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1. Provide leadership to learning strategy formation

1.1 Evaluate approaches to learning and workplace, training against organisational strategic requirements. 

Training is a process in which one’s competency level and skillset is developed with the help of some teaching sessions by an expert. Workplace training refers to the training program which is conducted at the workplace (organization), in order to develop the that particular skill set of the employees which is required in their work done by them for the organization. For example- If there is an IT industry, it will provide training to the employs regarding some particular software and hardware which is used in the operations performed that organization and It will not provide training of machines used in a cement factory. The gist of this example is that any industry which provides workplace training to the employees, that training is done in accordance with organizational strategic requirements. Organizational strategic requirements are the requisites of the strategic plan developed for a company (Kabeyi, 2019). Organizational strategic planning consists certain principles and parameters i.e. technology being used within the company, norms and conditions of the company, surplus resources, confidentialities etc. 

1.2 Analyses the contribution of organizational learning to competitiveness and confirm with key stakeholders.

In a simple explanation, Organizational learning is the process in which the employees of the company learn new professional and personal skills. When the employees of a company go through learning process it results in the improvisation of the operations of the company as well. When an organisation substantiated a learning environment in the company’s strategic planning, it becomes a major advantage in terms of the competitiveness within the market. Having a learning atmosphere within a company develops efficiency of the operations, increases the profit, smoothens the communication within the company, increases resilience of the organisation in case of a major fallback, reduces wastage and increases the optimization of resources, provides scope for innovation and experimentation, develops the production in terms of quality and quantity, etc. The key stakeholders which are linked to the organisational learning are those who go through the learning process and those who make the decisions regarding it and confirmation from the stakeholders is always required in the procedure of organisational learning.

1.3 Examine and review options for deploying quality policies and processes in organisational learning. 

Quality policies and processes in organisational learning are certain elements that need to be considered while executing organisational learning procedure. Quality policies are terms are conditions related to the quality of the final product regarding which organisational learning culture is developed within the company (Esmaeili, 2015). Quality processes refer to the protocols of the quality check of the leaning processes being conducted in a company. There are certain yardsticks which a company could utilize in order to obtain proper quality policies and processes so that the organisational learning which happens in company results the best optimized benefit to competency of the employees and the quality of the product. And those yardsticks could be designed in reference to outcomes of the organisational leaning process, its consistency and safety measures which are to be abided by in organisational learning process. 

1.4 Analyse and plan requirements for an organisational learning strategy to support organisational strategic and policy requirements. 

Organisational learning strategy refers to the consolidation of sequenced plans which together make a strategy and the execution of which results skill set development of employees of the particular organisation for which the strategies have been formatted. Organisational learning strategies include 

  1. The delegate who make the decisions regarding the formation of the strategies and implementation of them. 
  2. The procedure followed and protocol used in making of the decisions regarding the obtainment of the strategies for organisational learning. 
  3. The process which indicates that these will be continuous improvisation of the strategies formed for organisational learning. 
  4. The number of plans which are deployed separately and the number of plans which are deployed in the consolidated form. 

All these factors of organisational learning strategies fulfil the requirements to support organisational strategy and policy requirements. 

1.5 Analyse and plan technological and systems requirements for an organisational learning strategy. 

Technology is part and parcel of every industry these days. There are certain technological requirements that are associated with every industry. Even with organisational learning strategies, technology is one of the most crucial elements and there must be a critical analysis for the technological requirements. There are certain substantial factors for the analysis of technological requirement in organisational learning strategies i.e. Software, authoring tools, network and band width, content management systems etc.

1.6 Analyse and align organisational learning strategy with human resources and learning requirements and plans. 

Human resources and learning requirements and plans must resonate with organisational learning strategies. There certain factors which need to be considered while linking the organisational learning strategies with human resource and the learning requirements (Fuertes, et. al., 2020). 

