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Bsbhrm 613 Assessment Tasks-1

Business information technology (Jomo Kenyatta University of Agriculture and

Technology)

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Assessment Submission Sheet

Course BSB80120 - Graduate Diploma of Management (Learning)
Unit Code BSBHRM613
Contribute to the development of learning and development
Unit Name
strategies
Assessor
VIVIAN CHEN.
Name
Student Name ARYAL BINAYA.
Student ID 20190386
Date Due 19th May 2022
Please read and sign this assessment coversheet and submit it together with your
assessment to your Assessor by the due date.
Student Declaration
 I declare that the work submitted is my own, and has not been copied or
plagiarised from any person or source.
 I have read the Plagiarism Policy and Assessment Appeal and Reassessment
Policy in the Student Handbook and I understand all the rules and guidelines for
undertaking assessments.
 I understand that by typing my full name in the student field this is equivalent to
a hand-written signature.
 I give permission for my assessment material to be used for continuous
improvement purposes.
 I understand that my feedback will be received from Moodle.
Date
Student
Submitte 19th May 2022
Signature
d

Assessor Use Only

Assessment Items Result
Task 1 Short Answer Questions
Task 2 Project
Task 3 Project
Final Result for this unit

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Student Declaration: I declare that I Assessor Declaration: I declare that I

have been assessed in this unit, and I have conducted a fair, valid, reliable and
have been advised of my result. I am flexible assessment with this student, and I
also aware of my appeal rights. have provided appropriate feedback
Assessor’s Final Comments
Signatur
Signature
e

Date 19th May 2022

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Assessment Task 1: Knowledge questions

Information for students

Knowledge questions are designed to help you demonstrate the knowledge which you have
acquired during the learning phase of this unit. Ensure that you:
 comply with the due date for assessment which your assessor will provide
 adhere with AIC’s submission guidelines
 answer all questions completely and correctly
 submit work which is original and, where necessary, properly referenced
 submit a completed cover sheet with your work
 Avoid sharing your answers with other students.

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Questions
Provide answers to all of the questions below:

1. Describe three consultation and communication processes that a company could use to
support and encourage staff to contribute to policy and procedure development processes.

Inform your employees

Informing employees that the company will seek to develop company policies and
procedures early in the project, and explain why the information is important and what
impact it will have on them.

Open to two-way communication

Offer opportunities for employees to provide meaningful feedback indicating that they
remain involved throughout the policy and procedure development process.

Make sure work policies are easy to find

The easier it is for employees to find work policies created, the easier it will be for them
to implement and comply with them. Whenever there is a change in policies and
procedures, you should send a communication to employees explaining the change
and letting them know where they can find the information. Describe the contemporary
approach of design thinking to organisational learning strategy development.

2. Describe the contemporary approach of design thinking to organisational learning strategy

development.

a) Observing. Explore what businesses and employees need. Look at what’s possible
given business context. The focus is on looking at learning and development needs
from the employee's perspective.

b) Give an idea. You begin to explore the types of solutions that can address the
learning and development needs of employees and the performance needs of the
organization. The focus is on generating a high number of ideas, often using
brainstorming techniques to explore new ideas before selecting the most potential
concepts.

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

c) Creating an overview (Prototype). In the prototype stage, one or more concepts from
your idea stage need to be generalized. At this stage, it can also be seen whether the
idea has met the required needs.

d) Test. In the testing phase, you will test the overview that has been created to see if it
solves the problem and meets the requirement. During this stage you may find and
develop existing ideas, it is not uncommon for you to repeat your solutions or ideas.
Test phase can be used to continuously review, understand, and improve solutions.

e) Arrange. After you have developed and implemented a learning and development
solution, continuous improvement is essential. This stage emphasizes the feasibility
of the solution for implementation.

3. Identify and describe two organisational learning theories that can be used as a basis for
developing an organisational learning strategy.

The first is the organizational theory developed by Peter Senge describing five
disciplines that must be mastered when introducing learning into an organization,
namely Systems Thinking, Personal Mastery, Mental Models, Building a Shared Vision,
and Team Learning. Learning organizations challenge all employees to utilize their
resources and potential, with the hope that they can build their own community based
on the principles of freedom, humanity, and a collective desire to learn.

According to Garvin, a researcher, organizational learning as organizational expertise

try to create, acquire, interpret, transfer and share knowledge, which aims to modify the
behaviour of its members to develop new knowledge and insights. Organizations learn
through individuals who are part of the organization. Individual learning refers to
changes in skills, insights, knowledge, attitudes, and values that a person acquires
through experience, insight and observation.

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.

Continuous improvement is important because it is the best way to ensure that the
organization does things in the most efficient, effective and productive way. Every day
there will be new information; continuous improvement will help to be more proactive
in responding to any changes and keeping up with the times and needs.

