assignment Leadership & Management

Assessor Initials

Authentic

Valid

Reliable

Current

Sufficient

Estimated Time

15 Minutes

Objective

To provide you with an opportunity to identify potential formal and informal learning opportunities.

Activity

Individually or in pairs, complete the following questions;

What is the difference between training and learning?

Training is a passive, stop/start process that relies on the external environment and will not succeed if it is not implemented as soon as the need for training is identified due to the fact that it is not applied.

Conversely, learning is an active and internally driven process that is relevant because the knowledge is continuous and often transferrable across a variety of situations.Just because an individual is trained, it does not necessarily mean that they have learned anything unless they have gained experience utilising the skills and knowledge learned.

What is the difference between formal learning, non-formal and informal learning?

Formal Learning

In a formal learning environment your training and learning department set the goals and objectives (Coffer 2000).

Informal Learning

Informal learning means that the learner sets the goals and objectives (Coffer 2000).

Non-formal Learning

Non-formal learning is when goals and objectives are set by people from within the organisation, but from a different department.

What is the difference between incidental and intentional learning?What do they refer to?

Both intentional and incidental learning refer to the intent to learn.They mean:

Intentional Learning

An intentional learning environment has a self directed purpose in that it has goals and objectives on what and/or how to learn (Good & Brophy, 1990).

Incidental Learning

Incidental learning occurs when the learner picks up something from someone else in the learning environment (Good & Brophy, 1990).This type of learning is often ignored by trainers, which is not really recommended.Incidental learning is important because it can lead to learning that can motivate other learning.For instance you teach your administrative assistant a new software function.

What is a learning organisation?Using Peter Senge’s The Fifth Discipline outline your definition.

Peter Senge (1990) defines a learning organisation “as a group of people who are continually enhancing their capabilities to create what they want to create.”In systems thinking, you need to make connections and through those connections you start building more connections and realise that feedback mechanisms build onto your learning.

People with personal mastery want to learn and this learning gives them purpose to reflect on their beliefs and test and share them so that they know where they are going through team building and learning processes.

Briefly explain what a learning opportunity is.

A learning opportunity is a situation where you are able to reach outcomes by taking advantage of opportunities, and make sure that we can strive ahead and learn that performance can exceed expectations so that we can repeat it.

Estimated Time

25 Minutes

Objective

To provide you with an opportunity to identify learning needs of individuals in relation to the needs of the team and/or enterprise and available learning opportunities.

Activity and Case Study

Individually or in pairs, complete the following questions;

Explain what this diagram means in terms of a learning needs analysis.

A gap analysis is completed.The worker needs intermediate computing skills, but only has beginner computing skills.For the worker to reach the distance between current skill level and the future desired skilled, they need to participate in training where learning must take place.

What are the three elements you need to consider before you start a LNA?

· The skills required to carry out the analysis

· The needs of the stakeholders that you are doing the analysis on

· The size and scope of the analysis

Design a skill audit document for your team.Use your team or your work team to assist you by asking the following questions.If you are addressing this question as a part of the class as your team.Your goal will be to determine what skills are required to perform a learning needs analysis?

· What jobs are currently being performed?

· The number of individuals performing each job.

· What are the reporting relationships of the jobs?

· How important is each job?

· What jobs will be required to meet the needs of future organisational strategies?

· What are the characteristics of anticipated jobs?

Estimated Time

30 Minutes

Objective

To provide you with an opportunity to develop and implement learning plans as an integral part of individual and team performance plans.

Activity

Individually or in pairs, complete the following questions;

Develop a learning plan.

Learning plans are developed for reasons such as self development.Develop a learning plan that ensures that your current learning is relevant in achieving your current and future desired competences.When you discussed this topic with the Human Resource department, they asked for you to send them a copy, so that the learning plan could be used by the organisation as a whole.This means that you will not only need to consider your needs, but also the needs of the organisation as a whole.

The learning plan must cover:

Step One – Who are the learners?

Use your Learning Needs Analysis outcomes to identify who your learners are.The skills, competences and knowledge may be similar or they may be completely different.

Step Two – What do they need to learn?

