Learning and Development: Organisational Learning and Learning Organisation

This report discusses the concept, characteristics, and importance of Organisational Learning and Learning Organisation in Human Resource Management. It also covers the difference between Organisational Learning and Learning Organisation. The report uses Tesco as an example to explain the implementation of these concepts. The document type is an essay, and the type of assignment is a research paper. The subject is Human Resource Management, and the course code and name are not mentioned. The college or university is not mentioned either.

Learning and
Development

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................3
Organisational learning..........................................................................................................3
Meaning and concept of organisational learning ...................................................................3
Characteristics of Organisation learning- ..............................................................................4
Learning Organisation............................................................................................................5
Characteristics of Learning Organization- ............................................................................5
Importance of Learning Organisation- ..................................................................................5
Difference between Organisational Learning and Learning Organisation ............................6
CONCLUSION................................................................................................................................8
References:.......................................................................................................................................9
Books and Journals.................................................................................................................9
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INTRODUCTION
Learning is the way or process by which an individual takes the knowledge and skills
which will be useful for them in their future development. On the other hand, development
means the development of the personality which has been made due to the skills and knowledge
which has been acquired(Karhade and et. al., 2019) . Learning and development is the important
subject in Human Resource Management and also together it is a process which helps to develop
the skills of employees, their value, competency and their performance in the organisation to
achieve the goals. The main aim of learning and development is to enhance the personality of the
individual which helps them to become competitive and are able to share their knowledge and
skills with the other people. Tesco is a biggest multinational grocery and retailer and the
headquarter of the company is in Welwyn Garden City, England, UK. This report will cover the
definition and concept of Organisational learning and Learning organisation, Characteristics,
features and importance of Organisational Learning and Learning organisation and the difference
between Organisational Learning and Learning Organisation.
MAIN BODY
Organisational learning
Meaning and concept of organisational learning
Learning organisations means that organisations in which people are learning
continuously to bring good results and where the things are taken care of for brining good results
throughout. The main focus of the learning organisation is that where people are committed to
learn new things in the organisations and are also working hard on the education for the results
of brining continuous improvement in their skills and knowledge. The main idea behind the
learning organisation is that to improve the skills and knowledge of the individual to meet the
objectives of the organisations(Sannino, 2020) . Tesco also allows its employees to learn about
the things which are important for the organisation point of view and helps them in providing
necessary training. The main aim of the learning organisations is that it helps the employees to
solve the issue which they are facing within a reasonable time. When the individual learns
something they helps in sharing their knowledge and ideas as they develop the confidence. The
culture of the organisations which Tesco have also developed is collaborative in which each
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employee share their ideas and understanding. The learning organisation is helpful in making
new innovations inside the company as this leads to success and good market image.
Organisational learning is the process of learning from the past experience and from that
experience the organisation also learns and develops itself in a good way. They take the
experience from the past mistakes which they have made and with it helps in creation of new
knowledge. In the process of organisational learning there are certain actions which are
considered and that includes-
 Conceive- It means that some idea or the knowledge for the development of the products
or services have been come up.
 Act- After the idea which has been come up now the time arrives to act on the idea and
develop that idea into reality.
 Reflect- Reflect means that the result which has arrived is because of the learning and
development.
It is very important for the organisation to make sure that the knowledge and information
which they have learned from the past mistakes or things must be retained in the organisation
and should be transferable in the company(Lei and et. al., 2020). Tesco always tries to make the
development of the things which they have learned and this is the reason why the company has
become the third largest in the retail industry. It is important for the managers and the leaders
that they must develop and create the environment of good learning culture. Organisation
learning is the method which have used by every successful companies so that they can make the
pin point on the things which they have mistaken in the past.
Characteristics and role of organisational learning
Characteristics of Organisation learning-
 Innovation and change- When the organisation develops itself from the learning over
the things which they have made then it results in innovation. Tesco has developed itself
from the things which they have learned and helped them to become the top most retailer
in UK(Christensen and Knezek, 2018). The change and innovation which the Tesco have
made is only because of the identification of the things otherwise they would not be able
to make the success.
