A learning plan that meets individual and group training and development needs will be collaboratively developed, agreed to and implemented. Draw on your own experience and that of others, plus independent research, to determine why prospective learners should be consulted about the type of learning to be delivered and the structure of the learning process. (250-300 words

Provide an example of a learning plan for an individual. This plan might be for someone you work with. Alternately, it might be for a friend or family member who needs to or wants to obtain certain knowledge or develop specific skills to join the workforce.

Comment on:

1. The level of detail provided in the plan.
2. Whether the plan was created in consultation with the intended participant and how this consultation was carried out.
3. In general, how effective the plan was (or you believe will be) in achieving the stated goals. Explain why you think it will be or will not be effective.

Activity 5

3.Choose a task for which you can create a competency list; for example doing the laundry. List all of the competencies (skills, knowledge and behaviours) that must be covered in this task. Then state the best learning methodology to teach a person who has never done this task before exactly how to do it. (Approx. 1 page

4.Why is it important to clearly identify learning and development program goals and objectives? (90-100 words

5.What processes can be used to determine the training needs of individuals and teams? (25-50 words

7.Explain the difference between specific and generic competencies. (100-150 words

Activity 6

Activity 6

1.Why is it beneficial to identify learning styles? (60-100 word s

2. Why is it necessary to consider, when designing a program, the physical resources that might be needed? Use examples where appropriate. (120-150 words

Activity 7

1.List six reasons why it is beneficial for management to provide workplace learning, coaching or mentoring opportunities.

Activity 8

1.Effective training will incorporate a range of activities and support materials appropriate to the achievement of identified competencies. Explain what this means. (200 words

2. Choose a topic around which you could create a development opportunity. For example:

A procedure that you need team members to follow.

A piece of information that you have to convey.

A skill that a team member needs to use.

Complete these steps:

• one goal): At the end of this learning opportunity participants will...
• describe what you will coverthe learning/ training content
• describe the learners (eg age, experience, education level, industry in which they work)
• describe the methodology, activity or development opportunity that you will usewhy you have chosen that methodology, activity or development opportunity

You need to create a range of activities. What activities would you create? Explain how and why these are relevant and useful.

What materials could be used to support the learning? Describe them or provide examples.

3. Explain what action learning sets are and how they work. Provide two examples of how action learning sets could be used. What are the advantages of action learning sets when compared with other learning facilitation methods?

Activity 9

Managers and supervisors must approve the resources and timelines required for learning activities in accordance with organisational requirements. Explain why this is necessary. (150 words

Activity 10

1.The operations manager is planning to send all employees across the nine different stores to a two-day course on customer service. The aim is to develop a customer centric culture across the organisation as well as provide instruction on exactly how to interact successfully with customers.

How can the operations manager gather feedback to measure the effectiveness of the training at all four of Kirkpatrick's levels to improve future learning programs? Describe some tools and techniques that could be used. (150-160 words

2. Comment on the retrospect methodology of gathering feedback. (200 words

Explain:

• what it is and how it should be used
• how beneficial would it be in terms of building a learning culture
• how it could be applied in work based training
• whether it would work well in a situation where the training was not face to face

If necessary, conduct independent research. (300 words

3. List six ways in which feedback collected from individuals and teams at the conclusion of a training program can be used.

Activity 11

Provide an example of an activity in which you might be assessed as being:

1. Unconsciously incompetent (you will need to ask a friend or colleague to help you with this as you will not be aware of activities in which you are unconsciously incompetent).
2. Consciously incompetent.
3. Consciously competent.
4. Unconsciously competent.

2. What type of additional support would you require to move from conscious incompetence to unconscious competence? (200-250 words

3. In a previous activity the operations manager organised customer service training for the whole staff. Suggest some additional support mechanisms that could be put in place for the following groups of employees in order to effect the desired change in culture:

1. Senior executives in head office.
2. Store management.
3. Frontline sales staff.

4. Why is it necessary to assess and record the outcomes and performance of individuals/ teams as a result of training? Give four reasons.

Activity 12

1.Learning plans might need to be modified to improve the efficiency and effectiveness of learning and the circumstances under which it might occur. Explain what this means. Give examples, where relevant. (100 worda

Activity 12

1.Create a learning and development register that could be used to record training history and employee competency. What details should it contain? Who should manage it? Who should have access to it? Are there other ways that learning and development outcomes should also be recorded?

BSBLED401 - Develop teams and individuals Summative assessment 1

Question 1

Describe three facilitation techniques that will encourage team development and improvement. (300-400 words

Question 2

How could participation of staff in training and learning opportunities contribute to the development of organisational policies, plans and procedures for developing teams? (50-75 words

Question 3

Explain how trainers can identify career pathways and competency standards relevant to the industry and why it is necessary for them to do this

Summative assessment 2

Project 1

Top of Form

You can choose to base this project on an actual workplace such as your current or previous workplace, or you can complete the project hypothetically.

Your CEO is keen to make your organisation a learning organisation and has identified a range of priorities where they think improvements can be made. As a manager it is now your responsibility to take those organisational priorities and translate them into productivity improvements. You will need to create a traiening plan to be submitted to the CEO for approval. The plan should cover:

Top of Form

Identify training needs

Identify the top three priority learning and development needs of the organisation.

Identify the top priority learning and development needs of your team.

Document the specific goals and objectives of your intended learning and development program.

Determine the learning plan

Describe how you will collaboratively develop and get agreement on a learning plan.

List the learning delivery methods you want to use and explain why they are appropriate to the learning goals, and the learning style of participants.

Document the timeline and budget for the training.

List the equipment and resources required for the training.

Evaluate the result of the training

Document how you will determine whether the training achieved its goals.

Describe how you will record the resulting performance of the training participants.

List the tools you will use to encourage individuals to selfevaluate their performance after having attended the training.

List the records of this training that you will keep and explain why.

Project 2

Top of Form

Brian Ellis, aged 57, has been driving for a taxi company for 14 years. He considers that he is a competent driver.

He has not been involved in any major accidents and believes that his trip times reflect efficiency and good driving skills.

However, the company recently conducted a client satisfaction survey. The results of the survey showed that the clients who responded felt uncomfortable with the speed and potential danger of Brian's driving. Brian is unlikely to accept his driving skills need to be changed and he needs to learn new skills. How would you, as a manager, deal with a situation like this?