  1. Progression of training and the analysis of thee services being provided.
  2. Foundation for the training and the development of training programs. 

2. Design and develop organisational learning strategy

 2.1 Design organisational learning strategy to achieve instructor, learner and organisational strategic requirements. 

The cruciality of the designing organisational learning strategies is huge as their design is supposed to meet the instructor learner and strategic requirements of the organisation. This could be achieved by the learning and performance ecosystem model, as it segregates certain topics and sub points which could be studies to develop the organisational learning strategies which could be pertinent for the instructor and learners’ requirements (JAVED & SHARBAFI, 2011).  

The training could be given by e-learning and m-learning or both at the same time. It could also be given by ILT or VLIT. The employees could be trained toc collaborate with each other, through social learning or through some other methods. 

2.2 include relevant units of competency, modules from accredited courses or non-accredited training specifications in organisational learning strategies. 

One of the requirements of the learning process which is associated with organisational learning strategy is the assurance that competency from accredited courses are the inclusion of the strategies. One more requirement is also there, that the modules are included. For this purpose, a proper format is formed in which a defined array is mentioned regarding the competency, compliance and the skills require for particular job roles. 

2.3 Develop flexible organisational learning strategies to permit and promote responsiveness of the organisation to changed circumstances and priorities. 

One of the most crucial aspects of the organisational learning strategies is that it develops resilience, perseverance and strength of the employees within the organisation in order to counter the sudden market changes. In the while of implementation of the organisational learning strategies, employees across the organisation are trained for the situation in which the organisation could be forced to adapt new methods for the regular operations within the organisation. The designing of the organisational strategies should be as such that responsiveness of the organisation develops in order to counter the changed circumstances. This designing could be done by multiple methods.

  1. Provide situational challenges to the team and let them collaborate with each other to develop a consolidated plan to counter the situation.
  2. Train supervisors and managers along with the employees so an integrated understanding could develop regarding g the unprecedented situations.

2.4 Design and develop learning and assessment strategies to support organisational strategic requirements.  

Organisational strategic requirements are the necessities of the of the planning included in the strategies formed for the progression of the operation being executed in company. The learning curve of the employees should meet the requirements of the company in terms of skillset and competency and qualifications. The training programs which are developed in organisational learning strategies should consist the lessons which are related to the core work of an organisation. And the assessment should check the pertinent knowledge of the employees which is required for operational work in the organisation. 

2.5 Establish processes and procedures for allocating and managing resources and staff, required to implement organisational learning strategies. 

Implementation of the organisation learning strategy requires a proper management of the staff and mangers who work together in the implementation of the strategies. There are certain requirements related to it. 

  1. Management of the plans which are linked to the resources and permissions and priorities of it. 
  2. Supervision programs and\d tracking programs. 
  3. Assignment and supervision of the resources which are primarily for the managements. 

2.6 Structure compliant assessment and recognition policies and processes appropriate to organisational strategic requirements. 

Compliant policies for the industry are the study of all the legal and regulatory requirements of the organisation to exit in the market. For this purpose, some assessments are supposed to be designed which consist the legal requisites and analysis related to it (Saadat & Saadat, 2016). 

2.7 Structure procurement and supply policies and processes appropriate to organisational strategic reequipments. 

  1. The information of the purchases and the data associated with it.
  2. To make sure that all the data of the purchases resonates with strategic objectives of the organisation. 
  3. Assessments of the market in order to study the benchmarks in the industry to make the purchases for the organisation. 
  4. Keep a record of the purchases. 

3. Implement organisational learning strategy

3.1 Implement organisation learning strategies appropriate to organisational requirements. 

Implementation of the organisational strategy involves certain factors. 

  1. Formation of plans which are supposed to be executed.
  2. Analysis of the resources available within the organisation and outside of it. 
  3. Development of time lines to execute a pertinently scheduled plan. 
  4. Formation of methodologies related to the objectives.
  5. Deployment of the plan. 

