BSBHRM613 Task 2 Answers
BSBHRM613 Task 2 Answers
Classroom Training:
Definition: Classroom training entails direct, in-person interaction between an instructor
and learners. This can occur on-site or through external training providers.
Alignment Considerations:
Interactivity and Collaboration: If the company values collaborative problem-solving and
teamwork, classroom training offers a platform for participants to engage in discussions,
group activities, and simulations.
Customization: Classroom training permits tailoring to the company's specific needs and
industry requirements. Trainers can adjust content to address the unique challenges
faced by the organization.
Real-time Feedback: Immediate feedback from instructors facilitates a quicker learning
curve, enabling employees to apply new skills more effectively.
Learning policies
The organization has implemented diverse training initiatives, including workshops and
seminars, aimed at enhancing the skills and productivity of employees. This strategic
approach is designed to enable employees to adapt to the challenges posed by
emerging and advanced technologies. Through these training programs, the company
seeks to empower its workforce with the necessary knowledge and capabilities to
navigate the evolving landscape of technology and industry requirements. The emphasis
on skill development reflects the organization's commitment to fostering continuous
learning and growth among its employees.
These training programs serve as a proactive measure to address the dynamic nature of
technology, ensuring that employees remain adept and proficient in their roles. The
company recognizes the importance of staying ahead in a rapidly changing business
environment, and as such, invests in educational initiatives that contribute to the
professional development of its staff. By providing workshops and seminars, the
organization not only equips employees with relevant skills but also fosters a culture of
innovation and adaptability, positioning itself for sustained success in the ever evolving
business landscape.
Best practice
The attention of Grow Management Consultants has shifted towards the necessity of
integrating technology into the learning environment, driven by global competition and
heightened consumer sophistication. While there is extensive literature on the
importance of cultivating a learning organization, there is a notable gap in addressing the
practical challenges posed by advanced technology, especially in dynamic operational
settings. The prevailing realization emphasizes that an organization's enduring viability
hinges more on the effective utilization of intellectual resources than on the
implementation of cutting-edge technical solutions.
Department Annual review with Meeting and 2-3 hours Annual review of each
Head general manager presentation staff in the department
The execution of the company's recruitment process should align with the
established policies and procedures:
Importance: Adhering to policies and procedures ensures fairness, transparency, and
legal compliance in the recruitment process.
Implementation: Align the execution of the recruitment process with the company's
policies, incorporating checks and balances to maintain integrity and consistency.
Meeting Agenda
Attendees:
1. Shariful Islam
2. Richmond Navarro
3. Angel De Larrazabal
4. Kathlyn Suguitan
5. Zendy Dimaculangan
6. Janhel Taroy
Agenda:
1. Meeting with Management Regarding New Report:
Discussion with management on the requirements and expectations for the new
report.
Identify key deliverables and timelines.
2. Engaging in a Thorough Discussion with Careful Consideration:
Reviewing current strategies and initiatives with a focus on improvement.
Encouraging open dialogue and thoughtful input from all participants.
3. Gathering Fresh Input from Participants:
Soliciting ideas and perspectives from team members.
Creating a collaborative environment for sharing innovative solutions.
4. Recording Management Feedback:
Documenting feedback received from management during the meeting.
Ensuring clarity on action items and any adjustments needed.
Introduction
The assessment will specifically emphasize the formulation of an organizational learning strategy.
An organizational strategy delineates a blueprint detailing the allocation of resources to bolster
various facets of business operations, including infrastructure, production, marketing, inventory,
and other pertinent activities. This strategic plan serves as a roadmap, guiding the efficient and
effective utilization of resources to achieve overarching business goals. By concentrating on the
development of an organizational learning strategy, the assessment aims to enhance the
company's capacity for continuous improvement and adaptation. This entails fostering a culture of
learning within the organization, optimizing the utilization of human capital, and refining processes
to encourage innovation. In essence, the focus on organizational learning strategy underscores the
significance of aligning business objectives with a deliberate and dynamic plan for learning and
development, fostering resilience and agility in today's ever-evolving business landscape.
Purpose
Implementing an organizational learning strategy is pivotal for aligning your learning and
development department with the business's strategic objectives outlined by senior leadership. In
the absence of a well-defined strategy, the focus and efficacy of learning and development units
may diminish. A structured approach not only ensures synergy between learning initiatives and
corporate goals but also enhances the overall effectiveness of the organization in achieving its
desired outcomes. Consequently, a robust organizational learning strategy becomes indispensable
for fostering a dynamic and purposeful learning environment that contributes significantly to the
realization of strategic objectives.
