Developing Yourself as an Effective Learning & Development Practitioner (Assessment 4 DEP F201A (L&D) by Rodzidah Mohd Rodzi

1. Certificate in
Learning & Development Practice
Assessed Coursework Cover Sheet
Student Name : Rodzidah bt Mohd Rodzi
IC : 791103-10-5336
Organisation : CIAST, Shah Alam
Unit Title : Developing Yourself as an Effective
Learning & Development Practitioner
Unit Code : 4DEP F201A (L&D)
Coursework Component : Written Assignment
Date of Submission : 15 June 2012

2. Activity 1
Questions
The CIPD HR Profession Map specifies the activities, knowledge and behaviours involved in different
HR/L&D roles. It can be accessed at :
www.cipd.co.uk/cipd-hr-profession/hr-profession-map/explore-map.aspx
- Briefly explore the overview of the Map and its 3 main components – i.e the 10 Professional
Areas, the 4 bands and the 8 Behaviours.
- Access the ‘full map’ for the Professional Area ‘Learning and talent development’ and consider
the activities, knowledge and behaviours for either Band 1 or Band 2.
- Based on this research, write a report in which you :
 Summarise, in a few sentences, the HRP Map, including the 2 key professional areas
(‘Strategy, Insights & Solutions’ and ‘Leading and Managing’), and the 8 behaviours.
 Comment on the activities, knowledge and behaviours, specified in ‘Learning and talent
development’, at Band 1 or 2, identifying those you consider most essential to your own
(or other identified) L&D role.
Answers
1. Organization Behaviour Today
 Globalization
 Technology
 Politic
 Economics
 Culture
 Multiskills
 Social
 Further research
 Company consolidation
 Mergers & acquisitions
 Talent management
 Succession Planning
 Research & Development

3. 2. Employee Behavioral Today
 High demand salary
 Multi tasking (skillfull, job rotation)
 Reward and recognition (long service reward, employee of the year)
 Career development ( training to upgrade skill)
Previous Employee Current Employee
1. Loyal More independent
2. Follow order Make own decision
3. Skillfull Lack of skill/knowledge
4. Local Worker Foreign Worker
5. Red Ocean Strategy Blue Ocean Strategy
Challenges in Organization
 Salary
 Job scope
 To fulfil employee needs (reward,welfare)
 Creative approach in working style
 Globalization (time management, information, social, governance)
 Technology update (upgrading)
 Competitors
 Customer needs (high expectation, best value for money)
 Skill wokers
 Quality & service of product (ROI)
 Economic – currency exchange
Name of Company : Syawal Textiles Enterprise
Vission : Peneraju Jenama Pilihan Muslimat Dunia
“World’s Leading Brand for Muslimat”
Corporate value
For Stakeholder For Customer For Employee
Sustainable profit
Best profit
Customer satisfaction
guaranteed
Teamwork
Family first
Enjoy working and stress free

5. EVENT ACTION ROLE OF HR/L&D
2012 The
Beginning
Company registration (RM 1000)
Lease Lot (RM 20 000)
Staff allocation (RM 3000)
Display Rack( RM 5000)
Promotion – Bunting,
signage,Flyer,banner(RM 3000)
Shop furniture (RM 2000)
Shop appliance (RM 2000)
Tudung (RM 50000)
Saving (RM 14 000)
Insights , strategy and solution
- Business Plan
- Preparing HR policy
- Corporate Strategy Plan
Leading HR
- Mission, Vision Statement
- Setting target & objectives
Organization design
- Design organization chart
Organization development
- Develop
competency;Skill,Knowledge
& Attitude company and
employee
Resource & Talent Planning
- Recruitment & selection
- Advertise
- Interview session
- Job description
Performance & Reward
- KPI ,KRA
- Salary market survey
- Benefit,bonus
Employee engagement
- Social activities
- Dialogue session with
management
Employee relation
- Company policy ( working
hours)
2017 The Boom Own building ( 2 storey)
Open 4 branches
Own factory
New product
- Jubah for all ( adults &
kids)
- Hajj and umrah needs
Insights , strategy and solution
- Business Plan
- Preparing HR policy
- Corporate Strategy Plan
Leading HR
- Mission, Vision Statement
- Setting target & objectives
Organization design
- Design organization chart

6. Upgrade selling method( online)
World wide market
Membership card
Community Social
Responsibilities(donates to
orphanange)
Upgrade promotion method
(electronic media, facebook)
Product ambassador
(celebrities)
Organization development
- Develop
competency;Skill,Knowledge
& Attitude company and
employee
Resource & Talent Planning
- Recruitment & selection
- Advertise
- Interview session
- Job description
Performance & Reward
- KPI ,KRA
- Salary market survey
- Benefit,bonus
Employee engagement
- Social activities
- Dialogue session with
management
Employee relation
- Company policy ( working
hours)

