Assignment 3: Proposal Video Presentation
Running head: PROPOSAL 1
PROPOSAL 4
Proposal for Organizational Learning Issues
Penny Williams
HRM 562: Developing a Learning Organization
Dr. Allan Beck
August 26, 2019
Proposal for Organizational Learning Issues
All firms tend to face a wide range of challenges. These challenges hinder the effective delivery of services and objectives. In the organization transition management, some specific concerns in ABC Company have risen threatening the existential integrity of the organization. It is important to note that all firms have goals that determine the courses of their operations. It is also critical to observe that within the organization and among the different ranks of the workers in ABC there are different levels of understanding when it comes to the organizational goals. A good example to illustrate this disparity is the fact that the executives and the top management may understand or have a clear sight of the destination while the junior workers have a hazy blurred sight of the target. In fact, some might not even goals at all. As a result, these workers will operate like rudderless ships and consequently there is a loss of focus and poor productivity in general (Cameron & Green, 2017).
Secondly, different firms have different training systems tasked with the primary role of preparing the workers to tackle their tasks and enhance the achievement of the firm’s objectives r goals. In the case of ABC Company, it is vividly clear that the organization has a sophisticated training system that is preventing the firm from achieving human resource demands. In such circumstances, employees and staff fail to come to terms with the goals of training that the organization is championing for. This has had a tremendous impact on the quality of production. Finally, the is the lack of teamwork amongst workers. This is further fueled by the lack of understanding the importance as well as the value of teamwork which presents a concern with the best interest of the organization at heart. For ABC to develop and serve the proper functions and goals that are set out to be achieved, there must be an assessment of the concerns addressed to set up an avenue for better and prosperous organizational future.
With regard to the issues raised, it is recommended that the organization pioneers and invests in helping its workers understand the organizational goals of the workers across the different ranks. Most importantly the junior workers must show a clear understanding of the direction that the organization is striving to take as well as a pre-conceived destination or direction. The best approach to accomplish this is to improve communication channels and standards among the leaders of the firm and the employees. When leaders create a communication barrier between the administration and the workers which can be characterized as a one-way communication or a top to bottom type of communication, it becomes difficult for the provision of the reverse type of communication. This means that the workers fail to understand the goals of the organization. Therefore, the establishment of an elaborate training regime is not the most critical approach for training at ABC. It is important that a simple, accurate and straightforward learning approach is created that will align with the organizations goals to achieve the human resource needs. Lastly there is need for the establishment of a teamwork environment that is necessary for the organization as it approaches the future. Through this approach all the workers will be appraised and receive credit where it is required and for high performance within the firm. This also means that the workers will be expected to share the losses or blame for undesirable outcomes. Teamwork will, therefore, be a pillar where the employees refocus their strengths and encourage each other through peer learning.
Project Background
The case shows a disconnected culture and learning environment within the ABC Company. An understanding from the three mystifications shows that the issues at hand within the organization arise from diverse points and are complex in nature. As much as the criticality of this fact is appreciated, it is evident that most prominent contributors to this problem includes the split between the visionaries of the organization and the doubters. While change has become imminent in the current business environment people tend to agree on the need to have changed within this firm. However, there is a dynamic shift between those that perceive change as fathomable or achievable. Majority of the visionaries are etched on the idea that change is inevitable. Doubters, on the other hand, are etched on the idea that change is a requirement rather than a necessity and hence evident skepticism. This massive divide has proved for the organization that it is almost impossible to achieve the desired change. Santos-Vijande et al. (2014) argue that if contradictory viewpoints persist within an organization it becomes difficult to realize or achieve change.
The firm's current direction and approach to the learning are etched on utilization of the internally educated and trained personnel within the human resource management. The firm has in place systems where they try to prepare the workers with specific skill sets that are perceived significant for the different job descriptions. This approach comes with the advantage of the cost burden being lifted from the organization. The approach appears to be attractive to an organization there is in need to maintain a culture from the generation of workers to the next. It is notable that the use of internally prepared trainers is important because it helps in the creation of an environment where the workers achieve the best training program. It is arguable that the workers will achieve the best outcomes from such training program with their fellow workers. It is however notable that there is a disadvantage associated with this approach considering that it prevents the organization from effectively moving away from a given culture and adopting another. With the current practice there is an increasing desire for the culture to change and pave way for a new culture.
