Grow Management Consultants

Learning strategy review

Implementation
Evaluate the end-to-end implementation of organisational learning strategy.
The organisational learning strategy is implemented to the daily routine of the
company. All training and learning are conducted in compliance with the
organisational learning strategy and other learning policy and procedures. All the
technology being used within the company, norms and conditions of the company,
surplus resources, confidentialities etc has within the boundaries of the one stated
in the organisational learning strategy developed. The only problems happening
during the implementation is that there is not enough time for the employees to
learn all of the training provided by the company

Performance
Evaluate the performance of resources and people supporting organisational learning strategy
implementation.
The performance of the resources and people supporting organisational learning
strategy implementation is very good. All of the employees are trying hard to create
an environment where everyone can learn and share information to each other.
Creativity and the free exchange of ideas can only flow when employees have a
healthy work environment. All of the managers take responsibility to appreciate employees who
help foster a creative environment and approach employees who have trouble doing so.

Results
Evaluate how well learning strategies and learning resources achieved organisational learning
targets.
All the results of learning strategies and learning resources has achieved the
organisational learning target set by the organisation. With the hard work of all of
the employees in the company, all of the employees are able to improve them
knowledge, information and performance due to the learning process provided by
the company.

Outcomes
Evaluate whether the intended strategic outcomes have been achieved through the organisational
learning strategy.
The intended strategic outcomes have been achieved through organisational
learning strategy. Due to the improvement in performance from the learning
process, the company are able to achieve profits of at least 10% per annum. The
company are able to strengthen the skills of the employee, to better support
customer needs and ensuring that all staff work as effectively as possible, including

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that clear performance measures are in place.

Recommended document changes

Determine what changes (if any) should be made to the company’s policies and procedures.
There should be some addition to the recruitment, selection, and induction policy
and procedure about the position description. The position description is the key
document used in determining the appropriate classification and level of a position.
An accurate position description helps the employee know what is expected by
clearly defining the work to be performed in relation to the overall goals of the work
unit.

Recommended strategy formation improvements

Determine what your plans are for improving the company’s Organisational Learning Strategy.
You are required to make at least two alterations to the document.
Assessment of capability gaps and estimated value

After companies identify their business priorities, they must verify that them
employees can deliver on them—a task that may be more difficult than it sounds.
After identifying the most essential capabilities for various functions or job
descriptions, companies should then assess how employees’ rate in each of these
areas. L&D interventions should seek to close these capability gaps.

Measurement of impact on business performance

Accurate measurement is not simple, and many organisations still rely on traditional
impact metrics such as learning-program satisfaction and completion scores. But
high-performing organisations focus on outcomes-based metrics such as impact on
individual performance, employee engagement, team effectiveness, and business process
improvement.
Recruitment, Selection and Induction Policy and Procedures

Policy Statement

Grow Management Consultants is committed to recruiting and selecting quality

staff. It is also committed to inducting staff to ensure that they understand their job
role and can follow all required procedures.

Principles

Selection decisions will always be made on merit, to avoid discrimination and

unfairness.

Scope

This policy and procedures apply to all staff who undertakes recruitment, selection,
induction and termination. This policy and procedure are supported by, and linked
to the company’s Strategic Plan, and Staff Code of Conduct.

Procedures

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1. Position description

•Once a vacancy occurs a detailed job description is prepared before each position
is advertised and is
•Available to all applicants. The job description includes:
•Job title
•Location of the position
•Who will the employee report to?
•Overall purpose of the job
•Key area of work
•Details of specific duties and responsibilities
•Hours of work
•All candidates should submit a cover letter and detailed resume outlines skill and
experience.

2. Recruitment, selection and appointment.

The following procedures will be followed for recruitment.