8. 8 Behaviour for L& D practitioner
1. Attention to detail
2. Innovative & Creativity
3. Continuous Improvement
4. Teamwork
5. Embracing Change
6. Achieving excellence
7. Problem solving
8. Initiative
Select one from ten professional areas
Learning and talent development activities
1. Develop learning need analysis
- TNA
2. Design and development training modules
- Develop new training module
- Research and new resources
- Develop customized modules
- Prepare training aids, material and facilities
3. Execute training
4. Evaluate effectiveness programme
- Assess programme
5. Preparing training budget
6. Administration
- Maintain training records
- Trainer time allocation
Select 5 from 8 Professional Behaviours
1. Curious
- New technology update
- New teaching delivery method
2. Courage to challenge
- Be able to deliver effectively
3. Driven to deliver
- Able to identifies the step needed to achieve objective
4. Collaborative
- Cooperative between student and the management
5. Decisive thinker
- Details and meticulous

9. 10 professional areas summary
1. Insight, strategy and solutions
 Development in understanding organisation priority actionable insight and solutions.
2. Leading HR
 To provide active leadership in the organisation.
3. Organisation design
 To ensure the organisation is designed in any period so that the objectives is effectively
delivered.
4. Service delivery and information
 The service from the HR personnel in the organisation is managed professionally
5. Organisation development
 A vital part that provides insight & leadership on organisation development to ensure that
the organisation really in a tough and dynamic position to support and enhance
organisation performance and adaptability
6. Resourcing and talent planning
 Ensure that organisation have good, skilful human resource to maintain the organisation
survival
7. Learning and talent development
 Ensures all staff in the organisation have good passion in developing attitude, skills and
knowledge to support the organisation’s ambition
8. Performance and reward
 Build a high-performance culture by delivering cost effective, recognising and rewarding
programmes
9. Employee engagement
 Ensures emotional connection between all the staff is positive and understood
10. Employee relations
 Ensures relationship among the organisation are clear and transparent by abiding
relevant employment law

10. 8 Behaviour summaries
1. Curious
 Keep aware with current situation in order to broaden experience, knowledge and skills.
2. Decisive Thinker
 Making accurate, consistent and relevant decision base on knowledge and best
judgement.
3. Skilled influencer
 Manage to influence others to gain their commitment and support for changing.
4. Driven to deliver
 Preparing KRA, KPI as a monitoring tool to monitor work progress to meet organisation
objectives.
5. Collaborative
 Build up a close and friendly networking or relationships.
6. Personally credible
 Lead others with role model leadership especially “walk the talk”.
7. Courage to challenge
 Competence to work as team group to face new challenge.
8. Role Model
 Demonstrate behaviour within the organisation values.

11. Fill in the professional competence each band for trainer
Activities Band 1 Band 2 Band 3 Band 4
Performing
learning needs
analysis
Execute and
collect the form
Design Design collect and
key in Analyse
Analyse and
suggestion for top
management
Design and
develop training
modules
Preapre training
material
Develop training
module, COS
Design training
material with
various
techniques
Design training
modules
Execute training
activities
Perform teaching
and learning
Evaluate training
effectiveness
Collect enough
data
Key in data
Summarization Observation
Make short list
Monitoring
Supervisorin
Preparing training
budget
 Provide data
(cost,
expenditure,
people) to the
support budget
management
Provide relevant
information to
support the
development and
monitoring the
budget
Develop and
monitor budget
and financial plan
for specialist or
organization
Develop and
manage HR
functional budget
in line with
business
expectation

12. Activity 2
Questions
With reference to your own (or other identified) role, outline how an L&D practitioner should ensure the
services they provide are timely and effective. Your response should include :
- Understanding customer needs (include examples of 3 different customers might conflict and
have to be prioritized)
- Communicating effectively (include examples of 3 different communication methods and
advantages and disadvantages of each)
- Building and maintaining effective service (including buiding relationships, resolving complaints,
dealing with difficult customers, meeting time and budget constraints, and seeking continuous
improvement)
Answers
If you are a L& D practitioner, who are your internal customers?
Customers Expectations
Shareholders
(HQ JPK, KSM)
Increase output
World class trainer
High demand courses
Profit making courses
Best value for money
Management
(Director, Head of Programme)
Reduce maintenance cost
Efficient financial controlling
Achieve KPI, KRA
Optimising budget
Update technology
Associates
(Private & Public, Students, Staffs)
Latest technologies facilities
Current practises
Comprehensive syllabus/ training content
Various teaching technique
Conducive training environment
Certified certification/Recognition
Employee welfare
List the products and services offered by L&D Department provides to the customer
1. Certified trainer
2. Certified courses
3. Comprehensive , Dynamic WIM
4. Training facilities
5. Training Consultancy

