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Certificate in
Learning & Development Practice
Assessed Coursework Cover Sheet
Student Name : Rodzidah bt Mohd Rodzi
IC : ...
Activity 1
Questions
The CIPD HR Profession Map specifies the activities, knowledge and behaviours involved in different
H...
2. Employee Behavioral Today
 High demand salary
 Multi tasking (skillfull, job rotation)
 Reward and recognition (long...
EVENT ACTION ROLE OF HR/L&D
2012 The
Beginning
Company registration (RM 1000)
Lease Lot (RM 20 000)
Staff allocation (RM 3...
Upgrade selling method( online)
World wide market
Membership card
Community Social
Responsibilities(donates to
orphanange)...
8 Behaviour for L& D practitioner
1. Attention to detail
2. Innovative & Creativity
3. Continuous Improvement
4. Teamwork
...
10 professional areas summary
1. Insight, strategy and solutions
 Development in understanding organisation priority acti...
8 Behaviour summaries
1. Curious
 Keep aware with current situation in order to broaden experience, knowledge and skills....
Fill in the professional competence each band for trainer
Activities Band 1 Band 2 Band 3 Band 4
Performing
learning needs...
Activity 2
Questions
With reference to your own (or other identified) role, outline how an L&D practitioner should ensure ...
How to ensure customer satisfaction
1. Training fees acceptable
2. Customer complaint response within 3 working days.
3. T...
Meeting
Email
You want managers to submit nomination for
training
Memo
Meeting
Email
One of the supervisor does not know h...
Activity 3
 The CIPD has specified criteria for Associate Member status of the Institute. These can be downloaded at
www....
Execute training activities
Evaluate training effectiveness
- Appraisals review
- Analysis of organizational policy
Works ...
2. Follow up survey
- A form to employer
- Phone interview with selected employer
3. Interview for opinion
- Testimonials ...
Activity 4
 During the period of your studies, reflect on your performance against the plan and the learning you gain fro...
 What are their roles?
 What is the performance issue
that needs to be addressed?
 What is causing the
performance issu...
1st
September 2012
Executing skills training
The process for developing skill training
includes the some of steps.
 A ble...
1st
November 2012
Distributing Evaluation Form
Evaluation form provides feedback and
assists in planning for the next cour...
discuss both the self-evaluation, the
draft, and future performance plans.
The
trainee’s comments should be
encouraged.
3....
Leadership and Management CIPD UK Assignment Sheet
Leadership and Management CIPD UK Assignment Sheet
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Leadership and Management CIPD UK Assignment Sheet

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Developing Yourself as an Effective Learning & Development Practitioner (Assessment 4 DEP F201A (L&D) by Rodzidah Mohd Rodzi

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Leadership and Management CIPD UK Assignment Sheet

  1. 1. Certificate in Learning & Development Practice Assessed Coursework Cover Sheet Student Name : Rodzidah bt Mohd Rodzi IC : 791103-10-5336 Organisation : CIAST, Shah Alam Unit Title : Developing Yourself as an Effective Learning & Development Practitioner Unit Code : 4DEP F201A (L&D) Coursework Component : Written Assignment Date of Submission : 15 June 2012
  2. 2. Activity 1 Questions The CIPD HR Profession Map specifies the activities, knowledge and behaviours involved in different HR/L&D roles. It can be accessed at : www.cipd.co.uk/cipd-hr-profession/hr-profession-map/explore-map.aspx - Briefly explore the overview of the Map and its 3 main components – i.e the 10 Professional Areas, the 4 bands and the 8 Behaviours. - Access the ‘full map’ for the Professional Area ‘Learning and talent development’ and consider the activities, knowledge and behaviours for either Band 1 or Band 2. - Based on this research, write a report in which you :  Summarise, in a few sentences, the HRP Map, including the 2 key professional areas (‘Strategy, Insights & Solutions’ and ‘Leading and Managing’), and the 8 behaviours.  Comment on the activities, knowledge and behaviours, specified in ‘Learning and talent development’, at Band 1 or 2, identifying those you consider most essential to your own (or other identified) L&D role. Answers 1. Organization Behaviour Today  Globalization  Technology  Politic  Economics  Culture  Multiskills  Social  Further research  Company consolidation  Mergers & acquisitions  Talent management  Succession Planning  Research & Development
