Due Date See Training Log and Moodle
Student Name Student ID LON0000……….

Declaration of authenticity

I, the above-named student, confirm that by submitting, or causing the attached assignment (and any additional attachment associated with it) to be submitted, to Lonsdale Institute Pty Ltd, I have not plagiarised any other person’s work in this assignment and except where appropriately acknowledged, this assignment is my own work, has been expressed in my own words, and has not previously been submitted for assessment.
I do understand and accept the consequences of academic misconduct according to Lonsdale’s Policies and Procedures.

I have read:
• The submission and assessment completion instructions in Moodle
• The assessment task completion instructions in this document
• I have sought clarification from my trainer and assessor, if needed
I understand my rights and obligations under Lonsdale’s policy and procedures
The purpose of this assessment is to determine competency in:
BSBHRM613-Contribute to the development of learning and development strategies
This unit describes the skills and knowledge required to contribute to improving organisational learning, and the quality of training and assessment products and services. It covers contributing to strategy formation; designing, developing and implementing an organisational learning strategy, and reviewing and improving overall organisational learning and development.

The unit applies to individuals working in an enterprise where learning is used to build capabilities and contribute to organisational strategies, business plans, goals and values.
This assessment comprises different tasks designed to assess your ability to:
• contribute to developing a learning and development strategy for at least one work area
• evaluate the effectiveness of that strategy when implemented and recommend improvements.
• examine and review organisational policies and procedures relevant to training and assessment
• develop consultation and communication processes to support and encourage stakeholder input into the design, implementation and review of organisational learning and development strategy
• source learning resources or assessment tools, and modify, if required, to meet the requirements of organisational learning strategies
• implement plans for improving organisational learning strategies.
• Answering questions clearly and concisely.

This assessment task is a series of knowledge-based questions.
Research the topics and the terms mentioned in the questions below and answer all questions in your own words.
Question 1 What different methods can be used for learning and development as per organisational requirements
Answer :
Question 2 List legislation, codes of practice and national standards relevant to job of the Learning coordinator
Answer :
Legislation Codes of Practice National Standards

Question 3 What are organisational technology and systems requirements to support an organisational learning strategy?
Answer :
Question 4 Explain consultation and communication processes in any organisation.
Answer :
Question 5 What are the common approaches to learning strategy design?
Answer :
Question 6 What is organisational learning and development strategy design?
Answer :
Question 7 Explain relevant continuous improvement processes associated with organisational learning and development strategies.
Answer :
Question 8 What are evaluation strategies ? provide example.
Answer :
Question 9 What are quality management compliance requirements as it relates to organisational learning?
Answer :
Question 10 List organisational policies and procedures relating to the development of learning and development strategies.
Answer :
Question 1: What different methods can be used for learning and development as per organisational requirements?

Answer: Different methods that can be used for learning and development as per organisational requirements include:

Instructor-led training: This method involves a trainer or facilitator delivering the training content to learners in a classroom or workshop setting.

Online learning: This method utilizes digital platforms and e-learning technologies to deliver training content remotely, allowing learners to access materials at their own pace and convenience.

On-the-job training: This method involves employees learning and acquiring new skills while performing their regular job duties, often with the guidance of a mentor or supervisor.

Workshops and seminars: These are interactive sessions conducted by subject-matter experts to provide targeted training on specific topics or skills.

Mentoring and coaching: This method involves pairing experienced employees with less experienced ones to provide guidance, support, and knowledge transfer.

Job rotation and secondments: This approach involves temporarily assigning employees to different roles or departments to broaden their skills and knowledge.

Simulations and role-plays: These activities create realistic scenarios where learners can practice and apply their skills in a safe and controlled environment.

Self-directed learning: This method empowers individuals to take responsibility for their own learning by accessing resources, books, online courses, and other materials to develop their skills.

Question 2: List legislation, codes of practice, and national standards relevant to the job of the Learning coordinator.



Equal Employment Opportunity (EEO) legislation
Workplace Health and Safety (WHS) legislation
Anti-discrimination legislation
Privacy legislation
Employment contracts and labor laws
Codes of Practice:

Code of Professional Conduct for Learning and Development Practitioners
Code of Ethics for Learning and Development Professionals
Code of Practice for Training and Assessment
Code of Practice for Privacy and Data Protection
National Standards:

National Vocational Education and Training (VET) Quality Framework
Australian Qualifications Framework (AQF)
Standards for Registered Training Organizations (RTOs)
Standards for Training Packages
Question 3: What are the organisational technology and systems requirements to support an organisational learning strategy?

