BSBHRM613 Lkhamsuren Gaalaa

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Lonsdale Institute PTY LTD Summative assessment BSB80120 Graduate Diploma of Management(Learning) BSBHRM613 Contribute to the development of learning and development strategies Due Date See Training Log and Moodle Student Name Lkhamsuren Gaalaa Student ID LON0000………. Declaration of authenticity I, the above-named student, confirm that by submitting, or causing the attached assignment (and any additional attachment associated with it) to be submitted, to Lonsdale Institute Pty Ltd, I have not plagiarised any other person’s work in this assignment and except where appropriately acknowledged, this assignment is my own work, has been expressed in my own words, and has not previously been submitted for assessment. I do understand and accept the consequences of academic misconduct according to Lonsdale’s Policies and Procedures. Additionally I have read:  The submission and assessment completion instructions in Moodle  The assessment task completion instructions in this document  I have sought clarification from my trainer and assessor, if needed I understand my rights and obligations under Lonsdale’s policy and procedures The purpose of this assessment is to determine competency in : BSBHRM613-Contribute to the development of learning and development strategies This unit describes the skills and knowledge required to contribute to improving organisational learning, and the quality of training and assessment products and services. It covers contributing to strategy formation; designing, developing and implementing an organisational learning strategy, and reviewing and improving overall organisational learning and development. The unit applies to individuals working in an enterprise where learning is used to build capabilities and contribute to organisational strategies, business plans, goals and values. TA102 FO Assessment Task Page 1 of 13 TA102 PP Assessment Management (SNR1.8) (ESOS 14.2) V1 Jan 2021 Lonsdale Institute Pty Ltd Provider ID 21915 CRICOS Code 02836F

Lonsdale Institute PTY LTD Summative assessment BSB80120 Graduate Diploma of Management(Learning) BSBHRM613 Contribute to the development of learning and development strategies ASSESSMENT TASK This assessment comprises of different tasks designed to assess your ability to:  contribute to developing a learning and development strategy for at least one work area  evaluate effectiveness of that strategy when implemented and recommend improvements.  examine and review organisational policies and procedures relevant to training and assessment  develop consultation and communication processes to support and encourage stakeholder input into design, implementation and review of organisational learning and development strategy  source learning resources or assessment tools, and modify, if required, to meet requirements of organisational learning strategies  implement plans for improving organisational learning strategies.  Answering questions clearly and concisely. TASK 1 – QUESTIONNAIRE-CONTRIBUTE TO LEARNING AND DEVELOPMENT STRATEGY FORMATION TA102 FO Assessment Task Page 2 of 13 TA102 PP Assessment Management (SNR1.8) (ESOS 14.2) V1 Jan 2021 Lonsdale Institute Pty Ltd Provider ID 21915 CRICOS Code 02836F

Lonsdale Institute PTY LTD Summative assessment BSB80120 Graduate Diploma of Management(Learning) BSBHRM613 Contribute to the development of learning and development strategies This assessment task is a series of knowledge-based questions. Research the topics and the terms mentioned in the questions below and answer all questions in your own words. Question 1 What different methods can be used for learning and development as per organisational requirements Answer : Debate: It is a method in which interaction is the main actor, what is desired is to convince others of a personal point of view. Conferences and Seminaries: Through this method the people present are inhibited from any type of interaction. Job shadowing: It is a method of learning and constant development because you are interacting with someone with more experience in order to avoid common mistakes and optimise times, in the same way, learning from both parties is promoted. Case study: Through this, what is desired is to make those involved interact, reaching solutions to an approach. Training: Through this method, an expert person is assigned on the subject so that the person being trained follows instructions and thus learns. Role play: It is of great help since what is done is to put into practice certain techniques to interact with the client. Mentoring: It is a more complete method than training because it is more strategic and goes beyond skills. Question 2 List legislation, codes of practice and national standards relevant to job of Learning coordinator Answer : Legislation Codes of Practice National Standards Food Standards Australia New Zealand Act 1991 Food Regulation 2015 Food Act 2003 Meat Industry Act 1978 Australia New Zealand Food Standards Code AS/NZS ISO 9000:2016 Quality management systems AS 5812:2017 Manufacturing and marketing of pet food Question 3 What are organisational technology and systems requirements to support an organisational learning strategy? Answer : TA102 FO Assessment Task Page 3 of 13 TA102 PP Assessment Management (SNR1.8) (ESOS 14.2) V1 Jan 2021 Lonsdale Institute Pty Ltd Provider ID 21915 CRICOS Code 02836F

