Learning & Development

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06th September 2018

Blog – 03 Learning & Development

Learning & development aims to ensure that people in the organization gain and develop the knowledge, skills and competencies they need to carry out their work efficiently & effectively for the betterment of the organization & employees.

Learning & development aims to ensure that people in the organization gain and develop the knowledge, skills and competencies they need to carry out their work efficiently & effectively for the betterment of the organization & employees.

Honey and Mumford (1996) describe learning is a continues process that not only enhances capabilities but also leads to the development of skills, knowledge and attitude that prepare people for enlarge or higher level responsibilities in the future. Development is a concern with ensuring that a person`s ability and potential are grown and realized through the provision of learning experience or through self-managed learning.

Armstrong (2014) learning & development defined as the process of ensuring that the organization has the knowledgeable, skilled & engaged workforce it needs.
* Learning is the process which a person acquires and develops knowledge, skills, capabilities, behaviors and attributes as per the job requirement.


* Development is the growth or realization of a person's ability and potential gain through continues learning and educational experiences.


Kolb’s Learning Cycle (1984)
  Figure 1-  Kolb’s Learning Cycle (1984
According to Kolb (1984) Learning Cycle, effective learning can only take place when an individual completes a cycle of the four stages;  

1.      Concrete experience – Doing / having the experience
2.      Reflective observation – Reviewing / reflecting the experience
3.      Abstract conceptualization – Concluding /learning from the experience
4.      Active experimentation – Planning / trying out what you have learnt

According to Dessler (2013) employers strategic plans should ultimately align with its training goals to identify the employee behaviors. Through that employer can execute its strategy & deduce what competencies employees will require to meet the present & future job requirements.

According to a survey done by Reiser (2007) establishing a linkage between learning and organizational performance was the number one issue faced by the training professionals. Training has a major impact on influencing performances of an organization.


References 

Armstrong, M.(2014). Armstrong's Handbook of Human Resource Management Practice, 13th Ed

Cindy.W. 2007). 21st-Century Human Resource Management Strategic Planning and Legal Issues. London: Press

Dessler, G.(2013). Human Resource Management. 13th Ed

Honey, p and Mumford A 1996 the manual of Learning styles, 3rd edition, Honey publications, Maidenhead.

Kolb, D. (1984) Kolb's Learning Cycle Journal Of Management Education, Vol 22 No.3, pp.304-319 Sage Publication,Inc


Reiser, R. (2007). Trend  and  Issues  in  Instructional

Comments

  1. Unknown27 September 2018 at 07:50

    Academic material need to be improved. However article is accepted.

    ReplyDelete

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