NEW APPROACHES IN HRM

81 THE CHALLENGE The University has an ambitious vision, and always strive to provide a good experience to all their students. However, there is need to develop blended learning & development for Future Leaders because there is stiff competition in higher education and a difficulty in economic context. WHAT THEY DID? In response to the challenges, the city decided to use the training Cycle as shown in figure 1 to analyses the factor affecting the organization. This strategy will influence how employees work or the team culture which helps in achieving its business goals of providing exceptional customer experience. The organization adopted the coaching, learning an development approach to delivered a modular programmed, and all the nominees were advised to engaged with the programmed, and all the participants took time to complete pre-course applications as this would help them to reflect on their personal aims for the course as the major features of this programmed is the blended learning approach: THE INSTITUTION ADOPTED UNDERLISTED APPROACH TO TRAIN THEIR MEMBERS Ø pre-course reflection Ø trainer-lead workshops Ø peer support and assignments between workshops Ø group learning Ø eLearning In addition, it is essential that the cohort is a mix of roles with both academics and professional members of staff attending from different schools and department across the organization to encourage collaboration and inclusivity. The training is structured around three modules. The first concentrates on building an understanding of personal leadership, the second looks at leading and influencing others, and the third focuses on leading during organizational change. Moreover, when analyzing the Training Needs Analysis (TNA), City put applied the OOP framework to identify the training and non-training needs. This analysis involved designing a questionnaire to interview the target employees, new managers that have just completed the management development program.