Identifying Learning Needs And Legislative Requirements For Management System Learning Activities

Identifying Learning Needs

I can identify learning needs through discussion with individuals and groups, performance reviews, observation, self- evaluation and skill assessment.

The three federal legislative requirements that need to be considered when securing human, financial and physical resources for management learning activities include work health and safety (state and territory acts), privacy act (1988) and diversity and equity acts. The privacy act 1988 is a federal requirement that makes sure the personal information and other management system learning activities are secure (Mahar, Foley, Sheed?Finck and Baker, 2013 p.49). For example, passwords must be well authenticated. Equity and diversity requirements are federal legislative requirements covering cultural differences, disabilities and discrimination across sex (Burgess, 2008 p.112). Work health safety (WHS) requirements ensures that the standards of health and safety are maintained under the act of WHS (Bahn, 2013 p.129). For example, employees working in a safe environment with reduced risks.

Implication of new legislative requirements may fail the objectives required to undertake management system learning activities when stakeholders are not knowledgeable about the new legislation as they may take too long to adapt to change.

The information is shared using an appropriate method in order to make sure the right audience or targeted group receives the right information in a timely manner. In addition, the appropriate method of training enhances effective risk management and adherence to health and safety acts among individuals or groups.

Support and promotion of management system reduces change resistance that might occur among the stakeholders. According to Linnenluecke and Griffiths (2010 p.357) when an organization system is supported, employees develops a positive attitude towards the system. In addition, customer service expectation is enhanced because supporting and promoting the system also increases knowledge of relevant data hence motivating staff to use the information needed to facilitate customer delivery.

The objectives behind implanting and implementing effective document management system learning activities outcomes include ensuring learning activities achieve their desired outcomes, identifying and enhancing improvements of the current nonperforming areas, enhancing consistency in learning activities, recording changes and making recommendations on future improvement.

The organization can review its training activities when there is change or a new implementation of new legislation that might affect customer delivery. In addition, if there are continuous non-performance, the organization might also review training activities.

Information or knowledge management system needs must be monitored to ensure any inaccuracy and irrelevant content is removed. In addition, monitoring of the system ensures procedure and policies are followed to reduce risks, improve performance, boost morale and ensure compliance of legal requirements (Peltier, 2016 p.1). The three laws relevant to privacy and freedom include privacy act 1998, information act and Australian protective security policy.

Federal Legislative Requirements for Management System Learning Activities

Aligning and integrating existing data helps in distinguishing between content and ownership. When the data is integrated, it is possible to control the ownership. One solution to deal with integration issues is ensuring there is a protocol of handling organizational information and controlling the distribution of information.

Collation of information on individual achievement and assist the organization to identify the needs of employees. For example, if there is poor performance, the information collated indicate that training on management system is needed and if there are a high number of achievements among the staff, it is a clear indication that individuals have adapted to management system.

The recommendation that an organization might elicit from work colleagues to improve workgroup behaviors includes how an organization should promote teamwork and networking activities to employees, delegate tasks, duties and responsibility in accordance to expertise and provide training to employees on areas that need improvements.

Technical difficulties and failure is a contingency that might arise within organizational management system. The contingency might contribute to violation of data integrity because of inaccuracy in information. The organization can effectively monitor and address performance issues through help desks, training of staff and consulting with experts.

An organization might opt to analyses effectiveness of its management system when there are issues arising in relations to company records, security, privacy, integrations and coordination. According to Zheng, Yang and McLean (2010 p. 763) when there is confrontation it is important for the organization to analyze its

An organization may refer to its organizational policies and procedure development when implementing it’s business and operational plan to make sure objectives are in line with outcomes. In, addition, through the review, an organization identifies opportunities necessary for implementing the current plan (Ferreira and Otley, 2009 p.262- 282).

A legislation change is a manner in which laws enacted by the organization are changed. Legislation change has implication on organization operations because they may result to change resistance, non-compliance issues and influence on internal processes.  The organization ensures its management is dealing with new change and intended outcome through trainings, motivations and supporting of staff to adapt new changes in the system.

Part a

The company could manage the problems by replacing the current telephonic systems. If replacement might be expensive, the company should consider upgrading its telephonic system to meet customer expectations. Alternatively, the company could also opt to hire technicians who might address the telephonic concerns.

Organizational Implications of New Legislative Requirements

Part b

Learning needs of the person answering the phone can be assessed by conducting a survey with customers regarding customer satisfactory on personnel answering call, carrying our appraisal with the employee and assessing the skills and experience of personnel.

