Certificate in Learning & Development Practice

Assessed Coursework Cover Sheet

Student Name : Rodzidah bt Mohd Rodzi

IC : 791103-10-5336

Organisation : CIAST, Shah Alam

Unit Title : Developing Yourself as an Effective Learning & Development Practitioner

Unit Code : 4DEP F201A (L&D)

Coursework Component : Written Assignment

Date of Submission : 15 June 2012

Activity 1

Questions

The CIPD HR Profession Map specifies the activities, knowledge and behaviours involved in different

HR/L&D roles. It can be accessed at :

www.cipd.co.uk/cipd-hr-profession/hr-profession-map/explore-map.aspx

- Briefly explore the overview of the Map and its 3 main components – i.e the 10 Professional

Areas, the 4 bands and the 8 Behaviours.

- Access the ‘full map’ for the Professional Area ‘Learning and talent development’ and consider

the activities, knowledge and behaviours for either Band 1 or Band 2.

- Based on this research, write a report in which you :

Summarise, in a few sentences, the HRP Map, including the 2 key professional areas

(‘Strategy, Insights & Solutions’ and ‘Leading and Managing’), and the 8 behaviours.

Comment on the activities, knowledge and behaviours, specified in ‘Learning and talent

development’, at Band 1 or 2, identifying those you consider most essential to your own

(or other identified) L&D role.

Answers

1. Organization Behaviour Today

Globalization

Technology

Politic

Economics

Culture

Multiskills

Social

Further research

Company consolidation

Mergers & acquisitions

Talent management

Succession Planning

Research & Development

2. Employee Behavioral Today

High demand salary

Multi tasking (skillfull, job rotation)

Reward and recognition (long service reward, employee of the year)

Career development ( training to upgrade skill)

Previous Employee Current Employee

1. Loyal More independent

2. Follow order Make own decision

3. Skillfull Lack of skill/knowledge

4. Local Worker Foreign Worker

5. Red Ocean Strategy Blue Ocean Strategy

Challenges in Organization

Salary

Job scope

To fulfil employee needs (reward,welfare)

Creative approach in working style

Globalization (time management, information, social, governance)

Technology update (upgrading)

Competitors

Customer needs (high expectation, best value for money)

Skill wokers

Quality & service of product (ROI)

Economic – currency exchange

Name of Company : Syawal Textiles Enterprise

Vission : Peneraju Jenama Pilihan Muslimat Dunia

“World’s Leading Brand for Muslimat”

Corporate value

For Stakeholder For Customer For Employee

Sustainable profit Best profit

Customer satisfaction guaranteed

Teamwork Family first Enjoy working and stress free

EVENT ACTION ROLE OF HR/L&D

2012 The Beginning

Company registration (RM 1000) Lease Lot (RM 20 000) Staff allocation (RM 3000) Display Rack( RM 5000) Promotion – Bunting, signage,Flyer,banner(RM 3000) Shop furniture (RM 2000) Shop appliance (RM 2000) Tudung (RM 50000) Saving (RM 14 000)

Insights , strategy and solution

- Business Plan - Preparing HR policy - Corporate Strategy Plan

Leading HR

- Mission, Vision Statement - Setting target & objectives

Organization design

- Design organization chart

Organization development - Develop

competency;Skill,Knowledge & Attitude company and employee

Resource & Talent Planning - Recruitment & selection - Advertise - Interview session - Job description

Performance & Reward

- KPI ,KRA - Salary market survey - Benefit,bonus

Employee engagement

- Social activities - Dialogue session with

management

Employee relation - Company policy ( working

hours)

2017 The Boom

Own building ( 2 storey) Open 4 branches Own factory New product

- Jubah for all ( adults & kids)

- Hajj and umrah needs

Insights , strategy and solution

- Business Plan - Preparing HR policy - Corporate Strategy Plan

Leading HR

- Mission, Vision Statement - Setting target & objectives

Organization design

- Design organization chart

Upgrade selling method( online) World wide market Membership card Community Social Responsibilities(donates to orphanange) Upgrade promotion method (electronic media, facebook) Product ambassador (celebrities)

Organization development

- Develop competency;Skill,Knowledge & Attitude company and employee

Resource & Talent Planning - Recruitment & selection - Advertise - Interview session - Job description

