BSBHRM613_Learner Workbook

Instructions to Learner Assessment instructions Overview Prior to commencing the assessments, your trainer/assessor will explain each assessment task and the terms and conditions relating to the submission of your assessment task. Please consult with your trainer/assessor if you are unsure of any questions. It is important that you understand and adhere to the terms and conditions and address each assessment task fully. If any assessment task is not fully addressed, then your assessment task will be returned to you for resubmission. Your trainer/assessor will remain available to support you throughout the assessment process. Written work Assessment tasks are used to measure your understanding and underpinning skills and knowledge of the overall unit of competency. When undertaking any written assessment tasks, please ensure that you address the following criteria:  Address each question, including any sub-points  Demonstrate that you have researched the topic thoroughly  Cover the topic in a logical, structured manner  Your assessment tasks are well presented, well-referenced and word-processed  Your assessment tasks include your full legal name on each and every page. Active participation It is a condition of enrolment that you actively participate in your studies. Active participation is completing all the assessment tasks on time. Plagiarism Plagiarism is taking and using someone else's thoughts, writings or inventions and representing them as your own. Plagiarism is a serious act and may result in a learner's exclusion from a course. When you have any doubts about including the work of other authors in your assessment, please consult your trainer/assessor. The following list outlines some of the activities for which a learner can be accused of plagiarism:  Presenting any work by another individual as one's own unintentionally  Handing in assessments markedly similar to or copied from another learner  Presenting the work of another individual or group as their own work  Handing in assessments without the adequate acknowledgement of sources used, including assessments taken totally or in part from the internet. If it is identified that you have plagiarised within your assessment, then a meeting will be organised to discuss this with you, and further action may be taken accordingly. Page 2 of 42

Assessment requirements Assessment can either be:  Direct observation  Product-based methods e.g. reports, role plays, work samples  Portfolios – annotated and validated  Questioning  Third party evidence. If submitting third party evidence, the Third Party Observation/Demonstration document must be completed by the agreed third party. Third parties can be:  Supervisors  Trainers  Team members  Clients  Consumers. The third party observation must be submitted to your trainer/assessor, as directed. The third party observation is to be used by the assessor to assist them in determining competency. The assessment activities in this workbook assess aspects of all the elements, performance criteria, skills and knowledge and performance requirements of the unit of competency. To demonstrate competence in this unit you must undertake all activities in this workbook and have them deemed satisfactory by the assessor. If you do not answer some questions or perform certain tasks, and therefore you are deemed to be Not Yet Competent, your trainer/assessor may ask you supplementary questions to determine your competence. Once you have demonstrated the required level of performance, you will be deemed competent in this unit. Should you still be deemed Not Yet Competent, you will have the opportunity to resubmit your assessments or appeal the result. As part of the assessment process, all learners must abide by any relevant assessment policies as provided during induction. If you feel you are not yet ready to be assessed or that this assessment is unfair, please contact your assessor to discuss your options. You have the right to formally appeal any outcome and, if you wish to do so, discuss this with your trainer/assessor. Page 5 of 42

1.4 Describe the importance of continuous improvement as part of a company's organisational learning strategy and outline three types of continuous improvement processes that could be used to undertake this. Answer: The main aim of the organisational learning strategy is to improve the work process of the workforce through which they can positively work according to the trend (Daubert, Ramani, & Rubin, 2018) . For the purpose of the organisational learning strategy the implication of the continuous improvement is very important as it helps to induce the relevant learning process in the workplace (DeCoux, 2016) . The three types of continuous improvement processes is as follows: Monthly training: Under this for the purpose of the continuous improvement process of relevant monthly training to the employees need to deliver. Total quality management: Under this aspect of the quality need to consider as the part of the continuous improvement through which workplace quality aspects improved effectively. Lean technology : The aspects of the lean technology for the continuous improvement process by which the optimisation in the work take place. Page 8 of 42

