BSBLED802 Responsibilities For A Learning And Development Specialist: Written Questions Assessment 1 Answer

Assessment Task 1 Cover SheetAssessment Task 1: Written Questions 

Task summary 

This is an open book test, to be completed in the classroom.

A time limit of 2 hours to answer the questions is provided.

You need to answer all of the written questions correctly.

Your answers must be word processed and sent to the assessor as an email attachment. 

Required

• Access to textbooks and other learning materials
• Computer with Microsoft Office and internet access

Assessment criteria

All questions must be answered correctly in order for you to be assessed as having completed the task satisfactorily. 

Re-submission opportunities

You will be provided feedback on your performance by your assessor. The feedback will indicate if you have satisfactorily addressed the requirements of each part of this task. 

If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you with written feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at a later time and date. 

You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with unfairly or have other appropriate grounds for an appeal.

You are encouraged to consult with the assessor prior to attempting this task if you do not understand any part of this task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.

Written answer question guidance

The following written questions use a range of “instructional words” such as “identify” or “explain”, which tell you how you should answer the question. Use the definitions below to assist you to provide the type of response expected. 

Note that the following guidance is the minimum level of response required. 

Analyse – when a question asks you to analyse something, you should do so in detail, and identify important points and key features. Generally, you are expected to write a response one or two paragraphs long. 

Compare – when a question asks you to compare something, you will need to show how two or more things are similar, ensuring that you also indicate the relevance of the consequences. Generally, you are expected to write a response one or two paragraphs long.

Contrast – when a question asks you to contrast something, you will need to show how two or more things are different, ensuring you indicate the relevance or the consequences. Generally, you are expected to write a response one or two paragraphs long.

Discuss – when a question asks you to discuss something, you are required to point out important issues or features and express some form of critical judgement. Generally, you are expected to write a response one or two paragraphs long.

Describe – when a question asks you to describe something, you should state the most noticeable qualities or features. Generally, you are expected to write a response two or three sentences long.

Evaluate – when a question asks you to evaluate something, you should put forward arguments for and against something. Generally, you are expected to write a response one or two paragraphs long.

Examine – when a question asks you to examine something, this is similar to “analyse”, where you should provide a detailed response with key points and features and provide critical analysis. Generally, you are expected to write a response one or two paragraphs long.

Explain – when a question asks you to explain something, you should make clear how or why something happened or the way it is. Generally, you are expected to write a response two or three sentences long.

Identify – when a question asks you to identify something, this means that you are asked to briefly describe the required information. Generally, you are expected to write a response two or three sentences long.

List – when a question asks you to list something, this means that you are asked to briefly state information in a list format. 

Outline – when a question asks you to outline something, this means giving only the main points, Generally, you are expected to write a response a few sentences long.

Summarise – when a question asks you to summarise something, this means (like “outline”) only giving the main points. Generally, you are expected to write a response a few sentences long.

Assessment Task 1 Instructions

Provide answers to all of the questions below: 

Explain at least four typical roles and responsibilities for a learning and development specialist within an organisation.  

Role:

As a learning & development specialist in an organisation, they are responsible to act as a facilitator to implement all educational and training sessions, events, and programmes for all employees, starting from Initial induction programmes to managements and leadership programmes for high-ranking executives.

The responsibility that falls on this role are as follows:

• Generating and implementing programmes that are affiliated with the organisation’s goals and having a strong knowledge of what those are.
• Working meticulously with diverse influential leaders all through the enterprise and having a comprehensive knowledge in their components and educational requirements.
• Implementation of a variety of education strategies, end to end interactive with, lectures, tutorials, classes, or coaching.
• Having acknowledgement of the assigned funds and to have an ability to find solutions with a commitment to implement the essentially required training.

Explain three constraints that a learning and development specialist may have in performing their role.

Describe three consultation and communication processes that a company could use to support and encourage staff to contribute to policy and procedure development processes.

Build up your correspondence approach first, sooner than you start archiving your association their advantage, purchase in and enter. 

1. Advise staff in advance: At the beginning of the test, permit representatives perceive that the organization will canvases on developing (or refreshing) association rules and strategies. Clarify why the records are basic and applicable, and what sway it will have on them. 

2. Request remarks: To empower representative association and buy in, ask workers for their thoughts regarding what they expect should be covered inside the labourer manual or inclusion direct. Join as a significant part of the worker input as practical. 

3. Request that representatives give criticism: Provide staff a peril to welcome inquiries. Disperse the finished handbook or manual for faculty, either in an extreme duplicate or recommend them an approach to get right of section to the document electronically. Request that workers give input on improving the record. Develop your communication approach first, earlier than you begin documenting your organization rules and strategies. It is crucial to hold employees informed of the technique to encourage their interest, buy-in and enter.

Develop your communication approach first, earlier than you begin documenting your organization rules and strategies. It is crucial to hold employees informed of the technique to encourage their interest, buy-in and enter.

• Inform personnel up-front: At the start of the challenge, allow employees recognize that the company will paintings on growing (or updating) organisation rules and tactics. Explain why the records are critical and relevant, and what impact it's going to have on them.
• Ask for comments: To encourage employee involvement and purchase-in, ask employees for his or her ideas about what they assume need to be covered inside the worker manual or coverage guide. Incorporate as much of the employee feedback as viable.
• Ask employees to provide feedback: Provide personnel a hazard to invite questions. Distribute the completed handbook or guide to personnel, either in a tough copy or suggest them a way to get right of entry to the file electronically. Ask employees to provide feedback on enhancing the record.

4. Inform personnel up-front: At the start of the challenge, allow employees recognize that the company will paintings on growing (or updating) organisation rules and tactics. Explain why the records are critical and relevant, and what impact it's going to have on them.

5. Ask for comments: To encourage employee involvement and purchase-in, ask employees for his or her ideas about what they assume need to be covered inside the worker manual or coverage guide. Incorporate as much of the employee feedback as viable.

6. Ask employees to provide feedback: Provide personnel a hazard to invite questions. Distribute the completed handbook or guide to personnel, either in a tough copy or suggest them a way to get right of entry to the file electronically. Ask employees to provide feedback on enhancing the record.

1. Describe three contemporary approaches to assessment instrument and strategy design.
2. Describe the contemporary approach of design thinking to organisational learning strategy development.
3. Describe the importance of continuous improvement as part of a company’s organisational learning strategy and outline three types of continuous improvement processes that could be used to undertake this. 
4. Explain typical implementation processes for organisational learning strategy. Outline at least two intended and two unintended impact that the introduction of new processes for learning strategies could have on an organisation. 
5. Identify five types of documents relevant to a learning organisation. For each document describe the source and where the document would typically be found within a company. 
6. Describe three evaluation strategies that can be used for reviewing organisational learning strategy. 
7. Identify and describe two organisational learning theories. 
8. Describe two quality management compliance requirements relating to organisational learning.
9. Identify and describe two international compliance requirements relating to e-learning. 

In relation to conducting assessment, review and list the compliance requirements and obligations under each framework. 

Also list and describe the principles of assessment and the rules of evidence as part of your review. 

In relation to learning resources, review and list compliance requirements and obligations under each framework, as well as best practice standards for learning resources as per the international standards as above. 

List and explain at least three criteria that you would use to source learning resources based on these standards.  

Identify and describe an example of each of the below that would be relevant to a person working in a learning and development role. Describe how each is relevant. 

a. Legislation

b. Code of practice

c. National standards

Identify and describe two technology and systems requirements that should ideally be in place to facilitate the implementation of an organisational learning strategy.