Three types of continuous improvement process outlines that can be used

a) Kaizen

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

b) PDCA (Plan, Do, Check, Act)

c) Six Sigma

5. Describe three evaluation strategies that can be used for reviewing organisational learning
strategy.

a) Reviewing the external and internal factors that form the basis of the current
strategy, various internal and external factors can hinder the organization from
achieving its long-term goals and annual goals. External changes such as
demand, technological advances, economic changes, etc. Internally, ineffective
strategies may be chosen or poor implementation may be pursued.

b) Measuring performance. Measuring organizational performance is useful for

comparing expected results with actual results, investigating deviations in
plans, evaluating individual performance, and assessing developments that
occur in achieving predetermined goals.

c) Take corrective action. Make changes to reposition the company to a more

competitive place such as creating or revising goals, creating new policies,
allocating resources differently, or creating new performance incentives. Taking
corrective action does not mean that previous strategies will be abandoned
altogether but develop strategies

6. Describe two quality management compliance requirements relating to organisational learning.

(1) Involvement of human resources, the full involvement of HR allows their

capabilities to be used for organizational benefit purposes.

(2) Continuous improvements, organizations that survive in the competitive world of

industry are organizations that are able to make improvements.

7. Identify and describe two international compliance requirements relating to e-learning.

(1) Continuous Improvement, increasing business opportunities and organizational

sustainability, protecting and enhancing organizational reputation and
credibility, demonstrating organizational commitment in managing compliance
risk effectively and efficiently through training.

(2) Leadership. Leadership that applies core values and accepted corporate
governance. Develop communication skills, systems testing and evaluation
strategies

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

8. Review the following documents:

https://www.vrqa.vic.gov.au/Documents/VETEssecondstandrdsgdcont.pdf
https://www.asqa.gov.au/standards/chapter-4
In relation to conducting assessment, review and list the compliance requirements and
obligations under each framework.
Also list and describe the principles of assessment and the rules of evidence as part of your
review.
Training and assessment is the process of assigning grades to certain objects based
on a criterion to see if the student is well equipped to become a professional in
employment or in taking up further studies.
Here are the highlights that prove high-quality training and assessment:
(1) Trainers have competent skills in their field
(2) Trainers have the ability to teach and quality facilities set by the National
Quality Council
(3) The trainer is able to explain in detail the subjects given and is open to
receiving feedback from students

9. Review the documents in the previous question, as well as the following:

https://www.iste.org/standards/for-educators
In relation to learning resources, review and list compliance requirements and obligations
under each framework, as well as best practice standards for learning resources as per the
international standards as above.
List and explain at least three criteria that you would use to source learning resources based
on these standards.

Learner

Actively open to growth and learning to explore new approaches to support the ability
to understand the different needs of students so as to encourage students to reach
their potential.

Leader

Become a natural leader by demonstrating leadership qualities in the classroom.

Accommodating students' needs by developing and providing a supportive learning
environment in developing self-motivation, helping to solve problems and make
decisions.

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Collaborator

Paying attention to students and being open to discussion helps them develop ideas
and solve problems. Opening opportunities to collaborate with teachers to find new
learning methods and have effective communication with students' parents or
guardians. So that students get more encouragement to improve their abilities.

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.
a. Legislation. To ensure the workplace is a safe and healthy place. Ensure the
obligations and rights of employees and employers such as carrying out the duties
and responsibilities entrusted by the employer and ensuring that workers receive
appropriate wages and bind each other based on existing work contacts.
b. Code of practice. Practical guidance to help comply with employees health and
safety duties under the WHS Act and Regulations. And applies to anyone who has a
duty of care under the circumstances described in the code. For example,
Information on requirements for physical distancing and measures to ensure
people keeps at least 1.5 meters apart while working.
c. National standards are provisions or requirements that determine the ability to
perform certain tasks and tasks with the expected performance standards. National
standards also regulate workers' rights including setting working hours, leave
rights, etc.

11. Identify and describe two technology and systems requirements that should ideally be in place
to facilitate the implementation of an organisational learning strategy.

IT technology and systems should ideally exist to facilitate the implementation of

organizational learning strategies, namely having internet technology that continues to
increase which is expected to be able to use digital technology such as Cloud Systems,
Cyber security, etc.

Hardware, i.e. Get computers or laptops that help increase employee productivity.
Provide storage space to support applications needed in implementing organizational
learning strategies.

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Assessment Task 2: Project

Information for students

In this task, you are required to develop a report on organisational learning strategies for a case
study company. You are then required to write an organisational learning strategy and policies and
procedures for the company.
You will need access to:
 a suitable place to complete activities that replicates a business environment including a
meeting space and computer and internet access
 Your learning resources and other information for reference
 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.
Ensure that you:
 comply with the due date for assessment which your assessor will provide
 adhere with AIC’s submission guidelines
 answer all questions completely and correctly
 submit work which is original and, where necessary, properly referenced
 submit a completed cover sheet with your work
 Avoid sharing your answers with other students.

