5LD02 Assignment Example

This unit explores the connection between individual learning and development needs and organisational goals. It emphasises the role of theoretical and contextual learning design in creating impactful learning experiences that enhance performance and productivity.

Case Study

You are a senior member of the Learning and Development (L&D) team in a large, privately-owned international organisation headquartered in Germany. The organisation employs 12,000 people across North America, Western Europe, China, and Australia. The company specialises in manufacturing and supplying Original Equipment Manufacturer (OEM) car parts, both directly to car manufacturers and to the aftermarket trade.

In 2017, your organisation successfully implemented Microsoft Office 365. The company has now decided to streamline communication methods by utilising only the tools included within the Office 365 package.

Within the next nine months, the organisation is committed to reducing travel and hotel costs associated with face-to-face meetings and events by 66%. This initiative supports the company’s cost reduction goals and its Corporate Social Responsibility agenda, which aims to lessen the environmental impact of travel. Additionally, the organisation seeks to enhance collaboration and information sharing through the use of digital tools.

The Learning and Development (L&D) function will be responsible for creating training programs to equip all employees with the knowledge and skills to effectively use the following tools in these scenarios:

1. Microsoft Teams: For all internal communications and meetings, and whenever possible, for meetings with external clients.
2. Yammer: As a new platform for sharing, accessing, and providing information among all employees.

Your role will be to design a training program that addresses the organisation’s needs and effectively integrates these tools. You will present your training design to the Global People Director before it is submitted to the board for approval.

Task

Prepare a written proposal for the Global People Director, identifying the organisation’s learning and development needs related to the implementation of Microsoft Teams and Yammer. This proposal should address the following questions:

Assessment Questions

AC 1.1 An exploration of three key factors that must be considered when designing your learning and development activity.

Example:

A. Legal Compliance with Equal Opportunity Legislation:

One crucial legal consideration when designing learning and development activities is compliance with equal opportunity legislation, particularly in the context of the UK. To adhere to this legislation, L&D professionals should address several key aspects:

Accessibility: Learning materials, platforms, and resources must be accessible to individuals with disabilities. This includes providing content in alternative formats and accommodating the use of assistive technologies.

AC 1.2 An assessment of three factors that you have considered when designing a learning and development programme, especially for dispersed workforces such as in this scenario.

Example:

Dispersed Workforce Explanation:

A dispersed workforce refers to a situation where employees are located in various geographical locations, often remote from the central office or headquarters. These employees may work from home, satellite offices, or client locations, relying heavily on technology for communication and collaboration.

Key Factors in Designing L&D Programmes for Dispersed Workforces:

Technology Implications: The choice and utilisation of technology are crucial. This involves selecting appropriate learning management systems (LMS), video conferencing tools, and digital platforms to deliver training and facilitate collaboration among remote employees. Additionally, cybersecurity measures must be implemented to protect sensitive data during online training.

AC 1.3 An explanation of how you have included at least one element of inclusivity and one element of accessibility in your design proposal.

Example:

Inclusivity in the Context of Learning and Development:

Creating an inclusive learning environment means ensuring that the diverse needs and perspectives of all participants are considered and respected.

Specific Way to Build Inclusivity in Learning and Development (Design Phase):

One effective way to incorporate inclusivity into the design phase of learning and development is by focusing on cultural awareness and sensitivity.

Cultural Awareness and Sensitivity: Designers should conduct a cultural analysis of the target audience to understand their cultural norms and preferences.

Implications for Learning Design: Based on the cultural analysis, designers can make informed decisions about the selection of delivery methods. For example:

• Language and Terminology: Use culturally neutral language and avoid idiomatic expressions. Provide explanations for culturally specific terms to ensure understanding among all participants.

AC 2.1 An evaluation of three different methods or principles you could use when identifying organisational learning needs.

Example:

Advantages and Disadvantages of Methods for Identifying Organizational Learning Needs:

1. Skills Audits:

Advantages:

Comprehensive Assessment: This method provides a comprehensive view of the Organisation and workforce capabilities.

Tailored Training: Identifying skill gaps through audits allows organisations to tailor training and development programs to address specific needs(Rothwell & Kazanas, 2008).

AC 2.2 Conduct a key stakeholder analysis to identify areas of need in the learning and development activity that you will design.

Example:

Learning and Development Activity:

In my organisation, we have implemented a leadership development program aimed at nurturing and enhancing the leadership skills of mid-level managers. This program includes workshops, coaching sessions, and mentorship opportunities designed to equip managers with the necessary knowledge and skills.

Stakeholder Analysis using Mendelow’s Grid:

1. Senior Leadership Team (High Power, High Influence): The senior leadership team holds significant power and influence within the organisation. They are responsible for setting the strategic direction and ensuring the alignment of leadership development initiatives with organisational goals.

AC 2.3 Using the information from the stakeholder analysis, create one clearly stated learning and development objective for the learning and development solution relating to the use of Microsoft Team and Yammer.

AC 2.4 Assess how the objective developed for AC 2.3 aligns with organisational strategy.

AC 3.1 Assess how aspects of learning-related theory, psychology, and neuroscience influence approaches to the design of learning and development.

AC 3.2 Discuss three learning and development delivery methods and how they can be blended to form an engaging and effective learning and development solution

AC 3.3 Design a learning and development solution that addresses identified learning and development objectives, which include the following:

a. Learning methods

b. Engagement techniques

c. Impact measurement activities.

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