CORE OF ORGANITATION: LEARNING & DEVELOPMENT


CORE OF ORGANITATION: LEARNING & DEVELOPMENT


Learning and development is at the heart of an organization that seeks continual growth and improvement. It is a process of learning provided to new and existing employees acquiring knowledge and technical skills and developing attitudes of behavior in order to be more effective in their jobs. In the world of competitive economies, the globalization of markets and the technological frenzy, are not enough for the enterprises to be productive. Their survival and growth depend not only on the speed of their adaptation to new technological, economic and consuming conditions but on the level of their human resource development as well



According to Walton (1999), Strategic human resource development involves introducing, eliminating, modifying, directing and guiding processes in such a way that all individuals and teams are equipped with the skills, knowledge and competences they require to undertake current and future tasks required by the organization.



According to Senge (1990), The learning organization is one ‘where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together.

According to Tsang (1997), Conditions required for learning and development to improve performance,  Setting aside the complexities of putting the lessons learnt into practice (ie the problem of implementation), learning will automatically lead to better performance only when the knowledge obtained is accurate. If the problem of implementation is taken into consideration as well, even accurate learning.

According to Harrison (2005), the implications of learning and development research, It has not yet yielded enough clear evidence of a direct link between individual learning and improvements in organizational performance (however that is defined). However L&D activity does consistently emerge as a crucial intervening factor. In the Bath studies two HR practices were identified as being particularly powerful in influencing employee attitudes and creating positive discretionary behavior: careers (in the sense of a ‘developing future’) and training. In other words, the L&D processes that help to activate the people performance link are those that ‘hold the promise of learning to do things better, or doing new things. It is the sense of progression and purpose that is important, especially in linking to organizational commitment’ (Purcell et al 2003, p 73).


Objectives and benefits of Learning and Development  

Employers invest in employee learning and development   as a method to meet a need or Dissolve a problem within the organization/company. Due to increasing international competition in today’s economy, companies must empower their employees and develop skills to maximize productivity and profits. The fast moving, ever changing global economy calls for a new work order and requires a flexible, multi-skilled, knowledgeable and adaptable workforce at all levels. Traditional training has provided the knowledge, facilities and the teaching



List of Learning   Methods
List of Development Methods

1. Technology-Based Learning
2. Simulators
3. On-The-Job Training
4. Coaching/Mentoring
5. Lectures
6. Group Discussions & Tutorials
7. Role Playing
8. Management Games
9. Outdoor Training
10. Films & Videos
11. Case Studies
12. Planned Reading

1.      Ignite managers’ passion to coach their employees.
2.      Deal with the short-shelf life of learning and development needs
3.      Teach employees to own their career development.
4.      Provide flexible learning options.
5.      Serve the learning needs of more virtual teams.
6.      Build trust in organizational leadership.
7.      Match different learning options to different learning styles.



Improved employee performance – the employee who receives the necessary training is more able to perform in their job. The training will give the employee a greater understanding of their responsibilities within their role, and in turn build their confidence. This confidence will enhance their overall performance and this can only benefit the company. Employees who are competent and on top of changing industry standards help your company hold a position as a leader and strong competitor within the industry.

Improved employee satisfaction and morale – the investment in training that a company makes shows employees that they are valued. The training creates a supportive workplace. Employees may gain access to training they wouldn’t have otherwise known about or sought out themselves. Employees who feel appreciated and challenged through training opportunities may feel more satisfaction toward their jobs.

Addressing weaknesses – Most employees will have some weaknesses in their workplace skills. A training program allows you to strengthen those skills that each employee needs to improve. A development program brings all employees to a higher level so they all have similar skills and knowledge. This helps reduce any weak links within the company who rely heavily on others to complete basic work tasks. Providing the necessary training creates an overall knowledgeable staff with employees who can take over for one another as needed, work on teams or work independently without constant help and supervision from others.

Consistency – A robust training and development program ensures that employees have a consistent experience and background knowledge. The consistency is particularly relevant for the company’s basic policies and procedures. All employees need to be aware of the expectations and procedures within the company. Increased efficiencies in processes results in financial gain for the company.

Increased productivity and adherence to quality standards – Productivity usually increases when a company implements training courses. Increased efficiency in processes will ensure project success which in turn will improve the company turnover and potential market share.

Increased innovation in new strategies and products – Ongoing training and upskilling of the workforce can encourage creativity. New ideas can be formed as a direct result of training and development.

Reduced employee turnover – staff are more likely to feel valued if they are invested in and therefore, less likely to change employers. Training and development is seen as an additional company benefit. Recruitment costs therefore go down due to staff retention.

Enhances company reputation and profile – Having a strong and successful training strategy helps to develop your employer brand and make your company a prime consideration for graduates and mid-career changes. Training also makes a company more attractive to potential new recruits who seek to improve their skills and the opportunities associated with those new skills.


Training can be of any kind relevant to the work or responsibilities of the individual, and can be delivered by any appropriate method.

For example, it could include:

*        On-the-job learning

*        Mentoring schemes

*        In-house training

*        Individual study


References :

https://nscpolteksby.ac.id/ebook/files/Ebook

Harrison, R (2005) Learning and Development, 4th edn,

Senge, P (1990) The Fifth Discipline: The art and practice of the learning organization

Tsang, E W (1997) Organizational learning and the learning organization

Walton, J (1999) Strategic Human Resource Development,



http://2020projectmanagement.com



https://hbr.org/2015/07/7-ways-to-improve-employee-development-programs

Image Sources:

Figure – 01: https://www.shutterstock.com




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