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Activities
Complete the following activities:

1. Carefully read the following:

Grow Management Consultants is a consultancy company specialising in

leadership development services. These services include:
Mentoring training
 Coaching
 Management consultation
 Management program evaluation
 Development of cutting-edge tools, resources and expert advice
 Sharing best and next practices
 Leading organisations through the process of creating a leadership culture
 Recognising and celebrating excellence in leadership.
The company has a CEO, a General Manager (newly appointed), an Operations
Manager, five Principal Consultants, twelve trainers and a small HR team. The
company also has a Board consisting of the CEO and General Manager, as well as
two Executive Directors who are company shareholders.
A new Strategic Plan was recently developed to guide the organisation over the
next three years. One of the key objectives of the Strategic Plan is for Grow
Management Consultants to become established as a learning organisation.
You are the newly appointed General Manager and the CEO has given you the task
of developing, implementing and monitoring an organisational learning strategy for
the company, as the first step towards establishing Grow Management Consultants
a learning organisation.
Before you commence this task, you should ensure that you are familiar with the
company’s Strategic Business Plan and its objectives in relation to learning and
development, as well as the human resources policies and procedures that are in
place.

2. Write a learning strategies report

You are required to lead learning strategy formation by researching and evaluating
organisational learning approaches and methods, examining options for
organisational learning, including an assessment of the organisation’s strategic
requirements and processes that are in place and then making recommendations
for an organisational learning strategy.
Conduct your research, analysis and evaluation and develop a report that includes
the following:
 An evaluation of a range of methods and approaches to learning and
workplace training and how they would support the company’s strategic

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

requirements as documented in the Strategic Business Plan. As a guide you

should describe a minimum of three methods and approaches to
organisational learning.
 An analysis of how organisational learning can contribute to a company’s
ability to grow and develop and therefore be more competitive.
 A review of the company exists policies and procedures relevant to
organisational learning/training and assessment and any current gaps. These
are:
o Recruitment, Selection and Induction Policy and Procedures.
o Performance Appraisal Policy and Procedures
 A review of current best practice for policies and processes that support
organisational learning: what are they and what should they include?
 A recommendation for the structure and content of the company’s
organisational learning strategy. Recommendations should be based on your
research and the company’s strategic requirements and policies discussed
above.
 Define the ideal technological and systems requirements for an organisational
learning strategy and compare to what is currently in place.
 Define and document communication and consultation process that can be
used to support development and implementation of organisational learning
strategy.
 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.
Use the Learning Strategies Report Template to guide your work.
As a guide, your report would be between 4 and 5 pages in length.
Submit your report to your assessor.

12. Consult with senior management

Now that you have completed the research, it’s time to consult with the senior
management team 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
Go through each section of your report, asking for the other Managers’ feedback on
what you have written and discuss their ideas and opinions.
You are required to pay particular attention to the language that you use during the
meeting. Your vocabulary and the way that you communicate should be appropriate

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

to your audience.
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
Take notes on the feedback that you receive.

13. Design and develop an organisational learning strategy

Using the feedback that you received at the meeting as well as the information you
researched and evaluated for your report, create a draft organisational learning
strategy for Grow Management Consultants.
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.

14. 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:

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

 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.

15. 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.

16. 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.

17. 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.

18. Submit your completed work

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

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.
Submit the following documents to your assessor for marking:
 Organisational Learning Strategies
 Learning and Development Policy and Procedures
 Assessment and Recognition Policy and Procedures
 External Training Procurement Policy and Procedures
 2 x learning resources or assessment tools (modified if necessary)

Question no 2.

“Grow Management Consultants”

“Learning strategies report”

“Models and approaches”

A company's ability to train new and existing employees can be put to the test in a quickly changing business
climate.

1. Benchmark against the competitors

Entrepreneurs in a company must continuously know what the competition is doing and whether or not it is
succeeding before they agree to aid another drive. Consequently, this positively remains constant for the
preparation and development of systems administration with competent associates and through
organizations such as the Society for Human Resource Management to discover what others are
accomplishing. The first step is to look at what customers are saying about you and your competition on the
web. This will reveal information about customer loyalty and preferences that could support your request
for additional preparation and advancement.

2. Align Training According to the Board Objectives

As an example, greater execution, usefulness, quality, or customer loyalty are all examples of board
objectives. You can set up certain programs after you know what they're supposed to accomplish. Find out if
there are people in your organization who could benefit from your efforts by planning for them. It's common
for legal to support consistency preparation, showcasing and deals to support preparation that improves
quality and consistency, and the majority of offices support preparation for administrative skills that
improves worker fulfilment. Plan ways for integrating new team members and ensure that reps are well-
trained, with a focus on company policies and customer loyalty.

