Difference between Organisational Learning and Learning Organisations

LEARNING AND
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Overview................................................................................................................................1
Importance of Learning and Development in Organisations.................................................2
Critical Evaluation of Learning Development Theories and Models.....................................3
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Learning refers to the process of constantly gaining proper knowledge and information
about new processes, techniques and procedures that are required to enhance the scope of
success within an organisation (Tortorella and et. al., 2019). On the other hand, Development is
an overall growth in skills, competencies and abilities of a company and its employees towards
gaining expertise in accomplishing organisational objectives in a prominent and effective
manner. It is necessary that these aspects are reviewed and analysed by firms to evaluate how
best they could mould their approaches which suits the criteria of learning and development.
Hence, in regards to this, the report undertakes a critical evaluation of the difference
between organisational learning and a learning organisation. For this purpose, the learning
outcomes that would be addressed within the assignment would be evaluation of importance of
organisational learning and development, along with critical appraisal of learning development
theories, models and practices.
MAIN BODY
Overview
Organisational Learning and Learning Organisations are two of the most crucial and
commonly used phrases within HRM which reflects different application of Learning and
Development and provides a basis of its embedment within the company.
Organisational Learning refers to the procedures and process through which knowledge is
created, retained, as well as transferred within a company. The notion on which this concept
works is to ensure improvisation overtime by acquiring and using experiences towards creation
and development of knowledge. Moreover, it is aimed at increasing the capabilities, skills and
capacities of the overall company through knowledge management (Tjønndal, 2018).
On the other hand, Learning Organisation is a company, which ensures continuous
facilitation and encouragement towards learning in context of enhancing repeated and consistent
transformations within the firm in order to sustain, as well as respond to rapidly and drastically
changing environment surrounding a business organisation. The agenda of this process is to
make the firm competent in relation to responding to various challenges which are being
prevalent in the market due to its dynamic and uncertain nature. These challenges are further
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responded through provision of tools and techniques to the managers to ensure creation of an
appropriate vision, learn, as well as collaborate with others towards adaptability of change.
Importance of Learning and Development in Organisations
Before the differences between Organisational Learning and Learning Organisations are
evaluated below, it is first important that the importance of this process of gaining knowledge
and growth is assessed, in order to reflect the essentials of Learning and Development. However,
these importance could set up several basis of difference between the above two concepts, as the
intensity and motive of both these elements is distinct and hence, are important for different
reasons. Hence, some of these pointers are reflected below:
Importance of Organisational Learning:
 High Performance Working: One of the most crucial importances of learning and
development in organisations is that it contributes towards formulation of a culture that
is aligned with high performance working within the firm. The reason for this is through
learning, the employees gain access to new ways to performing their duties which
provides high performance outputs.
 Skill Enhancement: Another importance of learning and development is that it engages
employees towards improved processes by educating and training them regarding the
same. Hence, this allows the employees to improve their skills and abilities in a
structured manner, which also ensures a better contribution from their side towards
achieving the goals and targets set by the company.
Importance of Learning Organisations:
 Competitive Advantage: An important of learning and development as reflected by
learning organisation is that it helps the companies in gaining competitive edge in the
marketplace. For instance, involvement of the individuals towards constant
transformation allows them to be competent enough in order to adapt to the current
market situation, anticipate the future and work accordingly, which helps them staying
ahead in the market for a longer time (North and Kumta, 2018).
 Response to Change: The business environment is very dynamic and hence, it becomes
very necessary for each organisation to respond to these changes in order to sustain in
the marketing environment in which it operates. Learning Organisations have certain
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