Introduction to Development
Development needs are considered as the most important part of any organisation. It helps in identifying the potential of employees so that it understand the effect of various programmes on the workers. It includes the needs of training to increase the potential such as review the performance of team members, meetings with them, observation at work and to gather additional data(Chase and Barker, 2015). Present report is based on some cases and in context of that only considering and identifying the development and learning needs as per the requirements of organisation. Further, Our online assignment writing experts also covers the the development of individual employee on the basis of different methods and achievement of the goals and objectives. Moreover, it also covers the evaluation and monitoring the learning at workplace of employees and negotiate the modifications to improve the effectiveness and efficiency of learning.
1.1 In order to identify and implement the learning and development needs as per the requirement of organisation so that it includes that the worker of supermarket who is getting training and so that in context of this it involves the proper assessment of capabilities of employee along with the understanding of current and anticipated gap between the knowledge and skills(Hashizume and et.al., 2016). It can also be identify through the observation on the performance of an employee and also by getting feedback from other people in the organisation. Further, there are some of the requirements of organisation which can affect the need for development of teams as it covers the anti-discrimination policy in which there is no aspect of such activity because it has huge impact on the performance of employees, there should be proper requirement of security as the employees are safe in the business premises. In addition to this, to make sure that the development of employees must be relevant and as per their capabilities of performing the task with an aim of achieving the goals and objectives of the organisation(Elliott and et.al., 2015). It is important to consider the requirement of the organisation in the development needs because it helps in identify the needs of training and development such as monitoring the activities of employees, evaluation of performance, review of the employees and the tasks which are managed by them.
1.2 In order to record the future learning and development needs it is used to prepare a learning plan and so that it used to modify activities such as they overview of a team or learning of individual and development history. It is also necessary for the evaluation with the good intentions of the day to day work of a busy workplace(Dingle, 2013).
Thus, the team of the organisation works in such a manner with proper arrangement of all the activities of the company which is beneficial for them as well as business as teamwork is essential requirement of an organisation so that it created a positive work environment. It is important to develop the learning plan with the teams and individual so that it describes the process of enhancing the knowledge and skills of the employees which helps in growth and development of an organisation.
1.3 Self evaluation of people helps to identify the own performance with development needs so that there different occasion where there is evaluate the performance such as at the time of one to one discussion about the progress of the employees, assessment and observations of employees by following the formal workplace(Bradley, 2015). In order to encourage the self evaluation it includes the things which are important for appraising the training programmes and it is the best method for increase in the performance of employees. Further, there are some the areas where there is requirement of improvement which covers that increase in the experience, stretching knowledge of individual and helps the employees in achieving their ambitions of career.
In addition to this, it also includes the communication with different employees must be improve and it helps in enhance the morale of them and supervisors must evaluate the actions of the employees which is beneficial for the organisation(Cannon, Tenuto and Kitchel, 2013). They have to make sure that the activities performed by them should be in a appropriate manner and so that self evaluation helps in achieving the goals and objectives.
1.4 There are some relevant sources for collecting the feedback on performance of team members so in this context, to determine the development needs feedback is an excellent source of information so to understand what others see about the performance is purely beneficial for development of competence and confidence(Uthes, Li and Kelly, 2017). There are some of the sources from different places of getting feedback which includes clients as they can comment on individual performance which can directly or indirectly, to obtain feedback form colleagues who interact with the different team members, personal strategies of behaviour also easily give feedback to anyone. It also includes the conversations which offers the opportunities to discuss various things. At last it also covers the methods of organisation for monitoring the service delivery.
In addition to this, there is comparison with the team learning needs with the feedback on performance as the feedback might confirm the needs of development which are already known and so that they offer new development areas(Walsh and Mitchell, 2013). Thus, to update learning plans on the basis of current information as it is an ideal opportunity.
2.1 In order to identify the development and learning program objectives and goals to the retail industry which includes to identify the needs for individual and planning for how to meet those needs so that it it might be appropriate for whole team in which there will be demotivating and waste of resources. This also includes providing training design and delivery, coaching of internal and external executive which is helpful in achieving the goals and objectives of the retail industry(Jonathan, 2014). Further, there is requirement of competency standards for the effective performance at workplace in a discrete area, function of work and process or activity in the retail industry. It is used as a basis for identifying the assessment benchmark and learning outcomes with the help of education and training. To ensure the learning goal which is required for the industry while considering the planning for learning needs. At the time of planning for the development needs it is useful to consider the skills and knowledge for a particular role in the organisation(Mitchell and et.al., 2013). There are three possible goals for Tom involves that he has to manage the department of production in an appropriate manner, there is increase in the identifying qualities of them and tasks should be complete in proper time frame.
2.2 Learning delivery methods are used to ensure the activities for the process of learning different objectives which helps to increase the performance of an employee in a retail industry. There are different methods for learning delivery methods to meet the needs of development includes training sessions which gives the employees ideas for the new activities and which enhance their performance, induction programmes which helps in enhance their internal efficiency, presentations, experience of work, to attend the seminars and conference and on the job monitoring and coaching also helps to meet the needs of development(Bailey, 2013).
In addition to this, there are four main learning styles of participant and it covers activist in which there are practical activities as they have to do instead of thinking. Another one is pragmatist is that in which they are interest to know that how the things will happen in work. Further, reflector are those who use information and consider it on their own before acting and last style is the theorist who are interested in implicit principles and theories and so that they want to understand it(Peake and et.al, 2013). However, there are various types of equipments and resources which are to be consider including the facilities of accommodation, transport and training rooms. There is also funding of the training activities which is comes from the organisation and the employees do not need to pay anything. The time is required for training must be seven days which is sufficient for the new or old employees.
2.3 Workplace learning opportunities is to provide the different ways for the learning to enhance the situation of sales meeting and the goal of the learning is to enhance the performance of employees at workplace so that it gives them various opportunities for learning new things in the organisation itself which includes the process of conducting the sales meeting with the clients on the basis of coaching and monitoring which is ethical and fair aspect and sharing the information must be clear and complete(Stelfox and Straus, 2013). Further, the activities must be non-discriminatory which helps them to present and promote their collective group. The feedback from other people also helps in evaluating own performance which is recognize that the work is right or wrong in context of others. Thus, through coaching and monitoring also helpful in solving probllems at workplace through effective coaches and mentors. In order to develop the presentation skills there is requirement of confidence, proper style of communication and the skills of explaining various topics which is helpful in presentation.
2.4 There is large range of activities are required for the workplace learning opportunities includes the cost of training and development where there are so many things that motivated and encourages the people at workplace. Thus, these all activities of learning helps to achieve the goals and objectives and creates an individual for the competencies within the organisation. In addition to this, to achieve the identified competencies there is requirement of support form other employees of an organisation(Johnson, 2014). Thus, this activities helps in enhancing the performance of employees which is creating a different working environment of the organisation. There are some of the resources which are required in the achievement of the learning objectives such as proper allocation of the work, observation of the work of team members, analyse the performance of the employees as it helps in identifying the learning o