needs of each individual. 'Reasonable adaptations' basically means that an RTO should allow learners with disabilities to engage in learning and training on an equal basis with learners without disabilities. 3. Reliability: The assessment evidence must be interpreted by the training provider's assessors consistently as per the principle of reliability. The assessment outcomes must be comparable regardless of who is assessing them. 4. Validity: A valid assessment judgment verifies that a learner possesses all of the information, knowledge, and skills outlined in a training program. The validity requires evidence that a student could exhibit the skills and knowledge in other similar contexts that should be used to base the evaluation. The evaluation of abilities and knowledge is combined with their application in the real world. Page 11 of 42

1.10 Identify and describe an example of each of the below that would be relevant to a person working in a learning and development role. Describe how each is relevant. Answer: A. Legislation The legalisation or the law is important for the person working in the organisation as it bring transparency as well as fairness in the aspect of learning and development role. For example in the workplace the legalisation of the Equality Act (2012) represent the equal learning aspect without any discrimination. It is relevant for the purpose of the proper equal learning. It also helps to maintain the proper workplace environment without affecting the country based legalisation as well as laws followed by the business firm. B. Code of practice The code of practice in the workplace is very important as it helps to guide the person working in terms of maintaining ethical as well as legal aspects through which any issues in the working process can be avoided proper environment can be maintain. In terms of the learning and development role ACS code conduct of Australia is important for maintain the proper professional behaviour through which the learning in the different workplace situation can be take place and the further issues in the work can be avoided. C. National standards The application of the National standards in the workplace is important as it helps to maintain the quality parameters in the workplace. As it helps to optimise the work aspect and reduce the issues in the work. Under this Australian national standards also can be applied through which in the workplace and it helps to manage the quality aspects and avoid the issues in the learning and development role by maintaining the quality parameters aspects. Page 14 of 42

ASSESSMENT TASK 2: PROJECT WORK Instructions to Learners: In this task, you are required to develop a report on organisational learning strategies for AYMA SERVICES. You are then required to write an organisational learning strategy and policies and procedures for the company. Strategic business plan for AYMA SERVICES and all the required policy and procedures templates are available in Moodle student's resources folder. You will need access to:  Simulated business environment including a meeting space and computer and internet access  Access to "Break Out Room" in Microsoft teams or GoToMeeting if this unit of study delivered online  Assessment and Recognition Policy and Procedures Template  External Training Procurement Policy and Procedures Template  Learning and Development Policy and Procedures Template  Learning Strategies Report Template  Organisational Learning Strategy Template  Performance Appraisal Policy and Procedures  Recruitment, Selection and Induction Policy and Procedures.  Strategic Business Plan. 2.1. Carefully read the following and answer the following activities: Scenario: AYMA SERVICES is a consultancy organisation who are providing leadership and management development services. The company specialises in the following areas:  Coaching  Mentoring  training  Management consultation and Management program evaluation  Development of resources, tools and technologies and provide expert advice Page 17 of 42

