Develop teams and individuals Bsbled 401 PDF

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Develop teams and individuals for human resources...

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BSBLED401: Assessment 1

Contents BSBLED401: Assessment 1.....................................................................................................................1 Task 1.............................................................................................................................................2 Planned development requires systematic identification of learning and development needs. How are you going to identify and plan the learning needs of your team?...................................2 Task 2.............................................................................................................................................2 If you were David, what development needs do you see for yourself?..........................................2 Task 3.............................................................................................................................................2 The team has a range of issues that may be addressed by further development or training........2 Task 4.............................................................................................................................................4 For all learning and development undertaken, feedback needs to be gathered and records need to be kept.......................................................................................................................................4 Task 5.............................................................................................................................................5 Ongoing learning and development is required to maintain effectiveness and efficiency in the workplace. How can David ensure his team members are undertaking ongoing appropriate development?................................................................................................................................5 Bibliography...................................................................................................................................6

BSBLED401: Assessment 1 LA020654

Task 1 Planned development requires systematic identification of learning and development needs. How are you going to identify and plan the learning needs of your team? To identify and plan the learning needs of a team you need to      

Identify the goals of the team, these must be in line with company goals Decide what constitutes success, this must be measurable and achievable Pareto Analysis, 80/20 rule. Look for the little mistakes costing the most Benchmarks, these must be reasonable and attainable Competencies, these will be set out in the job description. Skills assessment, do they have what is needed to be successful in the job

Task 2 If you were David, what development needs do you see for yourself? As David there are several areas where I would seek out training. I would look for a mentor or coach and courses in 

How to lead a team

More specifically        

How to facilitate goal setting How to run performance management meetings in a 1:1 and team setting I would ask HR for position descriptions for the team Active listening How to delegate Organisation skills Work out were my strengths are and play to them, Myer Briggs or something similar How to have difficult conversations

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Task 3 The team has a range of issues that may be addressed by further development or training. a) Identify a range of potential workplace learning opportunities for a team and individuals such as this. A team such as this will need to be assessed prior to developing a training schedule. I would start with a skills audit. Once this has been complete there will be a clear picture of what is needed. Briefly I would suggest training opportunities exist in the following areas.        

Goal setting – work and personal and how to link them so they support each other Effective communication Organisational skills Computer skills – are they using the software to it’s fullest Strength assessment such as Gallup or Myer Briggs Overcoming objections, for the sales process Team selling Compliant conversations

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b) Create a plan for individual and team learning and development for the next twelve months that will meet the needs of the organisation, team, and individuals within the team. Include David’s development identified in Task 2 in this plan. The aim would be to receive a reward for teamwork and customer service. The plan should be prioritised, include the objective of the training, a timeframe for length of training and how the training will be delivered (e.g. on the job workplace training and by whom, off the job identify external provider, workplace mentors, coaches etc.). Refer to Topic 2 of the resources to assist you but consider using a table. For David I would set him up for weekly meetings with a mentor/coach. Someone in the company who is more senior and runs a successful team. They will mentor him as per the table below. As he needs to get up and running fast, I would cover off on a new topic weekly. Once he has settled into the role the meeting would change to monthly.

David training schedule Timelin e Week 1

Training

Training Objective

Week 8

Effective Learning how to use active listening communication SWOT Getting to know the team Goal setting with a team Teaching the team to set goals that support success both at work and at home Having difficult Learning how to support staff who are conversations struggling, in a productive manner Effective 1:1 Supporting staff and encouraging growth. performance review Train the trainer How to effectively mentor the team

Monthly

Skills audit

Week 2 Week 3 Week 5 Week 7

Checking that it is working and looking for areas to improve

Provider Mentor Mentor Mentor Mentor Mentor Outside Provider Mentor

BSBLED401: Assessment 1 LA020654

Team training schedule Timeline Week 1

Training Personality assessment

Week 3

Team dinner

Month 1

Goal setting

Month 2

Effective communication, active listening

Month 3

Overcoming objections Compliant conversations Identifying the red flags of bad customers Selling is a team sport

Month 4

Month 6 Month 7+

Sales and skills audit Ongoing sales & skills as identified in the audit

Training Objective Getting to know your strengths Get to know each other in a more personal casual setting Setting work and personal goals – learn how they support each other Learning how to get your meaning across to both clients and team members Better selling techniques Legal selling techniques Know when to quit Supporting the team as a whole Is the process working Cold calling, emailing, closing sales, software skills etc

Provider Gallup - outside Restaurant close to work

David – to be done in weekly meeting David’s mentor

Combination of external providers, legal dept, top seller of the company in a ½ day sales course Outside provider – full day training session with afternoon team bonding activity David & Mentor Monthly ½ day by internal, quarterly full day by external

Please note, as extra to this training Well Known Financial Institution will also be providing a staff log on to Linkedin Learning. Please feel free to use this resource as you see fit.

Task 4 For all learning and development undertaken, feedback needs to be gathered and records need to be kept. a) Identify how you would use the feedback gathered Feedback is an important part of training. Training that is not effective is a waste of resources. Using the feedback, you need to assess the following     

That the training was delivered in the most effective manner That the training delivered by the right person Is the training cost effective Were the desired outcomes achieved Is the training being utilized

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BSBLED401: Assessment 1 LA020654

b) Identify the records that would need to be kept for learning and development. The records that need to be kept for learning and development are different for different industries. All businesses need to ensure that employees are given the correct induction on WHS procedures. Records of this training need to be kept showing compliance. Some industries need certifications that need to be updated on a regular basis. If the employee does not have the current certification, they may not be legally able to work in that position. Even when training is not required by law it is a good idea keep records. This way you can ensure that staff are being supported in their position and getting the tools they need to do the job. You will need to keep a record of what each staff member has been trained on. After observation you can then see if the training has been effective or if they need more training.

c) Why do we keep records and how should we maintain current learning and development records., The main reason learning and development records are kept is compliance, the law requires certain training to be undertaken. Other reasons include ensuring that employees have the knowledge they need to be successful in their position. Once they have achieved certain competencies, they may be eligible for further training. Keeping track of this means you will know when to implement training. The easiest way to maintain learning and development records is using a Human Resources Information System (HRIS). This can keep track of courses completed and send reminders, to both HR and the employee, when a certification needs updating. You can set who is able to see these records.

Task 5 Ongoing learning and development is required to maintain effectiveness and efficiency in the workplace. How can David ensure his team members are undertaking ongoing appropriate development? David can ensure his team members are undertaking ongoing appropriate development by     

Setting a training schedule Observation – can he see any areas they are lacking Skills assessment Asking the team if there are any areas they feel they need training in Regular reviews of the sales process and the market

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BSBLED401: Assessment 1 LA020654

Bibliography wheniwork.com. (n.d.). 11 Team Management Skills You Need To Lead Your Team - When I Work. [online] Available at: https://wheniwork.com/blog/management-skills.

saaslist.com. (n.d.). 10 Tips for Training Your Sales Team | SaasList. [online] Available at: https://saaslist.com/blog/training-sales-team/ [Accessed 20 May 2020].

The Close Sales Blog. (2017). 12 sales training techniques to build an unstoppable sales team. [online] Available at: https://blog.close.com/unstoppable-sales-team/ [Accessed 20 May 2020].

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