  3. 3. 2. Employee Behavioral Today  High demand salary  Multi tasking (skillfull, job rotation)  Reward and recognition (long service reward, employee of the year)  Career development ( training to upgrade skill) Previous Employee Current Employee 1. Loyal More independent 2. Follow order Make own decision 3. Skillfull Lack of skill/knowledge 4. Local Worker Foreign Worker 5. Red Ocean Strategy Blue Ocean Strategy Challenges in Organization  Salary  Job scope  To fulfil employee needs (reward,welfare)  Creative approach in working style  Globalization (time management, information, social, governance)  Technology update (upgrading)  Competitors  Customer needs (high expectation, best value for money)  Skill wokers  Quality & service of product (ROI)  Economic – currency exchange Name of Company : Syawal Textiles Enterprise Vission : Peneraju Jenama Pilihan Muslimat Dunia “World’s Leading Brand for Muslimat” Corporate value For Stakeholder For Customer For Employee Sustainable profit Best profit Customer satisfaction guaranteed Teamwork Family first Enjoy working and stress free
  4. 4. EVENT ACTION ROLE OF HR/L&D 2012 The Beginning Company registration (RM 1000) Lease Lot (RM 20 000) Staff allocation (RM 3000) Display Rack( RM 5000) Promotion – Bunting, signage,Flyer,banner(RM 3000) Shop furniture (RM 2000) Shop appliance (RM 2000) Tudung (RM 50000) Saving (RM 14 000) Insights , strategy and solution - Business Plan - Preparing HR policy - Corporate Strategy Plan Leading HR - Mission, Vision Statement - Setting target & objectives Organization design - Design organization chart Organization development - Develop competency;Skill,Knowledge & Attitude company and employee Resource & Talent Planning - Recruitment & selection - Advertise - Interview session - Job description Performance & Reward - KPI ,KRA - Salary market survey - Benefit,bonus Employee engagement - Social activities - Dialogue session with management Employee relation - Company policy ( working hours) 2017 The Boom Own building ( 2 storey) Open 4 branches Own factory New product - Jubah for all ( adults & kids) - Hajj and umrah needs Insights , strategy and solution - Business Plan - Preparing HR policy - Corporate Strategy Plan Leading HR - Mission, Vision Statement - Setting target & objectives Organization design - Design organization chart
  5. 5. Upgrade selling method( online) World wide market Membership card Community Social Responsibilities(donates to orphanange) Upgrade promotion method (electronic media, facebook) Product ambassador (celebrities) Organization development - Develop competency;Skill,Knowledge & Attitude company and employee Resource & Talent Planning - Recruitment & selection - Advertise - Interview session - Job description Performance & Reward - KPI ,KRA - Salary market survey - Benefit,bonus Employee engagement - Social activities - Dialogue session with management Employee relation - Company policy ( working hours)
  6. 6. 8 Behaviour for L& D practitioner 1. Attention to detail 2. Innovative & Creativity 3. Continuous Improvement 4. Teamwork 5. Embracing Change 6. Achieving excellence 7. Problem solving 8. Initiative Select one from ten professional areas Learning and talent development activities 1. Develop learning need analysis - TNA 2. Design and development training modules - Develop new training module - Research and new resources - Develop customized modules - Prepare training aids, material and facilities 3. Execute training 4. Evaluate effectiveness programme - Assess programme 5. Preparing training budget 6. Administration - Maintain training records - Trainer time allocation Select 5 from 8 Professional Behaviours 1. Curious - New technology update - New teaching delivery method 2. Courage to challenge - Be able to deliver effectively 3. Driven to deliver - Able to identifies the step needed to achieve objective 4. Collaborative - Cooperative between student and the management 5. Decisive thinker - Details and meticulous
  7. 7. 10 professional areas summary 1. Insight, strategy and solutions  Development in understanding organisation priority actionable insight and solutions. 2. Leading HR  To provide active leadership in the organisation. 3. Organisation design  To ensure the organisation is designed in any period so that the objectives is effectively delivered. 4. Service delivery and information  The service from the HR personnel in the organisation is managed professionally 5. Organisation development  A vital part that provides insight & leadership on organisation development to ensure that the organisation really in a tough and dynamic position to support and enhance organisation performance and adaptability 6. Resourcing and talent planning  Ensure that organisation have good, skilful human resource to maintain the organisation survival 7. Learning and talent development  Ensures all staff in the organisation have good passion in developing attitude, skills and knowledge to support the organisation’s ambition 8. Performance and reward  Build a high-performance culture by delivering cost effective, recognising and rewarding programmes 9. Employee engagement  Ensures emotional connection between all the staff is positive and understood 10. Employee relations  Ensures relationship among the organisation are clear and transparent by abiding relevant employment law
