OL&D Final Exam Help PDF

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1. (1) Compare and Contrast requirements and attributes sought in the OL&D advertisements identified in your matrix in the diverse industry sectors. (2) Select 3 similarities and(3) 3 differences and expand on them, using academic refereed sources to support your discussion. (A minimum of 6 Scholarly Academic References essential) To work as Organisational and Learning Development (OL&D) Specialist in any industry sector could require some skills and attributes that can be used in any type of industry. Although the different industry may only need a certain skill that only that one industry they can deliver. In this report, I will compare and contrast the attributes and requirements of all five OL&D Specialist jobs advertisements that was included in the matrix that is shown in appendix B. The similarities that all five OL&D specialist jobs share includes:  Stakeholder management which involves handling with fellow employees and business partners. It is vital that the applicant are able to work with those specific people because it allows them to work with employees in order for them to improve themselves and enhance their organisational learning in the workplace ( *). It is shown in each of the five advertisements requirements matrix because they all aim to have their employees to learn how they can gain knowledge within their work environment so they can accomplish the company’s goals. Wenger (2012) stated that “project groups promote dialogue and the sharing tacit knowledge for learning.” An OL&D specialist can manage in promoting groups working in productivity and communicatively with their high knowledge on O&D. Senge (2009) believed that in order for a business to develop, we need to cultivate ‘communities of practice’ g so with the help of a specialist, they are able to increase their knowledge and awareness of their organisation.  https://wenger-trayner.com/wp-content/uploads/2012/01/09-10-27-CoPs-and-systems-v2.01.pdf  Building Initiative: These five jobs have this common attribute to improve the employee behaviour. On their own will, they create plans on how they will manage the group in terms of group making Next, roles of line managers have gradually evolved over the past few years. It involves delegation of L&D functions and people management to line managers. [5] revealed an increase of training provided to line managers in order to guide them in making decisions regarding the HRD function. Line management is perceived as one of the main movers for encouraging their subordinates to continuously develop Abu Mansor et al. /

Procedia - Social and Behavioral Sciences 40 ( 2012 ) 565 – 570 567 themselves. [11] informed employee commitment in implementation of L&D initiatives will be increase with support and encouragement form line managers. In executing any initiatives, top management commitment is perceived as one of the critical success factors in ensuring the effectiveness of these initiatives. According to [12], top management commitment is associated with top management efforts in giving direction, authority and also resources in executing L&D initiatives. In this case, top management personnel are viewed as a provider as well as supporter for implementation of any initiatives. earning organization strategy model which takes individuals, team, organization as well as the society into consideration. This fundamental theory encourages the involvement and interaction between society, organization, team and individuals in order to move vigorously in ensuring continuous learning takes place in the organization [6, 27]. This assists employees to change and improve their attitude and behaviour towards higher performance outcomes through L&D initiatives. Furthermore, [7] pointed out that the seven dimensions are important in understanding how organizations deploy L&D for their employees. The first dimension, continuous learning refers to the organization’s effort in creating continuous learning opportunities for all of its workers. The second dimension, inquiry and dialogue, represents the organization’s effort in creating a culture of questioning, feedback and experimentation

Leadership: Leadership is very important for the business to he Characteristics of people with a high level of Personal Mastery according to Senge. (p.132)  Special sense of purpose behind their visions and goals  Seeing vision as a calling rather than simply a good idea  Embracing current reality as an ally not an enemy  Learning to work with forces of change not resist them (futile efforts for poor results)  Attributes of “deep” inquisitiveness and asking uncomfortable questions  Connected to life and others  Unique, esoteric, different perspectives celebrated  Recognise that influence is possible but unilateral control of situations isn’t  They learn continuously (“never arrive”) and recognise it as a lifelong discipline  High levels of self awareness especially of their own shortcomings (ignorance, incompetence, and weaknesses)  Ability for deep gratification and future focus  Precursor to Emotional Intelligence skills

 Three out of the five differences that some of the OL&D specialist job offers includes  Equifax’s Organisational Development Specialist is more on focus on the personal character rather than the skills that they possess. This relies more on mental models (Senge, ?) where the applicant mind would have to be utilised such as interpretations and their way of thinking in order for them to comprehend and learn about the organisation. Mental models capture an individual’s comprehension of various solutions (Rook,2013) so with the applicant, they would be

handling work practices where it mostly focuses on what and how the person perceives something instead of the skills they have learnt and gained.  https://ro.uow.edu.au/cgi/viewcontent.cgi?article=2374&context=buspapers  For the International Convention Centre’s Learning and Development Specialist, their unique attributes that they want for their applicant includes having extraordinarily high requirements such as previous experiences and knowledge from the necessary courses to appropriate diplomas to having more than three years of experiences. Another vital experiences that they should possess is that they are able to manage stakeholders and suppliers so that they are able to lure in more suppliers and customers.  2XM’s Learning and Development Specialist solely put more on relationship building skills and interpersonal communication as this is a requirement for an innovative mindset.