• Prior to the recruitment process commencing, HR develops a position description

or accesses an existing position description. Ensure that all information in the
position description is accurate and identifies the key responsibilities, key selection
criteria and desirable skills and attributes.
•HR will advertise the position using the organisation’s preferred medium(s) and
advertisement templates. Advertisements will clearly specify the purpose of the
role, key selection criteria, mandatory qualifications and a contact name and
number.
•Following the receipt of applications, HR and the responsible manager will develop
a shortlist of applicants based on the applications provided and their suitability to
the role. Ensure that all shortlisted applicants have the mandatory qualifications
required of the position or the ability to obtain them.
•HR will consider whether any testing is required as part of the process.
•Interview of shortlisted candidates will be completed with HR and the responsible
manager. Standard questions will be used, and accurate notes will be taken
•Following the interview, HR and the responsible manager will agree on the selected applicant and
referee checks will occur using the Reference Check form.
•Letter of offer is developed using standard letter template and sent out to
successful candidate/s.
•Rejection letter is developed using standard letter template and sent to
unsuccessful candidates.

3. Induction

•HR creates a staff file for the new staff member and all documents relating to the
recruitment processes are stored.
•Staff member completes all required documentation for employment, including
contracts, staff details forms and TFN form.
•Ensure signed contract is on file.
•Induction plan is created, and initial induction completed.
•Inductions as per plan are conducted during the first three months, which is also
the probationary period.
•At least 2 days prior to the probationary period lapsing, HR will hold a review and
support session with the employee. This session is to be used as feedback and
review opportunity from both parties on the probationary period.

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•If the employee’s performance is not satisfactory, the termination procedure must
be followed.

Updated organisational learning strategy

The organizational learning strategy will have to be more person-based after
understanding the requirements or needs. It would establish a practical scope of
leading controlling activities significantly.

Introduction
Grow management consultants as one of the directing organizations for leadership
development. Organizational learning strategy should be as legally recognized as
possible as a significant element of the Grow Management Consultants organization
culture. The main objective of the organizational learning strategy in order to
improve employee performance and the organizational bottom line (Cosentino,
2021).

Purpose
The goal of an organizational learning strategy is to provide principles and a
framework for positioning and leveraging organisational learning resources in order
to increase the overall performance and competencies of the organization’s staff &
employees. Learning and development grow management consultants’ services the
absence of a clear plan inclines to drop focus and effectiveness. The training and
development program for an employee is being arranged by the Grow Management
Consultant (Deisinger, 2019).

Commitment
All personnel who work for the Grow management consultant organization are
needed to take the company’s learning courses. Organizational learning always
gives priority for the company’s growth and staff development. Employees for each
department and at all states of superiority will initiate to enhance themselves by
following to the company learning policy. Plan to give management level training for
high authority working in the company. Workshops and training programmes are
established to improve the skills & knowledge of staff.

Organisational requirements
The organization should use cutting fledge technologies in the learning process. It is
critical for Grow Management Consultants. Long-term success in the training and
learning business.
Learning significance is significant a gathering of items that are carried together in
the appropriate way to develop an environment that helps various sorts of learning processes.
The organization must employ resources and training sessions, technology to
arrange training sessions and improve the capabilities of staff including skills,
knowledge and performance level, etc (Brassey, Christensen, & Dam, 2019).

Units of competency
The organization is required to implement effective and relevant training based on
the result of the meeting section and feedback collected. The following are some
training options implemented to enable required performance.
· Coaching and mentoring are one type of training that help to convey the
required information and guidelines to the employee and required staff
members
· Using the computer, virtual reality, and augmented reality are suitable
common methods of simulation training.
· Group discussion and activities is one type of training section discussing any

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issues and solution help to staffs and participants for a way to behave and
handle the issues in future.
· The observation, modelling, and imitating is one social learning technique,
and it is one of the deliberate ways of job training.
· Simulation employee training in the meeting hall or classroom is one type of
training with a help of instruction, teaching, and presentation section.

Communication procedure
Develop effective communication procedures in an organization and need to be
followed by the entire organization employee, staff, and students. All are required to
use a strong and confident tone of voice while the communication process. Using
effective and smart communication technology in the organization. Using the active
listening technique while communicating to better understanding and replay. Use the
powerful voice while the meeting and other discussion sections to make it hear able
of voice to all. Use verbal communication while meeting and other discussion
sections. Confirm what we understand, share your perspective well and dint speak
for other people. Think before you speak, make the space for the right movement,
and acknowledge you share in causing the problem. Need to follow this instruction
while the communication process in an organization.