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Company growth
An organization's ability to develop, upgrade, and oversee knowledge within and in their societies and
modify and work on their effectiveness by utilizing the wide range of talents of their representatives is
referred to as their ability to engage in organizational learning. It is basic for the current business
association. In the current powerful state of worldwide business climate associations are continually trying
to have an edge over others in acquiring upper hand. One of the principal perspectives large numbers of
them have focused on is authoritative learning. Specialists have perceived the meaning of organizational
learning in producing and keeping up with the upper hand.

Organizations are being put in situations where they must be adaptable while also being proactive due to
the turbulent business climate and the mind-boggling aspect of globalization. The ability to learn is
inextricably linked to such adaptability and proactive limits. It is through authoritative learning an
association works on the capacity to react to different business circumstances and thereby upgrade serious
execution through creation of new information. Alongside this, associations need to deal with their
authoritative learning abilities adequately to produce unrivalled execution.

Learning policies
Another Strategic Plan was as of late created to direct the association over the course of the following three
years. One of the vital goals of the Strategic Plan is for Grow Management Consultants to become set up as a
learning association. The three communication and consultancy measures that can be utilized by the
organization so they can uphold and urge staff to add to the arrangement and method improvement
measures are: two-way correspondence; getting inputs and giving preparation to the workers when vital so
they feel sure and add to the interview and correspondence measure eventually. This is fundamental for the
development of the association on the lookout and lets them extend eventually.

Best practice

Rejuvenating the familiar proverb "all business issues are truly individual issues," our information
showed that the top difficulties for CEOs generally concerned their representatives. From tracking
down the right ability to adjusting individuals to their business technique, CEOs are worried about
improving their ability to accomplish business results.

Many CEOs say they need more assistance with ability methodology than business systems. While you
might imagine that ability methodology lives with HR, it's something CEOs are effectively worried
about. In excess of 69% of business pioneers we overviewed said they required a few or broad
assistance on ability technique, contrasted with 64% who could've utilized some help with the business
system.

Opportunity flourishes for the executives' experts who can address an assortment of ability
enhancement issues. Assuming you need to develop your administration counseling business, this
detail is one you should give close consideration to. 92% of our overview populace shared they could
utilize some assistance with ability methodology and execution—and not simply in one region. It turns

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

out CEOs need assistance in all cases, including administration improvement, worker execution, pre-
enlist choice, representative commitment, and the sky's the limit from there.

Strategy suggestions
There are a number of strategies to be included in the companies to do list.
 Model of governance: What method will be utilised to establish priorities? A governance team
representing significant parties, for example, will influence the overall plan, establish evaluation
methods, and convene on a regular way to identify actions.
 System of learning: a better system of learning can help the company grow, what abilities of the
learning program are required to support the learning strategy? Employees will be able to access
learning, register for events, and monitor their progress in a number of ways. using tailored reports
to make the employees learn new things
 Well set targets: What areas of the company are covered by the learning strategy? How will
requests that are outside of the scope of the project be handled.
 L and D and its important role: One of L&D's most significant responsibilities is to keep tabs on
employees' progress while simultaneously supporting other critical business objectives. L&D's
strategic role can be broken down into five different subcategories. These include developing
personal limits, motivating employees, building a brand, valuing a morals based culture and
attracting more talent.

Technological and systems requirements

It is obvious from this study that information technology has an impact on organizational learning since
it permits learning at the individual and organizational levels in the generation of knowledge, allowing
firms to improve their capacities and performance in the face of change. IT applications and resources
such as a knowledge repository database and online training are used by companies to promote
themselves. As a result, the company's strategic goal and knowledge management approach are in
sync. In order to achieve the strategic aim, companies use various mixes of tacit and explicit
knowledge. In every company, both tacit and explicit knowledge are used, but the combination creates
diverse outcomes. IT can assist in the management of tacit and explicit, but humans are more vital in
the expertise generation process because it is people who have critical minds that lead to learning. It is
critical to recognise that an organisation would never grow unless its employees learn.

Communication and consultation process

 Survey Feedback: A survey is used to collect the information. This is the most widely used and
widely accepted method of gathering data. Managers base their decisions on the survey
results. A wide range of information is gathered on a variety of topics, including working
conditions, job quality, hours worked, earnings, and employee attitudes.

 Team upbringing: Team building is a different approach to organizational development. With

this technique, employees' abilities will be enhanced while their desire to work together will
be stimulated. It's a method for improving organizational effectiveness that focuses on
creating work teams or strengthening existing ones.

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

 Training for sensitivity: OD interventions like this are well-known. It's also known as laboratory
training. Groups of employees are instructed to communicate with each other by utilizing this
method. With sensitivity training, people may better understand and accept one another so
that they can live more freely and without fear. "The assumptions of sensitivity training
procedure are that, if these goals are achieved, one will become defensive about himself, less
fearful of others' intentions, more responsive to others and their needs, and less likely to
misinterpret others' behaviour in a negative manner," writes Abraham Korman.