Commitment
Organizational commitment refers to an individual's psychological connection to the workplace. It
plays a pivotal role in predicting an employee's longevity and their dedication to advancing the
objectives of Grow Management Consultants. The level of organizational commitment is a key
factor in determining whether employees will persist in their roles and actively contribute to the
company's success. This psychological perspective encapsulates the depth of an employee's
attachment to the organization, influencing their decision to remain committed and exert sustained
Organisational requirements
Technology Skills:
In alignment with organizational requirements, employees are expected to possess
technology skills relevant to their roles. This involves proficiency in utilizing tools, software,
and technologies essential for efficient job performance. Adaptability to emerging
technologies may also be emphasized based on the organization's specific needs.
Feedback Mechanism:
Organizational requirements may stress the importance of a structured feedback mechanism.
Employees are expected to actively seek and provide feedback. This loop is vital for
continuous improvement, professional development, and ensuring that individual and team
performances align with organizational objectives.
Units of competency
Communication procedures
Effective communication is a crucial skill in the face of technological advancements and evolving
career landscapes. With heightened competition in academic and professional spheres, students
must enhance their communication skills to thrive. Relying on last-minute cramming before
important interviews won't suffice in the collaborative workplaces of the future. The Learning
Strategies Report outlines a comprehensive communication approach, involving initial two-hour
meetings with management and staff, followed by regular weekly discussions on strategies. Long-
term communication will be facilitated through online newsletters or blogs.
The integration of training and education discussions into each employee's annual review,
conducted by their line manager, ensures a proactive approach to learning. Employees are
encouraged to share their utilized learning opportunities and articulate their plans for the upcoming
year. Human resources play a pivotal role in compiling this information, enabling continuous
assessment of the extent to which Grow Management Consultants meet their organizational
learning targets. Emphasizing communication skills development is timely and critical for success
in dynamic academic and professional environments.
On the job Timing and Within 2 None GM and HR All new staff
learning personnel months manager members provided
matching can with OJT learning
be altered as opportunities during
required their induction
period.
Introduction
This document sets out the approach and systems utilized by the Library for the learning and
advancement strategies and methodology the primary justification behind improvement is the
need to guarantee individuals have the right. According to employee preparation and improvement,
this strategy and technique identifies activities taken by the Trust, as well as the responsibilities of
staff at all levels to ensure that the Trust supports a strong culture of learning and consistent
outcomes.
Purpose
●It will ensure that all training and improvement activities for employees are designed, monitored,
and communicated in a reasonable and valuable manner.
●All requests for training and development activities for employees will be scrutinized for legality
and importance.
●Segment bunches will be verified and specified as legally required before admission to training
and advancement activities. Likewise, specific programs will be developed to deal with the
problems of under-addressed and minority groups in the labour market.
Procedures
Study Leave is for a limit of 10 working days for each annum (professional rate for low
maintenance) and is to be utilized for undertaking study for tests or other business-related
investigations, and all gatherings. Staff ought to apply to concentrate on passing on to their line
supervisor/head of discipline who will approve applications given that he/she concludes that the
review leave time will be put to suitable use and that help needs will be met during the singular's
nonattendance
Funding
The Human Resources Directorate will have a Central Staff Training and Development (CPD)
spending plan. This will be painstakingly focused on to guarantee that the restricted subsidizing
accessible is apportioned to accomplish greatest advantage.
Purpose
1. Fair and Objective Assessment - The policy ensures that assessments are conducted in a fair
and objective manner, eliminating bias and promoting consistency across the organization. It
establishes clear assessment criteria and procedures to ensure that individuals are evaluated
based on their actual performance and capabilities.
2. Recognition of Competencies - The policy aims to recognize and validate the competencies and
skills of individuals within the organization. By assessing and acknowledging their achievements,
the policy promotes a culture of recognizing and valuing the expertise and contributions of
employees.
Principles
Fairness,
Flexibility,
Validity,
Reliability
Responsibilities
Employees:
Take responsibility for their own learning and development.
Actively participate in assessment processes and provide necessary evidence of their skills and
achievements. Seek feedback from supervisors and peers to enhance their performance.