Learning needs of the audience should be identified in the LNA.Be clear on what skills, knowledge and competences they should learn.

Step Three – When do they need to learn it?

The learning required may vary according to when the skills, competence and knowledge are required.For example, one learner requires to learn how to read and understand the budget, while procedures for finalising the project would need to be learnt at closer to the end of the project.This means that you would prioritise this individuals training in the following manner:

1. Budget analysis

1. Finalising the project

Step Four – Who will facilitate the learning?

The answer to this will vary according to method of learning or training you choose.For example; your organisation may offer individuals the opportunity to complete a Diploma or Certificate in Project Management.Conversely, if the organisation has experienced personnel, they may be allocated as a Mentor or coach.

Step Five – How long will the learning take?

The timeline for learning will vary according to the needs of the organisation and in most cases be quite clear.The training and/or learning will vary according to the budget that has been allocated to the individual/team and/or department.You should also indicate the timeframe required to complete the learning sessions

Step Six – How will learning be measured?

Tools and/or methods should be identified and utilised to measure whether the training has met its goals.

Step Seven – What resources will you need during the learning process?

The resources required will vary according to the learning needed.Resources caninclude: space, equipment and materials etc.

Step Eight – What learning methods will you be using?

When you consider the learning methods, you should also consider the learners learning style.To learning your learning style, go to LdPride.net to find out which learning style applies to you.The URL Address is: http://www.ldpride.net/learning-style-test.html and will take two minutes to complete.

Step Nine – Decide how learning will continue for new employees

If employing new employees is part of meeting future needs, you should decide whether the new employees will have the skills required when they start or will they learn the skills after they start their employment.

Step Ten – Determine how ongoing learning is supported

What ongoing support should the staff be provided with and how long should they get this support?

Estimated Time

15 Minutes

Objective

To provide you with an opportunity to Develop strategies to ensure that learning plans reflect the diversity of needs.

Activity

Individually or in pairs, complete the following questions;

Using the learning plan that you completed in Activity 1.3.1, explain how you have considered how the learning plans reflects the diversity of needs.

In this activity, you may choose to redesign your learning plan to demonstrate how the learners diversity of needs are considered or you use your learning plan to discuss what improvements you could make to reflect the diversity of needs.

The learning plan or discussion must reflect changes to reflect the diversity that may be found in a workplace including:

· Making sure that no discrimination is identified in the learning plan or discussion

· That Equal Employment Opportunity is demonstrated.

· That no stereotyping occurs

· That no reference to cultural or social discrimination arises

· That learning styles are considered and various ways in which to engage the stakeholders is demonstrated

· That appropriate verbal and body language (if appropriate) is demonstrated.

· That the appropriate questioning technique is used

Estimated Time

20 Minutes

Objective

To provide you with an opportunity to ensure organisational procedures maximise individual and team access to, and participation in, learning opportunities.

Activity and discussion

Individually or in pairs, complete the following questions;

Why is it important for you to have access to information in the workplace?

· Legal obligation under WHS law, in relation to WHS.If I am unable to provide or give access to information and another team member is injured due to lack of information, I could be held liable for breach of my duty of care.

· So I can do my job correctly, perform tasks productivelyand meet my goals

Class discussion

Do you believe that change is important in today’s society and should also be addressed in the learning environment?

During the discussion, take notes in the area provided below of points that you consider important.

Suggested topics

· Diversity

· Law

· Cultural discrimination

· Racial discrimination

· In teams

Estimated Time

45 Minutes

Objective

To provide you with an opportunity to ensure effective liaison occurs with training and development specialists and contributes to learning opportunities which enhance individual, team and organisational performance.

Activity

Individually or in pairs, complete the following questions;

Using this diagram, defined the role of training and development in the workplace.Give examples of each.

Business should be built on a learning culture that is responsive to the changes and challenges that may either have a negative impact on the business.Teams should be given the tools such as knowledge and skills to be confident (empowered) to respond to the training to either become a benchmark or aspire to reach a benchmark in service, quality and business excellence whereby other organisations aspire to emulate your business success.

What are the differences between external and internal providers?Give an example of each to demonstrate these differences.