order to understand the requirements of the present organisation, which helps in increasing the efficiency and makes the organisation grow. Review of the company's existing policies and procedures relevant to organisational learning/training and assessment and any current gaps Recruitment, Selection and Induction Policy and Procedures There is no gap pertaining to the recruitment, selection and inclusion policy of AYMA SERVICES mainly because it selects only those employees who are from the best in the industry by checking the experience certificates and the interview. Performance Appraisal Policy and Procedures The performance appraisal policy and procedures at AYMA SERVICES are also quite appropriate because it is maintained in a stack, like the people who come to the office on time, the people who don't miss deadlines, and the people who are exclusively skilled, including communication skills. Everything is maintained, and the performance appraisal is given by means of stack maintenance. Review of current best practices for policies and processes that support organisational learning: what are they, and what should they include? The present best practices in connection with processes and policies also help in supporting organisational learning is online learning, and the capacity of learners to provide feedback. The feedback helps in the development of the organisation to a greater extent, and it also needs to include the level of bonding and also the communication they have with the managers, which helps in improving the process of training to a greater extent. Recommendations for the structure and content of the company's organisational learning strategy The organisational learning strategy should be a little compact, and every level of training should be separate like that of leadership training, communication training and the training of hard skills. There should be separate trainers, and online tests should be taken at the end of each training in order to ensure the right development of learning. Ideal technological and systems requirements for an organisational learning strategy and compare to what is currently in place The technological requirement and system requirement is a cloud computing software that maintains the performance of all individuals, and also, there must be an online quiz, which stores the data correctly and predicts the outcome. However, the security of the system is not perfect in AYMA SERVICES, which needs to be improved; there must be two-way verification for all employees, and their password is required to be safe within the system. Communication and consultation process that can be used to support the development and implementation of organisational learning strategy Page 20 of 42

The consultation and communication process helps in the development of organisational learning strategy at AYMA SERVICES, which is mainly done by means of keeping an option of feedback while providing the online training. The feedback option helps the employees to provide feedback about their training, and it helps in creating a condition where the training processes are consecutively improved. Recommend procedures that can be incorporated into the organisational learning strategy to systematically liaise with educators/instructors, learners and others to monitor the extent to which learning strategies and learning resources are achieving the organisational learning targets The procedure that is possible to be incorporated within the organisational learning strategy is showing the way of operating the cloud module to all the employees by means of an induction on the first day. It would help the educators, as well as the learners, know how to operate the procedures and help in monitoring the progress, and the ways to achieve the organisational learning targets. Page 21 of 42

2.3 Consultation (Role play): You are required to form a group of 2-3 learners to conduct a role play session. Each learner takes turns to play their role as a manager (they can be any of the managers described in the case study organisation i.e., AYMA SERVICES) where your trainer can play the role of company's CEO. Other learners will play their roles as consultants and teammates. Now that you have completed the research at Task 2.2, it's time to consult with the CEO to:  outline your findings and ideas  discuss the impact of your recommendations on the organisation  examine and review the options for deploying new policies and procedures needed across the organisation During the meeting, you are required to demonstrate effective communication skills including:  Speaking clearly and concisely using language relevant to the audience  Using non-verbal communication to assist with understanding  Asking questions to identify required information  Responding to questions as required  Using active listening techniques to confirm understanding You must take notes on the feedback that you receive. Question 2.3 – Consultation (Role Play) I have understood from the overall findings related to the learning that every organisation needs to have a learning or training strategy that is linked with the organisational objectives. AYMA SERVICES uses the online learning procedure and creates an online learning module, which is possible to be seen themselves and give an online test at the end to monitor their progress. Also, the recommendations that I have made is that the educators or trainers must show the employees on the day of induction how to operate the organisational policies and ensure the right development of business. ROLE PLAY Me with other 2 other managers are having a meeting with C.E.O to discuss the Learning Strategies within the organization. Me: hello sir good morning. C.E.O: Good morning. How are you guys? Page 22 of 42