 Managerial grid: Robert Blake and Jane Mouton, two industrial psychologists, devised this
method. The managerial grid is a concept that outlines two major characteristics of
management behaviour. They are behaviours that are both people and production driven.
There are attempts to give greater attention to both variables. It's a case of poor management.
This category includes a large number of managers. Such executives don't have to deal with
any problems, and they don't have to take any risks.

Question 3

Time of the meeting 2:00 pm

Date of the meeting 25/05/2022

Venue of the meeting Crown College ACT Objective of the meeting to have a

meeting with senior management to discuss your Learning Strategies Report

Action plans:

To go over each element of the report and get input from the other managers

Question 4

Growth Management Consultants

Organisational learning strategy

Introduction

Taking a crucial, multi-pronged methodology that evolves with changing corporate adaptive needs and
internal and external problems is essential for organizational learning. Organizational hierarchy should
be both an officially supported technique and part of the association's corporate culture.

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Purpose

An organization's learning cycle can be summarized as the process through which it works on itself over
time by accumulating and using experience to generate new information. The created data is
subsequently transferred within the organization. For all organizations, organizational learning is
critical, as the development, maintenance, and transfer of information inside the organization will
strengthen the association as a whole.

There are three main tasks to consider when examining the concept of authoritative learning:

Take Action, Reflect, and Think

If you imagine something, then you make it happen with your organization. Then you should reflect on
what you did. As a result of this mental image, learning will take place.

Commitment

Representatives' link with their organization is referred to as organizational commitment in the

workplace. The vast majority of association workers feel a sense of belonging, a sense of
belongingness, and an understanding of the goals of their association. This type of representative has
the added benefit of generally remaining ambiguous in their work while still demonstrating a moderate
level of efficiency and being more proactive when providing their assistance.

Organisational requirements

According to the devised strategy,

● “Alignment to Business Strategy.

● Well-Defined Scope.
● Governance Model.
● KPIs.
● Funding Model.
● Alignment with other Talent Management Work Streams.

● Learning Organization Capabilities.

● Learning Systems.”

Units of competency

In business, competency standards describe what skills and information employees need to do their jobs
well and how those skills and information should be applied. It's important to remember that any single
talent consists of several components.

Employability abilities: have a significant impact on a person's strong and fruitful interest in the workplace
by adding to their non-specialized abilities and capabilities.

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Components inside a unit of ability: to show how a unit's skillset grows as a result of the experience gained,
for example,

Execution of rules: assess the level of execution required for a certain ability

Required abilities and information: depict the essential skills and knowledge required to perform well in the
workplace

Evaluation communication procedures

 What do you need to measure?

The aims and objectives aid in the identification of targets against which performance can be measured. You
can determine the standards or indications that will demonstrate success or needed adjustment based on
these aims, particularly the objectives. On the path to your goal, your objectives should be centred on the
outcomes you want to achieve with your audience: pushing an issue with legislators, altering people's
attitudes, gaining new funding streams from contributors, and etc.

 Evaluation of questions: And what were the essential types of questions you'll need to ask
in order to get the information you need to move on with your objectives and/or goals?
The purpose of an evaluation question is to determine what you need to learn. It will act
as a guide for what questions to ask, who to ask, and whether or not you have established
benchmarks.

 Relating questions: Determine the partners or target groups you'll need to ask in some
fashion in order to obtain the information you'll need to present your findings. Your
samples are the persons or groups you identify. They can be chosen because they belong
to a specific category or group, or they can be chosen at random from of the community
(or a segment of the population). The most reliable and valid evidence will come from a
random sample of the population that you need to analyse. Random sampling, on the
other hand, is typically used in more formal research and is not necessarily required in the
evaluation process.

Strategies

STRATEGY COMPONENET FLEXIBILITY TIMELINE RESOURCES RESPONSIBILITIES PERFORMANCE

S INDICATORS.
Exploration Risk taking Can be taken An hour HRD creative Study each aspect KPI. Employee analysis
care of by everyday team deeply form.
ones self

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Define Motivation and According to When zero What parts of the The relevant output
scope of interest need making business does the
each aspect objective learning strategy
s cover? How will out-
of-scope requests be
addressed? Checking
out all these.

Governanc Responsibility You can everyday Document Help set priorities Successful management
e model of each team suggest comtaining and delivery
other the
models governananc
e structure

Grow Management Consultants

Learning and Development Policy and Procedures

Introduction
This document sets out the approach and systems utilized by the Library for the learning and
advancement strategies and methodology the primary justification behind improvement is the need to
guarantee individuals have the right. According to employee preparation and improvement, this
strategy and technique identifies activities taken by the Trust, as well as the responsibilities of staff at
all levels to ensure that the Trust supports a strong culture of learning and consistent outcomes.