Citations that I am using: Textbook (add textbook citation later)

https://www.researchgate.net/publication/229345367_Influence_of_Personal_Mastery_on_Organizational_Performance_thr ough_Organizational_Learning_and_Innovation_in_Large_Firms_and_SMEs .N. Abu Mansor, M.I. Saidi, A. Mohamed, N. Idris, Organizational Factors in Learning and Development Initiatives, Procedia - Social and Behavioral Sciences, Volume 40, 2012, Pages 565-570,

ISSN 1877-0428, https://doi.org/10.1016/j.sbspro.2012.03.231. (http://www.sciencedirect.com/science/article/pii/S1877042812006982) https://www-tandfonline-com.ezproxy.uws.edu.au/doi/full/10.1080/14767333.2018.1464712

https://www.mckinsey.com/business-functions/organization/our-insights/the-essential-components-of-a-successful-l-and-dstrategy#

Wenger (2004) https://wenger-trayner.com/wp-content/uploads/2012/01/09-10-27-CoPs-and-systems-v2.01.pdf

Appendix Appendix A: Copy of Job Advertisements 1. Organisational Development Specialist- Equifax Similarities Differences Attributes Requirements

Organisational Development Specialist Equifax - Australia Sydney, New South Wales, Australia

About the job Who is Equifax? Equifax is a leading global data, analytic and technology company, supporting customers across 24 countries. We have been serving the Australian and New Zealand markets for over 60 years. Through continuously adapting to our environment, not only have we remained a market leader, we drive and challenge ourselves to do better to help our customers live their financial best. Our people are what makes us great at what we do - we see every member of our team as an integral piece of a jigsaw. We celebrate differences and recognise that each person brings with them unique talents and perspectives. We provide our people the support and flexibility to manage their work-life balance. At Equifax we genuinely care about our people and our ability to come together as #OneEquifax.

The perks of being an Equifax employee within the HR team? There are lots of perks of being an Equifax employee – we offer additional leave days as we recognise the importance of taking time out, whether that’s to catch up on some rest, celebrate a birthday, or give back to our community by volunteering. We are committed to the wellbeing of our people and provide them with discounted health cover through BUPA, access to comprehensive hearing services and discounts, and offer 24/7 support through our employee assistance program. Our leadership team fosters a culture of ownership, they will lead, coach, mentor and listen. We support one another to feel confident to speak up and hold each other accountable to work with integrity. As for the HR team, we are a tight knit team of people who are obsessed with the idea of improving our employee experience! We are working to build a culture that embraces diversity, rewards hard work and has the flexibility a modern work environment needs to offer it’s employees. If that sounds like you, we’d love you to hear from you! What you’ll do: We have an exciting opportunity for an experienced Organisational Development professional to join our team as an Organisational Development Specialist. The Organisational Development (OD) Specialist will serve as an internal consultant to the business and HR in the development, design and delivery of OD initiatives. You will be responsible for identifying, defining and developing the capability pathways required for Equifax Australia and New Zealand, with an initial focus on building out leadership and key role development plans. You will also partner with HR and senior leaders in designing initiatives to drive employee engagement, embed company values, improve employee experience and support the inclusion and diversity action plan. What are we looking for?

     

Tertiary qualification in Human Resources and/or Organisational Development Significant experience in an organisational development role Demonstrated ability in developing leadership capabilities through framework and program development Strong background in capability, leadership, employee engagement and culture High level consulting skills and able to build strong relationships with stakeholders A natural team player and collaborator with a high energy and positive attitude

Success attributes of an Equifax employee; does this describe you?

      

Accountable Brave Curious Collaborative Individualist Trustworthy Dedicated

At Equifax, there is no such thing as the 'perfect candidate' Seeing responsibilities and competencies laid out on paper can be confronting. At this stage of the application process, sometimes imposter syndrome can creep in and mess with our confidence. Please know that we list these items to give you an opportunity to show us your potential and how you can grow and transform with us. Your ability to demonstrate that you possess, or have the real potential to develop, the required capabilities, knowledge, experience, and qualifications to perform in our roles is what we would like to hear from you. Where possible, you should support your claims with specific examples of what you have done and how you did it. However, you identify, and whatever background you bring with you, please apply if this is a role that would make you excited to come to work every day!

Seniority Level Mid-Senior level Industry 

Financial Services

 

Banking Information Technology & Services

Employment Type

Full-time Job Functions 

Human Resources

Source: https://www.linkedin.com/jobs/view/2343386560/?refId=nasx0vbBE0XuzYkmTJhrwA%3D %3D&trackingId=MVOtup8EcSdsfJVS4bh6Ag%3D%3D

2. Culture and Organisational Development Specialist

Culture and Organisational Development Specialist NSW Health Chatswood, New South Wales, Australia

About the job Employment Type: Temporary Full Time until July 2021 Position Classification: Health Manager Level 2 Remuneration: $97,812 - $116,013 per annum Hours Per Week: 38 Requisition ID: REQ174024 Locations:

 