Me: Good sir. I have prepared a learning strategy report. Can you give us your time for the discussion? C.E.O: Okay Me: Since it a long time we haven’t focused on learning and development in the organization, now it’s time to set a learning environment in the organization. Our employees lack various technical knowledge and other skill too. C.E.O: that’s all good but how will we manage now? Me: I have discussed this with my team. They will explain the remaining. Smith! Please explain about learning procedures. Smith: Ok thank you! Taking with our employees I have found the gap between the police and the technological skill. So, I talk to the HR department and identifies the weakness of the employees which we should develop. And I also did a discussion with the consultation about the techniques and methods to be worked on. And our HR team also suggested I observe the recruitment and selection process and the policies. C.E.O: So, what will be the changes in our recruitment policies? Smith: There must not be the biasness while recruitment. And there should be clear guidance describing the job description and its role there should be clear terms and conditions. While hiring the employee we should select based on the abilities, skills, and capabilities of the individuals. And most of all we should make new police of performance appraisal which is one of the motivating factors to our employees, where we can use a foster rating scale for the appraisal of the performance. Likewise, my HR team also suggested some of the strategies which he will talk to you about. Kai: Yes! We must make some recommendations which we should implement in the coming days. C.E.O: What are those? Kai: We should ask for feedback on performance, and achievement throughout. Like, wise we should conduct a meeting with line employees discussing the development of the company. Should also focus on CSR, to maintain the healthy relationships among the customer as well as the employee of the organization. C.E.O: Listing these things I feel first we should organize the training program? Can you tell me about the funding process for the training? Me: Well, I have already talked to the accounts department they told me that our management team will fund the training and the resource as the firm requires the staff to have such abilities to meet organizational goals. And we do have our budget remaining for this fiscal year which we can utilize. Page 23 of 42

C.E.O: Then go ahead with all the plans. We will soon provide the training program for our employees. Me: Thank you sir for listening to us. Soon I will give you my final proposal. C.E.O: Ok have a good time. Page 24 of 42

2.4 Design and develop an organisational learning strategy Using the feedback that you received from CEO at the meeting as well as the information you researched and evaluated for your report, create a draft organisational learning strategy for AYMA SERVICES. Your strategy should:  Address the overall organisational requirements for an organisational learning strategy, as well as specific instructor and learner requirements, building on from the Learning Strategies Report you developed.  Include relevant units of competency as given in the feedback provided to you at the meeting  Set out the learning and assessment strategies that you have developed while researching you report and during the meeting. Each strategy should allow some flexibility, so it is more responsive to any changed circumstances or priorities.  Include procedures to systematically liaise with educators/instructors, learners and others to monitor the extent to which learning strategies and learning resources are achieving the organisational learning targets.  For each strategy, include responsibilities, timelines, resources and performance indicators. Use the Organisational Learning Strategy Template to guide your work. Question 2.4 – Organizational Learning Strategy Overall organisational requirements AYMA SERVICES is the organisation that provides leadership development in connection with the business context, and it is also connected with providing training about the organisational requirements and the business development. Naturally, the training requirements are related to leadership, management, communication, and marketing, which are necessary for organisational development. Also, IT training is required to be provided to the employees in order to facilitate their all-around development to a greater extent. Relevant units of competency as given in the feedback The relevant units of competency constitute the expertise in terms of communication, knowledge of leadership, knowledge of products and marketing, and the knowledge of IT. All the parameters are required to be maintained in accordance with the stack maintenance, and Page 25 of 42

also it ensures the creation of a score for every candidate, and the training is given in that way. The units of feedback measurement are connected with checking the communication skills and grading individuals on a scale of 1-10, the knowledge of products and marketing, and the IT knowledge. All the performance would be graded on a 1-10 scale, where 1 is the lowest and 10 is considered to be the highest. Learning and assessment strategies that are developed while researching the report and during the meeting The learning and assessment strategies would completely depend on the online quiz that would be held after the completion of each training. When the training is conducted, it is necessary that the employees would give a test, where 60% would be the qualifying mark. The reason for such a high qualifying mark is due to the fact that it is a corporate training, and anything below 60% would not be a proper performance to ensure the right kind of performance in the field of business as a whole. Procedures to systematically liaise with educators/instructors, learners The procedure of AYMA SERVICES is in line with the educators, instructors and learners because the online training is provided, which helps the educators, and learners to check their performance because of the online test. Along with that, the online module helps in guiding the learners instantly and also, and it ensures the development of learners at their own pace. Besides, the digital system also helps the learners to communicate with their trainers on a regular basis and ensure the development of the organisational training process. Strategy plan Performance indicators Resources Responsibilities Timeline Communication skills Module and guidance Trainer 3 months Product and marketing knowledge Module and guidance Manager 5 months IT knowledge Module and guidance IT expert 6 months Page 26 of 42