Purpose
● It will ensure that all training and improvement activities for employees are designed,
monitored, and communicated in a reasonable and valuable manner.

● All requests for training and development activities for employees will be scrutinized for
legality and importance.

● Segment bunches will be verified and specified as legally required before admission to training
and advancement activities. Likewise, specific programs will be developed to deal with the
problems of under-addressed and minority groups in the labor market.

AIC_ BSBHRM613_V1.0 20

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Duties and responsibilities Staff

are required to:

● To prepare and improve all Trust employees by collaborating with and advancing strong
practices in this area.

● To suggest to other Trust Committees what needs to be done and what assets should be
designated

Line Managers are required to:

To ensure that employees attend mandatory training events, such as Inductions, and to monitor
individual employees who fail to attend needed acceptance/compulsory preparation, bringing the
problem to the attention of the relevant Director if they persistently fail to participate.

Procedures
Preparing Need Analysis Process

Examination and Personal advancement audit Scheme

Acceptance Procedure

Required Training technique

Staff Training Prospectus

Study leave

Study Leave is for a limit of 10 working days for each annum (professional rate for low maintenance)
and is to be utilized for undertaking study for tests or other business related investigations, and all
gatherings. Staff ought to apply to concentrate on passing on to their line supervisor/head of discipline
who will approve applications given that he/she concludes that the review leave time will be put to
suitable use and that help needs will be met during the singular's nonattendance.

Funding

The Human Resources Directorate will have a Central Staff Training and Development (CPD) spending
plan. This will be painstakingly focused on to guarantee that the restricted subsidizing accessible is
apportioned to accomplish greatest advantage.

Question no 6

AIC_ BSBHRM613_V1.0 21

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Grow Management Consultants

Assessment and Recognition Policy and Procedures

Purpose

All assessments and evaluations are carried out in compliance with the assessment criteria of the applicable
training package and the Standards.

Principles

Fairness, Flexibility, Validity, and Reliability are just the four assessment principles.

Responsibilities

As certain that they assess and judge a learner's abilities and knowledge of competence in accordance with
established standards, assessment principles, and evidence guidelines. Ascertain the safety of all workers
involved in the assessment at all times. The responsibilities of the procedures may be tough but justified.

Recognition Policy

Higher education courses can benefit from Skills Recognition. Transparent and consistent application of
evidence-based methods is required, and evaluation must demonstrate how it is linked to UoC learning
outcomes.

Question No 7.

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Grow Management Consultants

External Training Procurement Policy and Procedures

Introduction

External training strategy and methods are powerful when an association needs to gain explicit abilities. For
instance, outside preparation helps access master abilities and work on authoritative effectiveness. The
arrangement and methods will be utilized to decide the instalment and the quantity of days for the
preparation. For example, Grow Management Consultants can decide the outer preparation to be for each
worker who has worked with the association for at least a half year. Also, a solitary worker can be out
preparing for a time of 10 days yearly.

Principles

This Policy guarantees that the acquirement, everything being equal, or administrations is led in a legitimate,
cutthroat, reasonable and straightforward way with thought of value, administration, natural and social
effects and an incentive for cash.

Procedures

The procurement of services and products is to be:

● lined up with the essential destinations and business needs

● be led with trustworthiness, uprightness, honesty, perseverance, reasonableness and consistency
● consider monetary and non-monetary components including value, the all-out life cycle thought,
natural, social and financial elements that will convey an incentive for cash

Question no 8. Source learning resources or assessment tools (Use any two of the following)

8 Of the Most Common Sources of Formative

Assessment Data

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

1. Warm-Ups (Bell Ringers)

Formative assessment data can be gleaned through warm-ups. While the teacher is taking
attendance and doing other housekeeping activities during class warm-ups, students are left
with nothing to do. The warm-up task gives students an ambiguous start to class and a chance
to shut down, which sets the stage for inefficiency (especially if the warm-up questions are
too demanding).

While this is a common occurrence, I've also seen teachers use warm-up questions to gauge
how well their pupils absorbed the previous day's work or work from days prior. Teachers in
this situation might adapt their instruction based on the achievement of their pupils during
the warm-up activity.

2. Checks-for-Understanding

Teachers receive formative evaluation data about where their pupils are in their learning every
time they ask the class a question during instruction. However, it is not uncommon for the
same three or four students to answer all of the questions during an examination (and are
usually right). There is a risk that the results will be biased and not accurately represent the
level of mastery achieved by the class.

Many teachers use individual student whiteboards to reduce this effect, allowing them to
easily assess the progress of all students while teaching.