Assessors:
Possess the necessary qualifications, expertise, and knowledge to assess individuals effectively.
Follow the established assessment criteria and procedures.
Recognition Policy
Higher education courses can benefit from Skills Recognition. Transparent and consistent
application of evidence-based methods is required, and evaluation must demonstrate how it is
linked to UoC
learning outcomes.
Introduction
External training strategy and methods are powerful when an association needs to gain explicit
abilities. For instance, outside preparation helps access master abilities and work on authoritative
effectiveness. The arrangement and methods will be utilized to decide the instalment and the
quantity of days for the preparation. For example, Grow Management Consultants can decide the
outer preparation to be for each worker who has worked with the association for at least a half
year. Also, a solitary worker can be out preparing for a time of 10 days yearly.
Principles
This Policy guarantees that the acquirement, everything being equal, or administrations is led in a
legitimate, cutthroat, reasonable and straightforward way with thought of value, administration,
natural and social effects and an incentive for cash
Procedures
Learning Resources
1. Warm-Ups (Bell Ringers)
Formative assessment data can be gleaned through warm-ups. While the teacher is taking
attendance and doing other housekeeping activities during class warm-ups, students are left with
nothing to do. The warm-up task gives students an ambiguous start to class and a chance to shut
down, which sets the stage for inefficiency (especially if the warm-up questions are too
demanding).
While this is a common occurrence, I've also seen teachers use warm-up questions to gauge how
well, their pupils absorbed the previous day's work or work from days prior. Teachers in this
situation might adapt their instruction based on the achievement of their pupils during the warm-up
activity.
2. Checks-for-Understanding
Teachers receive formative evaluation data about where their pupils are in their learning every time
they ask the class a question during instruction. However, it is not uncommon for the same three or
four students to answer all of the questions during an examination (and are usually right). There is
a risk that the results will be biased and not accurately represent the level of mastery achieved by
the class.
Many teachers use individual student whiteboards to reduce this effect, allowing them too easily
assess the progress of all students while teaching.
There are teachers who let their students use Post-ItR cards to indicate their understanding or who
let them anonymously ask questions about the subject matter on enormous diagrams or charts.
Students' understanding can be assessed more effectively (and with greater engagement) using
electronic devices like clickers, iPads, Kahoot, and even smartphone polls. These devices provide
numerous opportunities for formative assessment.
3. Homework
Students use homework to put their newly acquired knowledge and skills to the test. Meaningful
homework assignments can give teachers useful information about where their students are in their
comprehension during formative assessment time.
Even if teachers only look at a small sample of the homework assignments, they can get a good
idea of how far their pupils have come in mastering the content.
When students' homework is meaningless, teachers are unable to use it as a teaching tool.
4. Classwork
Working in class gives a wealth of information regarding a student's mastery, much like homework.
Teachers can measure students' understanding while also gauging how effective the lesson was as
they move among students finishing up classwork.
You can go back and fix misunderstandings far more easily in class than you can when the teacher
finds out too late and must reteach the entire unit. Formative assessment data can be found in the
classwork itself, which is among the best sources a teacher has
5. Student Self-Assessments
Teachers may poll students at certain points in the lesson to see where they believe they are in
their understanding, especially when teaching more difficult subject matter. To accomplish this, I
recommend heads-down voting, which allows kids to answer honestly and without feeling
compelled to vote because their peers are doing so. Using the following scale (which I present in
the classroom), students cast their votes with their heads down
1 = Totally confused.
When students have some free time in the classroom, mini presentations are a terrific way for them
to showcase their work or what they've learned.
This type of presentation accomplishes three things: First, students show that they understand the
material, and then, second, they see and hear their peers discuss the material in ways that help
struggling students understand it better (peer paraphrasing), and third, by putting on a public show
of mastery, they are more likely to take their learning seriously and do better work.
Remember that these presentations don't have to contain a lot of information in order to be
successful. In fact, it's advisable to start small and work your way up.
7. Peer Evaluation/Scoring
When students use a rubric to evaluate or grade one other's work (especially a work-in-progress),
they accomplish numerous things: Student familiarity with the rubric's language and standards of
rigor is compelled; students converse about the quality of each other's work and how to improve it.
teachers receive formative data regarding student progress in their work and mastery of the
standard before the assignment is due.