13. How to ensure customer satisfaction
1. Training fees acceptable
2. Customer complaint response within 3 working days.
3. Training content base on customer requirement
4. Spacious parking lot
5. Issue certificate at the end of courses
6. High class facility provider
7. Upgrade skill and knowledge for trainer
8. Quality training
9. Develop new syllabus
10. New curriculum approach
Communication method at the office
Written
1. Email
2. Forum
3. Fax
4. Notice board
5. Memo
6. Social network (facebook , twitter)
7. Web portal
8. Chat services
Oral
9. Announcement
10. Monthly assembly
11. Phone
12. Meeting
13. Face to face
Scenario Method
To start a TNA process in the company Meeting
Memo
Web Portal
Social Network
Email
Face to face
To announce that a new employee is starting
today
During monthly assembly
Web Portal
Notice board
Memo
You have completed the TNA and would like
to present the report
Face to face
Meeting
You noticed many employees are not wearing
safety glasses on production floor
Memo
Notice board

14. Meeting
Email
You want managers to submit nomination for
training
Memo
Meeting
Email
One of the supervisor does not know how to
perform inventory
Face to face
Meeting
Discussion
You like to get a training quote from a vendor
for a soft skill programme
You want to get feedback on employee
performance after the training
Advantages and disadvantages
Meetings
Telephone
Email
Advantages Disadvantages
Meetings
1. Gain more ideas
2. Ideas can be discussed
3. Conversation is recorded (minute of
meeting)
4. Expression can be seen
1. Difficult to gain commitment
2. Limited participant
3. Time consuming
4. Costly ( to prepare refreshment)
Telephone
1. Fast and direct to person in charge
2. Immediate action
3. Private and confidential
1. Non-formal order/instruction
2. Lead to Miscommunication
3. Non recorded conversation
4. Limited subject
5. Can not detect emotion/expression
Email
1. Clear information together with
attachment
2. Can be save for reference
3. Non-limited recipient
4. Received fast response and action
5. Cheapest (no need to provide foods)
6. Paperless record
1. Need internet connection
2. Subject to ignored
3. Limited capacity size inbox
4. Spreading virus

15. Activity 3
 The CIPD has specified criteria for Associate Member status of the Institute. These can be downloaded at
www.cipd.co.uk/Membership/transformingmembership/New-membership-criteria/about-new-Associate.htm. Consider the 3 areas of the
criteria, i.e. activities, knowledge and behaviours, and identify any areas you would need to develop in order to meet them. Work done for
Activities 1 and 2 will inform this.
 Devise a plan to meet your own development needs, including those identified above, and the achievement of your CIPD qualification. The
plan should be for a minimum of 6 months. (An optional template ‘cpdrecordandplan)
 Discuss your plan with your tutor, explaining why you believe CPD to be important and some of the development options you considered in
devising your plan.
DEVELOPMENT PLAN
Areas to develop Activities When do you want to achieve this
Performing training needs analysis Works with managers to conduct a detailed training and learning
needs analysis within their area in the short, medium and long term.
1. Identify group of learner :
- New hires
- Veteran employees
- Trainees currently in training scheme
2. Collect staff performance data
- Observations
- Interviews
- Questionnaires
- Job Descriptions
- Difficulty tasks analysis
3. Collected data analysis
- Set up a meeting
- Problem solving conference
2 months

16. Execute training activities
Evaluate training effectiveness
- Appraisals review
- Analysis of organizational policy
Works with managers to develop a specific learning and talent
development plan to close key gaps for their area or for a segment of
the population (apprentices, graduates, managers, executives, and so
on) that aligns with the organization’s learning and talent
development plan and priorities.
1. Do some research on previous feedback, staff request and
staff training needs.
2. Write a proposal.
3. Set up a meeting and distribute / delegate work and tasks.
4. Execute :
- skill training
- leadership / management / business courses
- seminar
- dialogue between Private CEO and Government
- Forum
Evaluates how the organization’s learning and talent development
plan is impacting the business and uses feedback to identify gaps or
unintended consequences.
1. Create a form
- Questionnaire
- Survey
- in course
- online
- evaluation form
- feedback form
- Complaints/suggestion form
2 months
2 months

