HND员工培训与开发4.docx

Individual Report

A6HC34 Training and Developing the workforce
Outcome 4

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Contents

Introduction 3
Section 1: Appropriate definition of learning organization 3
Section 2: Appropriate explanation of continuous development 4
Section 3: Benefits of continuous development 4
Section 4: Appropriate strategies for embedding continuous development 5
Section 5: appropriate roles and responsibility 6
Section 6: Summary 7
Conclusion 7
Reference 8

Introduction
This report will be introduced promote and support learning organization and continuous development activities to Support the sustainable development of the company. Several types of learning are introduced in the report, and the benefits to the AG Bell Ltd. .
Section 1: Appropriate definition of learning organization
A learning organization is the organization where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together.

Learning organization’s Benefits:
Maintaining levels of innovation and remaining competitive. Having the knowledge to better link resources to customer needs. Improving corporate image by becoming more people oriented.

Learning organization’s Barriers:
Favours individual and collective learning processes at all levels of the organization, but does not connect them properly to the organization's strategic objectives. Challenges in the transformation to a learning organization. Focuses mainly on the cultural dimension and does not adequately take into account the other dimensions of an organization.

Relevance to AG Bell Ltd is the following:
The AG Bell Ltd.’s employees can be improved through learning organization. AG Bell Ltd.’s employees having the knowledge to better link resources and to meet customer needs. Learning organization is a human centered learning activity. Learning organization to improve AG Bell's corporate image. Learning organization can keep the innovation level and keep the competitive power. AG Bell companies can be more long-term development. AG Bell Company have a certain challenge to the learning organization.
Section 2: Appropriate explanation of continuous development
Continuous development is an approach to the management of learning. Continuous development means that we can continue to update our knowledge in life and work. To do this we need to be able to identify development opportunities which happen as part of our work.

For the Organisation：
For the organisation the management of learning on an ongoing basis through the promotion of learning as an integral part of work itself. The AG Bell company's management is based on the continuous learning to enhance their own work essential components. Sustainable development can help AG Bell company on the basis of sustainable management, to help companies optimize human resources, good human resources is part of the company's sustainable development.

For the Individual：
For the Individual Self-directed, lifelong learning, with a strong element of self-direction and self-management. AG Bell Ltd. has a large number of new employees, and these employees are some of the relatively low professional skills of vulnerable groups. AG Bell company allows employees to train self-guidance, lifelong learning, has a strong self-guidance and self-management elements. Personal ability improvement is conducive to the rapid realization of organizational goals, to ensure the sustainable development of organizations.

Planned learning:
Set a goal in learning knowledge or skills, and commit to a plan to understand what we need when we learn. Planned learning helps employees complete learning skills. Planning learning can help employees to plan and achieve sustainable development of individual goals. New employees need to master the basic skills of their jobs. Employees need to master their skills and need to improve their skills. Employees with skilled skills need to change jobs, they need to adapt to the new environment. Staff work fixed, employees need to plan learning. Program learning is conducive to the sustainable development of employees and enterprises.

Section 3: Benefits of continuous development
l Everyone in the organization understands and shares ownership of operational goals. AG Bell Company have a lot of organizations, the organization of each person should be the target of the organization's operations goal to hard work. AG Bell Company’s employees who has completed the organization's operation objectives will lead to the company to achieve AG Bell Company’s goal.

l Strategic plans are more likely to be achieved. Due to the rapid development of AG Bell company, so AG Bell company needs strategic plan. AG needs 40 new employees. In order to achieve this goal, the company must be in two months after the re deployment of a larger plan. A company to develop strategic G Bell to ensure stable development.

l New developments are promoted; change is constructive, welcomed and enjoyed, not forced and resisted. AG Bell Ltd. has a reputation throughout the industry for its innovative approach to HR Employing. The AG Bell Ltd. company is successful in developments.

