The document outlines an assignment for a certificate in Learning & Development, focusing on the importance of collecting and utilizing L&D data within an organization. It discusses reasons for data collection, types of data, storage methods, and the relevance of UK legislation. Additionally, it includes a case study on employee satisfaction analysis at ABC Hotel, identifying key issues and proposing HR and L&D solutions.

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 : 3RAI F203A (L&D)
Coursework Component : Written Assignment
Date of Submission : 26 June 2012

2. Activity 1
Questions
You have a new L&D Director, they have requested that you review the organisation’s
approach to collecting, storing and using L&D data and produce a briefing note on your
findings. Within your note, you should cover the following :
 At least two reasons why the organization needs to collect L&D data
 At least two types of data that is collected within the organization and how each
supports L&D practices
 A description of at least two methods of storing records and the benefits of each
 A statement of at least two essential items of UK legislation relating to the
recording, storage and accessibility of L&D data
Answer to Activity 1
1. Understand what data needs to be collected to support HR practices.
Bil Professional Areas Data Collected
1. Insights, strategy and solutions Business plan
Market strategy/ plan
Legal requirement
2. Leading HR Market info
Economic trend
PESTEL analysis
3. Organisation Development Organisation Chart
Manpower training
Employee competency
ASK Gap
4. Organisation Design Organisation Function
Mission, vision, objective
Budget
5. Resourcing and talent planning Education background
Working experience
Health report

3. Succession planning
Business forecast
Business plan
6. Learning & talent development TNA
Training budget
ASK Gap
7. Performance and reward Discipline
KPI/ KRA
Types of rewards
Rating appraisal
Promotion
8. Employee engagement Employee welfare
Budget
Employee satisfaction
9. Employee relations EPF/ SOCSO
Employee’s union/ Worker Representative Council
(MBJ)
10. Service delivery and info Customer needs
Customer complaints
From the 10 professional areas, base on Resourcing and Talent Planning area.
1. Why do you need to collect this data?
- To gain employee information
- To identify suitable candidate for the job position
- To plan career development for resourcing and talent
- To plan for business plan and forecast
2. What type of data is collected?
- Basic Personal Information
- Qualification/Academic Information
- Working Experience

4. - Achievement
- Courses attended
- Personal Declaration ( for example: bankruptcy , criminal offences)
3. Method of storing? Benefit
o Filing system
For this method, we are not depending on the system. The file can be retrievable
o Database
For this method, the data can easily be assess and traceable but need back up storage
4. How do you use this information in HR and L&D?
HR
- Statistic information ( for example percentage of : gender, academic qualification, marital
status)
- Average working experience
- To identify benefit and social activities
- Estimate budget for salary, coverage insurance
- Promotion , bonus, birthday gift and increment base on performance

5. - Succession planning ( for replacement, resign and pensioner)
L&D
- Employee Career development
- Training Needs Analysis (TNA)( To evaluate employee needs and distribute to all)
- ASK ( Attitude, Skill and Knowledge) Gap
- Training budget ( to plan and design programme for each staff within organisation)
- Assess competency & Existing knowledge of the employees
- Employee engagement
- Identify employee that expert or Subject Matter Expertise (SME)

6. JOB APPLICATION FORM
PERSONAL INFORMATION:
First Name _____________________________
Middle Name ___________________________
Last Name _____________________________
Date of birth ___________________________
Marital Status __________________________ No of children ________________
Street Address
_______________________________________________________
City, State, Zip Code
_______________________________________________________
Phone Number
(___)___________________________________
Language Proficiency Written _____________________ Spoken _______________________
EPF no: _______________ SOCSO no:________________Income tax no:_________________
POSITION/AVAILABILITY:
Position Applied For
________________________________________
What date are you available to start work?
________________________________________
PHOTO

7. EDUCATION:
Name and Address Of School - Degree/Diploma - Graduation Date
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
Skills and Qualifications: Licenses, Skills, Training, Awards (for example: Scuba diver, Snorkelling,etc)
_____________________________________________________________
_____________________________________________________________
Course Attended ( Relevant to job application)
_____________________________________________________________
_____________________________________________________________
EMPLOYMENT HISTORY:
Present Or Last Position:
Employer: _____________________________________________________
Address:______________________________________________________
Supervisor: ____________________________________________________
Phone: _______________________________
Email: ________________________________
Position Title: _________________________

8. From: ______________ To: ______________
Responsibilities: ____________________________________________________
__________________________________________________________
Salary: _______________
Reason for Leaving: ____________________________________________
===========
Previous Position:
Employer: _____________________________________________________
Address:______________________________________________________
Supervisor: ____________________________________________________
Phone: _______________________________
Email: ________________________________
Position Title: _________________________
From: ______________ To: ______________
Responsibilities: ___________________________________________________
__________________________________________________________
Salary: _______________
Reason for Leaving: ____________________________________________
May We Contact Your Present Employer?
Yes _____ No _____