Date	Incidence	Consequence	Reported by
3/2/2019	Customer  inquiry	-Loss of trust and loyalty to customer -a bad image to the organization	Enrique Cahill
Action was taken Modification of the system	Date modified 3/2/2018
Modified by	Job title	Signed
Elvis Everglade	System administrator	Elvis Everglade

Task 2- report

Organizing learning to use the information or knowledge management system

Learning needs are the gap that exists between skills and current knowledge required to perform tasks. BizOps personals require learning about data authentications and confidentiality that will assist the company to maintain integrity in the database and keep the database updated.  To facilitate effective learning, planned learning activities such as training on data management and effective use of the information system must be considered. The implementation of learning activities requires human, financial and physical resources. Financial resources will be obtained from stakeholders or loans from financial institutions. Secure human resource depends on the competence and skills of employees. The human resource will include internal and external stakeholders. In addition, the hiring of professionals will add value to the outcome. Physical resources needed include operational marketing material, an adequate system of information and active telephone lines. The learning activities will be organized in teams and individuals and facilitated through coaching, mentorships, shadowing and buddying. Learning activities will be documented through the provision of guidelines pages on an electronic system or content manual. Furthermore, monitoring of progress and learning activities will be done by giving closer view to training. The observation will identify if the learning needs that are corresponding with training.

The implementation of policies and procedures for knowledge management are monitored for compliant by ensuring procedures are set relevantly to the skills sets. Through Consultations from diverse professionals, use of inventory control, grant charts, just-in-time schedules and quality control it will make sure there is the correct application of procedures and policies for the knowledge management system. Provision of human resources like experts and allocation of funds for hidden costs is a plan for addressing the implementation issues and problems. Limiting access and adding a confidentiality policy to employee’s handbook will make sure there is adherence to commercial confidentiality. Establishment of information levels like business level and application level to distinguish between content and ownership helps to monitor integration and alignment of data and information system. Feedbacks, meetings and appraisals will collect information on the achievement of performance measures. Determination of responsible person for information systems and resources needed will ensure correct management of organizational records. Disaster recovery plan such as allocation of enough resources and consultation of specialist is an effective plan of managing contingencies like technical failures or difficulties. Identification of learning needs, training, mentoring, coaching and building of trust and loyalty are strategies that will be deployed to colleagues and clients to foster relationships.

Appropriate Training Methods

Current BizOps system will be analyzed by weighing its limitations and strengths. If the system limitation exceeds strengths, then the system is not effective to meet the current changing demands in the market. Currently, BizOps management system has so many loopholes and therefore upgrades or replacements are required to ensure the system is working effectively. The current purchase information system is effective because it provides management with the desired advantage of cost-cutting, ordering and dispatching, risk management and management of employee performances. Survey was appopriate method of research. Business and operation plan review process involves three interrelated cycles including frequent reviews of the operations, periodic reviews of the outcome and infrequent review of the entire plan. The effectiveness of business and operation plan review process determines whether performances are generated in correspondent with objectives. The proposed knowledge management system outcomes include integration and coordination between information systems and maintenance of privacy and security of company records. Taking full responsibilities of policies, procedures and legislative requirements streamlines internal operations, gives organization guidance for effective decision-making and guides all internal process. Bizops should provide interpersonal knowledge sharing as a way of improving their systems. The methods of encouraging the knowledge sharing should involve dynamic exercises, development of workgroup and conducting formal and informal meetings. In addition, stakeholders should be involved in designing usable systems to ensure information is presented in the simplest form. When replacing the system, Bizops Company should select a better system that will have minimum loopholes and uses more traditional people-centric systems.

References

Bahn, S., 2013. Workplace hazard identification and management: The case of an underground mining operation. Safety science, 57, pp.129-137.

Burgess, G., 2008. Planning Planning and the Gender Equality Duty and the Gender Equality Duty and the Gender Equality Duty–why does why does gender matter? gender matter?. People, place & policy online, 2(3), pp.112-121.

Ferreira, A. and Otley, D., 2009. The design and use of performance management systems: An extended framework for analysis. Management accounting research, 20(4), pp.263-282.

Linnenluecke, M.K. and Griffiths, A., 2010. Corporate sustainability and organizational culture. Journal of world business, 45(4), pp.357-366.

Mahar, P.D., Foley, P.A., Sheed?Finck, A. and Baker, C.S., 2013. Legal considerations of consent and privacy in the context of clinical photography in Australian medical practice. Medical Journal of Australia, 198(1), pp.48-49.

Peltier, T.R., 2016. Information Security Policies, Procedures, and Standards: guidelines for effective information security management. Auerbach Publications.

Zheng, W., Yang, B. and McLean, G.N., 2010. Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management. Journal of Business research, 63(7), pp.763-771.