Develop Teams and Individuals
| RESPONSES TO REPORT-ASSESSMENT 1 | ||||
| 1. Give a brief outline of the organization you have chosen including their details and what their core business is. Identify a learning and development need for a team or individual within the organization. Briefly record the name or title of the team or individual and their role and responsibilities within that organization | ||||
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Chipotle Mexican Grill Inc. is a vertically integrated fast-casual and fresh Mexican food chain. The company operates a network of approximately 1780 restaurants in America and Europe. It was founded by Steve Ells in 1993 to prove the idea that quickly served food is not necessarily fast-food. This idea was pursued and modified into the vision of providing the consumers with fresh as well as most flavorful food with due respect to the animals, environment and farmers. Chipotle is famous for its distinct food culture which emphasizes on delicious, high-quality, organic food which is prepared using classic cooking techniques. Further, it employs more than 53,900 full-time employees who are headed by Mr Steve Ells as the Chairman; Mr Monty Moran as the CEO; Mr Jack Hartung as the CFO and Mr Mark Crumpacker CMO.
Currently the company is found to invest very little in communicating with the stakeholder. Contrary to this, the investors are emphasizing upon issuing a sustainability report which indicates that the company needs to invest considerably in new platforms of cultivating healthy investor relations. Further, the company seems to lack in skills required for effective reporting which also indicates a need for proper training. Mr. Alex Spong is the Head of Investors Relations at Chipotle Mexican Grill, Inc. who works as the primary source of communication between the company and investors in the form of quarterly press releases, presentations, etc. He is the focus personnel who need to be trained.
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| 2. Explain the methods you can use to identify skill, knowledge or development needs and the reason you selected these methods. | ||||
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The development needs are supposed to arise out of three reasons; either the responsibilities within a job has changed, or the employee performs routine tasks well but fails to perform more complex and uncommon tasks, or the employee performance has started to decline. In this particular case, the responsibilities on the job have modified and the employee is now required to perform an additional task.
Based on the type of development need identified here, two methods of need analysis have been used. The person analysis and task analysis are to be conducted simultaneously to examine the existing skill set of the Investors Relation Officer at Chipotle and to compare it with the skill set required to issue a successful sustainability report. This shall enable us to identify the skill gap and prepare an effective training program for the team.
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| 3. Provide examples of the various tools you can use to identify the learning needs (for example, job description, competency standards, self-assessment checklists, and minutes of meetings highlighting discussion of performance). | ||||
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The assessment tools that can be used for the training need analysis have been categorized based on the type of analysis.
1. Person Analysis
i. Employee Profile: The profile of the team head and the members shall be examined to identify the knowledge, skills and abilities. We may also seek any past experience of participation in any sustainability reporting activity. ii. Current Job Description: The current job description may help us identify the areas of expertise of the members of the team, their key responsibilities and his reporting relationships within the organization.
2. Task Analysis
i. Literature Review/Document Analysis: The literature available related to Sustainability Reporting shall be reviewed to identify the standard competency frameworks, current trends and skills required for the job. ii. Expert Opinion: Experts can be consulted to comment on company specific Sustainability Reporting objectives and processes in order to identify the learning needs.
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| 4. Outline the national competency standards relevant to your chosen organization and the need you have identified | ||||
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BSR.org has recently conducted a research that highlights the competency framework for the sustainability leaders around the world. The six top core competencies required for sustainability reporting include: 1. External awareness and appreciation of trends 2. Visioning and strategy formulation 3. Risk awareness, assessment, and management 4. Stakeholder engagement 5. Flexibility and adaptability to change 6. Ethics and integrity
Another competency framework outlined by International Society of Sustainability Professionals in 2010 related to sustainability reporting indicates following competencies as mandatory:
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