Learning and Development
Learning and Development
Introduction
Organizations can compete the competitor market with talented employees who have a higher level of knowledge, ability and skills which are based on their strategic imperatives and awareness of business and its goals (Armstrong, 2006). Continuous improvement of these qualities directly involves to the improvement of motivation, commitment to the organization and perform excellence in their jobs (Meyer and Smith, 2000). But annual surveys related to L&D still struggling to evaluate effect of L&D due to some key issues specifically, L&D professionals have not recognized the organizational needs, business strategies (CIPD Annual Survey report,2015). On the other hand, the rapid change of technology makes the sense of the requirement of new capabilities and competencies to the employees to perform well to the market and effective trainings can fulfill this requirement (Tai, 2006).
According to these debates, it is possible to conclude, it
is essential to facilitate effective learning and development process which is
functioning regularly to gain better knowledge and relevant skill set align
with the business goals to gearing up the organization in the competitor
market. Indirectly it is not only to be aware about the business, Up-to-date
knowledge and skills of employees but also to change attitude and behaviors into
a correct way in a correct time.
Video 1: Learning and Development of Employees
What is Learning and Development
Learning and Development is a process which is able to
acquire knowledge, improve skills, change behaviors and change attitudes of
learners and also, it can be fulfilled through individual’s and team’s skills
and knowledge with their experience also suitable activities including
self-directed activities align to organization and correct guidance and
mentoring by line managers. (Armstrong and Taylor, 2014). Strategic
learning and development process is a planned learning experience that ensure organizations
about more profit while increasing knowledge of individuals not only today but
also for the future market with positive attitudes and ultimately orienting
profit to the organization (Jan,
Israr, Tahir, Yousafzai and Hashim, 2014). According to the CIPD Annual survey
report,2015, Learning and development is a symbolic function with HR department
and also, survey says that L&D strategy should be align to quarterly
business needs. Better understanding about strategic learning and development,
effective methods and practices of L&D, learning organizations and
organizational learning processes are HRM matters of an organization to perform
in the competitor market (Annual
survey report, 2015). All
these debates and theories can be concluded as it is an important to process in
learning and development function to the individuals which has to be one of the
major functions of the HRM matters and the outcome is directly effected to the
organization’s long lasting gearing up process.
I work for a
leading Telecommunication company in the country and L&D considered as one
the main functions of HRM and it makes the sense of indicating continuous
progress of employees not only align to the job role but also extra
performance. Early adaptation to new technologies, subject expertise,
innovations are the indicating factors of outcome of learning and developments
offered by the management of the company.
According to
Robotham’s suggestion, Training, development and education comes under one
umbrella called “Learning” (Robotham, 2003), but with the suggestion of
Armstrong and Taylor, whether they come under Learning and Development, it has
to be elaborated separately as Learning, Development, Training and Education ((Armstrong and Taylor, 2014). It
is better to understand each of these terms with their definitions, separately.
Learning
Learning is a formal process for employees to acquire
knowledge, skills, capabilities, attitudes and modification of behaviors within
or outside the workplace (Armstrong,
2006).
Learning
can be a form of cognitive, linguistic or a social form which modifying by
acquiring knowledge, skills, attitudes, beliefs, strategies and behaviors of
employees (Scheunk, 2012).
Training
Training is a
set of activities which are mainly focused to individual development and
capability building, organizational potential and also reacts to present needs
(Reynold, 2004). Training is a process of enhancing individual’s skills,
knowledge, exposure and ability of doing things (Shaheen, Naqvi & Khan,
2013).
Training is an
organized knowing, which identifies needs of skill to efficient execution
of existing processes by aligning operations to the current situation. Also, it
enhances effectiveness of employees’ capabilities by motivating them and enhancing
their performance to the organization by transforming them as well-organized
well-mannered employees (Saleem, Shahid &Naseem, 2011).
Training is an
indicator of employees which shows outlook, skills, knowledge and
capabilities of them and ultimately shows the performances as well. Other than that,
training adequate technical and social competency of employees and it indicates
suitable management position as a specialist through career development of them
(Laing,2009).
Education
Education is
also a development of employees’ knowledge and values, which are not limited to
particular working environment but all aspects (Armstrong, 2006).