2.5 Write learning and development policy and procedures. Use the internet to research relevant policies and procedures and develop them into a document that would be appropriate for the case study organisation. Your policy and procedures should include the following:  An introduction, giving the reasons that the document has been developed  Purpose, setting out the document's objectives  Duties and responsibilities of staff and line managers.  Procedures: o Identifying Learning and Development needs and opportunities o Study leave o Funding These must be appropriate for the company's strategic requirements Use the Learning and Development Policy and Procedures Template to guide your work. Question 2.5 – Learning and development policy and procedures Introduction AYMA SERVICES is an organisation that is connected with the development of a leadership program, management techniques, and other parameters related to corporate communication. Therefore, it is essential for the organisation to develop certain policies and procedures that are useful for the creation of the right atmosphere conducive to the training. Purpose and document objectives The purpose of the report is to frame the policy of learning and development within AYMA SERVICES, and the objectives constitute the development and proper skill development of all the employees to fulfil the organisational goals. Duties and responsibilities of staff and line managers The responsibility of the staff is to listen carefully to the management and get trained in regards to the skill development that is required by AYMA SERVICES. On the other hand, the responsibility of the line managers is to train the staff at AYMA SERVICES, and also, listening to their concerns, and resolve their queries and problems to a greater extent. Procedures Page 27 of 42

Learning development needs and opportunities The learning development needs at AYMA SERVICES are made by means of checking the objectives and goals of the business. The learning opportunities are provided by means of creating online modules, which the employees have the potential to study at leisure and learn at their own pace and time. Study leave The study leave is associated with the development of providing general off to individuals who are preparing for an examination or increasing the qualification for improving their potential to a greater extent. In this regard, AYMA SERVICES provides study leave for individuals who are directly related to getting a particular training. Funding The funding for improving the educational qualification of an individual is associated with the funding that is procured from AYMA SERVICES. Moreover, it is also seen that most of the associated system is connected with the increase of skills in leadership, and therefore, the individuals who want to study HR in leadership also get an opportunity for funding from the organisation. Conclusion It is concluded from the report that learning and development must be connected with the overall skills of the individuals. Along with that, the skills of the people are also associated with the development of several techniques that are connected with the online test and also the resolving of queries by line managers. Page 28 of 42

2.6. Develop compliant assessment and recognition policies and procedures. Use the internet to research relevant policies and procedures and develop them into a document that would be appropriate for the case study organisation. These must be appropriate for the company's strategic requirements Use the Assessment and Recognition Policy and Procedures Template to guide your work. Question 2.6 – Assessment and Recognition Policy and Procedures The compliant assessment and recognition procedures and policies of AYMA SERVICES are associated with the development of online modules, the online policies like the health and safety parameters, and also, the responsible techniques. It is associated with the development of policies and procedures that are connected with online tests and also, the on-job training with the provision of feedback procedures. Page 29 of 42

2.7 Develop procurement and supply policy and procedures. Use the internet to research relevant policies and procedures and develop them into a document that would be appropriate for the case study organisation. They should also be relevant to the supply of training services by external providers and should be appropriate for the company's strategic requirements Use the External Training Procurement Policy and Procedures Template to guide your work. Question 2.7 - External Training Procurement Policy and Procedures The training procedures and policies for the external providers are mainly the supply of online modules associated with the management, company policies, strategic requirements, product knowledge, and the associated training related to communication skills. It helps in the development of providing the right training that ensures the connection with the company's strategic objectives. Page 30 of 42