  8. 8. 8 Behaviour summaries 1. Curious  Keep aware with current situation in order to broaden experience, knowledge and skills. 2. Decisive Thinker  Making accurate, consistent and relevant decision base on knowledge and best judgement. 3. Skilled influencer  Manage to influence others to gain their commitment and support for changing. 4. Driven to deliver  Preparing KRA, KPI as a monitoring tool to monitor work progress to meet organisation objectives. 5. Collaborative  Build up a close and friendly networking or relationships. 6. Personally credible  Lead others with role model leadership especially “walk the talk”. 7. Courage to challenge  Competence to work as team group to face new challenge. 8. Role Model  Demonstrate behaviour within the organisation values.
  9. 9. Fill in the professional competence each band for trainer Activities Band 1 Band 2 Band 3 Band 4 Performing learning needs analysis Execute and collect the form Design Design collect and key in Analyse Analyse and suggestion for top management Design and develop training modules Preapre training material Develop training module, COS Design training material with various techniques Design training modules Execute training activities Perform teaching and learning Evaluate training effectiveness Collect enough data Key in data Summarization Observation Make short list Monitoring Supervisorin Preparing training budget  Provide data (cost, expenditure, people) to the support budget management Provide relevant information to support the development and monitoring the budget Develop and monitor budget and financial plan for specialist or organization Develop and manage HR functional budget in line with business expectation
  10. 10. Activity 2 Questions With reference to your own (or other identified) role, outline how an L&D practitioner should ensure the services they provide are timely and effective. Your response should include : - Understanding customer needs (include examples of 3 different customers might conflict and have to be prioritized) - Communicating effectively (include examples of 3 different communication methods and advantages and disadvantages of each) - Building and maintaining effective service (including buiding relationships, resolving complaints, dealing with difficult customers, meeting time and budget constraints, and seeking continuous improvement) Answers If you are a L& D practitioner, who are your internal customers? Customers Expectations Shareholders (HQ JPK, KSM) Increase output World class trainer High demand courses Profit making courses Best value for money Management (Director, Head of Programme) Reduce maintenance cost Efficient financial controlling Achieve KPI, KRA Optimising budget Update technology Associates (Private & Public, Students, Staffs) Latest technologies facilities Current practises Comprehensive syllabus/ training content Various teaching technique Conducive training environment Certified certification/Recognition Employee welfare List the products and services offered by L&D Department provides to the customer 1. Certified trainer 2. Certified courses 3. Comprehensive , Dynamic WIM 4. Training facilities 5. Training Consultancy
  11. 11. How to ensure customer satisfaction 1. Training fees acceptable 2. Customer complaint response within 3 working days. 3. Training content base on customer requirement 4. Spacious parking lot 5. Issue certificate at the end of courses 6. High class facility provider 7. Upgrade skill and knowledge for trainer 8. Quality training 9. Develop new syllabus 10. New curriculum approach Communication method at the office Written 1. Email 2. Forum 3. Fax 4. Notice board 5. Memo 6. Social network (facebook , twitter) 7. Web portal 8. Chat services Oral 9. Announcement 10. Monthly assembly 11. Phone 12. Meeting 13. Face to face Scenario Method To start a TNA process in the company Meeting Memo Web Portal Social Network Email Face to face To announce that a new employee is starting today During monthly assembly Web Portal Notice board Memo You have completed the TNA and would like to present the report Face to face Meeting You noticed many employees are not wearing safety glasses on production floor Memo Notice board