An external provider such as an RTO provides learning and development to staff, whereas an internal provider such as a HR Manager works within the organisation.

Research

Research the advantages and disadvantages of external and internal providers.The advantages and disadvantages should vary from the ones that have already been provided. If you had a large budget, which provider would you use and why?

Internal Provider

External Provider

The learner may choose either or not one at all.Some will quote neither as I may not have sufficient information to make a choice.

The aim is to ensure that the learner can justify why they chose the provider that they did.

Estimated Time

40 Minutes

Objective

To provide you with an opportunity to develop strategies to ensure that workplace learning opportunities are used and that team members are encouraged to share their skills and knowledge to encourage a learning culture within the team.

Activity

Individually or in pairs, complete the following questions;

What role does information have in encouraging a learning culture?

Information provides adults with the knowledge and skills to take informative decisions and make the correct decisions in response to market pressures.

One strategy to overcome the barrier to learning is to motivate learners. What impact does this have on a learning culture?As a manager, what can you do to motivate the learner?

If learners are not motivated then they will be slow to change, will not know how to respond to the change due to lack of skills and knowledge and this will lose the organisation its competitive edge.

To motivate the learner, you could improve the recognition of the learners skills, work with learners to give them choices in learning, provide a buddy system and link incentive schemes to learning participation and achievement.

What are the differences between skills, knowledge and attitudes?

http://www.referenceforbusiness.com/management/Tr-Z/Training-Delivery-Methods.html

There are many learning opportunities that you can offer your team.List three types of learning opportunities and give examples of a time that you may use them.

· Lecture method – when you have a group that needs to learn the same information at the same time

· Discussion method- informal discussion asking the learner for feedback and ask if they have any questions.

· E-learning- set objectives and allow learner to work when they have chance or set times for learning during the day.

· Simulations

· Equipment Simulators – learn how to use a piece of equipment before having hands on experience

· Business games- Interactive game to learn how to keep work area safe.

· In-basket technique-to learn how to respond to changes to market trends

· Case study- give learners real life scenarios they can learn and transfer to their workplace

· Role play

· Behaviour Modelling

· On the job training

· Job-instruction technique (JIT) – Learn new skills through experience and refining experience until learning is complete.

· Apprenticeship – So new employee learns the skills to perform their job correctly and safely

· Coaching- provide support until goal is attained.

· Mentoring - provide ongoing support an feedback until required skill is learnt

Estimated Time

20 Minutes

Objective

To provide you with an opportunity to Implement organisational procedures to ensure workplace learning opportunities contribute to the development of appropriate workplace knowledge, skills and attitudes.

Activity

Individually or in pairs, complete the following questions;

What is competency based training?

Competency-based assessment (CBA) is commonly a part of competency-based training and forms the basis of the Vocational Education and Training (VET) system in Australia.

When you make an assessment under CBA, you are gathering information to obtain evidence that the learner has the appropriate skills and knowledge to be competent.

What methods can you use to demonstrate that an employee is competent?

· Observation in the workplace;

· Practical demonstration and questioning;

· Projects

· Simulations and role plays. and

· Written tests and essays (Education Network Australia 1998, p.2.)

Use one of the methods to explain validity, reliability, fairness and flexibility.

To demonstrate the skill of using a computer, for instance to be valid, the learner should perform a number of tasks to show that they have the ability to perform them.

The same tasks should be performed a few times to make sure that they are reliable and are consistent over time.

All learners should be treated equally and no favouritism is allowed.

Assessment may take place any agreed location with the learner.

Estimated Time

15 Minutes

Objective

To provide you with an opportunity to share the benefits of learning with others in the team and organisation.

Activity

Individually or in pairs, complete the following questions;

Use the three elements of Etienne Wenger’s Communities of practice to explain how sharing the benefits of learning are and how it occurs.

The domain is a group that has a connection with another group such as the sales department having a connection with the purchasing department. The community’s relationship is built on the transfer of information in terms of the orders being made and managements planning in regards to receiving the goods. If there is a variation in delivery, then the department sales department advises the purchasing department. Based on these variations, newer staff learns from older staff how to address these variations.

