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)

List of Reference

Armstrong, M. (2010) Armstrong’s Essential Human Resource Management practice: A guide to people management. 2nd Ed. Hong Kong, Replika Press Pvt Ltd.

Clifford, J. (2007) Workplace Learning and Development. London: Kogan page Limited.

Delahaye, B. L. (2011). Human Resource Development: Adult Learning and Knowledge Management (3rd Ed.). Milton, QLD: John Wiley & Sons Australia, Ltd.

Goldman et al. (2009) Learning in a chaotic environment, Journal of Workplace Learning, 21(7).

Honey, P and Mumford, A (1996) The Manual of Learning Styles, 3rd ed, Honey Publications.

Personnel job innovation in Gillan customs, Master's Thesis.

Reynolds, J (2004) Helping People Learn, CIPD, London.

Reynolds, J, Caley, L and Mason, R (2002) How Do People Learn? CIPD, London

Riahi, Amir. 2009. Investigate the role of learners organizations dimensions on amount of the

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

Senge, P. M. (1997). The fifth discipline: Measuring Business Excellence. Emerald Insight 1(3).

Sloman, M (2003) E-learning: stepping up the learning curve, Impact, CIPD, January.