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Lonsdale Institute PTY LTD Summative assessment BSB80120 Graduate Diploma of Management(Learning) BSBHRM613 Contribute to the development of learning and development strategies Question 1 What different methods can be used for learning and development as per organisational requirements Answer : Debate: It is a method in which interaction is the main actor, what is desired is to convince others of a personal point of view. Conferences and Seminaries: Through this method the people present are inhibited from any type of interaction. Job shadowing: It is a method of learning and constant development because you are interacting with someone with more experience in order to avoid common mistakes and optimise times, in the same way, learning from both parties is promoted. Case study: Through this, what is desired is to make those involved interact, reaching solutions to an approach. Training: Through this method, an expert person is assigned on the subject so that the person being trained follows instructions and thus learns. Role play: It is of great help since what is done is to put into practice certain techniques to interact with the client. Mentoring: It is a more complete method than training because it is more strategic and goes beyond skills.  Integrated organisational memory. For organisational learning to take place, you must have access to organisational knowledge. Having an integrated, routinely updated, and easily accessible organisational memory is vital to organisational effectiveness.  Individual learning. An organisational learning support system (OLSS ) must also support individual learning at both an operational and conceptual level, for which this system must include communication support throughout the organisation, access to decision support models and computerised aids to identify and capture individual learning experiences.  Lower and higher level organisational learning. An OLSS must have characteristics to represent the personal beliefs of individual members through the updating of individual and / or organisational cognitive maps in changing environments and be able to communicate cognitive maps between members of the organisation.  Organisationwide Knowledge management system. It is essential to design an OLSS to facilitate processes where people share and improve their knowledge and understanding of their problems and ideas without ending up with information overload. TA102 TA102 FO Assessment Task Page 4 of 13 TA102 PP Assessment Management (SNR1.8) (ESOS 14.2) V1 Jan 2021 Lonsdale Institute Pty Ltd Provider ID 21915 CRICOS Code 02836F

Lonsdale Institute PTY LTD Summative assessment BSB80120 Graduate Diploma of Management(Learning) BSBHRM613 Contribute to the development of learning and development strategies Question 1 What different methods can be used for learning and development as per organisational requirements Answer : Debate: It is a method in which interaction is the main actor, what is desired is to convince others of a personal point of view. Conferences and Seminaries: Through this method the people present are inhibited from any type of interaction. Job shadowing: It is a method of learning and constant development because you are interacting with someone with more experience in order to avoid common mistakes and optimise times, in the same way, learning from both parties is promoted. Case study: Through this, what is desired is to make those involved interact, reaching solutions to an approach. Training: Through this method, an expert person is assigned on the subject so that the person being trained follows instructions and thus learns. Role play: It is of great help since what is done is to put into practice certain techniques to interact with the client. Mentoring: It is a more complete method than training because it is more strategic and goes beyond skills. Question 4 Explain consultation and communication processes in any organisation. Answer : When we want to carry out some type of communication within an organisation, we must take into account a series of steps so that it is effectively received, among those steps are: Create spaces for employees to give their point of view, as well as make sure that each one of them can easily access the information for which several consultation and communication methods must be provided, among which we have:  Emails and intranets  Phone conversations  Staff forums.  Face-to-face formal or informal meetings  In-house magazines  Noticeboards  Presentations Question 5 What are the common approaches to learning strategy design? Answer : The approaches will vary according to the type of learning that is desired TA102 FO Assessment Task Page 5 of 13 TA102 PP Assessment Management (SNR1.8) (ESOS 14.2) V1 Jan 2021 Lonsdale Institute Pty Ltd Provider ID 21915 CRICOS Code 02836F

