Introduction to Learning and Development

Learning

Learning is a continuous process and simultaneously it improves existing capabilities, skills, knowledge and people attitudes. Learning creates people to shoulder higher level responsibilities in future (Armstrong, 2010). Through learning, people get understanding of how to carry out things which they did not aware earlier (Honey and Mumford, 1996). Individual learning is linked with organizational development (Goldman et al., 2009). Learning helps to develop knowledge, skills and perceptions (Clifford 2007).

Learning Vs Training

Learning is a process which is rest within the domain of the individual while training rests within the domain of the organization (Sloman, 2003). Through learning a person improves new knowledge, skills and capabilities, whereas training is one of several methods which an organization could be considered to provide learning (Reynolds et al, 2002).

Learning Culture

Reynolds (2004) indicates a learning culture is a crucial requirement such as growth medium which inspires employees to perform in positive manner through learning. From top management to lower level employee of the organization learning culture has been recognized as essential process which they are committed and engaged continuously. Learning culture promotes organizational learning (Armstrong, 2010).

 

The Learning Organization

The learning organization facilitates continuous learning for its employees. Senge (1990) describes employees in a learning organization are continually expand their capacity to construct their ultimate results, think in new and broader aspects, continually learn way of learning together.

Organizational Learning

Armstrong (2010) describes Organizational learning as how learning takes place in organizations. Organizational learning directly relates with survival and adapting to organizational changes (Senge, 1997).Methods of organizational learning are includes;

• Learning environment
• Identifying learning and development needs
• Implementation of learned knowledge in practice
• Fulfilling of learning and development needs (Riahi, 2009)

Development

Development is a confirmation of personnel abilities and competencies are improved and performed well through the establishment of learning experiences or through self-directed learning activities (Armstrong, 2010). Development could be measured by the learning activities which leads to perform increased responsibilities (Armstrong, 2010).

Stages of personal development planning

• Analysis of the current situation.
• Set goals according to the requirement.
• Prepare an action plan.
• Implement the plan (Armstrong, 2010)

Learning and Development

Learning and development (L&D) is the process of gaining and developing competencies, capabilities, behaviors and attitudes through learning or developmental methods (Armstrong, 2010). It is important to have L&D practices for well-being, innovation and success of individuals as well as organizations (Delahaye, 2011).

Figure 1.0 Elements of learning and development

(Source: Armstrong, 2010)

Approaches to Learning and Development

Learning and development could be facilitated in several ways,

• Formal - Formal learning is well organized and ordered way of providing learning. It uses structured training programmes and is conducted as on- or off-the-job (Armstrong, 2010).
• Informal -  If learning is acquired through  experience it is considered as informal learning (Armstrong, 2010). Important methods of conducting informal learning are coaching and mentoring. Other methods are job rotation,  job shadowing, bite-sized learning and through e-learning, cross-functional or cross-site project work.
• Group learning- This type of learning is not used as a learning programme (Clifford and Thorpe 2007). They include discussion boards, networking events, trade exhibitions and professional institutes.
• Individual learning- There are various individual learning methods within workplace environment. They include:

1. Coaching
2. E-Learning
3. Mentoring
4. Distance Learning
5. Self Study and Reflective practice

Strategic Learning & Development

Strategic L&D is a process which leads to achieve organizational goals through its human resources by means of integrated L&D strategies, policies and practices. Strategic L&D provides a consistent and broad framework which helps to develop individual. This is achieved through creation of a learning culture and formulation of learning strategies (Armstrong, 2010).

Talent Management

Talent management is the systematic attraction, identification, development of  individuals who displays a particular value to an organization or having a high potential of the future. Talent management activities are frequently used in larger organizations and focus on developing high-potentials and future leaders (CIPD, 2015).

Examination of application of L & D in global context 

For a better performance of the organization, it is not sufficient to have only one method for L&D and should consider a mix of methods. Ex. Google has been enhanced their employee performance through training and leadership programmes. One third of 33,100 employees trained by in-house training programmes while another fraction through external training from Al Gore and Lady Gaga (Sullivan, 2013). Project rotations and learning from failures have been used as techniques.  

Google has been using 70/20/10 model which illustrates that 70% of employee’s time is spent on defined job role, 20% on personal development which benefits to the company balance 10% of time spend to develop new business ideas and projects (Fletcher, 2007). Google implements on the job learning methods and individual employees work on projects and if these were successful, same is developed into a model and put into practice.

Learning culture is considered as one of its main values Sampath Bank PLC in Sri Lanka which is a leading commercial bank. It facilitates learning opportunities to employees in each levels according to the training gaps/ needs identified. By using variety of channels such as E learning, in house training and external training, learning opportunities are provided to relevant employees. Effectiveness of the learning acquired is evaluated via performance appraisals by the HR department in regular intervals. 

