2.2 Develop a Learning & Development Plan for the HR TEAM Meet with your group to discuss the learning needs and skills gaps of the HR Team. Your discussion should be based on the information collected from the case study and other relevant documents provided. Note- Your group may include fellow class members, work colleagues or other individuals simulating the role of the HR team. Through collaboration and discussion, agree on two (2) learming needs you have identified for the HR team. This would be any skills, Knowledge or competencies that they need to develop. Take notes duang your meeting and submit a copy of your notes as evidence of your discussion Develop a learning plan to support the implementation of the learning and development of the team using the table provided below. Be specific about the learning plans' objectives, the skills gaps that have been identified and competencies that ned development. Use the table provided in Appendix B LEARNING & DEVELOPMENT PLAN (TEAM) Employed /Team: HR team Manager: Amber Hodgo Department:| Date Main Objective: What are the main objectives of the learning and development program? Le. what skills and competencies do the team want to develop. Agroad Agreed Learning itaps to implement Learning Delivery Resources And Timeframe Expected Learning Needs | Activities to bo Method: Costs for Outcomes completed. List 2 for List all stops required to action Completion In What will team be each learning activity 53 Classroom able to do once the thalming, Online, Salt 53. Bo spockc and studly workshops, on Daming s include of boast one the job training development is informal and one completed? coaching ofc extomal activity Rosoarch, compare and soloct Cassroom bisod syco por person Deal with customer Service training providers Transport Jones and Gain approval from manager for | Formor The off work foam members to attend. Make arrangemon's to afford COUFSO organizational policy Rowow looming Coochingba the job and procedures. 1 . 2.Icom Delegation and cam to distribute Team workshops on delegation workload management tasks fairly and techniques, workdood planning sessions. Imanage workloads and time management training effectively without causing resentment Providing constructive Build confidence In Conflict resolution training, facilitated feedback and conillot delivering clear, group discussions, and role play exorcises resolution respectful, and supportive feedback to Coaching sessions on feedback methods, sonbooj103 Communication skills workshops, and poor Novlow proct cos Develop the ability to resolve workplaoo tonsions and promoto effective foam collaboration Supporting diverse Learn how to Diversity and inclusion workshops, cultural team members effectively support Compotenge training, and team-building colleagues from activities culturally and linguistically divorce backgroundsProblems experienced by the HR team: The HR team is experiencing increased pressure due to Janet's difficulties. Team members have had to pick up Janet's unfinished tasks to ensure that payroll and other essential HA functions are completed on time. This added workload has created stress and a sense of frustration among the team. There is also a growing tension between Janet and her colleagues, as thay fool she is not contributing effectively. Furthermore, the team lacks the training and awareness to support a culturally and linguistically diverse team member like Janet. This has resulted in poor communication, reduced team ochesion, and a general conse of dissatisfaction in the workplace.Case Study. A new job for Janet! Janet has just boon promoted, from a Sales Assistant position in the Homewares Department at ClintonA to the role of Junior Administrative Assistant In Human Resources. She has recently been shown how to use the HR Information System by a colleague. Janot Is sill leaming about the work and responsibilities which she has to undertake, In her role as HR Admin Assistant She has recently started studying at TAFE and enrolled In her first unit towards her Certificate IV In Human Resources online. Janet Is bright and methodical, with a lot of potential and was well respected In her previous role. You have observed that Janet & also relatively shy, afraid of asking questions and avoids making light conversation with her colleagues, as English Is not her first language. As a result, Janot rooms to sk and worry when she is stuck with problems she cannot resolve, or when she is unsure of what process to follow to capture data on the HR Information System. Consequently, Janet has been unable to process and capture the nocessary employee data to complete her work in time for the weekly payroll review meeting every Monday moming on at least three occasions. This doin Is essential for payroll to run smoothly and the Human Resources manager and HR Admin staff are feeling annoyed that Janet can't get her work done properly and they are having to do some of her work to keep things running on time. As a result, they are fooling overworked. There Is a tense atmosphere in the office and conflict is developing between Janet and the rest of the team