There are teachers who let their students use Post-It® cards to indicate their understanding or
who let them anonymously ask questions about the subject matter on enormous diagrams or
charts. Students' understanding can be assessed more effectively (and with greater
engagement) using electronic devices like clickers, iPads, Kahoot, and even smartphone polls.
These devices provide numerous opportunities for formative assessment.

3. Homework

Students use homework to put their newly acquired knowledge and skills to the test.
Meaningful homework assignments can give teachers useful information about where their
students are in their comprehension during formative assessment time.

Even if teachers only look at a small sample of the homework assignments, they can get a
good idea of how far their pupils have come in mastering the content.

When students' homework is meaningless, teachers are unable to use it as a teaching tool.

AIC_ BSBHRM613_V1.0 24

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

4. Classwork

Working in class gives a wealth of information regarding a student's mastery, much like
homework. Teachers can measure students' understanding while also gauging how effective
the lesson was as they move among students finishing up classwork.

You can go back and fix misunderstandings far more easily in class than you can when the
teacher finds out too late and must reteach the entire unit. Formative assessment data can be
found in the classwork itself, which is among the best sources a teacher has.

5. Student Self-Assessments

Teachers may poll students at certain points in the lesson to see where they believe they are
in their understanding, especially when teaching more difficult subject matter. To accomplish
this, I recommend heads-down voting, which allows kids to answer honestly and without
feeling compelled to vote because their peers are doing so. Using the following scale (which I
present in the classroom), students cast their votes with their heads down.

1 = Totally confused.

2 = Shaky on this.

3 = I think I get this.

4 = Got it. Let’s move on.

6. Mini-Presentations

When students have some free time in the classroom, mini-presentations are a terrific way for
them to showcase their work or what they've learned.

This type of presentation accomplishes three things: First, students show that they
understand the material, and then, second, they see and hear their peers discuss the material
in ways that help struggling students understand it better (peer paraphrasing), and third, by
putting on a public show of mastery, they are more likely to take their learning seriously and
do better work.

Remember that these presentations don't have to contain a lot of information in order to be
successful.. In fact, it's advisable to start small and work your way up.

AIC_ BSBHRM613_V1.0 25

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

7. Peer Evaluation/Scoring

When students use a rubric to evaluate or grade one other's work (especially a work-in-
progress), they accomplish numerous things: Student familiarity with the rubric's language
and standards of rigor is compelled; students converse about the quality of each other's work
and how to improve it; teachers receive formative data regarding student progress in their
work and mastery of the standard before the assignment is due.

AIC_ BSBHRM613_V1.0 26

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Assessment Task 3: Project

Information 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:
 a suitable place to complete activities that replicates a business environment including a
meeting space and computer and internet access
 your learning resources and other information for reference
 Assessment and Recognition Policy and Procedures Template
 Learning Strategy Review Template
 Staff Survey Results 2019
 Staff Survey Results 2020
 Staff Learning Spread sheet.
Ensure that you:
 comply with the due date for assessment which your assessor will provide
 adhere with AIC’s submission guidelines
 answer all questions completely and correctly
 submit work which is original and, where necessary, properly referenced
 submit a completed cover sheet with your work
 Avoid sharing your answers with other students.

AIC_ BSBHRM613_V1.0 27

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Activities
Complete the following activities:

1. Carefully read the following:

It is just over a year since Grow Management Consultants 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
Zoom accounts were live webinars were run and recorded for later viewing. The
training sessions were interactive and Zoom 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 spread sheet 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 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.

19. Review the organisational learning strategy implementation.

Read through the following company documents:

 Staff Survey Results 2019
 Staff Survey Results 2020
 Staff Learning Spread sheet
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

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

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.

20. 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 assessor can review the information easily.

21. Present your plans to senior management

Develop communication to senior management to present your review findings and

changes.

The text of the email should be in grammatically correct English, written in an appropriate
(polite, business-like) style.

It should introduce and summarise the contents of the attachments

The email text should present your work to them along with an explanation of the changes
you have made and why ask them for their feedback.

Attach the following documents to the email:

 Learning Strategy Review

 Updated Policy and Procedures

 Updated Organisational Learning Strategy

Please enter your response here

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Learning strategy review

Implementation

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

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 manager take
responsibility to appreciate employees who help foster a creative environment and approach
employees who have trouble doing so.

Results

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 their knowledge, information and performance
due to the learning process provided by the company.

Outcomes

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
achieved 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 that clear performance measures are in place.

Recommended document changes

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

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

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

Assessment of capability gaps and estimated value

After companies identify their business priorities, they must verify that their 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

1. Position description

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

• 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 the employee will 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.

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

• 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 process 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 a feedback and review
opportunity from both parties on the probationary period.
• If the employee’s performance is not satisfactory, the termination procedure must be
followed.

Organisational learning strategy

Introduction

It is important for an organisation to implement organisation learning to improve the performance

of the employee and business of the organisation. A well-crafted and rigorously executed
organisational learning strategy can ensure that you’re learning and development organisation
supports the business in achieving the strategic goals set forth by senior leaders. Without a clear
strategy, learning and development organisations tend to lose focus and effectiveness.

