1.1 Review the information relating to an identified HRD need and identify key stakeholders and learners.

Contributing to the Human Resource Development in the Organisation – 5AHRD

 

This unit requires you to devise and agree a Learning and Development (L&D) initiative to meet specific HRD need within the organisation. The need should relate to an organisational team or group and require a comprehensive L&D response.  

The need could be to develop knowledge and understanding skills or development, development of competence, needs in relation to; organisational change, new products, systems development, performance gaps or weaknesses, changes to working practices.

Examples might include a redesign of the approach to induction, the roll out of management workshops e.g. responding to a change in approach to absence management, recruitment and selection training delivered to line managers.  Your example needs to be more substantial than a briefing session.

You should implement the learning and development process to address the need and evaluate its impact on the organisation.

Please note that you are able to use a variety of assessment methods to meet the criteria for each unit and your assessor will advise you on the most appropriate assessment method for each criteria.

The work based example for this unit must be different from the Contributing to Coaching and Mentoring Unit.

Outcome 1; Be able to devise and agree a learning and development plan to meet an identified HRD need within an organisation

1.1 Review the information relating to an identified HRD need and identify key stakeholders and learners.

The sources of evidence you use for section 1.1 should be referenced.  These could include;

• Communication confirming the L&D need (emails, meeting minutes)
• Include any supporting evidence where you have sort further clarification on the need
• Evidence confirming who the stakeholders and learners will be, Training Needs Analysis

1.2 Clarify the HRD need, the learning objectives and the factors which might impact on the learning and development solution, with key people.  

The sources of evidence you use for section 1.2 should be referenced.  These could include;

• Emails/meeting minutes which confirm;
  • Learning objectives
• Identify any barriers that you can foresee,
• Evidence of how you have engaged the stakeholder and managers (emails/meeting minutes)

1.3   Devise a plan with objectives, learning content & learning methods, for a learning and development initiative to meet the identified need.

The sources of evidence you use for section 1.3 should be referenced.  This could include;

A table populated with the following headings;

Objective(s)	Learning Content	Learning Methods	Resources Required	By Whom	Updates/adjustments

1.4   Liaise with key people to agree the learning and development initiative and how it will be implemented.

The sources of evidence you use for section 1.4 should be referenced.  These could include;

• Emails/meeting minutes showing that the learning plan has been presented to stakeholders and been agreed for implementation.

Outcome 2; Be able to implement a learning and development initiative to address an identified learning need.

2.1 Ensure all resources required for the learning & development are available.

The sources of evidence you use for section 2.1 should be referenced.  These could include;

• Materials, logistical information, e mails to providers, room bookings, printing orders

2.2 Implement the initiative in line with agreed plan, making reasoned adjustments if necessary to meet learning objectives.

The sources of evidence you use for section 2.2 should be referenced.  These could include;

• How the initiative was implemented and relate back to the plan & objectives. This could be evidenced by updating your plan produced for assessment criteria 1.3
• Explain what adjustments you needed to make to tailor to the needs of the learners or other stakeholder
• Pre/post evaluation
• Attendance records of the event and level 1/2 evaluation forms
• A copy of the plan showing progress against target dates and any adjustments/additions to the plan based on for example feedback.
• Training materials
• Feedback forms

2.3 Implement the initiative in line with organisational and legislative requirements.

The sources of evidence you use for section 2.3 should be referenced.  You could present this information in the form of a table with the following headings;

Procedure/Policy/Legislation	Aim of legislation/policy (what is it designed to do)	How did you apply the policy/procedure/legislation
Equality act 2010 Harvard referencing	The aim of the equality act is to….	In order to ensure that job descriptions were lawful, I made sure that….

2.4 Maintain records of the initiative, in line with legislative requirements and update key people The sources of evidence you use for section 2.4 should be referenced.  These could include;

• Communication showing how key people were updated
• Records of the training
• Recorded discussion with your assessor, and showing your assessor where the information is saved/filed for audit purposes.

Outcome 3; Be able to evaluate the impact of the HRD activities on organisational performance.

3.1 Evaluate the extent to which the learning and development initiative has met the required learning objectives.

Refer back to your L&D plan – have you met the objectives

The sources of evidence you use for section 3.1 should be referenced.  These could include;

• Evidence of post course evaluation
• Include evidence of analysis
• Did the initiative meet the initial L&D objectives

3.2 Explain how the initiative fits into the organisation’s overall HRD plan and assess the potential impact of the initiative on organisational performance.

The sources of evidence you use for section 3.2 should be referenced.  These could include;

• A written explanation of what has been improved as a result of the L&D initiative being implemented and how does the initiative fit into the overall HRD plan.

Example of how to present outcomes 1-3 (practical element of the unit)

Example Contributing to Human Resource Development in the Organisation

There was a new labour management and payroll system that was introduced in the last six months. The old payroll system was extremely outdated and new technology was no longer able to support the older system. 

The aim of the new system was to give more autonomy to line managers, line managers would become more accountable for scheduling their teams through the system and dealing with payroll queries. The new system also give greater reporting mechanisms to senior management, supports line manager’s rostering effectively in terms of customer demand ensuring that they are not over staffing for particular shifts.   

The new labour management system was implemented company wide. My role was to plan the learning activity set the training objectives, methods of delivery and ensuring that appropriate materials were organised for my area, which consisted of six sites. 

I met with my manager as well as senior site managers to discuss the learning activity required and set objectives. We agreed the delivery approach and agreed that the classroom training would take place over a week and would be delivered by running two sessions per day. During this week of formal training I worked with the payroll manager to deliver the sessions.

When the sessions were completed, we then went onsite to evaluate the training activity and to ensure that line managers were using the system correctly, offering further support where needed.     

Evidence attached:

1.1   Email communication confirming the need for the change and that I was to be involved in planning and delivering the learning activity across the area.

1.2   Meeting minutes with my line manager, clarifying my role in this activity

Meeting minutes from initial conversation with senior site managers and my line manager

1.3   L&D plan – this includes learning objectives, training content used, methods of delivery and materials/resources needed, also, included updates and any adjustments that were needed along the way

1.4   Email communication from my manager showing that the learning activity and delivery was agreed 

2.1 Email communication to stakeholders showing how I updated them on the progress of the activity – what was going well and any feedback that was given

2.2 Calendar invites to the line managers for the training sessions they were required to attend.

2.2 & 3.1 Course pre & post evaluation, used to identify any learning needs or adjustments that we needed to consider

2.2 Training attendance sheets

2.2 Updated plan showing roll out dates

3.1 Analysis of how the training met the objectives

Start your work your answer by first learning outcome: 1.1 Review the information relating to an identified HRD need and identify key stakeholders and learners.

Contributing to the Human Resource Development in the Organisation – 5AHRD