2.8 Source learning resources or assessment tools Source two suitable learning resources or assessment tools that can be used for staff training as outlined in your strategy. These can be sourced from anywhere, and if necessary, you should modify them, so they are fit for purpose. Ensure they align with your strategy and cover one of the areas of need as outlined. Question 2.8 – Source learning resources or assessment tools The sources that are mainly required for the assessment tools are given below:-  Online test  Online modules  Communication training  On-job feedback form 2.9 Submit your completed work Make sure your work covers all of the requirements above, that you have provided enough detail as indicated and proofread for spelling and grammar as necessary. You are required to submit the following documents in the learning management system (Moodle):  Organisational Learning Strategies  Learning and Development Policy and Procedures  Assessment and Recognition Policy and Procedures  External Training Procurement Policy and Procedure  2 x learning resources or assessment tools (modified if necessary) Page 31 of 42

Assessment task 2 checklist – for Trainer Checklist Did the learner Evaluate a variety of methods to learning and workplace training and assess whether they could be used to achieve the company's strategic requirements? Yes No (Please circle) Describe the contribution that organisational learning can make to a company's competitiveness? Yes No (Please circle) Ensure that key stakeholders confirm their approval of their approaches to organisational learning? Yes No (Please circle) Research and review a variety of processes and policies that AYMA SERVICES could use to support organisational learning in the organisation? Yes No (Please circle) Research and develop an organisational learning strategy that supports the organisation's strategic business requirements and the existing policies and procedures? Yes No (Please circle) Research and plan any technological requirements and/or systems requirements that will be needed to support their organisational learning strategy? Yes No (Please circle) Ensure that their organisational learning strategy aligns with the existing human resources requirements and the organisation's learning requirements? Yes No (Please circle) During the meeting , demonstrate effective communication skills including:  Speaking clearly and concisely using language relevant to the audience.  Using non-verbal communication to assist with understanding  Asking questions to identify required information  Using active listening techniques to confirm understanding? Yes No (Please circle) Develop an organisational learning strategy that satisfies the instructors', the learners' and the organisation's requirements? Yes No (Please circle) Include relevant units of competency in their organisational learning strategy? Yes No (Please circle) Develop organisational learning strategies that are flexible? Yes No Develop organisational learning strategies that can be altered in response to changed circumstances and priorities? Yes No (Please circle) Develop learning and assessment strategies that will support the company's strategic requirements? Yes No (Please circle) Describe what resources will be required to implement the proposed organisational Yes No Page 32 of 42

learning strategies? (Please circle) Develop procedures to ensure that management and staff contribute to assessing how well the learning strategies achieve the organisation's strategic learning targets? Yes No (Please circle) Develop learning and development policies and procedures that comply with the company's strategic requirements? Yes No (Please circle) Develop assessment and recognition policies and procedures that comply with the company's strategic requirements? Yes No (Please circle) Develop external training procurement policy and procedures that comply with the company's strategic requirements? Yes No (Please circle) Source two learning resources or assessment tools that meet the requirements of their organisational learning strategies and modify if/as necessary? Yes No (Please circle) Comments Provide your comments here: The learner's performance was: Not yet satisfactory Satisfactory Page 33 of 42

ASSESSMENT TASK 3: PROJECT WORK Instructions for students In this task, you are required to conduct a review and evaluation of the organisational learning strategy and implement some changes. You will need access to:  Assessment and Recognition Policy and Procedures Template  Learning Strategy Review Template  Staff Survey Results 2019  Staff Survey Results 2020  Staff Learning Spreadsheet. 3.1 Carefully read the following scenario to answer all the activities: It is just over a year since AYMA SERVICES adopted your Organisational Learning Strategy and the three new policies that you developed. Since then, further recommendations were implemented and the following policies and procedures were updated based on your research and planning: -Recruitment, Selection and Induction Policy and Procedures -Performance Appraisal Policy and Procedures. Due to the global pandemic of COVID19, the decision was made to not proceed with the external training on emotional intelligence and to run online in-house training sessions to keep employees protected and to save company funds during the financial recession that the country faced. Other courses still went ahead that had been planned for but these were all run online. All employees were set up with Microsoft teams accounts where live webinars were run and recorded for later viewing. The training sessions were interactive and Microsoft teams functioned smoothly. As part of the ongoing assessment of the organisation's learning management systems, Human Resources has started adding all the learning opportunities that the staff have undertaken over the year to their staff records. They have put these in a spreadsheet for easier evaluation. Additionally, all staff are given an annual questionnaire to help assess whether organisational learning targets are being met. You are required to use these Page 34 of 42

