Scenario
“Assume that you have been appointed to an HRD management role in an organisation which employs 1,000 people and operates in an industry of your choice. Your major responsibilities include overseeing all workplace learning and management development activities, working closely with the HR Manager, over a team of HRM/D officers and under the overall line management of the HR Director.
A confidential staff survey was recently carried out which demonstrated worryingly low levels of employee engagement and high levels of active disengagement. When asked to state whether or not they ‘regularly go the extra mile for their employer’ only 10% said yes. The analysis of the survey data showed that the disengagement is felt through a range of employee levels, from the general workforce, up to and including, managers; although there is no data to signify if the disengagement and dissatisfaction is due to the same issues overall”
Explore the commercial and ethical factors impacting upon L&TD and conversely, its impact upon the success of the business. Learning and development and its central contribution to talent management is recognised and acknowledged to be a significant lever in achieving economic, social and cultural aspirations, ambitions and objectives of governments, work organisations and individuals.