Performance & Reward

- KPI ,KRA - Salary market survey - Benefit,bonus

Employee engagement

- Social activities - Dialogue session with

management

Employee relation - Company policy ( working

hours)

8 Behaviour for L& D practitioner

1. Attention to detail

2. Innovative & Creativity

3. Continuous Improvement

4. Teamwork

5. Embracing Change

6. Achieving excellence

7. Problem solving

8. Initiative

Select one from ten professional areas

Learning and talent development activities

1. Develop learning need analysis

- TNA

2. Design and development training modules

- Develop new training module

- Research and new resources

- Develop customized modules

- Prepare training aids, material and facilities

3. Execute training

4. Evaluate effectiveness programme

- Assess programme

5. Preparing training budget

6. Administration

- Maintain training records

- Trainer time allocation

Select 5 from 8 Professional Behaviours

1. Curious

- New technology update

- New teaching delivery method

2. Courage to challenge

- Be able to deliver effectively

3. Driven to deliver

- Able to identifies the step needed to achieve objective

4. Collaborative

- Cooperative between student and the management

5. Decisive thinker

- Details and meticulous

10 professional areas summary

1. Insight, strategy and solutions

Development in understanding organisation priority actionable insight and solutions.

2. Leading HR

To provide active leadership in the organisation.

3. Organisation design

To ensure the organisation is designed in any period so that the objectives is effectively

delivered.

4. Service delivery and information

The service from the HR personnel in the organisation is managed professionally

5. Organisation development

A vital part that provides insight & leadership on organisation development to ensure that

the organisation really in a tough and dynamic position to support and enhance

organisation performance and adaptability

6. Resourcing and talent planning

Ensure that organisation have good, skilful human resource to maintain the organisation

survival

7. Learning and talent development

Ensures all staff in the organisation have good passion in developing attitude, skills and

knowledge to support the organisation’s ambition

8. Performance and reward

Build a high-performance culture by delivering cost effective, recognising and rewarding

programmes

9. Employee engagement

Ensures emotional connection between all the staff is positive and understood

10. Employee relations

Ensures relationship among the organisation are clear and transparent by abiding

relevant employment law

8 Behaviour summaries

1. Curious

Keep aware with current situation in order to broaden experience, knowledge and skills.

2. Decisive Thinker

Making accurate, consistent and relevant decision base on knowledge and best

judgement.

3. Skilled influencer

Manage to influence others to gain their commitment and support for changing.

4. Driven to deliver

Preparing KRA, KPI as a monitoring tool to monitor work progress to meet organisation

objectives.

5. Collaborative

Build up a close and friendly networking or relationships.

6. Personally credible

Lead others with role model leadership especially “walk the talk”.

7. Courage to challenge

Competence to work as team group to face new challenge.

8. Role Model

Demonstrate behaviour within the organisation values.

Fill in the professional competence each band for trainer

Activities Band 1 Band 2 Band 3 Band 4

Performing learning needs analysis

Execute and collect the form

Design Design collect and key in Analyse

Analyse and suggestion for top management

Design and develop training modules

Preapre training material

Develop training module, COS

Design training material with various techniques

Design training modules

Execute training activities

Perform teaching and learning

Evaluate training effectiveness

Collect enough data Key in data

Summarization Observation Make short list Monitoring Supervisorin

Preparing training budget

Provide data (cost, expenditure, people) to the support budget management

Provide relevant information to support the development and monitoring the budget

Develop and monitor budget and financial plan for specialist or organization

Develop and manage HR functional budget in line with business expectation

Activity 2

Questions

With reference to your own (or other identified) role, outline how an L&D practitioner should ensure the

services they provide are timely and effective. Your response should include :

- Understanding customer needs (include examples of 3 different customers might conflict and

have to be prioritized)

- Communicating effectively (include examples of 3 different communication methods and

advantages and disadvantages of each)

- Building and maintaining effective service (including buiding relationships, resolving complaints,

dealing with difficult customers, meeting time and budget constraints, and seeking continuous

improvement)

Answers

If you are a L& D practitioner, who are your internal customers?