Education is
a regular process organized by social for continuous transformation of
experience from the past to the present (Naziev,2017).
Development
Development
is a grow and realization of personal ability and potential through learning
and education supplied by the organization (Armstrong, 2006).
All these terms ultimately build effective and efficient employees those who are enhanced with knowledge, skill, attitude and show extra performance, not only for their workplace but for the social as well. The company which I work provides continuous Learning and development programs to its employees aiming different outcomes.
· Improvement of performance, skills and knowledge of employees related to their field of work
· Quick adaptation to new technology
· Improve creativity and tend to innovate
· Build subject specialists
With the
feedbacks collected by employees and comment of their supervisors, overall
progress of the considered company reached successful level of competitor
market with higher level employee satisfaction. Different L&D methodologies
are practicing for situations to achieve the overall aim of the centre. As a telecommunication
service provider, the company I have worked for needs early adaptation to new
technologies and also management of the company fully trusts that they achieve success
due to proper functioning of learning and development practice by its training
centre. System training, outbound training, self-development programs,
e-learning modules show better outcome from the employees for the point of
performance.
By critically
evaluating all of the above debate, it is clear that Training, learning,
education and adequate for the development of employees of an organization not
only for the specific task but for all aspects ultimately becoming a specialized
position of the organization.
List of References
1. Annual survey report (2015) Learning and Development London: Chartered Institute of Personnel
and Development
2. Armstrong, M. (2006) A
Handbook of Human Resource Management Practice. 11th ed. London,
Kogan Page, Ltd.
3. Armstrong, M. & Taylor, S. (2014) Armstrong’s
Handbook of Human Resource Management. 13th ed. New Delhi, Kogan
Page Limited.
4. GreggU (2016) Introduction to Employee Training and
Development [online]. Available at: <.
https://www.youtube.com/watch?v=CLm-UaRAwtE >. [Accessed on 10th July 2021].
5. Jan, S. Israr, Tahir, N., Yousafzai, I. K. & Hashim, M. (2014).
The Impact of Training and Development on Employees Performance and Productivity. International Journal of Academic Research
in Business and Social Sciences, 4(4), p.87.
6. Laing, I. F. (2009), The impact of training and
development on work performance and productivity in public sectors organizations:
MBA. Thesis, Institute of Distance Learning, KNUST, pp. 11-13.
7. Meyer, P.J. & Smith, A.C. (2000) HRM practices and
organizational commitment: test of a mediation model. Canadian Journal of Administrative Sciences, 17(4), pp. 319-31.
8. Naziev, A. (2017). “What is education”, Future Education
International Conference, Florence, Italy p.1.
9. Reynolds, A. (2004). Helping People Learn, CIPD,
London.
10. Robotham, D.
(2003) Learning and training: developing the competent learner; Journal of
11. Saleem, Q., Shahid, M. & Naseem, A., (2011). Degree of
influence of training and development on employee’s behaviour. International
Journal of Computing and Business Research. 2(3), pp. 2229 - 6166.
12. Schunk, D. H. (2012), Learning Theories: An Educational
Perspective. 6th ed. Boston, Pearson Education, Inc.
13. Shaheen, Naqvi, S., Khan. M. (2013), Employees Training
and Organizational Performance: Mediation by Employees Performance, journal
of contemporary research in business, 5(4).
14. Tai, W. T. (2006) Effects of Training Framing, General Self-efficacy and Training Motivation on Trainees. Training Effectiveness, Emerald Group Publishers, 35(1), pp. 51-65
In this pandemic situation most of the trainings are conducted through online. Do you think in this method employee can take full advantage?
ReplyDeleteIt depends.
DeleteOnline distance learning played critical role in the pandemic and the effectiveness is depending on self-efficacy, computer experience and gender, also the effectiveness of the training through online or physical shows same outcome when participant fulfill above factors (Yang, 2011). According to the survey among local universities done to evaluate online learning in Sri Lanka during pandemic, around 90% of participants react that they are able to access and show high adaptation to online education, in the same survey, they mentioned that it depends on household income and internet connection (Hayashi et al, 2020).
