HRM Assignment: Learning and Development at Graphcore

Question

Task: HRM AssignmentTasks:

You work for an IT start-up as an HR manager. The start-up provides IT solutions for investment banks. The company is rapidly growing and has new team members starting work in six months’ time. You have been assigned to ensure that these new team members are able to learn and settle in their roles quickly. All new team members have just graduated from university. They are expected to understand the job, but they will need to learn the specific details of the organisation, which is your responsibility. They also need to develop the specific skills that they will need to deal with customers professionally and sell on extra products and IT services. At present the company does not have a learning and development strategy for its employees. However, a decision has been made to develop one. You have been asked to take the lead in developing the new learning and development pilot strategy for the company. The pilot learning and development strategy is to be launched and implemented for the first time when the new team members commence work in six months. It is important that your reflective statements include relevant frameworks such as Gibbs’ reflective cycle, Schön’s reflective cycle, Kolb’s learning cycle and Honey and Mumford’s learning styles. CIPD professional behaviours are also particularly useful in this assignment.

As the appointed expert, you are to carry out the following tasks:
1. In planning for learning and development (L&D), organisations must respond to the major external contextual factors facing them and try and shape their own human resources L&D agenda.

Write a reflective report to senior management, critically analysing and evaluating three critical external and three critical internal factors that will affect the design, delivery and assessment of learning plans and interventions within the organisation.
2. The next stage in developing the L&D strategy is establishing the L&D needs at organisational, team and individual levels. Write a report to senior management proposing a selection of three approaches that you will apply to establish learning needs at the organisational, team and individual levels (one for each level). Your report should include a reflective and critical evaluation of the factors that you considered in selecting the proposed approaches.
3. Your learning needs analysis (LNA) has identified the following priority areas for the pilot learning and development strategy:

Company corporate philosophy, its vision, mission, values and objectives.
Company structure, its policies on equality of opportunity
Company policies on health and safety
Company products and services
Understanding of customers
The importance of excellence in customer service

Write a report to senior management proposing appropriate L&D methods and delivery channels. Your proposal should be accompanied by a reflective and critical evaluation of relevant learning and instructional design theories that underpinned and justified your selection of methods and channels.

4. Senior managers are impressed by your proposal in (3). You have come to an agreement to design and trial mentoring, training and coaching delivery methods using Tom, a student starting his mandatory industrial attachment in four weeks’ time. You have been asked to be Tom’s mentor.

a) Ethical and professional considerations are critical in designing L&D interventions. Explain how you will promote inclusion, equality and diversity in the design and delivery of L&D and to continuous personal and professional development.
b) Using an appropriate template of your choice, design and produce a learning plan for Tom to include all the above interventions to meet needs identified in (3) in a cost-effective and equal way. The learning plan should identify objectives, resources, learning methods, timescale for completion, review dates, appropriate mentoring and coaching techniques and assessment and evaluation methods.
c) Using an appropriate template, prepare and present learning session plans supported with appropriate training materials for a minimum of 30 minutes. The learning plans should identify aims and objectives, time scales for completion, resources required, appropriate learning techniques, review dates, assessment strategies, evaluation methods, benefits for the employee and the organisations etc. Your learning and session plans should demonstrate skills of delivery and facilitation of learning. Produce a reflective statement explaining and justifying the reasons behind your choice of learning and development approaches and use of resources.
d) Write a reflective statement explaining and justifying your choice of evaluation methods. Provide evidence of appropriate evaluation methods to assess the effectiveness of the learning plans and interventions.

Answer

Introduction
The concept of learning and development explored in this HRM assignment is the systematic process of enhancing the competencies, potential, knowledge and skill of employees of an organisation. Learning and development also help in motivating employees towards the production process. The present task focuses on approaches and processes for establishing learning and development needs at organisational, group/team, occupational and individual levels. Application of learning and instructional design theories and principles are discussed in this assignment task as well.

