Learning and Development

Learning and Development

Now a day all every organization in the world has to face higher and very complicated competition over them, because of technology development and countries open their markets to globalization. Due to this heavy completion among them, organizations find a different type of strategies to survival in the global competition. Organizations try to differentiation them among rivals in terms of workforce knowledge, skills, competencies, and motivation. To achieve their objectives modern world organizations spend billions of money to train and develop the knowledge, skills, and abilities of their employees.

For example, US organizations spend over $126 billion annually for Employee Training and Development. (Paradise, 2007).

Definitions for Learning and Development

Learning can refer as a long-term change in the knowledge possessed by an individual, their type and level of skills, or their assumptions, attitudes, and values, which lead to them to increased potential to grow, develop and perform in more satisfying and effective ways.

As per the CIPD (2012) defined Learning and Development is a critical organizational process of developing people by connecting them with Learning and Development processes, operations and relationships which leads to enhancing the organizational efficiency effectiveness and sustainability for the business as well as to heightened the personal competence, better adaptability and employability towards the individuals.

Components of a Learning Organization.

Peter (Senge, 1990) defines about five components/Disciplines of learning Organization as follows.

1. Systems thinking.

2. Personal Mastery.

3. Mental models.

4. Building a shared vision.

5. Team learning.

 

 

Honey and Alan Mumford (1986) explained about four learning styles use by people to learn as follows.

 

Activists – People who learn by themselves in new experiences and tend to act first.

 

Reflectors – People who always observe and think about what happened and learn from it.

 

Theorists – They try to understand the theories behind to the actions and then synthesize and feel uncomfortable with subjective judgments.

 

Pragmatists - They are trying out and looking for new knowledge or skills into the problem or situation.

 

Organizations want to facilitate their members to learn within the organization. So the culture of the organization should be a Learning culture. Identifying the performance gap is important to conduct proper learning and development practices within the organization. The learner should motivate while learning and then giving feedback on his performance is important. The facilitator should aware of the requirements of the learner and he should ensure that the learning objectives are achieved by the leaner. It can conclude that learning is not an activity done in a classroom and it is a long-term continuous process maintaining by organization members through their experience.

 

References:

•  Michel Armstrong (2001), “A Handbook of Human Resource Management Practice”, Kogan Page, 8th Edition.

•  Peter Honey and Allan Mumford, (1986)

• Chartered Institute of Personnel and development, 2012. Learning and talent development- Annual Survey Report. The Chartered Institute Of Personnel and Development, London.

•  Senge, P.M., (1990). The art and practice of the learning organization. 

• https://www.youtube.com/watch?v=6HDCX7LtCUs  [Accessed on: 4^th  June 2020]

• Image :
  https://www.google.com/search?q=learning+and+development+images&tbm=isch&ved=2ahUKEwiX4Z2E5rLqAhVohUsFHQloCzYQ2-cCegQIABAA&oq=Learning+and+Development++images&gs_lcp=CgNpbWcQARgAMgIIADIGCAAQBxAeMgYIABAHEB4yBggAEAUQHlC7oOcBWLug5wFg17PnAWgAcAB4AIAB2AGIAdgBkgEDMi0xmAEAoAEBqgELZ3dzLXdpei1pbWc&sclient=img&ei=hQoAX9eKDuiKrtoPidCtsAM&bih=657&biw=1366#imgrc=8yuYxyQWpTzrxM
   [Accessed on: 4^th  June 2020]