Purpose

The purpose of a strategy is to provide support to the company to gain knowledge related to its
function and using that knowledge to adapt to a changing environment and increase efficiency.
The organisation as a whole needs to learn and adapt for long term success.

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

Commitment

The company is committed to organisational learning. Employees from all departments and at all
seniority levels will commit to better themselves by complying with the organisational policy
related to organisational learning.

Assessment of capability gaps and estimated value

After companies identify their business priorities, they must verify that their 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

A learning strategy’s execution and impact should be measured using key performance indicators
(KPIs). The first indicator looks at business excellence: how closely aligned all L&D initiatives and
investments are with business priorities. The second KPI looks at learning excellence: whether
learning interventions change people’s behaviour and performance. Last, an operational-
excellence KPI measures how well investments and resources in the corporate academy are used.
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.

Organisational requirements
System thinking is a holistic approach to analysis that focuses on the way that a system's
constituent parts interrelate and how systems work over time and within the context of larger
systems.

Personal Mastery is the process of living and working purposefully towards a vision, in alignment
with one's values and in a state of constant learning about oneself and the reality in which one
exists.

Mental models are personal, internal representations of external reality that people use to
interact with the world around them. They are constructed by individuals based on their unique
life experiences, perceptions, and understandings of the world.

Units of competency
A Unit of Competency is the smallest component of a Training Package that can be assessed and
recognised. It gives a description of the skills and knowledge required to perform effectively to a
specific standard in a particular workplace role or function. Five relevant training:

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

• Classroom-Based Training Programs. Usually led by a qualified facilitator, classroom

learning takes place over one or more days in a physical venue on- or off-site.
• Interactive Training. One of the most effective training methods in the workplace,
interactive training actively involves learners in their own learning experience. This
training can take the form of simulations, scenarios, role plays, quizzes or games.
• On-The-Job Training. With on-the-job training, not only are employees actively involved in
learning, but they also participate in real activities that relate to their current or future
job.
• Social learning is commonly defined as learning from others by observing, imitating and
modelling their behaviour. Social learning can be a very intentional workplace training
method, too.
• ELearning, or online training, has become one of the most widely recognised solutions to
the challenge of how to train employees effectively.

Communication procedures
• Set clear goals and expectations.

• Ask clarifying questions.

• Schedule regular one-on-one meetings.
• Praise in public, criticise in private.
• Assume positive intent.
• Repeat important messages.
• Raise your words, not your voice.
• Hold town halls and cross-functional check-ins.

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

STRATEGIES

STRATEGY FLEXIBILITY TIMELINE RESOURCES RESPONSIBILITIES PEREFORMANCE

INDICATORS
Through Assessments 1 MONTH Learning Assessment data Increase in employee
assessment, reflect current assessor are collected performance by 15%.
students knowledge through a variety of
demonstrate and best assessors
their practice in
knowledge and domain of the
skills. specialty field.
Using rubrics or Student 1 MONTH Learning Rubrics or criteria Increase in employee
criteria to progress is assessor performance levels performance by 15%.
define evaluated are appropriate for
successful with rubrics or students’ progress
performance criteria at at the point each
and to evaluate various stages assessment is
employees throughout a administered, and
program to by completion
determine should represent
entry, the institution’s
retention, and expectation that
exit or students are fully
termination prepared
from the
program.
Quality assessments 1 MONTH Learning Quality assessment Increase in employee
candidate are also used assessor systems performance by 15%.
assessment to improve communicate
systems use teaching and performance
results to strengthen expectations to
advice programs students and
students, provide systematic
improve feedback on
teaching, and products and
strengthen performances in
programs. terms of their
progress toward
achieving
proficiencies in the
set learning

AIC_ BSBHRM613_V1.0 36

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

outcomes

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Australian Ideal College

Registered as Australian Ideal College Pty Ltd
RTO No.: 91679 | CRICOS Provider Code: 03053G
Sydney Campus: Levels 7 & 8, 75 King Street, Sydney NSW 2000 Australia
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000 Australia
Hobart Campus: GRD, 116 Murray Street, Hobart TAS 7000 Australia
T: +61 2 92622968(Sydney)|+61 8 8123 5780(Adelaide)|+61 3 6231 2141(Hobart)
E: [email protected] | W: www.aic.edu.au
Educating for Excellence

EMAIL TO CEO
To: [email protected]
From: [email protected]
Subject: Changes
Dear sir/madam,
Good morning, attached to this email are the changes that I have made to the policy and
procedure and the organisational strategy review document. I have made some changes to the
organisational learning strategy and the recruitment, selection, and induction policy and
procedures. Please review and advice on the changes.
Thank you.

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