Learning and Development in Organizations

Learning and development is a special HR function that is described as the enhancement of an employee’s skills, knowledge and competency in order to improve performance in a work setting.

In today's competitive environment, learning and development have taken on an essential role in a competent and demanding business style. Increased organizational effectiveness and sustainability are the most significant expectations for it (Armstrong, 2006).

Elements of learning and development process

Training         : Learning events, programs, and lessons that help individuals to reach the levels of knowledge, ability, and competence required to effectively carry out their work.

Learning           : Development of behavioral changes due to practices or experiences.

Development    : The growth of the person’s ability and potential through the availability of learning and educational experiences.

Education        : The development of the knowledge, values and understanding required in all aspects of life instead of  the knowledge and skills practically obtained from relevant areas. 

Learning and development strategy

The basic goal of this strategy is to create an environment that encourages individuals to learn and grow (Armstrong, 2009).

The philosophies underpinning the strategy of learning and development as follows.

  • A higher contribution to the successful achievement of the organization’s objectives and investment.
  • Business and human resource strategies should be combined into and reinforced by plans and      programs.
  • A higher contribution to bottom-line outcomes through performance-based improvements and individual performance.
  • Every employee in the organization should be encouraged to learn and develop their skills.
  • Focus on self-managed learning.

Methods of learning and development

Here are some common learning and development methods that can accelerate the pace of learning and strengthen its impact in your organization (AIHR, 2021).

Role Play

develops communication and language skills and also develop decision making skills

Coaching

helping the individual to improve their own performance

Mentoring

assisting you in achieving your personal or professional objectives, introducing you to new ways of thinking and sharing life lessons

Simulations / Business games

highly interactive way of experimental learning and very realistic.

E-learning

Save money and time as well as you can access content anywhere and anytime.

Lecture

Develop listening skills.

Case Studies

Help to improve overall student perceptions of learning benefits.

Kolb’s learning style inventory

In 1984, David Kolb released his learning styles approach, which he used to create the learning style inventory. His learning style theory is typically represented by  four-stages (Kolb, 1984).

Figure 1: Kolb's Learning Style and Experiential Learning Cycle (Source: SimplyPsychology, 2017)

According to the Kolb’s learning style , different people prefer different learning styles. It depends on the social environment, educational experiences, or the basic cognitive structure of the individual. Here are brief descriptions of the four Kolb learning styles.

Diverging - Concrete Experience (Feeling) / Reflective Observation (Watching)

These people are sensitive and prefer to watch and gather information.

Assimilating - Abstract Conceptualization (Thinking) / Reflective Observation (Watching)

These people believe the importance of ideas and concepts than people and prefer lectures, readings and think things through.

Converging - Abstract Conceptualization (Thinking) / Active Experimentation (Doing)

People and interpersonal factors are less important to converging people than technical requirements. They enjoy trying out different ideas, simulating them, and working with practical uses.

Accommodating - Concrete Experience (Feeling) / Active Experimentation (Doing)

This learning approach is common among the general public as they are drawn to new challenges and experiences, as well as the execution of plans.

Conclusion

Learning is a part of the organization’s culture. The primary purpose of learning and development is to ensure the availability of required capabilities. As a result, willingness to continue learning is a non-negotiable need for employment. Learning and development should remain linked to business results so that it is easier for employees to connect the training with everyday issues. Kolb's four-stage learning cycle explains how experience is transformed into concepts through reflection, and then used as a guide for investigation and the selection of new experiences.

 References

AIHRAacademy (2021). Learning and Development: A Comprehensive Guide . [Online] Available from: https://www.aihr.com/blog/learning-and-development/#author [Accessed 03 December 2021].

Armstrong, M. (2006) A Handbook of Human resource Management Practice.10th Edition. [online] London:Kogan Page Limited. Available from : https://www.pdfdrive.com/a-handbook-of-human-resource-management-practice-e24209359.html [Accessed 04 December 2021].

