Learning and Development (Lecture 3)

Learning and Development is a key aspect in HRM. There are many ways that employees can be developed and trained. Some of these methods include on the job training, on the job development, off the job training, Induction programs, Internal as well as external workshops.

When going through the below diagram of Armstrong, (2009) that explains elements of learning and development.

Figure i: Elements of learning and development (Armstrong, 2009).

Definition to Learning and development

“Learning and development is the process of acquiring and developing knowledge, skills, capabilities, behaviors and attitudes through learning or developmental experiences. It is concerned with ensuring that the organization has the knowledgeable, skilled, engaged and committed workforce it need “ (Armstrong, 2009).

According to Harrison, (2009) Learning and development is the process to support collective progress through the collaborative, expert and ethical stimulation and facilitation of learning and knowledge that support business goals, develop individual potential, and respect and build on diversity.

Distinguish between Learning, training, development, and education

Armstrong, (2014) explain about the main components of learning and development, and following table 1 mention the main differences between Learning, training, development, and education.

Learning	Development	Training	Education
A process of obtains and develops knowledge, skills, capabilities, behaviors, and attitudes of individual	Growth or realization of a person’s ability and potential through the provision of learning and educational experiences	Systematic application of formal processes to impart knowledge and help people to acquire the skills necessary for them to perform their jobs satisfactorily	Development of the knowledge, values and understanding required in all aspects of life rather than the knowledge and skills relating to particular areas of activity
Formal and informal, long term future oriented, learner initiated	Long term in nature	Experience with Short term forces	Long term process
Continues Change	Broader concept focused on personality development	Narrow perspective Focus on knowledge, skill, ability and job performance	learning new skills, knowledge, and attitudes that will equip an individual to assume a new job or to do a different task
Focus on values, attitudes, innovation, and out comes	Conceptual and theoretical knowledge	Specific job-related purpose	systematic instruction / general concepts
obtaining knowledge or skill	Consider general knowledge	It helps individual to learn how to perform his present job satisfactory	Theoretical oriented
Permanent changes in a person that is related to past experiences and the opportunity to gain skills and knowledge	It prepares individual for future job and growth in all aspect	Job experience, Learning new things and Refreshing old one	Class room learning
Directly linked with organizations mission and requirement for success	Implementing the learned session and finding new ones	Not necessarily linked to organizational mission and strategic	Board perspective

When going through below image can simply identify the differences between Learning, training, development, and education.

Figure ii: What’s the different between Training, Education, Development, and Learning (Wheeler, 2013)

Concept of the ‘Learning Organization’

A learning organization is the term given to an organization which facilitates the learning of its employees so that the organization can continuously transforms itself. Learning organization develops as a result of the pressures which are being faced by the organizations these days for enabling them to remain competitive in the present-day business environment. The learning organization concept was coined through the work and research of Peter Senge and his colleagues. The learning organization encourages to a more interconnected way of thinking. Such organization becomes more like a community for which employees feel a commitment to. Employees work harder for the organization since they are committed to it.

Definitions of Learning organization 

Senge, (1990) describe learning organization as the organization “in which you cannot not learn because learning is so insinuated into the fabric of life.”

According to him the learning organizations are “Organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together”.

Characteristics of Learning Organization

The five main characteristics that Peter (Senge, 1990) had identified are said to be converging to innovate a learning organization. These are, 

• Systems thinking

• Personal mastery

• Mental models

• Building shared vision

• Team learning

                          Figure iii: A learning organization and its characteristics (Sarna, 2014)

References

Armstrong, M., (2009). Armstrong’s Handbook Of human resource Management practice 11th edition.

Armstrong, M. and Taylor, S., (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Harrison, R., (2009). Learning and Development. In: i. 5, ed. Learning and Development. London: Chartered Institute of Personnel and Development, 2009.

LinkedIn Learning, (2014). Principles of Learning. [Online]
Available at: https://www.slideshare.net/radzmelsaji/principles-of-learning
[Accessed 20 8 2018].

Sarna, S. K., (2014). learning organization & its Characteristics. [Online]
Available at: http://ispatguru.com/a-learning-organization-and-its-characteristics/
[Accessed 20 8 2018].

Sanicola, L., (2016). The Importance of Talent Development as a Total Rewards Lever. [Online]
Available at: https://www.huffingtonpost.com/entry/the-importance-of-talent-development-as-a-total-rewards
[Accessed 20 8 2018].

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

Wheeler, K., (2013). Future of Talent Retreat. [Online]

Available at: https://futureoftalent.org/whats-difference-training-education-development-learning/
[Accessed 23 8 2018].