2) Suggest a process to convert the L&D function into a high performance work system.

Learning & Development is a process of identifying employees weaknesses, ad to work on them

by providing necessary coaching to improve their performance and productivity. The underlying
assumption in L&D is that training will reveal the hidden weaknesses and strengths and enhance
the performance of the employee.
Changing over the L&D into a superior work framework obliges a change in how business
pioneers and managers see and deal with their subordinates. For L&D to change over into a high
performing work framework administrators ought lay attention on the business yield as well as put
sizeable endeavours on giving necessary ecosystem to L&D exercises. The following are the vital
things which would help changing over L&D into an elite work framework.
a) Change the organizational definition of high performance work system:
Business pioneers and Managers ought to see attaining to high performance work system as a
progressing process. HR makes this sort of observation by communicating constantly about elite
performance and about exercises needed to accomplish the same.
b) Introduce competencies into Performance management:
By posting and clearly articulating what abilities/competencies are necessary to exceed
expectations in the present job, business pioneers and Managers give their subordinates a clear
objectives against which they gauge the current practices. This aides in distinguishing what are the
improvements needed. Chipping away at this improvement needs help strengthen organization
values and drives business power.
c) Create and support high quality development plans for all stakeholders:
Creating and implementing strong and effective development plans enhances employees and
managers understanding between each other and cement the gap in their skills. These
arrangements organize the improvement needs most essential in attaining significant results and
distinguish activity steps.
d) Enabling/Involving managers in training.
By making managers part of the L&D activities can make tailor made development plans for each
employee as his/her manager knows his/her subordinate weaknesses which will in turn help them
realize the time invested in coaching
e) Having appraisals frequently:
Having L&D sessions based on the appraisal feedback helps the participants hone their skills and
improves their productivity rapidly. This idea of improving performance should be strengthened in
the minds of the employees. This helps in delivering fruitful results to the organisation.

Q3. State five significant factors that would help you distinguish
between high performing organizations from those that are not.

Organisation Culture
Culture makes or breaks employees determination.

Key Resources
Resources are the raw materials in corporate

HR Shared Services
Acquire right talent and constantly keeping an eye that everything falls in its place..

Customer Account managers

Customer is the bread and butter for any organization and making them loyal by handling
them in a way is what differentiate us from other organisations.

Talent management
Mapping resources to the right projects by recognizing their talent..