17. 2. Follow up survey
- A form to employer
- Phone interview with selected employer
3. Interview for opinion
- Testimonials feedback
- Debriefing sessions with trainer
- Exams
- Projects
- Presentation

18. Activity 4
 During the period of your studies, reflect on your performance against the plan and the learning you gain from each unit of your qualification.
As you progress, identify any further development needs and revise the plan accordingly.
DEVELOPMENT LOG
Key Dates What did you do? How did you do it What did you learn?
1st
July 2012 Developing a Training Needs Analysis
Questionnaire form :
Analysis to examine the situation where
training is called for to determine how to
go about meeting the training needs.
The needs analysis plays an important role
in the design and development of
instruction since the correct identification
of the training problem will directly
influence whether or not the training is
successful.
Identifying the Training Problem
- Gather information from a variety
of sources and from a variety of
perspectives.
- The training program will be
designed and developed based
upon this foundation.
What types of questions should been
asked?
 What is the organizational
context in which the training
will be delivered?
 Who is the target audience?
By Doing Training Needs Analysis I
can learn how to :
- identify the gaps of lack of
skills.
- pay particular attention to the
gaps and deficiencies that
could benefit from training.
- determine the reason for the
training so that you can create
a statement describing a goal
or goals that will guide the
development of the training
program.
- Create a Needs Analysis
report that pay particular
attention to how the learner

19.  What are their roles?
 What is the performance issue
that needs to be addressed?
 What is causing the
performance issue?
 Are there non-training related
reasons that may be causing
the performance problem
such as lack of motivation or
a management problem?
 Is there a lack of knowledge
and/or skills?
Training to Improve Knowledge and
Skills. If knowledge and skills need
improvement, how are these best
conveyed?
 Online training using
multimedia, audio, video,
static text/images or a
combination?
 Mobile learning using cell
phones, PDAs, or laptops?
 Onsite training?
 Video or audio conferencing?
 Job aids that are either
electronic or print based?
plans to use the new
knowledge or skills gained
through the training; the
environment in which the
training will be presented; and
how you will provide learners
with ways to take the new
skills and apply them in a real
world situation.

20. 1st
September 2012
Executing skills training
The process for developing skill training
includes the some of steps.
 A blended approach that
combines two or more
delivery methods?
 Group discussion or
individual activities?
 A structured course or a
brown bag (lunch and
informal discussion)?
Task Analysis Steps
1. Define the target population for
training.
2. List the tasks to be performed by
the target population on the job.
3. List the skills and knowledge
needed to do the tasks.
4. Select the skills and knowledge to
be taught.
Design and Development Steps
5. Organize the selected skills and
knowledge into suitable teaching
modules and develop the training
design.
6. Draft expanded outlines of modules,
including instructional objectives,
main body of text, and descriptions
of training methods, examples and
exercises.
By Executing skills training I can
learn how to :
- Develop complete modules
includes preparation of guidelines
for the facilitators who will
conduct the course.
- Develop Guidelines for a course
director may also be needed.
- Associate modules and guidelines.
- Revise and finalize materials
based on reviewed results.

21. 1st
November 2012
Distributing Evaluation Form
Evaluation form provides feedback and
assists in planning for the next courses.
Formal evaluation is the on-going
feedback required for effective
trainer/trainee relations.
7. Experts provide realistic examples
and information for use in
exercises.
8. Draft the complete modules,
facilitator guidelines, and course
director guidelines.
9. Field-test the training materials.
10. Revise and finalize training
materials based on the field test.
Steps in the formal evaluation process
1. Before completing this form and
conducting the formal evaluation, the
trainer should complete the following
steps:
Review existing performance
expectations and objectives and ensure
that they are realistic and attainable
during this
rating period.
Meet with the trainee to schedule
the evaluation meeting and describe
the evaluation process.
Suggest that the trainee review the
existing performance expectations and
prepare a self-evaluation.
Prepare a draft of the evaluation.
2. The trainer and trainee meet to
By distributing Evaluation Form I
learn how to :
- Discuss the quality, accuracy, and
frequency of feedback given.
- Describe affirmative action efforts
that this trainee made during the
rating period. Include
consideration of new trainee, ,
education support
and development opportunities.
- Discuss future growth, specific
activities to improve effectiveness
and/or areas where further
development would be beneficial.

22. discuss both the self-evaluation, the
draft, and future performance plans.
The
trainee’s comments should be
encouraged.
3. The trainer completes the final
evaluation form based on
discussion with the trainee.