Project Goals and Methodology
Critique
The issues affecting the learning system within ABC are best addressed by the online or external OLM. This choice requires a thorough assessment of the advantages and weaknesses of the solution. One notable advantage of this approach is use of qualified personnel within the field. Considering the nature of the challenges that the firm faces, it has become important that individuals who have personnel and trained trainers will effectively address the needs of the firm (Chatwin & Ackers, 2018). Another advantage is that the firm will be endowed with full time access to experts in the field. There are however some issues from the application of this principle approach. Firstly, the approach is expensive considering that the hiring of the experts requires money. At a time when the cost of business is on the increase, firms are looking out for the reduction of the overhead costs while maintaining peak production. Another challenge is preserving the value of the firm. By outsourcing training and experts, it is possible that foreign values are introduced which cannot be said to be in sync with the firm's values (Chatwin & Ackers, 2018).
Hindrance
Effective learning is the primary aim of the entire process within the firm. However, some hindrances can be recorded considering that the primary issue that has prevented effective learning in the firm is failure. While it is essential to align the needs of training within the firm and the objectives, it has become necessary to make sure that the training model is aligned with the goals of the firm.
Recommendation
The firm's management must refocus on prioritizing workers rather than the interests and profitability of the organization. Currently the administration has enough benefits on the part of the organization ahead of the interests. There I need for a change approach especially when the organization is considering the interests of the employees and providing training services that have the attention of the workers.
Talent Management
Talent management can be defined as not only a profitable venture of retaining skilled and passionate workers but also a long-term investment on the part of the organization. Several strategies are advanced in this scenario; firstly, provision of freedom and little control over the worker. This provides the workers with enough time and space to exercise their creative power. Another strategy advanced is creation of a healthy competitive environment. This means creating an environment where the workers will desire and strive to achieve even better in their undertakings (Waheed et al., 2017).
High-Resistance Risks
The transition advanced is complicated. There are however two risks identified; the first is resistance to change. There are many reasons why workers resist change. One of the reasons is the uncertainty of the future. When the firm is planning a transition, it must have in heart that there is a possibility of a rebellion. The second-high risk to the transition is financial challenges. It is inevitable that the changes in training, for instance, must incur additional funds than the budgeted within the year. “Financial planning, including the creation of a comprehensive budget, would be the best way to plan for the financial needs of the project and in the end, avoid financial risks that may arise” (Waheed et al., 2017).
After-Action Review (AAR)
After the action review process is a critical aspect of the effective transition. This is because it provides the firm and the management an opportunity to determine the best course of action and the most suitable. The first approach is considering the impact of transition on efficiency or effectiveness of the workers. The change must also reflect positively on the firm's productivity. Secondly it is essential to take on the effect of transitioning on the psychology of the workers. How the workers are prepared to work than before or are they discouraged. These essential elements provide critical insight into the firm’s future and action implementation (Hayes, 2018).
Recommended Training Approach
The ABC case shows that a need-based approach should be implemented within the firm based on the needs and circumstances of the firm. The organization needs to ensure that the training approach provides a tailored solution to the unique needs of the workers. This choice is etched on the different understanding of the operations of the organization and the goals of the firm (Hayes, 2018).
References
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Chatwin, J., & Ackers, L. (2018). Organizational barriers to the facilitation of overseas volunteering and training placements in the NHS. BMC health services research, 18(1), 69.
Hayes, J. (2018). The theory and practice of change management. Palgrave.
Santos-Vijande, M. L., López-Sánchez, J. Á., & Trespalacios, J. A. (2012). How Organizational Learning Affects a Firm's Flexibility, Competitive Strategy, And Performance. Journal of Business Research, 65(8), 1079-1089.
Waheed, M. S., Mustapha, N., & Hadi, N. U. (2017). Understanding Diversity of Outcomes in Organizational Training: A Literature-based View. Mediterranean Journal of Social Sciences, 8(3), 123-131.