  12. 12. Meeting Email You want managers to submit nomination for training Memo Meeting Email One of the supervisor does not know how to perform inventory Face to face Meeting Discussion You like to get a training quote from a vendor for a soft skill programme You want to get feedback on employee performance after the training Advantages and disadvantages Meetings Telephone Email Advantages Disadvantages Meetings 1. Gain more ideas 2. Ideas can be discussed 3. Conversation is recorded (minute of meeting) 4. Expression can be seen 1. Difficult to gain commitment 2. Limited participant 3. Time consuming 4. Costly ( to prepare refreshment) Telephone 1. Fast and direct to person in charge 2. Immediate action 3. Private and confidential 1. Non-formal order/instruction 2. Lead to Miscommunication 3. Non recorded conversation 4. Limited subject 5. Can not detect emotion/expression Email 1. Clear information together with attachment 2. Can be save for reference 3. Non-limited recipient 4. Received fast response and action 5. Cheapest (no need to provide foods) 6. Paperless record 1. Need internet connection 2. Subject to ignored 3. Limited capacity size inbox 4. Spreading virus
  13. 13. Activity 3  The CIPD has specified criteria for Associate Member status of the Institute. These can be downloaded at www.cipd.co.uk/Membership/transformingmembership/New-membership-criteria/about-new-Associate.htm. Consider the 3 areas of the criteria, i.e. activities, knowledge and behaviours, and identify any areas you would need to develop in order to meet them. Work done for Activities 1 and 2 will inform this.  Devise a plan to meet your own development needs, including those identified above, and the achievement of your CIPD qualification. The plan should be for a minimum of 6 months. (An optional template ‘cpdrecordandplan)  Discuss your plan with your tutor, explaining why you believe CPD to be important and some of the development options you considered in devising your plan. DEVELOPMENT PLAN Areas to develop Activities When do you want to achieve this Performing training needs analysis Works with managers to conduct a detailed training and learning needs analysis within their area in the short, medium and long term. 1. Identify group of learner : - New hires - Veteran employees - Trainees currently in training scheme 2. Collect staff performance data - Observations - Interviews - Questionnaires - Job Descriptions - Difficulty tasks analysis 3. Collected data analysis - Set up a meeting - Problem solving conference 2 months
  14. 14. Execute training activities Evaluate training effectiveness - Appraisals review - Analysis of organizational policy Works with managers to develop a specific learning and talent development plan to close key gaps for their area or for a segment of the population (apprentices, graduates, managers, executives, and so on) that aligns with the organization’s learning and talent development plan and priorities. 1. Do some research on previous feedback, staff request and staff training needs. 2. Write a proposal. 3. Set up a meeting and distribute / delegate work and tasks. 4. Execute : - skill training - leadership / management / business courses - seminar - dialogue between Private CEO and Government - Forum Evaluates how the organization’s learning and talent development plan is impacting the business and uses feedback to identify gaps or unintended consequences. 1. Create a form - Questionnaire - Survey - in course - online - evaluation form - feedback form - Complaints/suggestion form 2 months 2 months
  15. 15. 2. Follow up survey - A form to employer - Phone interview with selected employer 3. Interview for opinion - Testimonials feedback - Debriefing sessions with trainer - Exams - Projects - Presentation