Lonsdale Institute PTY LTD Summative assessment BSB80120 Graduate Diploma of Management(Learning) BSBHRM613 Contribute to the development of learning and development strategies Question 1 What different methods can be used for learning and development as per organisational requirements Answer : Debate: It is a method in which interaction is the main actor, what is desired is to convince others of a personal point of view. Conferences and Seminaries: Through this method the people present are inhibited from any type of interaction. Job shadowing: It is a method of learning and constant development because you are interacting with someone with more experience in order to avoid common mistakes and optimise times, in the same way, learning from both parties is promoted. Case study: Through this, what is desired is to make those involved interact, reaching solutions to an approach. Training: Through this method, an expert person is assigned on the subject so that the person being trained follows instructions and thus learns. Role play: It is of great help since what is done is to put into practice certain techniques to interact with the client. Mentoring: It is a more complete method than training because it is more strategic and goes beyond skills. to give, some types of learning are; Active learning is learning that requires participants to propose ideas instead of being recipients, for which the strategies must be focused on making those involved have space to interact while learning. Blended learning, it is convenient to think of strategies that facilitate the use of digital media while doing face-to-face learning. Team learning is a specific approach that may involve flipped learning and elements of question / problem-based learning. Online learning is one of the learnings that has taken the most strength today and which in turn is supported by a tool as vital as technology, which allows activities to be carried out without the need to attend in person. Question 6 What is organisational learning and development strategy design? Answer : Designing a learning and development (L&D) strategy consists of establishing the skills and competencies that an organisation's workforce must have to ensure a sustainable company over time. A good design of a learning and development strategy allows for better professional development which is translated into a better flow of talent within the organization as well as developing new skills for stakeholders. Those companies that invest in human capital obtain more benefits TA102 FO Assessment Task Page 6 of 13 TA102 PP Assessment Management (SNR1.8) (ESOS 14.2) V1 Jan 2021 Lonsdale Institute Pty Ltd Provider ID 21915 CRICOS Code 02836F

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Lonsdale Institute PTY LTD Summative assessment BSB80120 Graduate Diploma of Management(Learning) BSBHRM613 Contribute to the development of learning and development strategies Question 1 What different methods can be used for learning and development as per organisational requirements Answer : Debate: It is a method in which interaction is the main actor, what is desired is to convince others of a personal point of view. Conferences and Seminaries: Through this method the people present are inhibited from any type of interaction. Job shadowing: It is a method of learning and constant development because you are interacting with someone with more experience in order to avoid common mistakes and optimise times, in the same way, learning from both parties is promoted. Case study: Through this, what is desired is to make those involved interact, reaching solutions to an approach. Training: Through this method, an expert person is assigned on the subject so that the person being trained follows instructions and thus learns. Role play: It is of great help since what is done is to put into practice certain techniques to interact with the client. Mentoring: It is a more complete method than training because it is more strategic and goes beyond skills. from their employees since they feel the importance they have in the company and in return they give a better performance. Question 7 Explain relevant continuous improvement processes associated with organisational learning and development strategies. Answer : Continuous improvement processes help organisational learning and development strategies to be updated efficiently, thus minimising and / or avoiding any problem that could put business success at risk. It is ideal to carry out a series of steps when it is necessary to make a process of continuous improvement, where: The appropriate process for improvement must first be selected. Where the process is evaluated which can be analyzed through anonymous surveys that guarantee sincere participation by those involved and from there the problem is deduced. The next step is to identify and verify the root cause (s). Once you have the causes, you proceed to plan and implement actions that correct the root cause (s). Which will yield a result, where actions should be taken to achieve a solution and thus be able to Plan for the future (updating of organizational learning and development strategies). Question 8 What are evaluation strategies ? provide example. Answer : Evaluation strategies are those processes by which management determines how well a certain strategy has been implemented and how successful it TA102 FO Assessment Task Page 7 of 13 TA102 PP Assessment Management (SNR1.8) (ESOS 14.2) V1 Jan 2021 Lonsdale Institute Pty Ltd Provider ID 21915 CRICOS Code 02836F