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 Teamwork- The employees who will be learning the things works in teamwork in the
process of organisational learning. It is because teamwork helps in development of new
ideas and in it knowledge and skills is also shared. Tesco promotes the employees to
work in collaboration and in teamwork so that those employees who are not having
knowledge about the particular things also make them learn.
Role of organisational learning-
 Employee job satisfaction- When the organisation is developing itself from the things
which they have done in past. It means that the employees will be satisfied when they
have to do the work in that organisation which is developing. Those companies which do
not follow any work structure or not having the culture at that place employees are also
not satisfied(Goodsett, 2020). Tesco is a successful company which is why the
employees in the company feel satisfied about their jobs.
 Increase in productivity- The productivity of those organisations will be developed
when they are promoting the facility of organisational learning. In the organisational
learning there are chances that the development of the organisation will take place and
with the development the productivity will also be increased. For the productivity of the
business it is very important that the business must identify the pitfalls so that they can
make the improvements which Tesco did and this helped the company in achieving
success.
Learning Organisation
Learning organisation is the factor or process by which the companies encourage the
employees to learn as many things they can and also coordinate the learning with the other
people.
Characteristics of Learning Organization-
 Collaborative learning culture- While the process of organisational learning it includes
the development of collaborative teamwork in the organisation. The learning culture in
the company is also developed when they are having the atmosphere of learning. Tesco
provides the flexibility to the employees for their learning(Fariyani and Kusuma, 2021).
 ‘Lifelong Learning’ Mindset- The lifelong learning atmosphere means that the
individual have the ability to learn and identify the importance of the growth. The growth
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of the individual can be made only when they have the ability of learning and then
developing themselves from the things which they have learned. \
Importance of Learning Organisation-
 Improved innovation- When the organisation promotes the learning organisation then in
that case the employees makes innovation and the development of new ideas is also seen.
When the employees will share the knowledge and information with one another then it
will also helps in the development of innovation which is why Tesco is known to be best
in making innovations(Slavova and Mu, 2018). When the business identifies the faults
which they have made in the past is considered to be helpful because innovation requires
huge investment and when the business will make the same mistakes again then at that
time they have to duffer the losses.
 Problem solving- The problem in the organisation arises mostly because of the conflicts
which might be faced between the employees or not working as a team. But in learning
organisation this issue is improved when the individuals work together. Tesco has build
the work culture of collaboration in which teams have to work together and if they are
facing any issue then it has to be solved by them itself.
Features of learning organisation and organisational learning-
 Learning environment- The organisations has to crate the atmosphere in which they
promote the learning and development of employees. There are organisations which does
not make or speak up any idea and they work with the flow which is present in the
organisations(Järvelä and et. al., 2018). Learning environment is useful in promoting and
sharing of knowledge and information and this makes the success of the companies.
Tesco also promotes such kind of environment in which there is sharing of skills and
knowledge.
 Considering different cultural perspectives- It is important in the organisations to have
people from different cultural background as the people with different culture have
different knowledge also. The importance of having people from different culture is also
many as each is bundled with rich resources and the conflicts in the places is also
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reduced. The development of the positive environment which Tesco also promotes helps
in developing the power.
 Encouraging risk taking and innovation- The employees in the organisation can take
risk and innovation only because they are growing themselves with the knowledge and
skills which is useful for handling such situations. Tesco promotes the environment of
learning so that the employees can learn from the things and would be able to face such
situations.
Difference between Organisational Learning and Learning Organisation
The difference between Organisational learning and learning organisation has been discussed
below-
Organisational Learning Learning Organisations
Definition The organisational learning is
the process in which the
organisations learn from the
experience and with that
experience they make the
changes which will be helpful
in the success of the
organisation. The learning
which they acquire from the
past is there mistakes which
they identifies that they have
not to make in the
future(Martínez-Costa,
Jiménez-Jiménez and Dine
Rabeh, 2019).