The organization I have worked is practicing more online learnings and use simulator software while doing hands-on practice trainings like Fiber splicing, network troubleshooting etc. Also, video clips of practical scenarios are showing more effectiveness.
Agreed. Further it evidently reflects the caring nature of the company on their employees through the development programs organized by the company which is important for employees (Elena, 2000).
ReplyDeleteYes, the comment is agreeable. According to the theories relevant to training and development, it is essential to select appropriate training model according ot the nature of the organization (Mihem et al, 2014). Furthermore, while designing training, the first step is to identify training needs which compromises worker performance, job description and performance issues and then select the training methodology to training them to overcome issues and develop skillful employee(Management Science for health, 2021).
DeleteAgreed; on the other hand, as mentioned in the blog post, L&D responsibilities mainly going to HR; conversely, Developing managers and their leaders within various learning programmes allowed employee performance, skill levels and job satisfaction (Belling, James and Ladkin, 2004).
ReplyDeleteYes Amila, training and development should be one of the major responsibilities of a HRM of the organization, the amount of quality and quantity are the direct factors of effectiveness of the trainings offered to the employees (Laing & Ferguson, 2009). Some organization increases their annual budget portion for the training and development of the employees due to weakness of their vocational training systems (Vo & Hannif, 2012).
DeleteYes Nimna, knowledge sharing should be there which has to be aligned with learning and development. Furnter, Chugh(2012), also confirm that it is important to dwell that HR functional strategies to encourage employees’ tacit knowledge sharing among others. other than that as you mentioned properly, learning and development increases knowledge and skills. According to the survey outcome, training provides several positive impacts to the employees including managers via decision making, gap filling of management literature(Stanlslaus,2019).
ReplyDeleteAgreed with your points while adding more,Employee training and development occurs at several levels of the business and assists individuals in achieving a variety of objectives. According to Elnaga and Imran (2013), this effort aids individuals in reducing workplace anxiety and irritation. When a task is not completed successfully and the end results are not as expected, the individual may lose motivation to continue working (Asim, 2013).
ReplyDeleteYes menupa, training and development is able to cater not only knowledge or skill development but motivation, productivity and self-enthusiasm of individuals which drives employees to do their tasks on time, correct way and more productive way(Armstrong, 2010). Furthermore, Tahir et al(2014), training and development provides opportunities to the employees to bring employees better career life and have better position in the organization so the organization resources and assets are productively engaged. Nda & Frad(2013) also mentioned that to process organization productive, efficient and effective manner, it is essential to have up to date skilled employees which can be provided through a continuous functioning of training and development process of the organization and it is one of the main functions of the HRM.
DeleteAgreed with your argument. Hale (1991) pointed out that human resource development (HRD) professionals must support organizational learning in order to establish performance expectations, address higher-level problem-solving skills, and account for social outcomes. Therefore, Learning and development mainly improves employee skill levels, efficiency and productivity. Ultimately it will help organization to achieve its stated goal.
ReplyDeleteYes, it proved by many researches that training and development process is able to achieve organizational goals in the perspective of motivated employees(Armstrong, 2010). While considering modern organizations, L&D is align with organizational business strategy and the different types of learning and development activities are practicing by identifying learning needs, encouraging workplace learning, planning and implementing programs and event as well as evaluation methods to validate the program(Jovanovic et al, 2016). Further training is to improve productivity, performance, knowledge and skills and development refers employee development of both professionally and personally which are ultimately guide to the company goal(Sigala, 2018).
DeleteYes. learning & development probably more than in any other area of HRM the quest for lifelong leaning & ability to continue searching more ways to improve broth social & human capital is critically important. (R Harrison , 2005)
ReplyDeleteYes Chandana, training and development has to be bonded with organization strategic plan and it is one of the major function of HRM for meterman of the organization in the competitor market as well as motivate employees with lack of turnover(Rodriguez, 2020). According to the Queensland government learning and development plan(2006), it is identified that L & D strategic plan links closely with the company’s overall strategic plan to bring to the common vision.
