Using Information, Metrics, and Development Business Cases for Learning and Development

Pages:

11 page

Sources:

Solution:

Solution Available NOW

Subject:

TECHNOLOGY

Language:

English (U.S.)

Date:

2023-04-10

Total cost:

$ 32

INSTRUCTIONS:

Assessment Brief

Your assessment for this unit is in two parts, and both parts should be submitted using the assignment tool in this section of the unit. The assessment brief is provided here and in a downloadable pdf for your reference.

The deadline for the assessment is 19th May 2019 and it must be submitted before 23:55 (UK Local time).

Assessment guidance

You are now ready to prepare to write your assignment. This section has guidance on each of the activities and assessment criteria (AC). You are required to develop an electronic professional portfolio which includes the following sections that respond to the following two tasks:

Activity 1

Product a written response in which you:

Identify examples of metrics used to inform and measure L&D

For this activity, we would suggest that you use the following questions on which to base

your response:

Activity 2 - project team

Undertake research in an area of L&D and write a business report for stakeholders. Within the report you should:

Provide a short rationale for area investigated

Explain how you collected and analysed the data, justifying the approach adopted

Draw conclusions and make recommendations based on findings Summarise the limitations of your research

We would suggest using your report to make a business case for a learning intervention within your organization* or to explain how an existing learning programme or event could be improved.

SOLUTION:

USING INFORMATION, METRICS, AND DEVELOPMENT BUSINESS CASES FOR LEARNING AND DEVELOPMENT

By (Name)

The Name of the Class (Course)

Professor (Tutor)

The Name of the School (University)

The City and State

The Date

Using Information, Metrics, and Development Business Cases for Learning and Development

Activity 1

1.0 Introduction

Learning & Development (L&D) has evolved; currently, it requires that professionals align their business training with financial goals. Previously, it was an ignored area that was solely responsible for operation rates on individuals it trained to fulfill the competence and value of organizational demands. Progressively L&D has gained popularity in the business world, becoming a significant agent of change as it measures productivity in outcomes or outputs. It relies on various metrics such as knowledge attainment to quantify the usefulness the kind and resolve of learning.

1.1 Examples of Metrics Used to Inform and Measure L&D

a. Qualitative Metrics

Team Conduct Alteration

Team conduct alteration focuses on the post-learning period to establish whether a workforce behaves reasonably and efficiently.

Skills Acquisition

The attainment of expertise requires the collection of data on the pre-exposure and post-exposure L&D personnel abilities to determine the improvement in the levels of skills and know-how.

Personal Interactive Transformation

Learning provides experts with a platform to enhance their social relation skills, and so, this tool measures the changes in the individual mannerism to the business culture and objectives.

b. Quantitative Metrics

Workplace Application

Workplace application is a measure that identifies the signs that an apprentice uses the newly acquire technical understanding at a workplace to improve on productivity and objective delivery.

c. Output Metrics

Fulfilling Aims

Achieving set targets is a goal of all enterprises. As a result, this instrument registers the output levels of an L&D staff and measures the same period in the post-learning period to establish the impact of skills acquisition.

1.2 Primary and Secondary L&D Data Sources

Primary Sources

Primary sources represent the facts of specific people, objects, occurrences, and so on. The sources enable a company to identify the learning and development needs by getting to analyze the actual organizational events. Examples of primary L&D data sources entail questionnaires, interviews, observations, focus groups, and online documents (Serrat, 2017). The information from these areas is authentic and reliable since it offers the actual details of an incidence as they are not analyzed or summarized.

Secondary Sources

Secondary sources deduce, examine and describe the available facts on people, objects, occurrences, and so on. Onesti, Angiola, and Bianchi (2016) posits that some of the L&D secondary sources of data include books, documentaries, personal views and literature reviews. Secondary resources are less valid since they do not provide the correct narration of the original event as they rely on the perception of another person; consequently, failing to let the researchers access the novel flow of proceedings.

1.3 Conclusion

L&D relies on various metrics such as knowledge attainment, the fulfillment of objectives, change in both individual and workforce behaviors, workplace implementation and acquisition of skills to quantify the usefulness the kind and resolve of learning. Progressively L&D department has become popular in the corporate as it identifies the learning and development needs in an organization through the support of both secondary and primary sources of data.

Activity 2 – Project Team

Impact of Social and Collaborative Training on the Performance of Ebanila Enterprises

2.0 Introduction

At Ebanila Enterprises, the business faces difficulties in aligning industrial training...

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