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HRD4801 ASSIGNMENT 5 2023
- Institution
- University Of South Africa (Unisa)
HRD4801 ASSIGNMENT 5 2023
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0717513144 HRD4801 ASSESSMENT 5 2023 muzavazi47@gmail.comDISCLAIMER
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5th assessment. Therefore, students can use as the document contains different
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, 0717513144 HRD4801 ASSESSMENT 5 2023 muzavazi47@gmail.com
1. Mantex, a South African company in the telecommunications industry, realises the
significance of workforce development to remain competitive. Although they follow a
traditional training approach, they intend to become a learning organisation. You, as
an HRD Specialist, have to outline a plan to help Mantex grow from a traditional
organisation (10 marks) into a learning organisation (10 marks). (20)
Introduction
Transitioning from a traditional organization to a learning organization requires a
strategic plan that focuses on fostering a culture of continuous learning, empowering
employees, and integrating learning into the fabric of the company. As an HRD
specialist, here's an outline of the plan to help Mantex become a learning organization:
Assessment of Current State
This involves evaluating Mantex's existing training methods, learning culture, and
identifying skill gaps among employees. Understanding the current state provides a
foundation for designing effective learning strategies.
Leadership Commitment
Develop a clear vision and mission statement for Mantex as a learning organization.
Align the learning strategy with the overall business objectives and goals. Define key
performance indicators (KPIs) to measure the effectiveness of the learning initiatives.
Top leadership needs to be fully committed to the transition. Their support ensures the
allocation of resources, time, and effort needed to drive the change towards a learning
culture.
Clear Vision and Communication
A well-defined vision statement communicates Mantex's commitment to becoming a
learning organization. Sharing this vision across the company creates awareness,
understanding, and alignment among employees.
Empower Employees
Encouraging a culture of continuous learning means employees actively seek
opportunities for growth. Empowerment involves giving them the autonomy to explore
and engage in learning initiatives.
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