9. References:
Name/Title Address Phone
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
Have you been convicted of or pleaded no contest to a felony within the last five years?
Yes_______ No_______
If yes, please explain: _________________________________________
__________________________________________________________
Have you been declared bankruptcy within the last five years?
Yes_______ No_______
If yes, please explain: _________________________________________
__________________________________________________________
I certify that information contained in this application is true and complete. I understand that false information may
be grounds for not hiring me or for immediate termination of employment at any point in the future if I am hired. I
authorize the verification of any or all information listed above.
Signature______________________________
Date__________________________________

10. Select one of the position in the company : Housekeeping
5 main activities/jobs:
1. Clean rooms
2. Clean toilets
3. Empty wastebaskets
4. Replenish toiletries
5. Room services
6. Toilet cleaning
Behavioral compentencies
1. Attention to detail
2. Acting with integrity
3. Personal accountability
4. Teamwork
5. Treating people with respect
No Functional Competencies RCL CCL GAP Development Needs
Clean rooms 3 4 -1
Collect and replenish dirty towels,
linens 3 5 -2
Replenish toiletries & drinks 3 4 -1
Clean toilet 3 4 -1
Empty wastebaskets 3 5 -2

11. Supervisory Skills Courses
Hotel Mgmt Courses
No Behavioral Competencies RCL CCL GAP
Attention to detail 4 3 1
Self-esteem improvement
course
Acting with integrity 5 5 0
Personal accountability 5 5 0
Teamwork 4 3 1 Teambuilding courses
Treating people with respect 5 4 1
Protocol & Ettiquette
courses
Professional Area
- Learning and Talent Planning
Process
- Perform Functional and Behaviral Competencies analysis (refer to the table above)
Why do you need to collect this data?
-To perform ASK gap analysis
What type of data is collected?
- Functional and behavioural competencies

12. Method of storing?
o Filing system
For this method, we are not depending on the system. The file can be retrievable
o Database
For this method, the data can easily be assess and traceable but need back up storage.
How do you use this information in HR and L&D?
HR
- To identify promotion, bonus
- Estimate budget for salary
- Average working experience
- Succession planning ( for replacement, resign and pensioner)
- Identify career enhancement
L&D
- Employee Career development
- Training Needs Analysis (TNA)( To evaluate employee needs and distribute to all)
- ASK ( Attitude, Skill and Knowledge) Gap
- Training budget ( to plan and design programme for each staff within organisation)
- Assess competency & Existing knowledge of the employees

13. - Employee engagement
- Identify employee that expert or Subject Matter Expertise (SME)
- Identify employee for mentor mentee coaching
- Plan training methodology – short courses, On job training, self training

14. ATTENDANCE FORM
Course :
Organizer :
Venue :
Date :
Lecturer :
No. Name NRIC Department Job
Position
Date and Signature
18/6 19/6 20/6 21/6 22/6
Prepared by: Verified by:
Date : Date :
Professional Area
- Performance and Reward
Process
- Create Attendance Form
Why do you need to collect this data?
- To provide evidence for :
o Issuing certificate

15. o Attendance evidence
o Attendavce report
- To provide statistic :
o Employee’s department
o Employee’s job position
What type of data is collected?
- Attendance
- Department
- Job position
- Lecturer/ instructor
- Courses details
Method of storing?
o Filing system
For this method, we are not depending on the system. The file can be retrievable
o Database
For this method, the data can easily be assess and traceable but need back up storage
How do you use this information in HR and L&D?
HR
- To identify employee’s training record

16. - Organisation’s competency report
- To identify employee commitment
- To fulfill training KPI
- To decrease gap between RCL and CCL
- As Labour court and audit evidence if convicted
L&D
- Propose additional course needed
- Trace training budget

17. TRAINING FEEDBACK FORM
Course :
Date :
Organizer :
Please tick on the number according to the scale provided below:
1 2 3 4 5
Very Poor Poor Satisfied Excellent Very Excellent
Q1. Did the course objective achieved?
1 2 3 4 5
Q2. How this course improve your knowledge and skill?
1 2 3 4 5
Q3. How do you rate the trainer’s ability in conducting this course?
1 2 3 4 5
Q4. How helpful the materials / handout given in this course?
1 2 3 4 5
Q5. How the learning environment fulfill your requirement?
1 2 3 4 5
What data do you want to collect?
- Scale of course’s performance
- Gain customer complaints

18. How do you want to collect this data?
- By performing training feedback form after training conducted
How do you use this data?
- To identify the course’ effectiveness, relevance
- To corrective action
- To preventive action
- To identify trainers performance
- As Labour court and audit evidence if convicted
- For training management report
Respondent Q1 Q2 Q3 Q4 Q5
1 2 2 4 3 1
2 2 2 3 4 2
3 1 1 4 3 1
4 2 2 3 4 2

