Guidelines for the Experiential

Learning Paper
 Experiential Learning Paper Outline

Part 1. Organizational Diagnosis

1. Company Background
– VMG (Values, Mission, Goals)
– Organizational Diagnosis using the STAR Model or McKinsey’s 7S
– Culture.* Discuss aspects such as but not limited to:
• Leadership
• Teamwork
• Communication
• Conflict & Negotiation
2. A Discussion of the Human Resource Department & Its Functions
3. Rationale of the Study Based on a thoughtful analysis of your ELP organization, identify the HR gaps that
it currently experiences and that you want to work on.

4. Statement of the Problem. Clearly state the HR function/s that your group would like to analyse and
give recommendations to.

*This part is meant to acquaint the team with the organization while doing the paper however, it need not be discussed during the presentation.
 Experiential Learning Paper Outline

Part 2. Planned Change

• Change Initiative. Discuss the change initiative that your group proposes your ELP organization can
do. Argue its feasibility in terms of the organization’s culture and intangible assets. Bonus points for theoretical
grounding of your suggestions.

• Stakeholders’ Analysis. Identify and qualify the people who can influence your change initiative.

• Communication Table. In sequence, list down the activities that you need to do to accomplish your
change initiative. Provide the necessary details.

• Evaluation Tool. How do you know if your change initiative is successful? What to look for and when to
monitor/evaluate?

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Part 1. The Company Background
• This section introduces the company to the
reader. Consider the following information:
– its vision, mission, values, goals
– the nature of the business
– Strategy
– Structure
– People, Skills
– Processes
– Leadership
• Describe the culture of the organization.
Discussion of the Human Resource
Department & Its Functions
• Structure
• People Involved
• Functions
• Programs
• Challenges

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 Rationale of the Study
Given all your data, you should now state
the problem area that you would like to
focus on. This part should therefore
discuss how you came to focus on this.

Discuss what it is happening in this

particular area: who is/ are involved, and
its impact to the organization— hence the
need to work on it.
 Statement of the Problem
• Clearly state the performance gap/s in the
Human Resource Department functions
that you would like to analyze.
 Part 2. Planned Change
• Discuss the intervention that your group
wants to introduce to the organization to
address the noted performance gaps.
• Substantiate your analysis with the concepts
and theories that we learned in class.
For example, you may want to use the MARS model in explaining
the factors that influence poor performance; or link your Comp. &
Ben. suggestions to any of the motivation theories discussed in
class.

• Include a stakeholders’ analysis for every

change goal.
 Stakeholder’s Table
Our Problem Statement: _______________________________________________________________________________

Our Overall Change Goal: ______________________________________________________________________________

Activity that We Will Implement: __________________________________________________________________________

STAKEHOLDER INTEREST POSITION INTENSITY OF SOURCE OF DEGREE OF NETWORK OF

(WIFM)* (Resistor/ Ally/ POSITION POWER INFLUENCE INFLUENCE
Bystander) (Narrow,
(Low, Medium, (Low, Medium,
Medium, Wide,
High, High,
Unknown)
Unknown) Unknown)

* WHAT’S IN IT FOR ME? - deeply-held values and beliefs, working relationships,

conditions of work: place, hours, salary, job security, nature of work: tasks,
responsibilities, power, status, position, identity
 Communication Plan
Our Problem Statement: ____________________________________________

Our Proposed Intervention: ___________________________________________

Stage Activity Objectives Method Resources Person/s Time Key
Needed Responsible line Performance
Indicator

Pre- List down all the State what How will Identify the Who will State the What is your
impleme activities that each this resources work on this start and evidence that
ntation you need to do activity activity to be used. activity? end date you have
to implement aims to be of this successfully
the bundle. achieve conduct activity. performed the
ed? activity?
During
impleme Don’t forget to
ntation include your
communication
activities.

Post-
impleme
ntation
 Evaluation
• How and when do you check for the
success of your change plan?
• You may want to refer to the Key
Performance Indicators that you have
indicated in the Implementation Plan.
• Present an Evaluation Checklist with
corresponding criteria of successful
performance.
 Evaluating the Change
Key Metrics Method Respondents

• Employee • Employee Survey • Staff-level

Engagement • Exit interviews employeesExe
• Attrition • Employee turnover cutives
especially for reports • Resigned
Top Performers employees

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