3.2 Validate organisational assessment methods and assessment tools consistent with learning and wider operational needs. 

Vocational Education and training sectors refer the validation to be a criterion through which competency and performance is checked through and accurately designed check list. Organisational assessment methods and its tools are validated by the checklist formed which consists the quality checks and the relevance of the subjects. 

3.3 Source learning resources compliant with specific international, national, industry and workplace needs. 

Sourcing of the learning resources compliant with specific international and national industry is done by following methods. 

  1. Standards set within the Industry.
  2. Work health and safety requirements. 
  3. International eLearning standards. 
  4. Assessment organisation standards. 
  5. Training organisation standards. 

3.4 Review policies and procedures for continuing relevance operational effectiveness and to identify any gaps. 

Policies and procedures that are related to the relevance of continual and effectiveness of the operations are required to assessed so that the industry doesn’t go through any suffrage when some sort of changes happen in the operations and the industry. 

3.5 Systematically evaluate strategic outcomes attained through organisational learning strategy and update policies and procedures accordingly. 

Evaluation of the strategic outcomes attained through organisational learning strategies, needs to be done with proper scrutinization of the assessment which are specially designed for this purpose only.  

4. Review organisational learning and development

4.1 Develop procedures to systematically liaise with educators, learners and others to monitor how well learning strategies and learning resources achieve organisational learning targets

The procedure for monitoring and follow up the learning target accomplishment are as follows-

 To monitor the learning target is the use of assessment and test for analysing whether the student and educator has been meeting the liaison for the purpose of the learning. Through holding the test, the organziation will illustrate the student level of learning based on particular topic learned during training (Tawse, et al., 2019).

By building liaison between the educator and learned through using the effective communication, consultation and regular monitoring to achieve the goals of the learning strategy and target as decided by the organziation through embedding change as acquired through using above mentioned method.

The learning strategy and target will be achieved though executing the regulatory standard and learning theories for better understand the learning base precisely by the learner. So that at the time of discussion they will answer the asked learning point.

For monitoring the effective technique will be formal feedback and the organizational meeting and conference for better understanding the need of the learning improvement technique. Hence, this is best way to illustrate the lacking and strengthen things to reach the learning strategies (Tawse, et al., 2019).

4.2 Monitor and incorporate national policy and system changes into organisational learning and development strategies and practices

The monitoring and incorporate national policy and system changes into organizational learning and development strategies and practices.  The national policy and system into organizational learning for compliance arrangement, regulation and standard or legislation implementation.  The monitoring technique that are used for developing strategies and practices will be- forum attendees, consultation practices and email signup. Hence these are the monitoring and incorporating national policy and system (Hussein, et al.,2019).

Method of monitoring changes will be-

E-mail signup

The e-mail signup will be the best way for monitoring the technique for the gathering feedback through using e-mail. The e-mail signup will be best tool for measuring the performance of the employee and the also gathered the overall report key performance standard of the organziation.

Consultation advice

The consultation advice will help in evaluating the employee problem while executing the task, the consultation services will also help in providing certain advice and follow up for measuring and comparing the performance.

Forum attendance 

The forum attendance also being a method of monitoring for seeking the change in the system within the premises. The conferences forum attendance and the maintenance will lead to better embedment and change facilitation through communicating effectively with the employees.

National policy that is incorporated in the organization will be-

Compliances and standard 

The compliances and standard will be Australia qualification standard that has been used for enabling the educator and learning standard that is using RTO and VET standard and national regulatory bodies for better training and skills development needs.

Legislation and practices 

The legislation and practices that has been implemented in the national policy for better learning standard will anti-discrimination, privacy act, fair work relation, industrial work relation, equal work opportunity and WHS and OHS policy for better framework and structure. 

Hence, these are the requirement of the national policy embedment for better measurement and setting ethical standard within the organziation.