1. Write a reflective report to senior management, critically analyzing and evaluating three critical external and three critical internal factors that will affect the design, delivery and assessment of learning plans and interventions within the organization.
Several internal and external factors affect the design, delivery, and assessment of learning plans and interventions within an organisation like Graphcore. These factors are as follows:

External Factors
Externalities are those beyond the organisational boundary that affect the learning and development design of a business (Nugroho et al. 2020). I have identified that government policies are strongly related to the designing learning framework for employees within a business. In the case of Graphcore IT organisations, external consultants also affect the assessment of the learning and development process for their employees. As per the Learning and Development Policy of the UK government, only the necessary learning needs are fulfilled (Gov.UK, 2021). In the case of Graphcore, outsourcing is another important external factor that determines the learning and development design for the business. As it requires vast resources and material, it sometimes becomes difficult for the company to determine the best method to design and assess the learning needs of their employees. Outsourcing is another important factor that determines the effectiveness of learning and development design. According to Kim and Park (2020), improper outsourcing can result in high costs and resources in the organisational learning and development process. Hence, outsourcing the materials required for the assessment and designing the learning process is the most important external factor. Globalisation is another important factor that helps Graphcore determine the best-suited learning and development process for their employees.

Internal Factors
I have identified that internal factors are the most important ones to decide the best-suited method to provide training and learning options to employees. According to Chatterjee et al. (2018), organisational culture is the most important factor in fostering employees' learning opportunities. Graphcore has a suitable organisational culture where people support each other and help each other to grow. Assessment of success of the learning process is easy under such organisational culture where people are flexible to access any type of decision or change. Leadership motivation is another important internal factor that helps assess the learning needs of employees within Graphcore. I think organisational resources are also an important factor that decides employees' types of designing, learning, and assessment processes. For example, it can say that organisations that have high-end resources can assess employees via the 360-degree feedback performance appraisal method. As Nugroho et al. (2020), the roles of managers are also important to take initiatives in designing the learning and development process. Before taking initiatives for the learning and development process, managers must focus on resources like time and money to arrange materials required for learning employees within Graphcore. For example, it can say that the technical training and assessment process requires a monitor, screen, sound system and other material that managers must arrange.

2. Write a report to senior management proposing a selection of three approaches that you will apply to establish learning needs at the organizational, team and individual levels (one for each level).

Organisational approach
The human resources approach is considered an organisational approach. This particular approach identifies the actuality that persons are considered as the middle assets in any kind of company (Gaffney 2019). They should evolve towards high levels of capability, creativity and accomplishment. Thus, employees provide their contribution to the triumph of the company. The approach of human resources is considered as the most encouraging approach with the implication. The role of the employer exchanges from the dominance of workers to operate the support to their expansion and performance. The approach of support sets off with the old administration approach. Team approach

A self-managed team is considered the most renowned team approach. Usually, individuals in self-handled teams are considered workers of the exact company who work cooperatively. Nonetheless, they may contain a broad arrangement of objectives. Their target is to get a general target. They handle the absence of managers and are moderately autonomous, sharing authority and leadership (Page-Shipp et al., 2018). Usually, the high achieving teams can frequently drop into this particular category. Persons working in startups or small-sized businesses may additionally recognise themselves in this particular kind of team energetic. It can be dissimilar for persons who have worked in other teams for most of their careers to modify this working pathway.

Individual approach
The individualism approach has been chosen to demonstrate the individual approach. In the individualistic culture, concentration and value are considered on the individual worker and their particular requirements. As opined by Alhassan and Greene (2020), an individual approach helps to stimulate an employee's motivation. Individuals are anticipated to do things in their respect due to the administration believing self-determination and personal inducement are what individual workers require to be cheerful with the company. Articulateness and distinctiveness are allowed and stimulated as a significance to a wide idea. It is possibly leaping Graphcore forwards the competition. Individuals are commended and encouraged to believe for themselves, whether grabbing initiatives and being self-beginners.

I think the human resource approach is the most appropriate organisational approach because it can be recognised by the training and evolving requirements of the company’s workers concerning their broader business strategy. I think that employees develop themselves by continuous learning, and they will be capable of keeping their skills contemporary and propose valuable and innovative ideas succeeding the particular company. I have analyzed the whole situation by following Schon’s reflective cycle. This particular cycle has two proportions like reflection in action and another one is reflection on action. By following reflection in action, I have considered the situation, decide how to act upon that and then act immediately. In addition to this, from the reflection on action I have analyzed and reconsider the situation, think abouttheir requirements and changing the future.I realize that a self-managed team approach is most appropriate for a team approach because of its responsibility to decrease costs and concentrate on the objectives of the business. I realise that the individualism approach helps the individualistic employees to go after self-reliance and personal triumph outward of a group or collective, which is most beneficial for the individual approach. It also helped in conflicts to resolve internally.