Chatswood/ St Leonards (August onwards) Parramatta

 Westmead  Newcastle What you'll be doing This is a maternity relief position. This position is responsible for organisational development thought leadership and contributing to organisational development initiatives to will improve individual, team and organisational skills, capability and performance and support the delivery of HealthShare NSW strategic objectives. The focus of the role is strategic partnering with business leaders to provide specialist advice about culture, engagement and organisational development strategy. The Culture and OD Specialists act as subject matter experts on strategic and business initiatives. The role partners with Human Resource Business Partners and business leaders to support the effective implementation of initiatives to achieve business outcomes through people. Where you'll be working Our team is based in Chatswood and will be moving to a brand new building in St Leonards in August. The successful candidate will be based in Chatswood/St Leonards, with the possibility to work from our other sites in Parramatta, Westmead and Newcastle. HealthShare NSW is the backbone of the NSW public health and hospital system, supplying critical support and administrative services behind the scenes so hospitals can do the important work of caring for patients. We provide food, patient support and linen services, payroll, patient transport services, procurement and corporate services to the NSW public health system. Our more than 7,500 employees make a difference to the lives of patients in public hospitals every day and you can too! Learn more at www.healthshare.nsw.gov.au/careers HealthShare NSW values diversity. We are committed to working towards a more diverse workforce and strongly encourage Aboriginal and Torres Strait Islander candidates, those with special needs and those who identify with being LGBTIQ+ to apply. If you are an Aboriginal or Torres Strait Islander person and would like some more information about applying for a role within HealthShare NSW, please contact one of our Aboriginal Workforce Consultants [email protected]. If you are a person with disability and require information or specific arrangements to participate in the recruitment process, please contact the Access and Inclusion Lead by email [email protected]. We are an organisation of excellence when it comes to the health, safety and wellbeing of our staff. We expect and encourage all staff to do more than simply comply with policies and procedures. We seek a genuine commitment from all staff to embed safety in every aspect of our work. We actively promote flexible working arrangements, wellbeing initiatives, encourage proactive strategies designed to minimise injuries, respond quickly to incidents, and work to continually improve the culture of safety in our workplaces. You will be asked to complete psychometric assessment (e.g. personality and cognitive abilities assessments) in the recruitment process for this position.

To apply for this role please submit your resume and a written response to the two targeted questions, demonstrating how you meet the essential requirements (1 page maximum for written response/cover letter). We are looking for you to show how your skills and capabilities match those described in the Position Description, so please respond with this in mind.

Seniority Level Associate Industry   

Non-profit Organization Management Health, Wellness & Fitness Hospital & Health Care

Employment Type Temporary Job Functions 

Human Resources

Source: https://www.linkedin.com/jobs/view/2299257298/?refId=nasx0vbBE0XuzYkmTJhrwA%3D%3D&trackingId=T %2BT3pLn6Qx9RZPanIiTHPA%3D%3D

3. Learning and Development Specialist- ICC Sydney

Learning and Development Specialist ICC Sydney is Australia's premier convention, exhibition and entertainment precinct. Featuring a striking contemporary design, state-of-the-art technology and leading facilities, the world class venue provides the ultimate in quality, choice and flexibility for collaboration and innovation. Managed by ASM Global, every event at ICC Sydney is supported by globally experienced professionals. About the Role: We are looking for a passionate, driven and enthusiastic Human Resources professional to join the ICC Sydney HR team who can support the team in delivering the people agenda in the role of Learning and Development Specialist, HR Shared Services. As Learning and Development Specialist, you will plan and develop learning, both corporate and compliance based, delivered throughout the business, which will further individual, team and people capability as part of the overall people agenda. Whilst the role will involve some facilitation, the role is primarily a training design and development role, delivering completed training products to the wider HR team to facilitate.

The role is suited to a current HR professional with exposure to facilitation, design and programming of learning across a fast paced and dynamic business. You will be confident in face to face, online and multi-module delivery as well as confident in design and development of e-learning. Being comfortable with platforms such as Articulate, Powtoon, PowerPoint or similar, would be a requirement to be successful in this role. Required Skills & Experience: 

Human Resources or related Business Degree or Diploma.



Certificate IV in Training and Assessment (TAE)



Experience in learning design, delivery and programing.



Experience as a HR generalist



3 - 5 years in a similar role

Additionally, you will have a positive attitude, a willingness to learn, a demonstrated commitment to your career in Human Resources, with a desire to be part of one of the largest and most innovative events business's in Australia. To succeed, you will have a passion for achieving results, strong attention to detail, a design focus with a strong service attitude, and well-developed and polished communication skills. Applying for this role: You are required to submit a one to two page covering letter, including a short statement in response to the following targeted questions below; 

Outline your passion for Learning and Development, including why you decided to further a career in this specialist HR field rather than as a generalist?



Discuss your understanding of what makes quality organisational learning and how this fits into the people agenda? How is quality learning developed, delivered and what steps do you take to ensure the learning is embedded in the organisation?

To be eligible for employment you must be an Australian Citizen or a permanent resident of Australia, or hold an appropriate visa that allows you to work unrestricted in Australia. If you have questions, regarding this role the Human Resources Team is available to have a confidential discussion. You can contact Luke Fleming ([email protected]).

Please Note; relevant screening checks will be conducted as part of the recruitment process. These include National Criminal Records and National Police Background Checks, Proof of Identity that meets the 100-point ...