BSBINN501 Establish Systems That Support Innovation
Questions:
Part A
Task summary
You are required to Conduct a coaching and mentoring session with the Training Manager Jimmy Grove (Assessor). After the coaching session you will be required to develop the learning and development plan and conduct a training session from within it.
You will then submit a request in writing to the Learning Management System (LMS) Developer (Assessor), seeking technical help, You will then develop a Systems Feedback Report and submit it to the CEO (Assessor).
Required
Access to textbooks and other learning materials
Computer with Microsoft Office and internet access
Strategic and Operational Plan
Revised Meeting Policies and Procedures that you developed in Assessment task 1
the systems feedback report template
Timing
Your assessor will advise you of the due date of these submissions.
Submit
a written request to the LMS Developer (Assessor), seeking technical help Draft Research Proposal
systems feedback report
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all of the assessment criteria.
Please read the following:
The College used your Briefing Report to research and review, select and trial a Learning Management System (LMS) for an 18-month period. The College has been using the LMS for three months now.
Due to your success and contribution as Learning and Development Assistant Manager, you’ve now been promoted to Learning and Development Manager as the previous one has moved on.
As part of your new role you are to ensure the successful implementation of the Learning Management System and develop further business systems to support its implementation.
To date, the college has experienced a few complaints from learners and trainers on issues in the assessment section of the system. The CEO has sent you an email request that you conduct a coaching and mentoring session with a key staff member, Jimmy Grove.
The session will be used to help you attain feedback on the implementation of the learning management system in order to help you in planning and implementing a learning and development plan to encourage staff to embrace the business systems and foster innovation in the workplace.
Jimmy is the Head Trainer and Training Manager. Whilst Jimmy does undertake training with students, his primary role is to motivate, train and manage the other 14 trainers in the college. Unfortunately, Jimmy is losing his motivation to motivate his staff in the new system as he too has experienced the issues with it and is tiring from his staff continually complaining about the assessment section of the system.
The CEO would like you to work with Jimmy to problem solve some of the key issues the trainers have been experiencing in the new LMS by working with Jimmy to brainstorm and develop a learning and development strategy to overcome the issues.
The keys issues staff have been experiencing are a result of them not following workplace procedures:
Staff have been locked out of the system. ICT staff have determined this is a result of the computer privacy procedure not being followed.
The computer privacy policies and procedures require staff to reset their access password every 6 weeks. If the password isn’t reset within the requiredtime frame (1 week from the password request being sent) the staff are lockedout of the system. This causes significant staff down-time.
Trainers haven’t been saving the grades of their students into the system when they have marked their work, as a result, students think their work hasn’t been marked and have been complaining. This is also causing issues with the data migration from the learning management system into the other business systems, as the data being migrated isn’t accurate.
Trainers have been marking students work in the system without providing feedback to the students.
The colleges new marking policy and procedures outlines that trainers must mark all of the students work within the learning management system and provide detailed feedback to their students.
Complete the following activities:
1. Conduct a coaching and mentoring session with the Training Manager Jimmy Grove (Assessor) is the Head Trainer and Training Manager, who has used the new learning management system and experienced a system failure.
The purpose of the coaching and mentoring session is for you to facilitate a learning experience, whilst attaining vital feedback from a key business stakeholder on the performance of the system implementation.
Within your coaching and mentoring session, you must:
Ask the team member for feedback on his experience with the Learning Management System.
Support the learning management system by assisting the trainer to address any issues or problems they have faced with the system.
Address the multiple system implementation issues the trainer reveals through using mentoring techniques; provide feedback and suggestions to improve the trainer and his team’s work practices and processes.
Suggestions should include the implementation of business procedures as mentioned
Use mentoring techniques to provide feedback and recommend suggestions to improve the trainer and his team’s work practices and processes.
Analyse the impact of the new system on the trainers, resources and organisational policies and procedures
Follow the Meeting Policies and Procedures you recently updated.
Reference the policies and procedures relevant to the information system and ensure they have been implemented accurately.
Use coaching techniques to brainstorm with Jimmy a range of potential solutions including a new learning and development system which will be used to support the LMS including staff
learning and development opportunities that will:
Assist staff to embrace changing systems
Encourage staff to innovate in the workplace
During the coaching and mentoring session, you will need to demonstrate effective communication skills including:
Speaking clearly and concisely
Using plain English to ensure that terminology can be understood by Jimmy
Using non-verbal communication to assist with understanding, rapport building and relationship development
Asking probing open questions to make sure attendees understand the information
Responding to questions as required
Using active listening techniques to confirm understanding
Using positive, future-focused language and questions
After the coaching session you will be required to develop the learning and development plan and conduct a training session from within it.
1. Seek technical specialist support
After your coaching and mentoring session, one of the trainers has come to you with an innovative solution to the grading issue. This is a transcript of what the trainer suggested to you.
“I know that the grading issue could be resolved by trainers following the business procedure and saving the grade before they exit the learning
management system or click to another screen, but I was thinking how useful it would be if the learning management system had an auto save
function. That way we wouldn’t have to remember to save. It would also prevent any further issues with the internet timing out before we have the chance to save the grade.”