Armstrong, M. (2009). Armstrong's Handbook of Human Resource Management Practice. [Online] Available from: https://www.pdfdrive.com/armstrongs-handbook-of-human-resource-management-bms-d14032593.html [Accessed 4 December 2021].

Kolb, D A. (1984). Experimental Learning, Expirience as the source of learning and development, Englewood Cliffs,NJ: prentice Hall.

SimplyPsychology (2017). SimplyPsychology [Online] Available from: https://www.simplypsychology.org/learning-kolb.html [Accessed 4 December 2021].

 

 

 

 

 

Comments

  1. Unknown6 December 2021 at 07:18

    very good topic learning is a very importnat point in an organization .

    ReplyDelete
  2. M D S Perera7 December 2021 at 19:22

    Dear Lasanthi a very detailed out blogpost on Learning and Development and heavily informative. I agree that it is a part of Organizational Culture and thank you for sharing!

    ReplyDelete
  3. Unknown7 December 2021 at 19:35

    Learning is a very important to develop a organisation through trainings and education. Very valuable topic and appreciate your blog. You have done it in a creative way. Well done.
    Priyankara.

    ReplyDelete
  4. Steffni_D8 December 2021 at 07:55

    This comment has been removed by the author.

    ReplyDelete
  5. Steffni_D8 December 2021 at 07:57

    Learning and development, often known as training and development, is an organizational component of human resources. The purpose of learning and development is to align employee goals and performance with the goals and performance of the organization. Those in charge of learning and development in a business must identify skill gaps across individuals and teams before developing and delivering training to close those gaps. Typically, the Learning and Development Manager leads the Learning and Development team. The Learning & Development Manager is in charge of creating and implementing a company's learning strategy. In today's workplace, these obligations can involve a wide range of theoretical, technologically driven, and managerial responsibilities (Vinikas, 2021)

    ReplyDelete
    Replies
    1. Lasanthi Yaparatne19 December 2021 at 05:20

      Thank you so much for adding more details relevant to the topic.

      Delete
  6. ARSHAD MBA8 December 2021 at 08:05

    Lasanthi, Definitely learning and Development will make very much effective in all departments in a Business Culture, Learning approach to be handle with new innovative ideas to make employees effective. Thanks for your valuable thoughts.

    ReplyDelete
  7. Nuwansiri Rathnayake8 December 2021 at 09:42

    Learning and development is an essential key point that organization can drive to success. It helps companies gain and retain top talent, it improves productivity, and learning & development helps companies earn more profit as well. Interesting article with good explanation.

    ReplyDelete
  8. Asma Nafaz13 December 2021 at 17:58

    Learning and development is fundamental in this competitive business environment. Through learning and development, the employees get the opportunity to enhance their knowledge and skills to perform their tasks more successfully.

    ReplyDelete
  9. Dilrukshi indurugolla13 December 2021 at 20:24

    Learning and development is one of the important side of a HRM. This makes employees more productive and effective. It is actively and intimately related to all the personnel or managerial activities.

    ReplyDelete
  10. Charith-MBA-202115 December 2021 at 03:40

    Employee training and development helps to keep employees' skills and knowledge up to date for doing their jobs, which in turn helps to boost their work efficiency and an organization's productivity. It guarantees that employees' learning or behavioral change occurs in a systematic manner. Training development, often known as learning and development, is a set of formal continuing education activities aimed at helping employees achieve their and organizational goals and enhance their performance.
    Regards.

    ReplyDelete
  11. Benjamin Thason16 December 2021 at 06:30

    Learning and development is not one time deliverable, it is process and every organization has this in amore effective manner will lead to successes. most of the time many staff joins without any clue of the organization, but training and development process will mole them to be the correct person for the organization

    ReplyDelete
  12. Mohamed Hasaan19 December 2021 at 06:30

    Talented employees are not always gifted. Because technologically, we can see massive growth every day and thus must keep improving our capabilities to adapt to the environment's needs. So even the best staff can become obsolete when skills deteriorate, so learning new skills has become an essential part of life today.

    ReplyDelete

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