Introduction:
In order to provide best possible services towards an Audit Assignment for organization the employees should possess three skills such as Learning, Literacy and Numeracy, abbreviated as LLN in business language (Brown and Yasukawa, 2010). Analysing the present condition of the workplace in Australia it has been observed that, 53% of the workforce occupied in various organisations have limitation in numeracy skill whereas 46% workforce have low competencies in language skills and in addition, 13% employees have literacy problem (Unesco.org, 2014). In this context, the trainer identifies the level of LLN among the workforce or employees and as per Australian Core Skills Framework (ACSF) tries to understand the present condition of the employees as the ACSF based on National Reporting System (Brewer et al. 2008). I am working in an Australia based ice cream manufacturing organisation Golden North as a trainer.
Part A:
Unpack the list of required skill in language, literacy and numeracy:
In that organisation, I have observed that 40% employees have poor LLN (Language, literacy and numeracy) skill. In order to increase five skills including learning, reading, writing, oral communication and numeracy, the ACSF guideline specify three diverse context and provides service on those areas such as education and training, personal and community & workplace and employment. As per guideline there are 5 level of the skill observed and the LLN skill of the Golden North organisation is in 3rd level. According to Dharmadasa (2009), in chosen organisation I am trying to improve the LLN skill of the employees and for that reason, I have to improve the above mention five areas (learning, reading, writing, oral communication and numeracy). With the help of four performance variables such as support, context, text complexity and task complexity, I will make provide the adequate knowledge and skill for better performance. As opined by Tang et al. (2009) in order to increase the language skill I have to observe three domain of communications among the employees. Three domains of communications involve personal and community, workplace and environment and education and training sector.
The research referred by WARSZAWSKI et al. (1997) stated that, improving LLN skill is important for Golden North organisation as the workforce of that particular organisation are facing problem due to poor communication, and limited knowledge and skill. Therefore improving the five-skill area the organisational workforce can improve their ability with LLN skills. There are also five levels observed in LLN skills where level 1 denotes that the poor or very poor language, literacy and numeracy skill of the person (Cameron, 2011). On the other hand level five denotes that, high level of LLN skill means the workforce possess high language, literacy and numeracy skill. The workforce of the chosen organisation Golden North employees belong from third level of LLN skill group where the language, literacy and numeracy skill are average and needs to improve lots (Brown and Yasukawa, 2010).
Part B:
Role of the trainer:
As opined by Hobson and Meacheam, (2004), adequate LLN skill is very much important for employees as due to limited LLN skill the workforce cannot perform better. In Golden North organisation as 40% employees have limited LLN skill, so I am trying to improve their skills. In the chosen organisation, the ability and capacity of learning of all employees are not same. Remembering this factor, I have to observe the employees first and then understand their capability I should provide training. I will help the workforce to improve communication skill first as through communication skill. Although Brown and Yasukawa, (2010) suggested that the trainer at first should provide training for improvement language skill as through language skill, the learner can improve communication skill that includes personal, cooperative, procedural, technical, system and public area communication (Cameron, 2011).
Improving above mention communication skill the employee can interact with the group, organisational management and communal people. Continuing communication skill helps the employees for gaining knowledge. With the purpose of increase the communication skill, I will give equal chance to every learner to communicate with the group and I will organize a session where the learner can participate in formal communication process. Apart from communication skill, I will give suggestion to the employees to read and write those topics whatever they learnt in the training session (Unesco.org, 2014). As the organisational employees are connected with analysis, so numeracy skill is also need to develop by the employees. In order to get better result in numeracy, I will suggest the employee to solve mathematical problem and should apply the mathematical problem in their performance.
Although Tang et al. (2009) suggested that in order to improve LLN skill it is very important to improve communication skill or language skill but H’ajos and Mody, (2009) opposed that and stated that at first the employee needs to improve literacy skill as the literacy skill includes learning, reading and writing. If the workforce cannot improve the literacy skill then it is impossible to improve communication skill. On the other hand Black and Yasukawa, (2011) opined that although it is articulated that in order to improve numeracy skill an individual should solve mathematical problem and apply the mathematical factors in the organisation. However Dharmadasa (2009) stated that, the organisational employees get very limited chance to implement any mathematical problem or solution in the organisation. Thus, there is very few possibility to improve the numeracy skill in the organisation Golden North.
Theoretical models of LLN skill:
In order to increase the LLN skill among the employees of Golden North organisation, the new Australian core skills framework is very helpful (Refer to Appendix1 for diagram)
In the course of ACSF guidelines the trainers search, measure and report the regarding the LLN skills. As opined by Tang et al. (2009) as the ACSF guideline provides a benchmark for every person. As per guideline, the people of the workplace should know the common language very well. With the purpose of providing service, the ACSF guidelines have provided some information. As per report, the adult people are very efficient to learn and they have capacity of quick adaptation. In the workplace, the workforces are adult people. In this situation, the trainer should provide interactive and productive training session (WARSZAWSKI et al. 1997). The workforce of the Golden North play important role that involves analyst, text participation, code breaker and text user. As the organisational employees are connected with the important organisational performance so five core skill needs to improve.
