LEARNING AND DEVELOPMENT

  Negative effects of a lack of training in an organization The main considerable negative impact of lack of training in an organization is weakened performance of employees means not training can affect to employees’ less productivity, safety in workplace and it ultimately reduces the overall well-being of the organization (Osborn, 2018). Ignoring regular training may cause to reduce team moral, performance of the business and financial turnover which may directly impact to increase the good employee retention ( Martinelli, 2018). On the other hand, training is also can be a failure, if it lacks in transferring learning outcomes to the job, hence it will be a cost to the organizations other than an investment (Sabura, 2011 cited by Ukpere & Ukandu, 2013). According to Martinelli (2018) and AL-Aghbari et al (2019), the risks of ignoring workplace training is categorized as follows. Unsafe work environment Organizations have legal obligation to provide health and safety ...

  Effect of Learning and Development to an organization When an Organization willing to perform its best in the dynamic competition market, human capital laid on strong emphasis of the process, in order to achieve optimum return for the investment, it is essential to provide training and development programmes which increases productivity of the workforce (Fard, 2013). Since the skill of an employee becomes obsolete over a period, Training and development is essential for all the employee levels of an organization to replenish the knowledge and skill (Langer & Mehra, 2010). Ahmad, 2013 comes to the analytical result of his research, there is a positive relationship between employee retention and training and training may cause to long-term staying of employees in the same company. According to the outcome of research “the impact of training and development on employee performance”, it was found that training and development increases the performance of the employees, so organ...

  Learning Organization Introduction Organization learning is defined by Pedler et al (1997) as “facilitates the learning of all its members a continuous transforms itself” (Armstrong, 2014). Organization learning and learning organization are two conceptual metaphors where organization learning is a purposeful process inspired by leadership for individual or group of employees and learning organization is a place that transforming knowledge and creation of employees by aiming competitive advantage of the organization (Bratlanu, 2015). A learning organization is an organization which offers their employees for continuous deploy their capabilities to achieve their actual targets with new thinking patterns, common hopes so they learn how to learn together as well (Senge, 2011 cited in Lune, 2016, p.3).  As Ortenblad (2001) explains, learning organization is a type of processes or activities of learning of an organization. Characteristics of Learning Organization Unger (2002) exp...

  VAK / VARK learning Style VAK is a form of learning model developed by Barbe in 1979 and later modified by Fleming as VARK which indicates V- Visual, A- Auditorial, R- Read/write and K-Kinesthetic. VAK identified as one of the most achieved learning styles which is suitable for the people who are interested with blended learning (Fayombo, 2015). According to the Ismail in 2010, to increase effective of learners it is possible to group them according to the effective mode of individuals (Ismail, 2010). Figure 1 - VAK Learning Style Source: Sprengel, 2020 According to the brief description of Sreenidhi &Helena in 2017 and Moayyeri in 2015, the three sense of VAK style is as follows. Table 1 three sense of VAK style Visual learning Auditory learning Kinesthetic learning 70% of the population are visual learners 30% of the population are auditory learners 10% of population are kinesthetic learners. ...

  Honey and Mumford Learning Style The learning style made by Peter Honey and Alan Mumford in 1989, defines four steps for learning style demonstration as activities, reflectors, theorists, and pragmatics, but it is possible for one person to be both the reflector and the theorist (Armstrong,2006). They suggested that many of the people follow only one or more of these and different learning styles has to be suited to particular style(Rosewell, 2005). Figure 1 - Honey and Mumford Learning Style Source: Rosewell (2005), Networked living: exploring information and communication technologies   Table 1: stages of Honey and Mumford, Learning style Stage of the Learning cycle Details of the stage Activities learn best from experience Reflectors learnt best rom observations and reflections Theorists learn at the abstract conceptualization level Pragmatists learn...

  Kolb’s Learning Cycle Kolb’s Learning Cycle illustrates how experience makes it possible to translate into concepts and convert those concepts as a guidance of new experiences (Armstrong,2006). Kolb maintains that “Learning is the process whereby knowledge is created through the transformation of experience” (Kolb, 1984, p. 38). In the sense he published a four-stage cycle of a learning style which is considered as a learner’s internal cognitive process (McLeod,2017).   As per the Cunningham’s view, Kolb’s Learning Cycle is one of the most popular illustrations of management training and it describes the key theoretical model of experience learning nature and can be applied according to the situation of an organization with its acquisition of abstractable concept (Cunningham, 1994). Figure 1 - Kolb’s Learning Cycle Source: McLeod, 2017 Table 1: four stages of Kolb’s learning Cycle Stage of the Learning cycle Details of the stage ...

  Methods of Learning Introduction Learning is suffering while mismatching between styles of learners and approaching of the trainer (Healey & Jenkins, 2000). Also, it is proved that there is a huge difference among individuals’ learning styles, and it is essential to identify learning methods with flexible approaches under reflected feelings acknowledgement, so there are different learning methods introduced by Gibbs in 1988, Kolb in 1984 and John in 2000 (Heyer, 2015). There are different learning Models in the practice which were identified by expertise with long term analysis and practical experiments. Henderson (2017) offers a digest of some Common Learning and Development Methods as follows. •         Action learning •         Blended learning •         Case studies •         Coaching •  ...