3. Write a report to senior management proposing appropriate L&D methods and delivery channels. Your proposal should be accompanied by a reflective and critical evaluation of relevant learning and instructional design theories that underpinned and justified your selection of methods and channels

Company mission, objectives, values: The mission of Graphcore is to provide their consumers with a healthier future, more informed and imaginative lives. As a corporate philosophy, they desire to watch a world where technology increases human perspective and takes their customer into a completely new period of intelligence (Graphcore.ai, 2021). They give importance to the value of their services from which every customer can benefit. As a company objective, they let their innovators make the coming developments in machine intelligence.

Company structure: The CEO is the head of Graphcore who is Nigel Toon. Along with the CEO, the company handles the founder and CTO of Graphcore, whose name is Simon Knowles (Graphcore.ai, 2021). Beneath CEO and founder, and CTO, there are two positions: the manager for the producer, and another is the manager of monitoring. Under the manager, two foremen are working; one is for fabrication, and another one is assembly. Under those two foremen, employees are done with their work. On the other hand, two sales officers are working under the manager, and beneath them, salespersons are working for their company.

Policies on equality of opportunity: Graphcore welcomes employees from dissimilar backgrounds and working experiences and aims to make Graphcore a huge workplace for everyone. Graphcore is valued equal opportunities like gender discrimination and many more opportunities (Graphcore.ai, 2021). Graphcore maintains its own gender pay gap reporting and diverse talent pipeline for its employees' development.
Policies on health and safety: The policy of Graphcore regarding health and safety is that they believe every employee deserves that minimum freedom to make their choices (Graphcore.ai, 2021). Graphcore gives liberal advantages and a very pliable approach to working. Every worker gets to share choices and provide everyone to strike in the future triumph of the business.
Understanding consumers: Graphcore is accomplished to protect the privacy and safety of their consumers and site visitors. They promise to their consumers by keeping their data safe and secure (Graphcore.ai, 2021). Their privacy policy defines exactly their requirement of data and the way of their user data.
Products and services: Graphcore has made a new processor, the IPU, specially decorated for AI compute (Graphcore.ai, 2021). The unique architecture of IPU allows AI researchers to tackle wholly new kinds of work. They provide their customers with product and service quality of machinery and AI works.

Several learning methods are obtainable, though the first process that frequently comes to every organisation’s mind is to dispatch persons on a training course. There are some formal training courses which are time and labour comprehensive.

Virtual instructor-led training:
With the help of VILT, the instructor is unmoving in the room, though remotely, which signifies they can resolve any problem and stimulate discussion (Blount 2021). VILT is considered concurrent, signifying those educators are grabbing the training at the exact time with several video conference equipment like Zoom and webinars.

Instructor-led training (ILT)
As the training of appropriate l&d, in-person training is an excellent pathway to train a wide number of workers at the exact time and inspire peer to peer interconnections (Bylow et al. 2019). Through this kind of training, Graphcore can provide communication skills, corporate culture, time management of executive development, hugely technical skill training and many other sensitive topics like sexual harassment.

Being an HR manager, I suggest to the senior management team of Graphcore to adopt the strategy from the need theory of L&D. I have analyzedthese problemsby following Gibbs reflective cycle. Gibbs reflective cycle is contained five parts like description, feelings, evaluation, analysis, conclusion and action plan. So, I analyze this current situation by following these parts and then choose this particular training.

The needs theory motivation is divided into three parts: the need for achievement, need for power, and need for affiliation. In this training program, I suggest to the trainer to recognise the trainee's needs and decorate the session based on the requirements that offer excellent consequences of the training program.

4. a) Ethical and professional considerations are critical in designing L&D interventions. Explain how you will promote inclusion, equality and diversity in the design and delivery of L&D and to continuous personal and professional development.

Mentoring Tom, I need to focus on inclusion, equality and diversity in the design and delivery of L&D and continuous personal and professional development.

Handling multicultural teams:
I have noticed that research exploring the connection between culturally diverse teams and organisational consequences is fairly scanty. I made Tom learn about the requirements of cultural change which are needed to be operated by leaders. By providing training to Tom is referred to as more inclusive attitudes. Brett et al. (2020) stated that the individual team needs to learn about handling multicultural teams. I suggest to Tom always look and maintain the policies and methods like recruitment and performance administration. If managers are to make powerful worker relationships in the teams, they require them to investigate the chances and challenges these teams accept in the first place.

