Develop a Workplace Learning Environment
Assessment 2 Case Study
1. Identify potential formal and informal learning opportunities.
Formal Learning Opportunities:
There may be many formal learning opportunities available for full time instructors on various programs which are offered by Club Train. These learning opportunities include sending the unqualified instructors for training to Australian Institute of Fitness, which is a registered institute well known for fitness trainings. This institute trains fitness instructors on the lines to effectively manage a healthy workplace environment. It imparts training on learning the way to determine client’s requirements by empathizing. It inculcates contextual knowledge in the instructors about a fitness program. Furthermore, this institute provide a detailed nutrition plan for each of the fitness programs to enhance the level of effectiveness. Those instructors who do not possess Certificate III in fitness may be sent to this institute for enhancement of their skills (Australian Institute of Health and Welfare 2012, P. 57, para 3).
Another major area in which the some of the instructors of Club Train require formal training is the Life Saving Certificate. This area requires comprehensive and detailed training to unqualified instructors like Bryn, Karol and Oscar. This training needs to be imparted in maximum number of full time instructors as well as in the casual ones, due to its critical applications. Lifesaving trainings are not only applied for teaching others but also applied for actually saving lives. Hence it will be beneficial for the Club Train as well as for the individuals to acquire Life Saving Certificate. For this type of training the best institute would be Australian Surf Life Saving. This institute trains on first aid and life rescuing techniques. This institute offers a very short course of 4-6 hours which is then followed by yearly refresher training (McCouat 2012, P.127, para 2).
Formal Learning Opportunities:
There may be various informal learning opportunities considered for Club Train. These opportunities include engaging the instructors in conducting some extra classes in their free time to train each other on their area of expertise. It will be an easy task for most of the programs which require only three month of training but it might not be an effective way for those requiring three years like yoga and ti chi. This type of training will require a comprehensive schedule to be made in consultation with the instructors. Such in-house training programs not only ensures enhancement of skills for the individual to offer progressive career but also adds value to the overall performance of the organization. (Rao, 2010, P.132, para 1)
2. Identify the learning needs of the individual and team in relation to the needs of the organisation.
Team’s needs
In Club Train the team of instructors have various learning needs including working effectively together, sharing workload, building mutual trust, effective communication, and healthy & friendly environment. All of these learning needs have close relation to the organization’s needs since there has been a large number of new members signing in each day and the staff is facing difficulties in handling them. They have to work in changing shifts according to the organization’s needs. By fulfilling the team’s needs the needs of the organization get automatically fulfilled (Irwin L. Goldstein 2002, P.186, para 1).
Individual’s needs
Almost every individual’s needs in Club Train have close relation to the organization’s needs. For instance if we consider the example of Angelica who is pregnant and requires leave from August to October then we will figure out that there will be only one instructor left for aerobics classes who is Karol. And in this case if due to any reason if Karol has to take leave then the aerobics class will be put on hold hence affecting the image of Train Club badly. So it is better to train someone else as well in the week areas like aerobics class to fulfill individual’s as well as organizational needs. Conclusively, it is evident that any individual’s needs are required to be fulfilled keeping in view the organization’s needs.
3. Create a learning plan for the individual or team at your workplace (use the template discussed in class).
Development Need
Organizational Directions
Action Strategies
Support Option
Progress Review
Time Frame
Aerobics classes
Qualify in 4 areas
Informal training with Karol for 3 months
In her own time.
Professional development
On monthly basis
Oct, 2012
Supervisor’s Comments:
Christian is a motivated instructor who has focused on muscle sports only. This learning program will broaden her expertise for a progressive career and will also fulfill shortfall of instructors in this area.
Review Date: Monthly review
1st August, 1st September, 1st October
4. Stipulate what strategies you will employ to ensure that the learning plan reflects the diversity of needs of the individual or team.
Analysis:
Club Train needs to evaluate and analyze Christian’s learning style and then formulate a training program based on her preferences. She is found to be interested in muscular sports which tells that she will be interested in aerobic classes as well.
Consultation:
The next step will be to seek consultation from Christian on her preference. It is recommended that she must be taken into confidence and told about the career progression opportunities as a result of this training. Furthermore it is better to get a prospective schedule prepare in consultation with her so that she will be available for the training sessions. She should also be asked about her preference of gender for the instructor of the training program in order to finalize the instructor.
Preparation:
The next step is to finalize the instructor who will be Karol in case of aerobics class. This step also includes consultation with Karol for her schedule on the training sessions. Furthermore Karol should be told about the benefits of having another instructor trained in her domain that she may go take leaves etc. without any major hindrances.
Feedback for continuous improvement:
A review and feedback system is to be implemented to get timely feedback from Christian about the training class. This will enable the management to take corrective measures and initiate improvements in the system. It is further required to direct Christian to report any complaint, issue, suggestion to the management for improvement of the system. Moreover the instructor who is Karol in this case is also to be asked to submit the same to the management of Club Train.
5. Describe what steps you have taken to liaise with training and development specialists in an effort to enhance the learning opportunity of the individual or team.
Club Train can take steps to initiate better training and development of the individual by keeping a close liaison with the institution that is conducting the training so that a better decision can be made in order to finalize the training institute for availing the learning opportunities for the individual on a specific program.
In case of Christian the best institute so far seems to be the Australian Institute of Fitness. This institute offers a comprehensive training program for aerobic classes. These classes include detailed knowledge on aerobics and its benefits. Christian can also share the knowledge gained in this program to her other colleague so that they also get the benefit of it. In this way a better aerobic classes program will be implemented at Club Train which will attract and retain members.
Club Train can also ask Christian to provide a weekly feedback to the management so that it may be communicated to the institute for betterment of the training program. This liaison should be based on healthy communication and not in a critique manner. This will build up good public relations of the Club Train and will portray a positive image of the club.
In modern era of fast communication it is just the matter of being well informed in your field. So in order to keep its position and retain its customers, Club Train must build close liaison with its counterparts as well as with the training specialists of the field.
Bibliography
Australian Institute of Health and Welfare, 2012. Australia's health 2012. Sidney: AIHW.
Irwin L. Goldstein, J. K. F., 2002. Training in organizations: needs assessment, development, and evaluation. Stamford, Connecticut: Wadsworth Publishing.
McCouat, P., 2012. Australian Master GST Guide. 13th ed. Sydney: CCH Australia Limited.
Rao, P., 2010. HRD through in-house training. Bombay: Vikas Pub. House.