documents to assess the success of the organisational learning strategies that you have implemented. Also, the CEO has asked you to review information on grants for skill development as they would like to capitalise on any opportunities for employers to access funding for learning and development. Determine how this could be integrated into the company's Organisational Learning Strategy. Page 35 of 42

3.2 Review the organisational learning strategy implementation Read through the following company documents:  Staff Survey Results 2019  Staff Survey Results 2020  Staff Learning Spreadsheet Your review should include evaluations of the following:  The end-to-end implementation of the organisational learning strategy  The performance of resources and people supporting organisational learning strategy implementation  How well learning strategies and learning resources achieve organisational learning targets.  Whether the intended strategic outcomes have been achieved through the organisational learning strategy. You should also determine:  The changes that could be made to at least two of the company's policies and procedures  Your plans for improving the company's Organisational Learning Strategy Use the Learning Strategy Review Template to guide your work. Question 3.2 – Review the organisational learning strategy implementation The implementation of the organisational learning strategy by means of the recruitment strategy and the performance appraisal strategy have not fully been met in the remote learning platform. Though the online modules of learning were developed, the query resolution was done online where all the employees collaborated by Microsoft Teams from the remote end, which aggravated the problems to a huge extent. Along with that, the negative feedback came in line with the line managers because most of the teams were managed from the remote end on a regular basis. The performance of the teams was not completely up-to-the-mark, which has increased the problems of individuals to a greater extent. Along with that, it is seen that most people have a greater number of problems in association with creating several factors that are required for the development to a greater extent. Most of the time, the learning strategies and resources are also associated with the development of organisational learning targets to a greater extent. The learning strategies were absolutely perfect, but the procedure of remote learning was not adapted to the procedures because the Covid-19 pandemic came all of a sudden. It has decreased the system of learning to such an extent that it created problems for every individual on a regular basis. However, the intended learning outcomes are achieved by means of the learning strategy, but the working procedure that needs to be developed while working from a remote end is required to be considered. Page 36 of 42

3.3 Implement changes based on your review Make the changes to the policies and procedures as outlined in your learning strategy review and in the previous activity step and make changes to the strategy document also. Save this version of the document as Updated Organisational Learning Strategy and any policy changes with the name 'Updated' and highlight your changes so your trainer can review the information easily. Question 3.3 – Implementation of changes The changes that are required to the organisational strategy constitute the working procedure from the remote end. During induction, under the situation of remote working, it is necessary to ensure the development of several factors that relate to the etiquettes of online communication. It would also ensure training people to resolve the problems online, which helps in developing the right way to ensure change implementation. 3.4 Present/submit your review findings and changes to the CEO (Trainer/assessor play a role as a CEO of AYMA SERVICES) You should present your work to the CEO along with an explanation of the changes you have made and why ask them for their feedback. You are required to submit the following documents to the Moodle:  Learning Strategy Review  Updated Policy and Procedures  Updated Organisational Learning Strategy Dear Sir, I have presented the review work by means of considering the way by which the continuation of services is done from Microsoft Teams. However, it is seen that most of the team members remained unsatisfied due to their queries not being resolved on time. As well as it is complained by the team members that there were technical glitches most of the time, which has created problems to a greater extent. More often, such a phenomenon had created problems regarding the performance of employees. Therefore, the strategies were changed at the end, and the report is attached with the mail herewith. Thanking you. Page 37 of 42