DeleteYes Thushari, As you mentioned training, learning, education, and development of employees in an organization is not only a specific task. It playing a vital role in the whole organization process. As you highlighted the new technology adoption is not only best for the telecommunication industry. It applies to any organization for survives in the Competition. Additionally, According to Armstrong (1995) the following issues are relevant to Training and development effectiveness
ReplyDelete Organization training and development philosophy
Strategic focus in Training
Relevance of training
Training process
Identifying Training Needs and Training Needs analysis
Identifying Training Objectives •
Evaluation of Training
Agreed with the argument Sampath, it is not only for telecommunication industry, but for any organization who wish to compete in the market with its better performance for long lasting. Well trained experienced employees are able to achieve this target and it is mandatory to raise the skill level and increase of versatility and adoptability of employees(Sangurde, 2019). He further mentioned that rapid changing society, as job become more complex in any field of the industry, the importance of employee training and development is increased. On the other hand, Milhem et al(2014) training and development also has to be continuously improved to approach professional way and to face changing society.
DeleteAgreed Thushari, Measurement of education level in organizations is necessary to the prognosis of future development.(Mazouch and Fischer, 2011)
ReplyDeleteYes, not only development but motivation, self-confident, secure working environment also direct outcomes of proper learning and development process of an organization(Armstrong, 2010). Ferreira(2016) also came up with survey outcome as the main goal of training and development process is fulfill the performance gap of the organization.
DeleteWell described Thushari. Learning and Development drives the organization ahead of it's rivals and competitors. Hence, in the contemporary business world, it is essential to have Learning and Development in every section of the organization, to have a sustainable market coverage. It also possible to achieve long term and short term benefits from a proper learning and development structure (Aragon and Valle 2013).
ReplyDeleteYes Kavan, training and development provides its impact not only short term, but long term, with lots of positive outcomes. It overcomes the difficulties of stay in the competitive market in the global economy(Bahir & Jehanzeb,2013). It is commonly guaranteed the loyalty of long term contribution of employees with work safety with the training opportunities(Fedman, 2000).
DeleteAgreed with your points. L&D plan should be catered to motivate, develop, and ultimately help the people to grow in competence and confidence (Strahan, 2020). One of L&D’s primary responsibilities is to manage the development of people and L&D leaders hold a broader role within the organization and formulate an ambitious vision for the function (Brassey, Christensen and Dam, 2019).
ReplyDeleteYes Iresha, as you argued with evidences, training and development play major role in the organization to motivate employees while developing their knowledge and skills to get maximum output(Armstrong, 2010). According to the research outcome of Beier & Kanfer(2009), formal training environment makes people motivate for attentional effort, task interest, persistence and it should be a continues process.
DeleteKey insights from the science of learning and development are that the brain and the development of intelligences and capacities are malleable, and the “development of the brain is an experience-dependent process” , which activates neural pathways that permit new kinds of thinking and performance (Cantor et al., 2018).
ReplyDeleteYes Khalid, Tahir et al(2014), came up with research outcome as training and development directly involve to improve employees’ performance and productivity and they recommended the proper supply of training and development process to the organization for better experience employee outcome. Sims(2002) emphasizes training focuses employees current occupation and future jobs as well.
DeleteAgreed, further, according to (Alexander, 2016), organizations want their employees with high phases of potential, knowledge skills and competencies. Learning and development is underlined as the process of ensuring that the employee has the proficient, expert and engaged labor force it wants.
ReplyDeleteyes to improve knowledge, skills and competencies continuously it is essential to provide regular training for all the levels of employees including managers(Armstrong, 2010). In order to achieve optimum return from employees, well trained employee base should be there so attention of providing training is not a waste for organization but a long term investment with profit, developing expertise and reduce turnover as well(Paradize 2007 and Jelna, 2007).
DeleteAgreed. In today’s dynamic business environment, job knowledge and skills to handle the continuously changing job contents need continuous upgradation and training has to be imparted continuously. It also becomes imperative to handle diverse situations and to deal with varied clients, customers, vendors, suppliers, colleagues, business partners. Training deals with developing attitudes that help the individuals to deal with different situations and peoples (Govi & Usha, 2014)
ReplyDeleteYes, training positively impact to change attitudes of employees which might directly effect to increase customer caring(Truitt, 2011). Ho(2001) indicates that adequate training improves employee communication skill among core workers to make positive working environment and to customers to develop better customer caring and ultimately good company reputation in the competitor market.
