BH6014 The Learning Organisation Level 6 Assignment 02 Brief | KUL

Employability Skills


How Are These Skills Being Developed in this Assessment

All the above employability skills will be developed by working as a Learning and Development Consultancy for a real company.

BH6014 Assignment Task

BH6014 Portfolio

Your 1000 words L&D report and 500 words reflective report, will be a full written individual response to the organisation's L&D scenario, demonstrating your understanding of the frameworks of good practices, underlined theories, models, and concepts we discuss during the lectures and workshop, and your ability to apply these for L&D analysis, design, delivery, evaluation and return on investment.

BH6014 Task 

Select any organisation of your choice where you currently work, you wish to work, or you have contacts. This can be an international organisation too. Negotiate your access to the organisation. Gather data from the manager/s and, if possible, from employees. Understand the organisational culture, strategies, and their training needs to achieve organisational goals. Develop a L&D portfolio with the following requirements.

The Portfolio Should Contain the Following Sections:

a) Introduction

Explaining your organisational L&D scenario and the requirements of the brief.
You should undertake further research to enable you to explore the context and to use exemplar organisations where necessary to make reasonable assumptions about the relevant organisation, its business context, the profile of the trainees/learners concerned, the roles and responsibilities for L&D, budgets, costs, and return on investment as appropriate.

b) Organisational context

Exploring the principles underlying good practice L&D using appropriate definitions, theories, and models, and making reasonable assumptions where appropriate, to support your analysis:

• Strategic: what is the organisation's strategy, mission, vision, aims or values?
•  Business-led: What are the PESTLE factors influencing its L&D requirements?
• Structure and culture: How is the organisational culture and structure?
• Adding value: delineate and give examples of how this might be achieved through your L&D plan, in other words, how your L&D plan will help your organisation to add value to its business.
• Consideration of the associated L&D budget and costs of your proposals (For example, cost of resources, stationery, trainers' cost, venue booking, etc. Please make sure you show awareness of the costs involved in conducting an L&D programme; however, reasonable estimates are acceptable. 

c) Analysis

Discuss the techniques and processes used in L&D needs analysis. What LNA method did you use? Then focus on how these could be used in response to your scenario to determine the knowledge, skills, or attitude (KSA) requirements for your trainees/learners and how you will evaluate the achievement of your objectives.

d) Design

Discuss learning theories (e.g., Honey & Mumford, Kolb, Knowles, etc.) and their application to the design of the L&D solution you propose for your scenario.

e) Delivery

Discuss the range of L&D methods available and focus on those you consider most appropriate for the delivery of the proposed response to your scenario. (For example, face-to-face, online, on the job, etc.) 

f) Evaluation

Discuss L&D evaluation techniques, including Kirkpatrick's (1960) model and Return on Investment (ROI) and specify how you would evaluate the L&D solution you have designed and delivered in response to your scenario.

g) Conclusion

Give a clear summary of the proposed L&D solution and implications of the overall analysis about the organisational context.

h) References

Please make sure you use at least 7-10 scholarly references and provide a list of these references.

Background/Context

These are examples of scenarios covered by students in previous years:

• A graduate training scheme in a large financial services company.
• A development programme for 10 support staff in a small legal firm.
• A development programme for all the line managers in a department store.
• Team building for 30 professional and support staff in a medical centre.
• An induction programme for 20 newly recruited or promoted managers in a multinational corporation based in the UK.
• A corporate training event on shared vision for senior managers of a fast-food restaurant.
• A training programme for volunteer staff in a charity shop.