The learning is shared between the communities and the information is used so that staff can be responsive to skills and knowledge already known. The team grows individual experience is learnt because learners have better access to knowledge and expertise.

Estimated Time

15 Minutes

Objective

To provide you with an opportunity to recognise workplace achievement by timely and appropriate recognition, feedback and rewards.

Activity

Individually or in pairs, complete the following questions;

What is the aim of expectancy of motivation?

Expectancy theory offers that individuals are motivated by options that meet their need, so that the more important the need the more they will be motivated. The value of the motivation will be influenced by the value that the individual places on the reward.

Miriam, the new HR Manager has approached you are recommended that the company put in place monthly awards for the manufacturing team who select staff based on their performance.What would your response be?

This idea will not work as, recognition must be offered to all staff or it will not work as the other departments may come to be threatened by the recognition.This will have a negative impact on morale

The use of the term ‘select’ will be viewed as favouritism.

What is the importance of effective feedback?What are some practices that you can learn to enhance feedback?

Feedback is more effective the closer it is to the event as it encourages positive behaviour when you acknowledge learners efforts.When you are trying to build morale, offering feedback and recognition can build confidence and motivate the employee.Waiting too long to give feedback shall minimise the impact of the feedback and will not reinforce the behaviour.

Make a habit of sharing feedback and acknowledging the effort that by rewarding the employee appropriately.

Estimated Time

30 Minutes

Objective

To provide you with an opportunity to Use strategies to ensure that team and individual learning performance is monitored to determine the type and extent of any additional work-based support required, and any Work Health and Safety (WHS) issues.

Activity

Individually or in pairs, complete the following questions;

Choose a process that you are familiar with and design a tool to measure the level of learning that a learner received when you trained them.You can find the tool in Appendix Two.In your tool you need to complete the following activities.

Part A

1. Transfer of learning

For this activity, you need to determine how the employee can demonstrate that they learner has been trained.

2. Knowledge, expertise and competence to be developed

What skills, expertise and competence must the learner demonstrate has been developed

3. Learning Methods and Styles

Change initiatives and their importance require that you ensure that you use a learning method appropriate for the Visual, Kinaesthetic and Auditory Styles.Under each style recommend a learning method and why you have chosen each.

4. Problem Solving

What should be done if the learner does not demonstrate learning?

Part B

Once you have completed this form, use Appendix Three to develop a basic instrument that you can use to ensure that learning has taken place.(The Organisational Skills Audit, p.15 and the Competency Rating Scale, p.17-18 can assist you in designing the document).

Estimated Time

20 Minutes

Objective

To provide you with an opportunity to use feedback from individuals and teams to identify and introduce improvements in future learning arrangements.

Activity

Individually or in pairs, complete the following questions;

Using the space in Appendix Four, design a feedback form based on the Learning Measuring Tool that you developed in Appendix Three.The aim of this form is to determine whether the learner believes that they have received the same level of learning as indicated on Appendix Three.If not, why?

How long would you wait after learning to ask for feedback?Why?

Feedback should be immediate.However, this may vary if your feedback form requires learners to determine how much information they learnt has been transferred back to the workplace.

Is this a formal form of feedback or an informal form of feedback?

Formal

What should you do if you obtain negative feedback?

Find ways in which to improve learning in the areas identified.Negative feedback should be considered as a way to improve.

Estimated Time

30 Minutes

Objective

To provide you with an opportunity to make adjustments, negotiated with training and development specialists, for improvements to the efficiency and effectiveness of learning.

Activity

Individually or in pairs, complete the following questions;

Research

Develop an individual performance plan for yourself.In the plan, consider your own goals, and the ways in which you can improve your performance.

Research the internet to find samples of performance plans and use one that you believe is appropriate to you.If you do not believe that any suit your purposes, design your own.

Based on the Individual performance plan that you have developed, identify the specialists that you should consult about your goals (You must choose at least three specialists)

This answer must be appropriate to the individual performance plan that you have developed.

Estimated Time

15 Minutes

Objective

To provide you with an opportunity to use processes to ensure that records and reports of competency are documented and maintained within the organisation's systems and procedures to inform future planning.