Strategies

Strategy Flexibility Timelin Resources Responsibilitie Performanc

e s e indicators

Enable Develop an 3  Internet, Provide high A number of

online online months online convenience to online
learning learning site learning students by learning
with high website, providing an logins per
availability opportunity to day and
 high
and security learn from percentage
security,
with a anywhere at of student
proper login  high any time by just performance
system for performance login process improvement
students , and
 secure login
are some
resources

Enable Using a 2  High speed The online The number

online smart months internet classes will be of new
classes application connection, helping students
such as students from learned
 high network
zoom and long distances through the
security,
skype to reduce the online
software to  secure login, risk travelling classes and
enable the computer or and attending the
online laptop manual classes percentage
classes for  web on Grow of their
students Management performance

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 who are all cameras Consultants. improvement
interested to This process are
 suitable
learn from reduces the performance
audio
long overall risk and indicators.
distances.  teachers enables
 suitable facilities to
environment access from
and anywhere.

 server is
required to
enable the
online
classes

Implement Implement 1 month  The secured Providing The total

an online the online login system opportunities to number of
feedback feedback organisation feedback
 Organisation
system system on staffs and received,
’s website
the employees to and average
organisation’  Feedback share their existing
s website to option on opinion and feedback
get feedback the website feedback to the received
from  Regular origination from the staff
students and feedback anytime, also it are identified
staff within analysis is reduced fear and
24hrs. This system to share their calculate the
feedback is original difference
involved in  Server or feedback and percentage
analysis space to possible to is helping to
operation to store all share the find the
find the feedback expected performance
originality  High speed feedback to the of
and enable internet organisation implemented
required connection easily without feedback
improvemen is required any hesitation. system.
t in services to implement
and and maintain
performance this online
. feedback
system

Enable self- Enable the 1 month  The self- The self- The total
evaluation online self- assessment evaluation test
number of
test evaluation questions is helping to
logins and
self-
test know the
 Answers assessment
operation on individual
 Online self- test
the performance,
completed

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 organisation’ assessment knowledge, and on the
s website, it software skills in a
website in
helps clients specific area
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 Server month and
to easily and having an
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improve technique effective performance
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and management and improve organization.
performance their overall
consultant.
. performance.

3. EMAIL TO CEO

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To: [email protected]
Subject: Changes

Dear sir/madam

I trust this message finds you in good health. I am currently engaged in the execution of various
organizational learning strategies, and it is my duty to ensure their effective implementation. To
facilitate this, I am considering modifications to the existing learning strategies with the aim of
simplifying their execution.

One key aspect that requires attention is the refinement of the learning strategy related to defining
scope, as advocated by Grow Management Consultants. This adjustment is essential to ensure a
more precise and well-defined scope, ultimately contributing to the successful implementation of
organizational learning strategies. By enhancing the clarity of the scope, we can streamline the
learning process and make it more accessible for all stakeholders involved.

Considering this, I would like to seek your valuable input and approval for the proposed changes.
Specifically, I am requesting a comprehensive review of the modifications to secure your
endorsement for the updated learning strategy. Your expertise and insights are crucial in ensuring
that these changes align seamlessly with our organizational objectives and contribute
positively to our overall learning framework. Moreover, I am in the process of preparing a formal
request for a grant to support the implementation of these refined learning strategies. Your
endorsement and approval of the proposed changes will significantly strengthen our case when
seeking external support.

I am confident that these adjustments will not only enhance the efficiency of our learning initiatives
but also contribute to the overall success of our organizational development efforts. Your
cooperation and guidance in this matter are highly appreciated, and I am open to any suggestions
or feedback you may have.

Thank you for your time and consideration. I look forward to discussing these proposed changes
with you in more detail and working together to advance our organizational learning objectives.

Yours faithfully
………………….

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