Learning organisation means
those organisations which
promote the employees to
learn and develop the
knowledge as this will be
useful in the success of the
organisations. The main aim
of learning organisations is to
develop the culture of
coordination and teamwork in
which employees are
developing themselves with
the new things.
Type Organisational learning is the
process in which the
organisations learns from their
The organisations will develop
such work culture only when
the structure of the business
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past mistakes which is a
process and develops the
things which they have to
make in the present time. The
process is long as the
experience taken by them
includes form their past time.
follows the same. The
organisational learning is
based on the structure which
promotes the employees to
develop the learning either
though training or from their
seniors.
Learning The business develops the
learning and develops the
things from the situations
which has been faced by them.
The learning can be made by
them from the competitors
also and the situations which
they have faced in the past and
that help to recognise about
the things which they don’t
have to perform.
The employees has to develop
the sense of learning in each
and every step and that
learning starts in the initial
step from the training and after
the completion of the training
the employees can learn from
their co-employees.
Manager Responsibility In the organisation learning
the manager does not have to
perform anything. It is from
the past experience which the
organisation learns and
inculcates in the development
of the business.
In the learning organisation it
is the responsibility of the
manager to develop the
employees and help them in
learning. Mangers have to
perform this duty so that
employees can learn.
Focus The main focus or aim of
organisational learning is on
the results and outcome which
has to be produced. This
results in the completion of
objectives and goals(Lee and
The main focus of learning
organisation is to develop the
employees with the knowledge
and improves the process of
learning.
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et. al., 2019).
CONCLUSION
From the above report it can be concluded that learning and development is a lifelong
process and every individual learns and with that learning develops itself which is useful for the
career. In the competitive world it is important for the individual to learn about new things which
will helpful for them in keeping up- to- date. The learning helps the individual or the employees
to learn more or inspires them to learn more and this is useful for the companies also to attract
the right talent. The learning and development is helpful in making new innovations and the
development of new ideas which will be useful for the individual as well as for the organisations.
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References:
Books and Journals
Christensen, R. and Knezek, G., 2018. Reprint of Readiness for integrating mobile learning in the
classroom: Challenges, preferences and possibilities. Computers in human
Behavior. 78. pp.379-388.
Fariyani, Q. and Kusuma, H.H., 2021. Development of Test Instruments to Analyze Higher-
Order Thinking Skills Through Science-Based Literacy Learning. JIPF (Jurnal Ilmu
Pendidikan Fisika). 6(1). pp.76-87.
Goodsett, M., 2020. Best practices for teaching and assessing critical thinking in information
literacy online learning objects. The Journal of Academic Librarianship. 46(5).p.102163.
Järvelä, S. and et. al., 2018. Contemporary perspectives of regulated learning in collaboration.
In International handbook of the learning sciences (pp. 127-136). Routledge.
Karhade, A.V. and et. al., 2019. Machine learning for prediction of sustained opioid prescription
after anterior cervical discectomy and fusion. The Spine Journal. 19(6). pp.976-
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983.Sannino, A., 2020. Enacting the utopia of eradicating homelessness: toward a new
generation of activity-theoretical studies of learning. Studies in continuing
education. 42(2). pp.163-179.
Lee, H. and et. al., 2019. An explainable deep-learning algorithm for the detection of acute
intracranial haemorrhage from small datasets. Nature Biomedical Engineering. 3(3).
pp.173-182.
Lei, Y. and et. al., 2020. Applications of machine learning to machine fault diagnosis: A review
and roadmap. Mechanical Systems and Signal Processing. 138. p.106587.
Martínez-Costa, M., Jiménez-Jiménez, D. and Dine Rabeh, H.A., 2019. The effect of
organisational learning on interorganisational collaborations in innovation: an empirical
study in SMEs. Knowledge Management Research & Practice. 17(2). pp.137-150.
Slavova, Y. and Mu, M., 2018, March. A comparative study of the learning outcomes and
experience of VR in education. In 2018 IEEE Conference on Virtual Reality and 3D User
Interfaces (VR) (pp. 685-686). IEEE.
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