Answer: Organisational technology and systems requirements to support an organisational learning strategy may include:

Learning Management System (LMS): A platform or software system that allows the management, delivery, and tracking of training programs and resources.

Online learning platforms: Digital platforms or websites that host e-learning courses, modules, and resources for easy access by learners.

Content authoring tools: Software applications that enable the creation and development of interactive and engaging learning content, such as e-learning modules, videos, and quizzes.

Communication and collaboration tools: Tools that facilitate communication, collaboration, and knowledge sharing among learners and trainers, such as discussion forums, chat platforms, and video conferencing.

Performance management systems: Systems that track and assess employee performance, provide feedback, and identify areas for improvement and learning needs.

Learning analytics and reporting tools: Tools that collect and analyze data on learner progress, engagement, and performance to measure the effectiveness of the learning strategy and identify areas for improvement.

Question 4: Explain consultation and communication processes in any organization.

Answer: Consultation and communication processes in an organization involve the exchange of information, ideas, and feedback between stakeholders to ensure effective decision-making, collaboration, and engagement. These processes can include:

Meetings: Regular meetings where stakeholders gather to discuss and share information, provide updates, and make decisions.

Surveys and feedback mechanisms: Collecting feedback from employees, customers, or other stakeholders through surveys, suggestion boxes, or online feedback forms.

Workshops and focus groups: Organ
Evidence checklist
Response to all 10 questions

In this task, you need to read the case study and complete the following template for Training Needs Analysis
Spice world is a family-owned café located in Brisbane. Spice world aims to serve quality food and fair-trade coffee at a city pace. The café is currently open 7 am–5 pm, Monday to Friday.
Spice World has been experiencing consistent growth in sales and numbers of customers over the last two years. This growth has led to a need for promotion of the existing café manager and the recruitment of two (2) floor managers who are able to manage customer complaints, take responsibility for higher-level café operations and manage staff performance over the full seven (7) days of operation.
The previous manager, James Smith, worked four days a week. James is a good manager, but when he’s not there on Fridays, the café does not run as smoothly. The owners of the café have also decided to start opening on Saturdays and Sundays. They would like to have a manager on for all opening days and hours.
Owners Sheila and Roy Fraser have provided you with the task of organising Induction training for two (2) full-time or part-time café managers (for example, working Sunday – Thursday or Tuesday–Saturday or any other variation). Induction processes must be undertaken in accordance with relevant external standards, such as legislation and codes of practice, and internal standards, such as organisational policies and procedures. You will need to recommend the tasks and timelines required for Induction and Training sessions by following the Training needs Analysis template and provide details of the Learning program plan in the learning plan template.
You may adlib the information in the template.

Client/organisation Name Spice world Cafe
Organisational background, context and environment.
Desired outcomes
What does the organisation want to achieve through training?
Are there any obstacles to achieving these aims? And what are they?
Initial perceived solution
Does the organisation have a learning solution in mind?
Target learners
Who are the target learners, what variables may impact on their successful performance (e.g., language, literacy and numeracy issues, technology-related skills, disabilities, etc.)?
Desired staff outcomes
Does the organisation have a vision of how a successful staff member will operate?
Measuring success
Review the issues the organisation wants to address through training. How will success be measured? What benchmarks are to be used? What will success look like?
Training solution/s
College Superior Papers Dissertation Writing: University Superior Essays Online Coursework Writers – Outline the type of training to be conducted and an action plan to bring about the desired goal/s.
Your role
What will be your role in this Induction Training
Time and Venue
What dates/s and timings can be allocated for the training

Yours’s signature: Date:

Names of new Employees(provide any 3 names) What type of training will be provided Facilitation/Training technique(face to face or online training) Resources required for Training (Whiteboard, projector etc.) Expected benefit to company/
objective Expected benefit to employee/goal Review date

Now that you have developed a learning program plan for new staff in Task 2 – Write My Paper for Me: Cheap and High Quality Assignment Writing Service , you are required to develop an evaluation strategy to review in case the learning plan does not work what evaluation strategy can be implied and how it can be further reviewed.
• Provide a Graph, flowchart, table or any other method to demonstrate the evaluation technique, which can be applied for learning strategy Task 2 – Write My Paper for Me: Cheap and High Quality Assignment Writing Service.
• your response must have consultation and communication processes to support and encourage stakeholder input into the design, implementation and review of organisational learning and development strategy
• Once completed, Submit this Assessment as pdf document on Moodle.

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