Page 38 of 42

Assessment task 3 checklist – for Trainer Checklist Did the learner Evaluate the outcomes of the organisational learning strategy implementation and implement changes by updating the company's policies and procedures to reflect their findings? Yes No (Please circle) Monitor the results of their learning strategies and the use of the learning resources they created, and determine whether they helped the company achieve its learning targets? Yes No (Please circle) Evaluate the implementation of the company's Organisational Learning Strategy? Yes No (Please circle) Review the performance of staff and the resources supporting the company's Organisational Learning Strategy implementation? Yes No (Please circle) Develop plans for improving the company's Organisational Learning Strategy? Yes No (Please circle) Comments Provide your comments here: The learner's performance was: Not yet satisfactory Satisfactory Page 39 of 42

Competency record to be completed by assessor This should be used by the trainer/assessor to document the learner's skills, knowledge and performance as relevant to the overall unit. Indicate in the table below if the learner is deemed competent or not yet competent for the unit or if reassessment is required. Learner's name Assessor's name Unit of Competence (Code and Title) BSBHRM613 - Contribute to the development of learning and development strategies Date Has the learner completed all required assessments in this workbook to a satisfactory standard? Yes No (Please circle) Comments from trainer/assessor: Learner is deemed Not competent Competent Assessor's signature Page 40 of 42

References Al-Samarraie, H., & Saeed, N. (2018). A systematic review of cloud computing tools for collaborative learning: Opportunities and challenges to the blended-learning environment. Computers & Education, 124 (1), 77-91,DOI:10.1016/j.compedu.2018.05.016. ASQA. (2022). Chapter 4—Training and assessment . Retrieved June 23, 2022, from https://www.asqa.gov.au/rtos/users-guide-standards-rtos-2015/chapter-4-training-and- assessment Bohanec, M., Robnik-Šikonja, M., & Borštnar, M. (2017). Decision-making framework with double- loop learning through interpretable black-box machine learning models. Industrial Management & Data Systems , 12547, DOI: 10.1108/IMDS-09-2016-0409. Borge, M., Ong, Y., & Rosé, C. (2018). Learning to monitor and regulate collective thinking processes. International Journal of Computer-Supported Collaborative Learning, 13 (1), 61- 92,DOI:10.1007/s11412-019-09301-6. Costa, R., Souza, G., Valentim, R., & Castro, T. (2020). The theory of learning styles applied to distance learning. Cognitive Systems Research, 64 (1), 134-145,DOI:10.1016/j.cogsys.2020.08.004. Daubert, E., Ramani, G., & Rubin, K. (2018). Play-based learning and social development. Play-based learning, 32 (5), 17-19, DOI: 10.1006.6143.8475.6253-8. DeCoux, V. (2016). Kolb's learning style inventory:A review of its applications in nursing research. Journal of Nursing Education, 29 (5), 202-207,DOI 10.3928/01484834-19900501-04. Donkers, J., & Slof, B. (2017). Improving workplace-based assessment and feedback by an E-portfolio enhanced with learning analytics. Educational Technology Research and Development, 12 (5), 359-380, DOI: 10.1007/s11423-016-9496-8. Farashahi, M., & Tajeddin, M. (2018). Effectiveness of teaching methods in business education: A comparison study on the learning outcomes of lectures, case studies and simulations. The international journal of Management Education, 16 (1), 131-142,DOI:10.1016/j.ijme.2018.01.003. Griful-Freixenet, J., Struyven, K., Verstichele, M., & Andries, C. (2017). Higher education students with disabilities speaking out: perceived barriers and opportunities of the Universal Design for Learning framework. Disability & Society, 12 (3), 1627,DOI: 10.1008/978-3-030-11352- 0_411. ISTE. (2022). ISTE STANDARDS: EDUCATORS . Retrieved June 23, 2022, from https://www.iste.org/standards/iste-standards-for-teachers Page 41 of 42