4.3 Modify or design learning strategies and learning resources to support implementation of improved learning policies and procedures

The learning modify process for implementation of improved learning polices and procedure 

Step1- identity and evaluate all the changes that has been access after consultation services and interrogation within the organziation.

Step2- the second steps will be revision of the procedure as per the suggested changes and incorporation of the investigated implementation within the certain task and polices and procedure.

Step3- the third steps will be management process revision will help in impact on the other portion of certain activities and proposed further changes and suggestion for the implementation of the proposed changes.

Step 4- include new changes relevant to learning strategies and learning resources requited in the learning strategy and policies and procedure.

Step 5- implement the changes within the organziation for execution of better attainment and accomplishment of task.

Step 6- the integration, standardization and clarity of policies and procedure, the review will be analysed and integrate with the purpose of the learning strategy (Cândido & Santos, 2019).

5. Improve organisational learning strategy formation

5.1 Evaluate end-to-end implementation of organisational learning strategy

End- to-end implementation 

Assessment and learning theories 

The learning theories and assessment that has been implementing the action plan for processing the implementation process.


The delivery phase will help in delivering the related item to the different departments.


The design the implementation phase will help in preparing the presentation for end -end implementation.


The development phase will be done for including all the factors for tweaking and refining the implementation process.


 The end stage is the final presentation of the implementation process to the management and the staff for executing the changes (Hussein, et al.,2019).

5.2 Review performance of resources and people supporting organisational learning strategy implementation

The performance of resource and people and learning strategy can be reviewed through-

Resources performance will be evaluated through industrial standard implementation, accessing the resources utilization, legislation and regulation and through evaluating the learner needs and instructor needs.

The people performance will be evaluated through using the comparability and illustrating the number of task and review the needs for any improvement through examining the personnel progress report and task evaluation will help in analysing the changes.

The learning strategy will be reviewed through using the continuous learning improvement needs within the organziation and outline the requirement and learning standard within in the organziation. Using PDCA framework for evaluating the 

5.3 Construct and present plans for improving organisational learning strategy formation

The construction of present plan for improving organization learning strategy formation will be for contracting the plan through the catering the plan objective, selecting range of option and feedback collection and evaluation of the plan. After the construction the present plan through developing learning strategy after evaluation and demonstration of the option for better planning. Afterward provide recommendation and suggestion for better practices and change management within the organziation for improvising the learning strategy. The recommendation will be based on quality assurance, appraisal and personnel training and suggested action for better changes (Kamariotou & Kitsios,2020).


Cândido, C. J., & Santos, S. P. (2019). Implementation obstacles and strategy implementation failure. Baltic Journal of Management.

Esmaeili, N. (2015). Strategic management and its application in modern organizations. International Journal of Organizational Leadership4, 118-126.

Fuertes, G., Alfaro, M., Vargas, M., Gutierrez, S., Ternero, R., & Sabattin, J. (2020). Conceptual Framework for the Strategic Management: A Literature Review—Descriptive. Journal of Engineering2020.

Hussein, Q., Abayo, R., & Mugambi, H. (2019). Determinants of digital learning implementation in public primary schools: A case of Nairobi County schools. International Academic Journal of Human Resource and Business Administration3(6), 150-161.


Kabeyi, M. J. B. (2019). Organizational strategic planning, implementation and evaluation with analysis of challenges and benefits for profit and nonprofit organizations. IJAR5(6), 27-32.

Kamariotou, M., & Kitsios, F. (2020). How Managers Use Information Systems for Strategy Implementation in Agritourism SMEs. Information11(6), 331.

Saadat, V., & Saadat, Z. (2016). Organizational learning as a key role of organizational success. Procedia-Social and Behavioral Sciences230, 219-225.

Tawse, A., Patrick, V. M., & Vera, D. (2019). Crossing the chasm: Leadership nudges to help transition from strategy formulation to strategy implementation. Business Horizons62(2), 249-257.

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