Flexible working and diversity:
I know that flexible working and diversity are asserted to support organisation inclusion and diversity due to their assistance in managing persons' work and family authorities. Thus, I make Tom understand handling resources to stability, the crisis of work and his personal life. John (2017) evaluated that flexible working hours and organisational productivity are explored as potential linkage. Huge job satisfaction is considered as another positive consequence which Tom needs to learn. The job satisfaction happens while or not workers grab the chance of flexible working and propose its discernment of the supportive organisation here Graphcore.

Making inclusion workplaces:
I heard that psychological theories provide suggestions to people about evaluating their social climate to acknowledge their fittings. The inclusion of the workplace indicates the time when persons feel worth and obtained in their team and the broader company like Graphcore. I give the knowledge to Tom regarding the inclusive workplace that this kind of organisation supports workers against their circumstances to flourish their work. As opined by Shore et al. (2018), an inclusive workplace is suitable for every worker. Inclusion is provided to diversify the effect and operate towards a huge amount of work where entire workers are authorised to flourish. By doing this, Graphcore requires to have operations and methods in place to collapse obstacles to inclusion.

Experiential learning:
I make Tom understand the importance of experiential learning to maintain equality. From my experience as an HR manager, I have seen that persons create value judgments based on other likes. Other persons recognise it very difficult to acknowledge how bias impacts others, except they encounter it for themselves (Morris 2020). It is feasible to decorate various training courses or occurrences.

I am suggesting these points to Tom by following Kolb’s cycle of learning. Kolb’s learning cycle consists total of four parts like concrete experience, reflective observation, abstract conceptualization and active experimentation. From the concrete experience I was having an experience, from reflective observation I was reviewing and reflecting on the experience, from abstract conceptualization I was concluding from the experience and finally from active experimentation I was trying out what they have educated.

b) Using an appropriate template of your choice, design and produce a learning plan for Tom to include all the above interventions to meet needs identified in (3) in a cost-effective and equal way. The learning plan should identify objectives, resources, learning methods, timescale for completion, review dates, appropriate mentoring and coaching techniques and assessment and evaluation methods.

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I suggest this plan to Tom by following Honey and Mumford learning style. In this particular learning style, the activist feels about the feeling of the incident, the reflectors are watching the reflective observation, then theorists are thinking about the abstract conceptualization and pragmatists are done an active experimentation. By following all of these, I can able to give a proper plan to Tom. I have realized that Tom requires these interventions as the plan of L&D. With the help of project management, Tom can clear and structure plans to evolve their team collaboration. He can also use some project management equipment to escalate efficiencies. I also recommend Tom learn about change management because it evaluates and acknowledges the requirements and the effect of change. Change management also helps Decrease the time which he requires to execute the change. In the way of a career, I advise Tom to learn some tactics of leadership. Because leadership assists to implement the organizational vision and values.

c) Using an appropriate template, prepare and present learning session plans supported with appropriate training materials for a minimum of 30 minutes. The learning plans should identify aims and objectives, time scales for completion, resources required, appropriate learning techniques, review dates, assessment strategies, evaluation methods, benefits for the employee and the organisations etc. Your learning and session plans should demonstrate skills of delivery and facilitation of learning. Produce a reflective statement explaining and justifying the reasons behind your choice of learning and development approaches and use of resources.

(Created by author)

I think communication is required in each sector's business. It gives the business that collaboration and product effectiveness. I have noticed that effective communication skills and escalated productivity are processed together. If businesses fail in their targets, it is obvious that it is happening due to a bad communication process regarding projects, targets, deadlines. Zoraya et al. (2021) stated that the effect of peer to peer assists on learning on managers and employees' communication skills to enhance communication skills. I realised that workers with excellent communication skills are not only considered more fertile, but they are also more responsible and dependable concerning cooperation and delegation. I have seen that each sector uses minimum technical equipment in their working place. As it has been observed that Graphcore is itself an IT startup company; thus, employees are needed to learn and know the basics of technologies. As contradicted by Gunn et al. (2018), virtual reality simulation helps improve technical skills in companies. Technical skill is considered the capability to conduct a job connected with technical roles like IT, engineering, mechanics, finance. The massive technical skills need occurrence and, most of the time, substantial training to master. I recognise that many things are common within L&D and marketing skills. Both are incorporated in communicating with a target to interchange the behaviour of a person. With the help of marketing skills, I think Graphcore can evolve its strategies to persuade persons to purchase something. I realise that work ethics are equally important for the employees in the L&D plan because without maintaining working ethics, employees could not proceed in their careers. Being a HR I have always followed the CIPD professional behaviors by keeping the point of curious, decisive thinker, skilled influencer, personally credible, collaborative, driven to deliver, courage to challenge, role model. Following this learning behaviours, I am able to give Graphcore a complete learning and session plan.

d) Write a reflective statement explaining and justifying your choice of evaluation methods. Provide evidence of appropriate evaluation methods to assess the effectiveness of the learning plans and interventions.

