and future workforce and skill needs- This assessment task will require a team of two -2- students who will develop a learning plan for each other based on the PD need analysis conducted in Assessment Part3- You will need to develop the plan within an organisational context, where the learning plan aligns with organisational goals -Assessment Part2- and relevant to both individual and team development- An individual learning plan -sometimes called a professional development plan or PDP- is likely to be based on: Life and career goalsThe current work situationThe organisation's goalsA strategy to achieve personal and organisational goals The individual staff member in consultation with their supervisor will usually develop this plan- To provide the real-life context, two team members will each play the role of the employee and the supervisor- Teams could be swapped for different roles to minimise repetition and overlapping of ideas- The project should ideally commence in the 6-7 week of the term following the completion of Assessment Part3- Each student will complete this assessment in the role of a supervisor and help develop a learning plan for the employee- Your project tasks will involve; PD Meeting: Set up a PD meeting with your staff member -role-play-Review staff PD need analysisIdentify learning and training needsDevelop strategies to achieve personal and/or professional goalsAn action plan to implement the strategiesRequired resources -e-g- training providers, mentor etc--Key tasks and priorities An explanation of how the PD activities will help achieve organisational goalsAn explanation of how the PD activities will help improve team performance While most of the inputs for the plan will come from the team meetings, you, as supervisor will prepare the plan for the staff member -Role-play-- In effect, each team member will be preparing a learning plan for the other in a supervisory role- You will need to develop the professional development plan within an organisational context; e-g- one used in Assessment Part2 as well as the need analysis completed in Assessment Part 3- The idea is to align personal, team and organisational objectives in the plan- The plan should be word processed and written in a formal style using an appropriate structure -headings, sub- headings etc--- The plan should state who it is for -your team member- and who has prepare it -yourself-- Follow Up Meeting: Once you have completed the plan, you will need to arrange another meeting with your team member and present the plan to them- Based on the discussion; Explain the purpose, objectives and contents of the planExplain the learning and training solutions suggested, including external training providersExplain the time frame and expected outcomesExplain the benefits to the team memberAmend plan if needed according to staff member's preferences and suggestionsExplain plan monitoring process to ensure continuous support Activity 1: TESCO CASE Q1- Explain the difference between training and development- How have changes in customer expectations affected Tesco and its need to train staff???? Q2- List the methods of training carried out by Tesco- Describe how training needs are identified- Q3- Analyse Tesco's method of developing its employees- Consider the strengths and weaknesses of such a programme- Q4- Evaluate the benefits for Tesco in providing a structured training programme- To what extent do you think the training has achieved a Return on Investment???? How training and development supports business growth Attachment:- Learning and Development of Teams-rar




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