According to the Annual Report 2017, Sampath Bank PLC has invested Rs.70.0Mn for Training in year 2016 and 2017 consecutively. A total number of 235 Competency Development programmes, including internal, external, overseas and distance learning have been conducted based on the Training Need Analysis while covering team members at all levels. The average training hours per team member has been tabulated as 39 Hrs in year 2017, which is an increase of 15 % compared to the year 2016. Out of total employees 377 team members have been promoted to their next level during the year 2017 those who have performed in significant way with their improved competencies and capabilities.

 Factors influencing Learning and Development

• Barriers related to alignment of L&D with strategic business needs of the organization. This results due to reasons such as lack of clarity of business strategy, poor leadership and lack of resources.
• Diversification of learning delivery options and identification of best appropriate technique.
• Interdependence of working and learning which cannot be separated (Little, 2010). 
• Government policies.

Evaluation of Learning and Development

Evaluation is a systematic process of collecting and analysing of data relevant to L & D.  Results of analysis can be used for future planning, guiding decision making, assessing the relevance, effectiveness and the impacts (Raab et al., 1991).

Best-known framework for evaluation is named Four Levels and was introduced by Kirkpatrick in 1960 and still in used.  Four levels are Reaction, Evaluate learning, Evaluate behaviour, Evaluate results (Schmidt et al, 2009).

Importance of Evaluation to the Organization

• To facilitate decisions related to organizational development and its vision.
• To provide evidence of investment on human capital.
• To demonstrate the value of involvement of L & D to the organization (Burkett, 2005a)
• To determine employees who require to provide training programmes (Mann, 1996).

Importance of evaluation to individuals

Evaluation provides opportunity to provide feedback to their trainers. Learning provides an interrelation among the organization’s human resource strategy and overall business strategy (Mabey, Salaman, and Storey, 1998).  Therefore proper evaluation ensures that the  organization comprise a human capital with appropriate competences required to execute the HR strategy.

Impacts of L & D on individual and organizational performance

According to Delahaye (2011) Learning and development provides the basis for well-being, innovation and success of individuals, organizations and societies. Employees are the most important resource of the organization hence organizations increasingly invest on the human capital aiming to increase individual performance. This will ultimately leads to enhance the overall performance of the organization. For a strategic competitive  advantage, it is paramount to relate individual performance with the organizational strategic goals. 

Providing L & D supports to employees to function their current role in a proficient manner. It is vital to apply more diverse learning and development activities which will enable  employees to maximize their potential. New knowledge and skills developed  through L & D sourcing to differentiate themselves from their competitors and to reap the benefits of the organization. This finally courses to build competitive advantage. Way of delivering of L & D should be in a way that benefits to the workplace can be observed and enhance values to employees and to organization. Further it should enable employees to transfer their new knowledge and skills for the  benefit of all of key stakeholders of the organization.

In contrary to the benefits of L & D there are certain disadvantages too. It is purely a cost to the organization. It happens severely if employees were failed to grab the new learning and failed in applying new knowledge to the work place. Planned outcome could not be achieved if L & D programmes have not been selected according to the organizational strategies and objectives. Therefore it is critical align L & D with the organizational vision, objectives and strategies.  Hence study of the requirement to provide L & D, its importance to individual and to entire organization to be evaluated in identifying and selecting appropriate learning and development programmes.

Even though  there are few constrains in the L & D, same could be mitigated with proper human resource, who are  capable to select appropriate L & D programmes, evaluate its fit with the organizational vision and objectives and streamlining accordingly.

Conclusion & Recommendation

Learning and development facilitates individuals to improve their competences and attitudes which helps ultimately to organizations to achieve their long term goals. This leads to develop organizational culture that stimulates employees to be innovative. Through this nature organization will be able to develop a human capital comprise with competitive advantage. This leads organizations to be sustainable in their volatile markets. Therefore understanding the importance and relevance of L& D is crucial.

Organization should review their organizational management strategies from time to time to implement most appropriate strategies in accordance with the vision. From the top management up to line management, the importance of L&D should be embedded and this would be further focus to each level individual.   This should be understood that pushing L & D to the backside will negatively affect the overall organizational effectiveness. To be more effective there is no one L&D approach. However wide range of L&D methods need to be considered to determine its suitability. This ensures maximum use of ideal L & D where the organization is in strategic competitive advantage position.

Organizations should focus on their strategic objectives to improve L & D. The culture of the organization must allow learning experience to be put into the practice and to remove bottle necks and reinforce the values of learning. To do this, a sustainable process to support development should be in place. Adequate budget should also be allocated to L&D to drive innovations. It is concerned that the organization has the knowledgeable, skilled, engaged and committed workforce it needs.

It is recognizable that there is an ongoing improvement of the importance of L & D in organizations where a greater alignment exhibit with the business. These findings point out the benefits bring into number of areas.

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