Lonsdale Institute PTY LTD Summative assessment BSB80120 Graduate Diploma of Management(Learning) BSBHRM613 Contribute to the development of learning and development strategies Question 1 What different methods can be used for learning and development as per organisational requirements Answer : Debate: It is a method in which interaction is the main actor, what is desired is to convince others of a personal point of view. Conferences and Seminaries: Through this method the people present are inhibited from any type of interaction. Job shadowing: It is a method of learning and constant development because you are interacting with someone with more experience in order to avoid common mistakes and optimise times, in the same way, learning from both parties is promoted. Case study: Through this, what is desired is to make those involved interact, reaching solutions to an approach. Training: Through this method, an expert person is assigned on the subject so that the person being trained follows instructions and thus learns. Role play: It is of great help since what is done is to put into practice certain techniques to interact with the client. Mentoring: It is a more complete method than training because it is more strategic and goes beyond skills. has been, in a more practical way what is required is to review and evaluate the strategy implementation process and measure the organisational performance. Example: Develop an app that helps gather people to do specific sports (soccer, basketball, etc) Evaluation questions and strategies Is the app being operational? Observations What are the usage statistics? Application statistics. Is it being useful? Telephone interviews with a group of users to see if they are finding what they wanted Question 9 What are quality management compliance requirements as it relates to organisational learning? Answer : A quality management system (QMS) is a formalized system that documents the processes, procedures, and responsibilities for achieving quality policies and objectives. ISO 9001: 2015 is the most widely implemented and recognized quality management system standard worldwide. The international standard specifying the requirements for quality management systems is the most prominent focus of quality management systems. TA102 FO Assessment Task Page 8 of 13 TA102 PP Assessment Management (SNR1.8) (ESOS 14.2) V1 Jan 2021 Lonsdale Institute Pty Ltd Provider ID 21915 CRICOS Code 02836F

Lonsdale Institute PTY LTD Summative assessment BSB80120 Graduate Diploma of Management(Learning) BSBHRM613 Contribute to the development of learning and development strategies Question 1 What different methods can be used for learning and development as per organisational requirements Answer : Debate: It is a method in which interaction is the main actor, what is desired is to convince others of a personal point of view. Conferences and Seminaries: Through this method the people present are inhibited from any type of interaction. Job shadowing: It is a method of learning and constant development because you are interacting with someone with more experience in order to avoid common mistakes and optimise times, in the same way, learning from both parties is promoted. Case study: Through this, what is desired is to make those involved interact, reaching solutions to an approach. Training: Through this method, an expert person is assigned on the subject so that the person being trained follows instructions and thus learns. Role play: It is of great help since what is done is to put into practice certain techniques to interact with the client. Mentoring: It is a more complete method than training because it is more strategic and goes beyond skills. Question 10 List organisational policies and procedures relating to the development of learning and development strategies. Answer : Recruitment policy Induction policies and procedures Anti-discrimination and harassment policy Discipline and termination policy Policies and Procedures for Remote Work Evidence checklist Response to all 10 questions TASK 2 – CONTRIBUTE TO DEVELOPING A LEARNING AND DEVELOPMENT STRATEGY In this task, you need to read the case study and complete the following template for Training Needs Analysis TA102 FO Assessment Task Page 9 of 13 TA102 PP Assessment Management (SNR1.8) (ESOS 14.2) V1 Jan 2021 Lonsdale Institute Pty Ltd Provider ID 21915 CRICOS Code 02836F