According to Tang et al. (2009) there are five skill needs to improve under LLN skills those include learning, reading, writing, oral communication and numeracy. Learning is the continuous process. In the Golden North organisation the employee should take decision continuously. In this situation the employees need more analytical ability. Improving reading and writing skill is necessary as through reading process the employees understand a deal or different organisational operation process in the organisation (Brewer et al. 2008). Improving the oral communication helps the workforce to improve language skill through speaking and listening. Most importantly, with the help of trainer the employees can learn and should improve numeracy skill through problem solving process by applying mathematical knowledge (Hobson and Meacheam, 2004).
Apart from those above mention core skill, there are more six-communication areas observed by the trainer for development. The six communications areas are personal, cooperative, procedural, technical, system and public area (Cameron, 2011). In the course of personal communication, the trainer helps to improve individual communication skill whereas through cooperative communication skill the trainer helps to improve communication skill during interact the group. In case of performing task, the employee needs to communicate with the upper level of management and all workforces (WARSZAWSKI et al. 1997). On that situation, an individual needs to develop the communication skill and this is possible through improving procedural communication skill. Working in the Golden North organisation the employee must handle the equipment and different types of machinery. For that situation, the employees need to increase technical terms and areas through communication. In organisation the organisational among the employees formal communication continue. Thus, the employees should progress in systems communication. At last for interacting with the communal people, the employee should increase communication skill includes public area (H’ajos and Mody, 2009).
Workplace audit:
The research referred by WARSZAWSKI et al. (1997) stated that, in workplace of Golden North organisation, improving LLN skill is the part of the performance. In order to improve the requirement, there are three steps are very important. As these three steps, help to increase the skills, on the other way it also helps for workplace audit. Three steps are make adjustments; develop LLN skill and a mixed approach.
The employees should make adjust with the process and system of workplace in Golden North organisation:
Although continuous monitoring helps to understand that after providing training how much it useful for the employee in the workplace still Tang et al. (2009) stated that when problems occur in an organisation that time it give a better result that actually how much the employees able to increase their LLN level. In Golden North organisation, the manager level or the supervisor level is more complex as they are responsible for tackling the entire workforce. According to WARSZAWSKI et al. (1997), although the manager should write the notice and report for the workforce with very simple language, still improved workforce can understand if it has written in little complex language.
Develop LLN skill:
The entire LLN skill performs under vocational skill. The research referred by Yasukawa and Brown, (2010) stated that the organisational employee definitely participate in the training process if they realized that the training process helps to perform better through developing the language, literacy and numeracy skill. Brewer et al. (2008) opined that, in order to understand the key documents of each person’s job the workplace documentation audit is very important. In order to make a successful audit the management first identifies the key risk of the workplace related to the workforce. After identifying the possible issues, the management should understand the reason behind the possible issue and measure it. After that, with the intention of auditing the consequence of training the trainer and the management should monitor the performance of the workforce in the organisation (Hobson and Meacheam, 2004). The trainer should notice how the workforces are communicating in formal area and with group communicating. As the organisation and its business operation is connected with communal person, so the trainer should notice the workforce during the communication with the communal people (Agrifoodskills.net.au, 2014).
Although the workforce are not getting more chance to implement and solve the numerical problem in the organisation, still the organisational management should involve the workforce in mathematical solution in the organisation and encourage them to give suggestion for providing suggestion for organisational welfare. On that time, the trainer should develop the LLN tools after identifying the result of the audit (Brown and Yasukawa, 2010).
A mixed approach:
According to Dharmadasa (2009) it is not possible to remove all limitation after one session of training. Therefore, the trainers and the management should understand the limitation and that area where the development should necessary. In this context, Tang et al. (2009) suggested that, adopting a mixed approach the trainer should analysis the key point of the of the success of Golden North organisation. Developing the LLN developing tools the trainer should increase the knowledge and skill of the poor area of the learner or the workforce. The organisational management can recruit a registered training organisation or any specialist LLN developer with the purpose of getting best possible result.
Conclusion:
It can be concluded from the above discussion that LLN skill is very important in contemporary situation for providing better service towards the organisation. It works under digital and vocational language. LLN skill involves language, literacy and numeracy. In the course of these three skills, the workforce can improve learning, reading, writing, communication and numeracy skills. In order to improve as the learner should improve above mention five areas similarly, there are four performances variables such as support, context, text complexity and task complexity helps aligns the learner to improve the skills. In this way the workforce can improve their LLN skill as required in the organisation.