DeleteTotally agreed with your points. Based on the survey conducted by Hunter & hunter in 1984, individual characteristics plays key role to shaping training programs more success . It has limited submission to growth with new theories & practice due to the individual characteristics trainees.
ReplyDeleteTraining is defined as a planned intervention to enhance determinants of individual job performance(Chaiburn & Teklab, 2005) so employee is able to contribute to achieve organization goals. According to Huang(2007), successful training programs makes higher level job satisfaction as a pleasurable and positive emotional state resulting from a positive appraisal(Tsai et al, 2007).
Delete"The primary motive of learning and development as an organizational approach is to aid collective development through the collaborative, expert and moral stimulation and facilitation of finding out and knowledge that support trade goals, improve person knowledge, and recognize and construct on diversity" (Damnjanovic, 2016)
ReplyDeleteYes, motivation, collaborative work and skill and knowledge improvement are primary outcomes of training and development which is guided employees to achieve company goals(Armstrong, 2010). Other than that though training organization able to provide enhance job satisfaction, commitment and collective empowerment as you mentioned(Voegtlin et al, 2015).
DeleteAgreed. Learning and development purpose is to be certain, that employees collect and boost the knowledge, competencies, and potential they need to perform their work easily and develop their careers to their possess improvement and that of the group (Harrison, 2009).
ReplyDeleteYes agreed, with the new learning methods and new learning theories are capable to attracting attentions of employees and enhancing the learning process(Mishra & Smyth, 2015). Successful trainings used best training methods to attract employee attention so the employees are stress fee to work with motivation, upgraded motivation and skills( Tech-Hua & Catherine, 2015).
DeleteYes Thushari, most organizations pay attention to continuous learning. Continuous learning is beneficial for both employee and the employer (Jacob and Washington, 2003). In the annual report of Bank of Ceylon Sri Lanka, they have emphasized that “they support employee lifelong learning through toastmaster/ speechcraft programs and management development and leadership programs across different employee levels in the bank” (Bank of Ceylon annual report, 2020).
ReplyDeleteAgreed with the argument you have made. According to the survey outcome related to the Bank of Ceylon, training content and trainer relationship with employee increased usefulness of the training and employee performance level and better communication level of front office staff are able to perform after having leadership training(Shantha, 2019). Kabir et al(2020) also came up with survey outcome among banking sector and shows improvement of KSA and job performance with proper training methods and continuous training facilitation.
DeleteAgree, and further While aligning teaching strategies to learning styles may or may not be effective, students might find that understanding their own learning preferences can be helpful. For example, if you know that visual learning appeals to you most, using visual study strategies in conjunction with other learning methods might help you better remember the information you are studying—or at the very least make studying more enjoyable. (Mulder, 2019)
ReplyDeleteAgreed with the comments you have made. As you also mentioned, it is essential to use different methods together to get maximum outcome since there is mismatches between individual learning styles and organization learning sources which is effected to satisfaction of individuals(Cicerali, 2004). Also, situational base training should be practiced by the organization, for an example, virtual reality flight simulators are use while training particular staff which is practicing long while ago(Valentino et al, 2017).
DeleteAgreed about the Learning and Development definitions. In addition to the above learning theories, we can discuss the basics of adult learning theory. Adult learning theory is defined by andragogy and self-directed learning principles . Andragogy is the art and science of helping adults learn, and self-directed learning is a process in which the locus of control in learning lies with the adult learner. (Mohammed K. Khalil and Ihsan A. Elkhider,2016)
ReplyDeleteYes Nilmini it is difficult to do adult training in traditional manner and there are different techniques to achieve to them with effective way specifically active learning like role play, scenarios or similar training approaches(Zoller & Harrison(2017). Knowles et al defined adult learning concepts as it should be relevant, engaged, active and learner centric training technique.
DeleteAgree Thushari and as per Alexander (2016) Learning and development is outlined as the process of ensuring that the group has the proficient, expert and engaged workforce it want sand It includes facilitating the acquisition by way of contributors and teams of skills and abilities through expertise, finding out hobbies and programmes provided by means of the group, guidance and coaching offered with the aid of line managers and others.
ReplyDelete