Customers Expectations

Shareholders (HQ JPK, KSM)

Increase output World class trainer High demand courses Profit making courses Best value for money

Management (Director, Head of Programme)

Reduce maintenance cost Efficient financial controlling Achieve KPI, KRA Optimising budget Update technology

Associates (Private & Public, Students, Staffs)

Latest technologies facilities Current practises Comprehensive syllabus/ training content Various teaching technique Conducive training environment Certified certification/Recognition Employee welfare

List the products and services offered by L&D Department provides to the customer

1. Certified trainer

2. Certified courses

3. Comprehensive , Dynamic WIM

4. Training facilities

5. Training Consultancy

How to ensure customer satisfaction

1. Training fees acceptable

2. Customer complaint response within 3 working days.

3. Training content base on customer requirement

4. Spacious parking lot

5. Issue certificate at the end of courses

6. High class facility provider

7. Upgrade skill and knowledge for trainer

8. Quality training

9. Develop new syllabus

10. New curriculum approach

Communication method at the office

Written

1. Email

2. Forum

3. Fax

4. Notice board

5. Memo

6. Social network (facebook , twitter)

7. Web portal

8. Chat services

Oral

9. Announcement

10. Monthly assembly

11. Phone

12. Meeting

13. Face to face

Scenario Method

To start a TNA process in the company Meeting Memo Web Portal Social Network Email Face to face

To announce that a new employee is starting today

During monthly assembly Web Portal Notice board Memo

You have completed the TNA and would like to present the report

Face to face Meeting

You noticed many employees are not wearing safety glasses on production floor

Memo Notice board

Meeting Email

You want managers to submit nomination for training

Memo Meeting Email

One of the supervisor does not know how to perform inventory

Face to face Meeting Discussion

You like to get a training quote from a vendor for a soft skill programme

You want to get feedback on employee performance after the training

Advantages and disadvantages

Meetings

Telephone

Email

Advantages Disadvantages

Meetings 1. Gain more ideas 2. Ideas can be discussed 3. Conversation is recorded (minute of

meeting) 4. Expression can be seen

1. Difficult to gain commitment 2. Limited participant 3. Time consuming 4. Costly ( to prepare refreshment)

Telephone 1. Fast and direct to person in charge 2. Immediate action 3. Private and confidential

1. Non-formal order/instruction 2. Lead to Miscommunication 3. Non recorded conversation 4. Limited subject 5. Can not detect emotion/expression

Email 1. Clear information together with

attachment 2. Can be save for reference 3. Non-limited recipient 4. Received fast response and action 5. Cheapest (no need to provide foods) 6. Paperless record

1. Need internet connection 2. Subject to ignored 3. Limited capacity size inbox 4. Spreading virus

Activity 3

The CIPD has specified criteria for Associate Member status of the Institute. These can be downloaded at

www.cipd.co.uk/Membership/transformingmembership/New-membership-criteria/about-new-Associate.htm. Consider the 3 areas of the

criteria, i.e. activities, knowledge and behaviours, and identify any areas you would need to develop in order to meet them. Work done for

Activities 1 and 2 will inform this.

Devise a plan to meet your own development needs, including those identified above, and the achievement of your CIPD qualification. The

plan should be for a minimum of 6 months. (An optional template ‘cpdrecordandplan)

Discuss your plan with your tutor, explaining why you believe CPD to be important and some of the development options you considered in

devising your plan.

DEVELOPMENT PLAN

Areas to develop Activities When do you want to achieve this

Performing training needs analysis

Works with managers to conduct a detailed training and learning needs analysis within their area in the short, medium and long term.

1. Identify group of learner : - New hires - Veteran employees - Trainees currently in training scheme

2. Collect staff performance data

- Observations - Interviews - Questionnaires - Job Descriptions - Difficulty tasks analysis

3. Collected data analysis

- Set up a meeting - Problem solving conference

2 months

Execute training activities Evaluate training effectiveness

- Appraisals review - Analysis of organizational policy

Works with managers to develop a specific learning and talent development plan to close key gaps for their area or for a segment of the population (apprentices, graduates, managers, executives, and so on) that aligns with the organization’s learning and talent development plan and priorities.

1. Do some research on previous feedback, staff request and staff training needs.

2. Write a proposal.

3. Set up a meeting and distribute / delegate work and tasks.

4. Execute : - skill training - leadership / management / business courses - seminar - dialogue between Private CEO and Government - Forum

Evaluates how the organization’s learning and talent development plan is impacting the business and uses feedback to identify gaps or unintended consequences.