  16. 16. Activity 4  During the period of your studies, reflect on your performance against the plan and the learning you gain from each unit of your qualification. As you progress, identify any further development needs and revise the plan accordingly. DEVELOPMENT LOG Key Dates What did you do? How did you do it What did you learn? 1st July 2012 Developing a Training Needs Analysis Questionnaire form : Analysis to examine the situation where training is called for to determine how to go about meeting the training needs. The needs analysis plays an important role in the design and development of instruction since the correct identification of the training problem will directly influence whether or not the training is successful. Identifying the Training Problem - Gather information from a variety of sources and from a variety of perspectives. - The training program will be designed and developed based upon this foundation. What types of questions should been asked?  What is the organizational context in which the training will be delivered?  Who is the target audience? By Doing Training Needs Analysis I can learn how to : - identify the gaps of lack of skills. - pay particular attention to the gaps and deficiencies that could benefit from training. - determine the reason for the training so that you can create a statement describing a goal or goals that will guide the development of the training program. - Create a Needs Analysis report that pay particular attention to how the learner
  17. 17.  What are their roles?  What is the performance issue that needs to be addressed?  What is causing the performance issue?  Are there non-training related reasons that may be causing the performance problem such as lack of motivation or a management problem?  Is there a lack of knowledge and/or skills? Training to Improve Knowledge and Skills. If knowledge and skills need improvement, how are these best conveyed?  Online training using multimedia, audio, video, static text/images or a combination?  Mobile learning using cell phones, PDAs, or laptops?  Onsite training?  Video or audio conferencing?  Job aids that are either electronic or print based? plans to use the new knowledge or skills gained through the training; the environment in which the training will be presented; and how you will provide learners with ways to take the new skills and apply them in a real world situation.
  18. 18. 1st September 2012 Executing skills training The process for developing skill training includes the some of steps.  A blended approach that combines two or more delivery methods?  Group discussion or individual activities?  A structured course or a brown bag (lunch and informal discussion)? Task Analysis Steps 1. Define the target population for training. 2. List the tasks to be performed by the target population on the job. 3. List the skills and knowledge needed to do the tasks. 4. Select the skills and knowledge to be taught. Design and Development Steps 5. Organize the selected skills and knowledge into suitable teaching modules and develop the training design. 6. Draft expanded outlines of modules, including instructional objectives, main body of text, and descriptions of training methods, examples and exercises. By Executing skills training I can learn how to : - Develop complete modules includes preparation of guidelines for the facilitators who will conduct the course. - Develop Guidelines for a course director may also be needed. - Associate modules and guidelines. - Revise and finalize materials based on reviewed results.
  19. 19. 1st November 2012 Distributing Evaluation Form Evaluation form provides feedback and assists in planning for the next courses. Formal evaluation is the on-going feedback required for effective trainer/trainee relations. 7. Experts provide realistic examples and information for use in exercises. 8. Draft the complete modules, facilitator guidelines, and course director guidelines. 9. Field-test the training materials. 10. Revise and finalize training materials based on the field test. Steps in the formal evaluation process 1. Before completing this form and conducting the formal evaluation, the trainer should complete the following steps: Review existing performance expectations and objectives and ensure that they are realistic and attainable during this rating period. Meet with the trainee to schedule the evaluation meeting and describe the evaluation process. Suggest that the trainee review the existing performance expectations and prepare a self-evaluation. Prepare a draft of the evaluation. 2. The trainer and trainee meet to By distributing Evaluation Form I learn how to : - Discuss the quality, accuracy, and frequency of feedback given. - Describe affirmative action efforts that this trainee made during the rating period. Include consideration of new trainee, , education support and development opportunities. - Discuss future growth, specific activities to improve effectiveness and/or areas where further development would be beneficial.
  20. 20. discuss both the self-evaluation, the draft, and future performance plans. The trainee’s comments should be encouraged. 3. The trainer completes the final evaluation form based on discussion with the trainee.

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