To investigate if this is a viable solution, you will need to seek technical specialist help from the Learning Management System (LMS) Developer.
Do this by submitting a request in writing to the LMS Developer (Assessor), seeking technical help. Your request should ask if this is possible.
2. Document the findings of the coaching and mentoring session in a systems feedback report
The CEO has requested you document the findings of the coaching and mentoring session by preparing a feedback report in alignment with theOperational Plan and Meeting Policies and Procedures.
In preparing your report, review Strategic and Operational plan and identify based on the feedback you have received, the system’s ability to meet the operational objectives.
Your report should include a summary of the overall feedback given by Jimmy including:
The strengths of the system
The limitations of the system
Two or more recommendations to address the limitations including at least one way to improve the system and one learning and development opportunity to improve the staff’s attitude towards the system
Use the systems feedback report template to complete this task.
Submit your feedback report to the CEO (Assessor).
Part B
Task summary
You are required to design and develop a new learning and development system and then submit your plan to the CEO (Assessor) for approval via email.
Once the Learning and Development Operation Plan has been approved, incorporate any feedback from the CEO (Assessor) and save the modified plan as ‘Revised Learning and Development Operation Plan’ and submit to CEO (Assessor) for approval via email.
Once the ‘Revised Learning and Development Operation Plan’ has been approved, send a group email to all staff of the college (assessor), including the CEO (assessor) informing them of the new Learning and Development Operational Plan to be rolled out.
Required
Access to textbooks and other learning materials
Computer with Microsoft Office and internet access
Learning and Development Operational Plan template
Briefing Report (developed in assessment task 1)
systems feedback report (developed in part A of this assessment)
Timing
Your assessor will advise you of the due date of these submissions.
Submit
Learning and Development Operational Plan
Revised Learning and Development Operation Plan
email to all staff of the college (assessor), including the CEO (assessor) informing them of the new Learning and Development Operational Plan to be rolled out
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all of the assessment criteria.
Carefully read the following:
The CEO has sent you an email, congratulating you on your hard work on the coaching and mentoring session and a comprehensive Systems Feedback Report. In the email the CEO confirmed they liked your innovative ideas on improving the system and engaging staff.
He’d now like you to expand your ideas of staff engagement by developing a learning and development (L&D) Operational Plan that can be implemented over the next 12 months to support the implementation of the new system and continue the LMS Trial.
The purpose and goals of the plan is to:
Improve the attitudes of training staff towards the new system
Conduct monthly learning activities educating training staff of the features and functionality to the system
Improve the efficiencies of training staff using the system
Improve staff awareness and use of organisational policies and procedures.
The CEO has given you a budget of $20,000 to roll out the learning and development opportunities which is to cover the business resources. As the Learning and Development Manager you will be designing and delivering all of the learning activities which will remove the need to budget in development and delivery costs into your plan as these are covered in your current wage.
The CEO would like to see you enhance your learning and development activities by incorporating the external assistance of the learning management system themselves.
Complete the following activities:
1. Design and develop a new learning and development system for the business.
Using the Learning and Development (L&D) Operational Plan template, design and develop a new learning and development system to be
implemented to support the implementation of the new learning management system.
Use your briefing report, the systems feedback report and the CEO’s feedback, to evaluate the coaching, training and overall learning needs of
the people using the learning management system.
Use the L&D planning template to develop your learning and development plan. Within your plan you must identify the resources required,
supportive timelines and responsibilities of the relevant staff and a communication strategy to support the L&D activities.
In your planning support the CEO’s identified need for external assistance in enhancing the learning and development activities, incorporate external assistance with the training and development activities into your learning and development plan.
Your learning activities must include three or more different learning activities to be rolled out over 12 months including a monthly learning
session and a coaching session, that supports the efficient usage of the learning management system.
Submit your plan to the CEO (Assessor) to seek approval for the usage of the human, financial and physical resources.
2. Revise and update the learning and development operational plan to incorporate feedback.
Read the following:
The CEO approved your Learning and Development Operational Plan.
You’ve since implemented the Learning and Development Operational Plan and have received feedback from both the learners and the CEO (feedback delivered by the CEO) of suggested improvements to Learning and Development system and overall plan to improve it, to better align with organisational goals and supportive policies and procedures.
Review the feedback you have received and make adjustments to your Learning and Development Operational Plan to reflect the feedback
received.
Based on the feedback you have received from the CEO (assessor) adjust your Learning and Development Operational Plan.
Save the revised plan as Revised Learning and Development Operation Plan.
Submit to the CEO for approval (assessor).
3. Consult staff on the new Learning and Development Operational Plan
Read the following:
The CEO has approved your revised plan and request you now share it with the rest of the college.
Send a group email to all staff of the college (assessor), including the CEO (assessor) informing them of the new Learning and Development
Operational Plan to be rolled out. The body of your email should include a basic overview to of the system and refer the staff to read the Learning and Development Operational Plan for further information.
Attach the updated Learning and Development Operational Plan.
