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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ReplyDeleteMagnificent presentation emphasis about leaning and development covering significant areas of the topic concern .
Further organizational leaning also play a important role of learning ,embrace both adaptive and generative learning. The organizational learning is divided in to two such as single learning and double loop learning. The single loop learning looks for solutions within organization’s policies, plans, values and rules, error and correction process, promotes adaptive learning . The double loop learning closes gap between desired and actual states of affairs by questioning, modifies organization’s policies, plans, values & rules to guide action and promotes generative learning.
Yes Shantha. Further, the double-loop learning is used to produce new strategies examining cause and effect relationships arising from error (Chebbi and Pündrich, 2015; Pidgeon and O’Leary, 2000). This process follows the notion of error detection and correction, stems from a classical paradigm (Peschl, 2007). However, there might be recurring problems in which there are no right or wrong solutions.
ReplyDeleteSingle-loop learning occured when errors are detected and corrected, but underlying assumptions are not evaluated; at the second level, there is double-loop learning. This process assumes that individuals have the ability to identify all problem parameters and the ability to resolve them. This process contains a rational view which attempts to apply a cybernetic model to human processing. As a result, double-loop learning might be used inadvertently (Argyris, 1993).