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Lonsdale Institute PTY LTD Summative assessment BSB80120 Graduate Diploma of Management(Learning) BSBHRM613 Contribute to the development of learning and development strategies Spice world is a family-owned café located in Brisbane. Spice world aims to serve quality food and fair-trade coffee at a city pace. The café is currently open 7 am–5 pm, Monday to Friday. Spice World has been experiencing consistent growth in sales and numbers of customers over the last two years. This growth has led to a need for promotion of the existing café manager and the recruitment of two (2) floor managers who are able to manage customer complaints, take responsibility for higher-level café operations, and manage staff performance over the full seven (7) days of operation. The previous manager, James Smith, worked four days a week. James is a good manager, but when he's not there on Fridays, the café does not run as smoothly. The owners of the café have also decided to start opening on Saturdays and Sundays. They would like to have a manager on for all opening days and hours. Owners Sheila and Roy Fraser have provided you with the task of organising Induction training for two (2) full-time or part-time café managers (for example, working Sunday – Thursday or Tuesday–Saturday or any other variation). Induction processes must be undertaken in accordance with relevant external standards, such as legislation and codes of practice, and internal standards, such as organisational policies and procedures. You will need to recommend the tasks and timelines required for Induction and Training sessions in the following Training needs Analysis template and provide details of the Learning program plan in the learning plan template. You may adlib the information in the template. TRAINING NEEDS ANALYSIS TEMPLATE Client/organisation Name Spice world Cafe Background Organisational background, context and environment. It’s a family owned cafe which currently operates 5 days a week from 7am to 5pm. It has a manger who worked 4 days a week. Likewise, the cafe has grown exponenEally, which has created the need for new staff. Desired outcomes What does the organisation want to achieve through training? Through training, the organizaEon wants the two new managers to be able to handle customer complaints, take responsibility for high-end coffee operaEons, and manage staff performance for the full seven (7) days of operaEon. Roadblocks Are there any obstacles to achieving these aims? And what are they? The cafe has a problem and it is the availability of the manager who can only be there 4 days a week to train the new managers Initial perceived solution Does the organisation have a learning solution in mind? The learning method that the organizaEon has in mind is through coaching with the main manager. TA102 FO Assessment Task Page 10 of 13 TA102 PP Assessment Management (SNR1.8) (ESOS 14.2) V1 Jan 2021 Lonsdale Institute Pty Ltd Provider ID 21915 CRICOS Code 02836F

Lonsdale Institute PTY LTD Summative assessment BSB80120 Graduate Diploma of Management(Learning) BSBHRM613 Contribute to the development of learning and development strategies Target learners Who are the target learners, what variables may impact on their successful performance (e.g., language, literacy and numeracy issues, technology-related skills, disabilities, etc.)? The target learners are two part Eme or full Eme managers, for which a very advanced selecEon process will be carried out where it is desired to minimise any obstacle that may influence the successful performance of the training. Desired staff outcomes Does the organisation have a vision of how a successful staff member will operate? The organizaEon wants that once the training is finished, the managers who were trained will be able to manage the staff in a controlled way and have the clients saEsfied with the way in which they address the problems that may occur. Measuring success Review the issues the organisation wants to address through training. How will success be measured? What benchmarks are to be used? What will success look like? Among the problems the organizaEon wishes to address are: Improve customer feedback Be able to operate seven days a week The way in which success will be measured will be through anonymous customer surveys, through which you can get a concrete answer since many Emes customers do not want to have problems when giving their name in a feedback. The success of the training program will be evidenced if no more than 10% of the people surveyed have complaints about the way the coffee is being managed. Training solution/s Outline the type of training to be conducted and an action plan to bring about the desired goal/s. It will be a face-to-face training where spaces will be opened for quesEons and / or doubts to arise from the trained people and thus guarantee that the procedures carried out are being fully received. Your role What will be your role in this Induction Training I should recommend the tasks and Emeframes required for the inducEon and training sessions and also provide details of the learning program plan Time and Venue What dates/s and timings can be allocated for the training The training will be personalized and will take place in the cafe's faciliEes and will be divided into two weeks. Week 1: Manager who will be from Tuesday to Friday Week 2: Manager who will be from Saturday to Monday Comments Yours’s signature: Lkhamsuren Gaalaa Date: 20/11/2023 LEARNING PLAN TEMPLATE TA102 FO Assessment Task Page 11 of 13 TA102 PP Assessment Management (SNR1.8) (ESOS 14.2) V1 Jan 2021 Lonsdale Institute Pty Ltd Provider ID 21915 CRICOS Code 02836F

