Identify and critically analyse the learning and development strategy for a specific organisation and to critically analyse the HRD implications.
You are required to identify a 12 month learning and development strategy for an organisation of your choice. If your choice of organisation already has this document then you can focus on the methods of evaluation for the company. If the organisation does not have this document then you can create one for them using case study examples from your wider reading from secondary research data to help you.
- Critically identify the anticipated HRD intervention outcomes for this programme. Critically outline the drivers for improvement and provide context and implications for the organisation in terms of any relevant aspects of HRD practice. Create a learning and development plan based on the company (Aim, Plan, limitations, Desired outcome). Find reviews; glassdoor. Think about employee voice and the drivers.
- If a training needs analysis (TNA) forms a key part of the L&D activities, what is the current gap for the organisation and what information would be helpful to better understand the gap and consequent potential solutions for reducing that gap? What types of data could be helpful in this process?
- Discuss the extent to which learning theories are incorporated into the learning and development strategy. What are the key requirements in the design and delivery of the learning and development (L&D) activities? Appraise the roles and responsibilities of individuals in meeting L&D needs. Who should have accountability and why? Look at Bob Garrat, and Peter Sange. Also look at book ‘Workplace learning: How to build a culture of continuous employee development.
- Using Kirkpatrick’s evaluation model (1996; 2006), or similar, critically discuss how the learning and development strategy could be evaluated. Critically explain why a systematic evaluation method is important for the organisation in measuring success.
Sample Solution