1. Create a form - Questionnaire - Survey - in course - online - evaluation form - feedback form - Complaints/suggestion form

2 months

2 months

2. Follow up survey - A form to employer - Phone interview with selected employer

3. Interview for opinion

- Testimonials feedback - Debriefing sessions with trainer - Exams - Projects - Presentation

Activity 4

During the period of your studies, reflect on your performance against the plan and the learning you gain from each unit of your qualification.

As you progress, identify any further development needs and revise the plan accordingly.

DEVELOPMENT LOG

Key Dates What did you do? How did you do it What did you learn?

1st July 2012

Developing a Training Needs Analysis

Questionnaire form :

Analysis to examine the situation where

training is called for to determine how to

go about meeting the training needs.

The needs analysis plays an important role

in the design and development of

instruction since the correct identification

of the training problem will directly

influence whether or not the training is

successful.

Identifying the Training Problem

- Gather information from a variety

of sources and from a variety of

perspectives.

- The training program will be

designed and developed based

upon this foundation.

What types of questions should been

asked?

What is the organizational

context in which the training

will be delivered?

Who is the target audience?

By Doing Training Needs Analysis I

can learn how to :

- identify the gaps of lack of

skills.

- pay particular attention to the

gaps and deficiencies that

could benefit from training.

- determine the reason for the

training so that you can create

a statement describing a goal

or goals that will guide the

development of the training

program.

- Create a Needs Analysis

report that pay particular

attention to how the learner

What are their roles?

What is the performance issue

that needs to be addressed?

What is causing the

performance issue?

Are there non-training related

reasons that may be causing

the performance problem

such as lack of motivation or

a management problem?

Is there a lack of knowledge

and/or skills?

Training to Improve Knowledge and

Skills. If knowledge and skills need

improvement, how are these best

conveyed?

Online training using

multimedia, audio, video,

static text/images or a

combination?

Mobile learning using cell

phones, PDAs, or laptops?

Onsite training?

Video or audio conferencing?

Job aids that are either

electronic or print based?

plans to use the new

knowledge or skills gained

through the training; the

environment in which the

training will be presented; and

how you will provide learners

with ways to take the new

skills and apply them in a real

world situation.

1st

September 2012

Executing skills training

The process for developing skill training

includes the some of steps.

A blended approach that

combines two or more

delivery methods?

Group discussion or

individual activities?

A structured course or a

brown bag (lunch and

informal discussion)?

Task Analysis Steps

1. Define the target population for

training.

2. List the tasks to be performed by

the target population on the job.

3. List the skills and knowledge

needed to do the tasks.

4. Select the skills and knowledge to

be taught.

Design and Development Steps

5. Organize the selected skills and

knowledge into suitable teaching

modules and develop the training

design.

6. Draft expanded outlines of modules,

including instructional objectives,

main body of text, and descriptions

of training methods, examples and

exercises.

By Executing skills training I can

learn how to :

- Develop complete modules

includes preparation of guidelines

for the facilitators who will

conduct the course.

- Develop Guidelines for a course

director may also be needed.

- Associate modules and guidelines.

- Revise and finalize materials

based on reviewed results.

1st November 2012

Distributing Evaluation Form

Evaluation form provides feedback and

assists in planning for the next courses.

Formal evaluation is the on-going

feedback required for effective

trainer/trainee relations.

7. Experts provide realistic examples

and information for use in

exercises.

8. Draft the complete modules,

facilitator guidelines, and course

director guidelines.

9. Field-test the training materials.

10. Revise and finalize training

materials based on the field test.

Steps in the formal evaluation process

1. Before completing this form and

conducting the formal evaluation, the

trainer should complete the following

steps:

Review existing performance

expectations and objectives and ensure

that they are realistic and attainable

during this

rating period.

Meet with the trainee to schedule

the evaluation meeting and describe

the evaluation process.

Suggest that the trainee review the

existing performance expectations and

prepare a self-evaluation.

Prepare a draft of the evaluation.

2. The trainer and trainee meet to

By distributing Evaluation Form I

learn how to :

- Discuss the quality, accuracy, and

frequency of feedback given.

- Describe affirmative action efforts

that this trainee made during the

rating period. Include

consideration of new trainee, ,

education support

and development opportunities.

- Discuss future growth, specific

activities to improve effectiveness

and/or areas where further

development would be beneficial.

discuss both the self-evaluation, the

draft, and future performance plans.

The

trainee’s comments should be

encouraged.

3. The trainer completes the final

evaluation form based on

discussion with the trainee.