19. 5 3 3 3 4 1
6 2 2 3 4 1
7 2 2 3 3 2
8 2 3 4 3 1
9 1 1 3 4 1
10 2 1 4 2 1
Total
19 19 34 34 13
Average
3.5 3.5 6.2 6.2 2.4
%
38 38 68 68 26
Professional Area : Learning and Talent development
Process : Training evaluation
Why do you need to collect the data
- To identify course achievement
- To evaluate course performance : eg course objective, trainer performance, material and hand
out provided and learning environment
- Prove of training

20. What type of data is collected?
- Training feedback scale rating
o Objective
o Knowledge and skills
o Trainer
o Material and hand out
o Training facilities
Method of storing?
o Filing system
For this method, we are not depending on the system. The file can be retrievable
o Database
For this method, the data can easily be assess and traceable but need back up storage
How do you use this information in HR and L&D?
HR
- To identify the course’ effectiveness, relevance
- To conduct corrective action
- To perform preventive action
- To identify trainers performance
- Organisation’s competency report

21. - To fulfil training KPI
L&D
- For training management report
- As labour court and audit evidence
- Review and revise training content
- Budget allocation for facilities improvement
- Increase trainer qualification/competencies
From 7 Principles of Data Protection
General Principle
- A data user shall not process personal data about a data subject unless the data subject has
given his consent to the processing of the personal data
Exceptions
- For the performance of a contract to which the data subject is a party;
- For the taking of steps at the request of the data subject with a view to entering into a contract;

22. - For compliance with any legal obligation to which the data user is the subject, other than
obligation imposed by a contact;
- In order to protect the vital interests of the data subject;
- For the administration of justice ; or
- For the exercise of any functions conferred on any person by or under any law.
Security Principle
- A data user shall take practical steps to protect the personal data from any loss, misuse,
modification, unauthorized or accidental access or disclosure, alteration or destruction.
- Where processing of personal data is carried out by a data processor on behalf of the data user ,
the data user shall ensure that the data processor provides sufficient guarantees in respect of
the technical and organizational security measures governing the processing to be carried out
and takes reasonable steps to ensure compliance with those measures.

23. Activity 2
Questions
Using your own organisation information or the CIPD Survey Reports http://www.cipd.co.uk/hr-
resources/survey-reports to identify a specific area of data. Analyse the data and present your
findings in a way that will assist an aspect of decision making in the area of data selected. Your
analysis should be presented in a report covering :
 An introduction to the HR area being investigated.
 An explanation of how you analysed and interpreted the data.
 Your findings, presented so that they enable decision making.
Answer to Activity 2
Q1 . What is the problem?
ABC Hotel has 300 employees. The employees are not happy working there . The number of unplanned
absenteeism is increasing and impacting productivity. Complaints and grievances received by HR have
increased.
The General Manager would like you to investigate and present your findings.
Q2. What action was taken?
Design employee satisfaction survey
Distribute to 300 employees
Record and analyse data

24. 1 2 3 4 5
Very unsatisfied Not satisfied Less Satisfied Satisfied Very satisfied
Q1. Are you satisfied with your company leadership?
Q2. Do you get support from other employee?
Q3. Are you satisfied with your working environment?
Q4. Are you satisfied with your current job?
Q5. Are you satisfied with your salary and reward from the company?
Q3. What did you find?
Base on analysis the poor leadership (48%) and compensation and career progression(36%) are the
leading contributors for employees dissatisfaction.
Respondent Q1 Q2 Q3 Q4 Q5
1 2 3 4 3 1
2 3 4 3 4 2
3 2 3 4 5 3
4 3 4 5 4 2
5 4 5 4 3 3
6 2 4 3 3 2
7 1 3 4 4 1
8 2 4 5 3 1
9 3 5 4 4 2
10 2 3 3 3 1
Total 24 38 39 36 18
Average 4.4 6.9 7.1 6.5 3.3
% 48% 76% 78% 72% 36%

25. Q4. What is the proposed HR and L& D solution
Area HR Solution L&D Solution
1. Leadership - Special allowances for competent
leader
- Re-structure organisation
- New top management’s
recruitment
- Employee share distribution
- Increment base on performance
- Team building courses
- Job rotation
- Leadership course development
- Benchmark visit
- Competency analysis
- ASK gap
- Third party evaluation and proposal on
customer satisfaction
2. Compensation
and career
progression
- Appraisal rating
- Off record leaves for
obituary
- Family Day
Reward : Full attendance
- Employees of the month
- Birthday
- Motivation course
- Performance analysis
- Recognition of subject matter
expertise (SME)
- Overseas training reward