Lonsdale Institute PTY LTD Summative assessment BSB80120 Graduate Diploma of Management(Learning) BSBHRM613 Contribute to the development of learning and development strategies Names of new Employees ( provide any 3 names ) What type of training will be provided Facilitatio n/Training technique( face to face or online training) Resources required for Training ( Whiteboard, projector, etc .) Expected benefit to company/ objective Expected benefit to employee/g oal Review date 1. Rob Induction training for full or part time coffee managers. Face-to- face 1. Projector 2. Blackboard 3. Brochures That they meet the requiremen ts of the company and be an excellent manager. Being able to learn too much Two weeks aeer training 2. George Induction training for full or part time coffee managers Face-to- face 1. Projector 2. Blackboard 3. Brochures That they meet the requiremen ts of the company and be an excellent manager. Meet company expectations One week aeer training 3. Daniela Induction training for full or part time coffee managers Face-to- face 1. Projector 2. Blackboard 3. Brochures That they meet the requiremen ts of the company and be an excellent manager. Grow professional ly and personally One week aeer training TASK 3 – EVALUATION STRATEGY Now that you have developed a learning program plan for new staff in task 2, you are required to develop an evaluation strategy to review in case the learning plan does not work what evaluation strategy can be implied and how it can be further reviewed. TA102 FO Assessment Task Page 12 of 13 TA102 PP Assessment Management (SNR1.8) (ESOS 14.2) V1 Jan 2021 Lonsdale Institute Pty Ltd Provider ID 21915 CRICOS Code 02836F

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Lonsdale Institute PTY LTD Summative assessment BSB80120 Graduate Diploma of Management(Learning) BSBHRM613 Contribute to the development of learning and development strategies  Provide a Graph, flowchart, table, or any other method to demonstrate the evaluation technique, which can be applied for learning strategy task 2.  your response must have consultation and communication processes to support and encourage stakeholder input into design, implementation, and review of organisational learning and development strategy  Once completed, Submit this Assessment as a pdf document on Moodle. Bussines objectives Audience Delivery method Evaluation technique Periodicity of the evaluation Person responsible for evaluating and communicatin g Taken actions Development of praces based on the procedures and policies Epulated by the company Staff  Face to face  InsEtu Eon al mail  Checklist  Workplac e observio ns Once a month or as soon as there is negaEve feedback on the procedures performed Floor Manager The floor manager must communicate to the staff the procedures and / or policies that are not being complied with and must show new strategies to improve giving space to the consensus with the staff. Provide staff with opportunies for connuous development Staff Face to face  Workplac e obserions  Surveys Every 2 months or when a complaint is received from a staff member Floor Manager The floor manager should ask the staff what kind of opportuniEes they are looking for within the company and once evaluated should communicate a plan in which employees feel that they are an important part of business success. TA102 FO Assessment Task Page 13 of 13 TA102 PP Assessment Management (SNR1.8) (ESOS 14.2) V1 Jan 2021 Lonsdale Institute Pty Ltd Provider ID 21915 CRICOS Code 02836F

BSBHRM613 Lkhamsuren Gaalaa

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