Star Industries
Learning and Development System
Learning and Development Strategies for managing performance using Star Industries’ Performance Management System
The need and purpose of the proposed L&D strategy
The proposed performance management system for Star Industries shall affect the entire human resources of the company. There shall be grievances, concerns and resistance rising from the employees during such a change. Even worse would be a group of managerial staffs who are equally ignorant of the PMS. This is where the L&D is required.
Few reasons for why we need an L&D strategy are 1. Eliminate the problems faced by managers when they have to take in new responsibilities as required by the new PMS 2. Ensure that each manager is clear on the PMS and that they are capable of implementing those 3. Ensure that all the team leaders and supervisors are on the same page about the PMS goals and purpose.
The purpose of this L&D strategy is to 1. Understand the changes going in Star Industries in terms of PMS 2. Understand the reaction of employees to change and learn how to best manage it 3. Adopt a framework for leading the employees to change such as the 8-Step Program 4. Understand and appreciate the role of collaborative approach in influencing as well as negotiation 5. Practice key interpersonal skills required to implement the new PMS policies 6. Have a clear knowledge about activities and policies aimed at upholding the rights and dignities of employees 7. Have a clear knowledge in activities related to grievance and discipline management
Target Groups and the L&D gaps hopeful of filling
The groups that shall actively effect the implementation of L&D strategy shall include 1. Senior Management 2. Personnel Officer/HR Director 3. HR Units. 4. Department Heads, etc. The targets groups are 1. Team leaders 2. Line managers 3. Operational heads 4. Strategic Planning Units 5. Department heads etc.
The L&D gaps that we are hopeful of filling are 1. Capability to manage employee concerns and complaints in PMS 2. Capability to improve work efficiency among employees 3. Capability to maintain good management-staff relationship 4. Capability to implement HR policies in terms of employee grievance, discipline, and dignity promptly 5. Capability to serve the new distributive administrative approach of Star Industries (such as during the expansion).
Learning Framework
Some of the skills that the mentors in a PMS are required to have are 1. Personal skills 2. Technical Skills- depending on the group of employees and their structure intended to be mentored 3. Management Skills- they include the business aspect of each tasks such as project planning, negotiation, estimation, cost control, making decisions, managing risks, performance management, etc 4. Adaptability- A good manager shall be capable of adapting as demanded by any situation 5. Creativity - ability to come up with new and encouraging ideas even in harsh times.
For the success of the PMS, the personal skills of the mentor are the most important. They are 1. Capability to lead by example by being direct, honest and hard working 2. Exhibit good interpersonal as well as communication skills 3. Be considerate and promote company morale among employees 4. Be affable or friendly in approach.
Learning and Development Plan
A sample L&D plan .
Mode of Delivery and evaluation
The evaluation shall be based on the fuzzy model grievance address system. The employees under the mentor shall be given opportunity to rate their managers and how far they have come in addressing their issues and grievances. This shall enable the HR management to identify the efficiency of the new L&D strategy and propose changes if necessary.
Resources
Financial Resources: Includes the cost of CTF in L&D and losses incurred during non-productive training days that will be needed its completion.
Human Resources: The planning and execution phases require the involvement of all department heads, HR units, HR director, team leaders, line managers, learning units, Project advisors, etc.
Works Cited
"Basic Skills for Project Managers." Friday September 2000. Pearsoned. 25 Janurary 2016 <http://catalogue.pearsoned.co.uk/samplechapter/0130219142.pdf>.
Hirsh, Wendy. "Developing and Delivering a learning strategy." Corporate Research Forum (2005): 1-72.
IBM Learning Solutions. "Learning strategy—an investment in the future." Jaycross. New York: Jay Cross, 2005. 2-16.
Kotter International. The 8-Step Process for Leading Change. 25 January 2016. 25 January 2016 <http://www.kotterinternational.com/the-8-step-process-for-leading-change/>.
ReSPA. Effective People Management. Provisional Programme. Montenegro: Regional School of Public Administration, 2013.