l By enabling employees to make the most of their talents, the organization will be in a position to deploy individuals most effectively. AG company's flat organizational structure, the company's employees are regarded as a key resource and development to meet business needs. Every employee's talent is found to meet the needs of the company's development.

l In general, the organization can expect fewer mistakes, fewer accidents, less waste, higher productivity, higher morale, lower staff turnover, better employee relations, better customer service, and hence greater returns to the organization. AG Bell Ltd. through the training of employees can improve the efficiency of staff and reduce the staff's mistakes. AG Bell Ltd. can be through the planning of employees, the company gives employees a better working environment can keep employees at the same time reduce the turnover rate of staff.
Section 4: Appropriate strategies for embedding continuous development
Formal training:
Formal training is often seen as the only solution to meeting an employee’s training needs. AG Bell Ltd. recruitment of staff, including a variety of vulnerable groups. Vulnerable groups include black, minority workers, disabled workers, and workers with criminal records.

Work experience:
Work experience can be used to give an employee a better understanding of the work undertaken by an organization. It can take the following form. Job rotation: where a number of staff learns to perform one another’s roles. Secondments: Generally involve the temporary transfer of an employee either from one department to another or from one organization to another. AG Bell Ltd. in order to achieve the new goal, AG Bell Ltd. needs 40 new employees. New employees need to work experience. Experience in working with new employee. New employees through training and work experience of the people exchange and training of accumulated work experience.
Section 5: appropriate roles and responsibility
Responsibilities and Roles
Everyone in the organization should be encouraged to view the day-to-day operation of the organization as a continuous learning process. Everyone should have some responsibility for this. AG Bell Ltd.'s senior management should encourage employees to work in a planned and continuous learning, each employee should bear the responsibility, each employee in the work to learn and accumulate work experience.

Managers
Managers must give some attention to the sustainable development of subordinates. There should be a regular discussion of development needs, plans to meet demand, coaching, mentoring and coaching. Managers should also introduce changes to make learning easier and more effective. AG Bell Ltd. executives and employees need to communicate, and they should be regularly discussed. Employees are more likely to learn to learn more effectively through mentoring and coaching. The introduction of changes in the management of employees to get the opportunity to learn to keep the company's sustainable development.

Personnel professionals
Personnel professionals should provide a resource of information services, and continuously monitor the degree and quality of learning activities in the organization. If Personnel professionals believes that employee learning activities are not sufficient to support the business needs of the business, Personnel professionals should lead initiatives to generate sustained development strategies for discussion, and suggest appropriate actions. AG Bell Ltd. company's management staff should test the degree of learning. Management through the discovery of the problem of targeted training for employees.

All learners
All learners (including groups of three or more) must be aware that they are responsible for clarifying their learning goals and that these goals will be identified through the review and discussion of the management of the forward-looking plans and discussions. AG Bell Ltd. should communicate with the manager in a timely manner. Staff review your own performance without waiting for it to seek new information. When asked to explain, to solve the problems they do not understand. Employees should help and learn from each other
Section 6: Summary
There are many advantages to learning organization and sustainable development strategy. Advantages include improved operating performance and the ability to promote the learning of employees at the same time the company has been developing. Employees get and learn a lot of useful skills, accumulated a lot of work experience. Employees through learning, improve their ability. Employee's technical progress and rich work experience can meet the needs of customers and promote the development of the company.
Conclusion
This report gives a brief introduction to the learning organization and the composition of the structure and the composition of personnel to support the sustainable development of the company. Learning organization and structure of the composition and personnel composition is very important. The AG Bell Ltd. will have a long-term development in the future.

Reference
Hallier, J. and Butts, S. () ‘Attempts to advance the role of training: process and context’, Employee Relations, Vol. 22, No. 4, pp. 375-402.

King, N. (1994), ‘The qualitative research interview’, in Cassell, G., Symon, G. (Eds), Qualitative Methods in Organisational Research, Sage Publications, London.