Activity

Individually or in pairs, complete the following questions;

Why is it important to take a record of training?

It is a requirement of Law under the OHS Act S16(1)(e) to provide training and under Section 5 (b) for your organisation to maintain appropriate information and records relating to the employees health and safety.

What should the records include?

Records pertaining to learning and training should include that:

· The learner is consistently competent in OHS issues

· The date and who performed the assessment

· The training received

· How the learner was monitored

· Any continuous improvement processes that arose from the training

· The qualifications and experience of the trainer/coach or mentor

Estimated Time

90 Minutes

Objective

To provide you with an opportunity to demonstrate your knowledge of the required skills, knowledge and critical aspects of assessment.

Activity

Complete the following individually and attach your completed work to your workbook.

The answers to the following questions will enable you to demonstrate your knowledge of:

· Learning

· Reading

· Writing

· Oral Communication

· Navigate the world of work

· Interact with others

· Get the work done

· Explain how management of relationships can achieve a learning environment

· Identify principles and techniques involved in the management and organisation of:

· adult learning

· coaching and mentoring

· consultation and communication

· improvement strategies

· leadership

· learning environment and learning culture

· monitoring and reviewing workplace learning

· problem identification and resolution

· record keeping and management methods

· structured learning

· work-based learning

Answer each question in as much detail as possible, considering your organisational requirements for each one.

Develop a strategy for promoting and monitoring learning. You should include:

· Developing learning plans.

· Establishing a workplace which is conducive to learning.

· Evaluating the effectiveness of learning.

· Identifying learning needs.

· Negotiating learning arrangements with training and development specialists.

· Selecting and using work activities to create learning opportunities.

· Using coaching and mentoring to support learning.

· Use processes to ensure that records and reports of competency are documented and maintained within the organisation's systems and procedures to inform future planning.

All answers will vary from one learner to another

Estimated Time

1 Hour

Objective

To provide you with an opportunity to demonstrate your knowledge of the entire unit.

Activity

This is a major activity – you should let the learner’s know whether they will complete it during class or in their own time.

They must individually, complete the following in full to show their competency of each element:

1. Create learning opportunities

2. Facilitate and promote learning

3. Monitor and improve learning effectiveness

1. Describe what you can do to create learning opportunities at work.

Information should be provided on:

· Identifying formal and informal learning opportunities

· Identifying learning needs of individuals in relation to the needs of the team and organisation

· Developing and implementing learning plans

· Identifying and accommodating diversity of needs

· Maximising learning opportunities for individuals and teams through organisational procedures

· Liaison with training and development specialists.

2. Describe what you can do to facilitate and promote learning.

Information should be provided on:

· Strategies to encourage a learning culture

· Ensure learning opportunities relate to workplace knowledge, skills and attitudes

· Implement processes and procedures that encourage workers to assess their own abilities and identify their own learning and development needs

· Promote the benefits of learning with others

· Recognise learning achievements in the workplace.

3. Describe what you can do to monitor and improve learning effectiveness.

Information should be provided on:

· Monitoring learning performance of individuals

· Obtaining feedback from individuals for improvements in learning opportunities

· Adjusting training programs through negotiations with training nd development specialists

· Record and document competency of individuals.

Performance

Importance

Key Factors

Major Strength

Minor Strength

Neutral

Minor Weakness

Major Weakness

High

Med

Low

Marketing

Manufacturing

Organisation

Finance

Capacity

Process:_____________________________________________________________

Date:_________________________________________________________________

Learner Name:__________________________________________________________________

Department:__________________________________________________________________

Trainer Name:__________________________________________________________________

Yes

No

1. Transfer of learning

.2. Knowledge, expertise and competence to be developed

3. Learning Methods and Styles

4. Problem Solving

Learner Signature: ___________________________________________ Date: ___________

Trainer Signature: _______________________________________________Date:____________

Learning Plan

Learner’s details

Goals

Strategic Goal

Team Goal

Individual Goal

Current Competence

Specific Objectives

How to achieve the goal:

Performance Outcome:

Timeline:

Resources:

Comments

Signatures:

______________________________________________________

Employee SignatureSupervisor Signature

Date: _______________________ Date: _______________________