Question 1) As Aldowa's CHRO, I will focus on transforming the company's culture and

implementing HR practices that foster self-managing teams and customer centricity. Here
are four of his HR practices you can implement.

Employee empowerment and autonomy:

Promote employee ownership by giving employees the autonomy to make decisions and
take responsibility for their work. This can be achieved by delegating decision-making
authority to autonomous teams, allowing them to set goals, plan work and make decisions
together. Empowering employees not only increases employee motivation and
commitment, but also promotes a sense of ownership and responsibility.

Team-based performance management:

Move from traditional performance management methods to a team-based approach.

Implement a performance management system that measures team performance and
fosters collaboration, innovation and customer focus. Set clear team goals that align with
organizational goals and provide regular feedback and coaching to help your team improve
and perform well.

Continuous learning and development:

Foster a culture of continuous learning and development by providing employees with

opportunities to improve their skills and knowledge. Implement training programs and
initiatives focused on developing skills related to self-management, customer service,
problem-solving and decision-making. Encourage employees to take ownership of their
learning journey and provide resources such as online courses, workshops and mentoring
programs. Transparent communication and feedback:

Establish a culture of open and transparent communication throughout the organization.

Encourage regular sharing of feedback between employees and their managers, and among
team members. Implement mechanisms such as regular team meetings, town halls, and
feedback polls to ensure communication channels are open and everyone's voice is heard.
Foster a culture where feedback is seen as constructive and opportunities for improvement
are accepted.

These HR practices help create a work environment that fosters self-management,

collaboration and customer focus. By empowering employees, encouraging teamwork and
providing continuous learning opportunities, Ardowa can improve business performance,
customer satisfaction and overall employee engagement. It is important to support the
adoption of these practices through appropriate training, change management efforts and
leadership support to ensure successful adoption and integration of these practices into the
organizational culture.
Question 2) The ADDIE approach is a systematic instructional design model that represents
analysis, design, development, implementation and evaluation. By following this approach,
learning interventions can be designed to address the inability of frontline managers to
provide constructive feedback and focus on setting goals and development action plans. Key
questions to consider at each stage of the ADDIE process are:

analysis:

What is the current level of knowledge and competence among frontline managers when it
comes to constructive feedback and goal setting?
What specific challenges or gaps have you observed in your ability to effectively provide
feedback and focus on goal setting?
What are the expected outcomes and performance expectations for front-line managers in
terms of feedback and goal setting? What are your organization's goals and expectations
related to performance management?
design:

What are the learning goals of the intervention? What specific knowledge, skills and
attitudes should be considered?
What are the most effective teaching methods and strategies to help front-line managers
develop their feedback and goal-setting skills?
How can you create engaging, learner-centered learning experiences that accommodate
different learning styles? How can you integrate real-world scenarios and examples to make
your learning relevant and practical?
development:

What content and resources do you need to support your learning goals? How do you
develop or source these materials?
How can you design an activity, exercise, or simulation that provides feedback and an
opportunity to practice and apply your goal-setting skills?
What technologies and tools can be used to improve the learning experience, such as e-
learning platforms and feedback simulation tools? implementation:

How can you ensure that the necessary resources and support for your learning
interventions are available?
What delivery methods are most effective for your audience (classroom training, virtual
sessions, blended learning, etc.)?
How can you communicate and facilitate learning interventions to administrators and
ensure their participation and engagement?
evaluation:

How do we measure the effectiveness of learning interventions? What are the key
performance indicators or metrics to assess their impact on feedback and goal-setting skills?
What assessment methods can be used to obtain feedback from participants, such as pre-
assessments, post-assessments, feedback surveys, etc.?
How can feedback and suggestions for improvement be collected from supervisors and
incorporated into future iterations of learning interventions?
By considering these key questions throughout the ADDIE process, you can design and
implement learning activities that address the specific challenges faced by first-line
managers and help them to be constructive. Provide feedback to help focus goal setting and
improve your ability to create a development action plan. Discussion on performance
management.

Question 3) a) External change drivers driving the move from hierarchical to flat pro-bank
structures in the highly regulated banking sector include:

Evolving customer expectations:

Changing customer expectations and preferences, such as increased demand for
personalized and efficient banking services, can increase the need for more agile and
customer-centric organizational structures. Today's customers expect quick answers, digital
service, and seamless experiences, and may require a flatter organizational structure to
enable rapid decision-making and adaptability.

Technological advances:
Rapid technological advancements are having a major impact on the banking industry. The
rise of digital banking, mobile applications, and online services has created a need for more
flexible and adaptable organizational structures. Professional banks may need to embrace
digital transformation, streamline processes and use technology effectively. This can be
facilitated more effectively with flatter structures. Competitive pressure:
Intense competition in the banking sector, including the rise of fintech firms and non-
traditional financial service providers, may increase the need for organizational agility and
innovation. To remain competitive and meet changing customer demands, Pro Banks may
need to restructure their operations, decision-making processes and communication
channels to respond more quickly to market developments. .

Regulatory changes:
Banks are part of a highly regulated banking sector, but regulatory changes may occur that
encourage or require banks to adopt more efficient and flexible organizational structures.
Regulators may want greater transparency, risk management and compliance, which can be
better achieved through flatter structures that improve communication, coordination and
accountability.

Global economic trends:

Global economic trends such as economic downturns, changes in interest rates and market
volatility can affect the banking industry. These external factors may require organizational
agility, cost-cutting measures, and increased efficiency, which can be supported by a flatter
structure that encourages collaboration and eliminates unnecessary levels of hierarchy.
increase.
Taken together, these external drivers of change highlight the need for professional banks
to adapt to changing market conditions, customer expectations, technological advances and
regulatory requirements. By moving from a hierarchical to a flat structure, ProBank can
improve its responsiveness, decision-making ability, customer focus and overall
organizational agility.