Describe how 3 of your organization’s HR and L&D activities support its strategy, goals and business objectives.

The three L&D and HR activities implemented in the organization include amending lacking competencies, learning new skills and processes, and mastering professional skills. The goal of the organization is to satisfy clients with innovative products and employees with effective salaries and consistent improvement in learning. If workers are unable to meet the fundamental performance criteria, they are required to reduce their work for an hour and focus on improving their existing skills. This reduces the pressure of working and they concentrate solely on their own improvement. Furthermore, all the activities are customized in accordance with the workers. For instance, if a worker requires more time then it is provided to him or her without any cost (Ahammad, 2017).

            The second activity initiates if an employee agrees to improve his existing skills and move on to a new position. The criteria is the same as there is no cost imposed on the worker which might pressurize him. The third and last activity is about practicing professional skills. It means that an employee is given more flexibility in improving these skills. Once the worker assures that he has sufficient skills then he is required to work on complex projects. Obviously, the wage of a professional employee is higher than others. What makes these activities effective is that they are not imposed on employees. Thus, employees are able to develop their skills which are aligned with the strategies and business objectives of enhancing employee innovation (Harrison, 2011).

Explain the role of your HR and L&D functions in supporting line managers and staff. Give 3 examples of activities that HR and L&D undertake to support these colleagues.

            The role of L&D and HR functions in supporting staff and line managers in my organization is quite significant. There are three critical ways in which staff and line managers are supported which include initiating development and training, increasing employee engagement, establishing an innovative culture and communication within the firm. Meanwhile, the activities which are undertaken by L&D and HR managers for supporting colleagues include:

1.      Creating suitable activities for improving the skills of colleagues.

2.      Making employees work in teams and works towards a collective objective.

3.      Frequently holding innovative activities in which work is not involved such as sharing important experiences with colleagues (Sparrow & Otaye-Ebede, 2014).

Different activities are created by L&D and HR managers for improving the capabilities and competencies of the staff. These activities are customized to meet the requirements of employees. For instance, if an employee requires more time to improve then more training is provided without any cost. They also ensure that employees work in teams to work mutually towards a goal. This serves to increase engagement. And lastly, by holding different creative activities in which work is not required, substantial time is provided to all workers to relax and spend some productive time. This serves to improve communication between the management and workers. On a weekly basis, a different activity from the previous is held and it serves to raise the interest of workers. It also ensures that an innovative culture is established within the workplace in which not even a single worker feels uncomfortable to work or share his or her issues (Renninger, Hidi, Krapp, & Renninger, 2014).

Write a short description of the learning process you went through in order to write this assignment; what you knew about your HR and L&D functions before you attended Module 1, what you learned during the module, and as a result of carrying out this report.

            In order to write this assignment, I studied the roles of L&D and HR functions thoroughly and understood the underlying concepts and their roles in organizations. Before attending Module 1, I knew that these functions were significant in shaping the organization because in my own firm, they play an important role. For instance, they are responsible for implementing different processes and activities which improve the performance of workers and organizational culture. By working on this report, I got to comprehend the mechanisms of how L&D and HR functions work in a firm. It helped me in clarifying my existing concepts.

References of human resource activities and organization

Ahammad, T. (2017). Personnel Management to Human Resource Management (HRM): How HRM Functions? Journal of Modern Accounting and Auditing, 13(9), 412-420.

Harrison, R. (2011). Learning and development. Development and Learning in Organizations: An International Journal, 26(1).

Renninger, K. A., Hidi, S., Krapp, A., & Renninger, A. (2014). The role of interest in learning and development. Psychology Press.

Sparrow, P., & Otaye-Ebede, L. (2014). Lean management and HR function capability: the role of HR architecture and the location of intellectual capital. The International Journal of Human Resource Management, 25(21), 2892-2910.