Test:
As a HR manager of Graphcore, I can arrange some pre and post test to know the situation better and I can understand the number of needs of communication skill. In the pre test I can acknowledge the current need of the employees regarding communication skill. After providing the skills, I can also take post test to know the current situation of employees and I can evaluate the ratio of their learnings.I think communication is the most used and important skill for every organisation because it stands with trust, team building, excellent relationships, boosted job satisfaction, enhanced productivity and engagement, problem-solving and conflict management. I notice that the communication skill has provided individuals with the capability to hear others' problems or issues, talk over options and accept conversation, which is shown to others to make the most effective decision (Selman et al. 2017). While it is splitting the responsibility to jobs among multiple persons or ensuring individuals acknowledge that it's their authority, trust and communication. These are prime; thus, whole team members contain the exact acknowledgement of the anticipations and roles of the team. I understand that communication skills are best in maintaining a better relationship with employees and employees to employers.

Data Collection:
Being a manager of Graphcore, I need to know how much their employees are aware about their company work ethics. I can arrange some surveys, questionnaires, interviews, checklists and feedback forms to get some about their learnings of work ethics. I noticed several benefits in maintaining work ethics in L&D plans, like protecting assets and assurance. When every employee enchants an ethical attitude in an organisation like Graphcore, it will decrease its preservation cost to an excellent extent. Due to the work ethics skills, the employees are very careful about their jobs and responsibilities towards Graphcore. I realise that when whole employees provide value to the job provided to them, they will be prompt and finish the job productively (Mubarok and Darmawan 2019). They all attain their decided targets which will ensure huge sales and revenues and enhance the productivity of Graphcore. I noticed that by improving teamwork, employees finish their jobs excellently in prior time and interrelate more with their colleagues. I know that work ethics skills make their employees more dedicated and conduct their authority and work towards the organisation climate and others appropriately.

Performance:
Analyzing the technical skill, I can arrange some grades, graduation, drop in recidivism, job placement, permits, inspections and certifications. With the help of these methods, I could able to know about the needs of their technical skill learnings.I support technical skills because powerful technical skills permit employees to influence technology to the handle, and that attachment pays. As excellently I acknowledge the use of the technology, the more the employees value their efficiencies. Employees are willingly away thrust to learn and pay extra to educate more about the technology. I learnt that an individual could prevent the problem intelligently and smartly by handling and improving their technology. With the help of technology, anyone can ease their work by saving extra time (Thomas 2017). The skills of technology reduce the frustrating situation and acknowledge it’s working. I know that competence makes confidence as developing technological skills, an individual realises more about their comforts of technology. It will stimulate individuals to expand and contact technology even more.

Financial report:
Understand the need of marketing skill in the employees of Graphcore, I can analyze the employee’s performance via cost to budget, cost per unit of service and on time on budget. With the help of these, I can understand the need of marketing skills learning of the Graphcore employees.I know that that marketing skill helps the individual to educate more and listen more. As a marketer, an individual must enhance their capability of continuous hearing and searching for a pathway to broad chances, attach to persons and stimulate relationships. So, I suggested that every marketing skill learner get proper training in customer analysis, concentrate groups, and audience adjustment (Anderson et al., 2018). I know that the important part of marketing is answering pathways to get and communicate with several audiences. I know that excellent marketers can gather perception into dissimilar personality kinds and tackle dissimilar approaches to capture with them.

Conclusion
It is concluded that L&D [lan is considered as a strategy that assists in capturing persons with their work. Learning and development also help in motivating employees towards the production process. The present task focuses on approaches and processes for establishing learning and development needs at organisational, group/team, occupational and individual levels. Several internal and external factors affect the design, delivery, and assessment of learning plans and interventions within an organisation like Graphcore. The policy of Graphcore regarding health and safety is that they believe every employee deserves that minimum freedom to make their choices. Several learning methods are obtainable, though the first process that frequently comes to every organisation’s mind is to dispatch persons on a training course.

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