Learning and Development in Orpic Organization

This paper focuses on the different learning styles, potential barriers to learning, and key elements to overcome difficulties in Orpic Organization.

Running head: LEARNING AND DEVELOPMENT IN ORPIC ORGANIZATION
Learning and development in Orpic Organization
Name of the Student
Name of the University
Author Note

1LEARNING AND DEVELOPMENT IN ORPIC ORGANIZATION
Table of Contents
Introduction................................................................................................................................2
Learning styles.......................................................................................................................2
Techniques for identifying the needs of development...........................................................3
Potential barrier to learning in Orpic Organization................................................................3
Overcoming the barriers in Orpic..........................................................................................4
Analyzing the learning and developing options.....................................................................5
Strengths.................................................................................................................................5
Weaknesses............................................................................................................................6
Opportunities..........................................................................................................................6
Threats....................................................................................................................................6
Mechanism for self Development and another member of the team.....................................7
Development plan for self and other member........................................................................8
Method to monitor self-development or development of other team member......................8
Conclusion..................................................................................................................................9
References................................................................................................................................10

2LEARNING AND DEVELOPMENT IN ORPIC ORGANIZATION
Introduction
Learning and development of skills in an organization is required in order to cope up
with the organizational changes happening regularly. This paper will focus on the different
learning styles, potential barriers to learning and the key elements to overcome the difficulties
in Orpic Organization. This paper will also focus on the methods and mechanisms of
developing a plan in order to improve the performance through training and learning in the
organization.
Learning styles
Development and training are organized in accordance to the needs. The training is
achieved in the form of learning objectives. Different methods of delivery are considered for
appropriate development and training. There are various methods of learning in an
organization. Each of the employees has their own style of learning. My style of learning is
Visual learning (Schmeck, 2013). This type of training involves observed training through
pictures, handouts, demonstrations and diagrams. Visual learning involves written
instructions and information. Activities like memorizing are avoided by the visual learners.
Visual learner’s in-group can conduct collaborative learning. This learning helps me to learn
effectively. I can retain and process instruction and information faster. It increases my
interest of particular subjects. This type of learning in the organization helps me to cope up
with the organizational learning and training.
Learning style of another team member is different from my style of learning in the
organization. The learning style of that member is kinesthetic. In this type of learning,
practical method of learning and training is followed. This learning involves touching,

3LEARNING AND DEVELOPMENT IN ORPIC ORGANIZATION
practical activities, doing. Kinesthetic learners learn the best when they engage themselves in
small and large sized groups. They possess kinesthetic intelligence to convey ideas and
feelings.
Techniques for identifying the needs of development
Various techniques can be used in order to identify the needs for developing own self
and develop the team member. One such development technique is Feedback technique. This
includes regular feedback, which includes a formal environment of the training. People
receiving regular feedbacks tend to perform better than the rest of the employees. It improves
the learning quality and helps to identify the requirement for self-development in order to
perform better in the organization. Three types of feedback effects the development plan.
First, positive feedback- This kind of feedback appreciates the performance of the employee
or any specific behavior of the employee in order to motivate the employee for consistency.
Effective feedback involves specific acknowledgement and does not provide general insight.
Second, negative feedback- This type of feedback points out the flaws in the performance of
the employee or may talk about any specific behavior of the employee. This will help the
employee to change the certain behavior and this in turn will improve the performance of
Orpic. Third, constructive feedback- This kind of feedback focuses on the performance of the
learner and the areas where improvement is required. Constructive feedback is considered
criticism. It is essential to build confidence and concentrates on enhancing the performance in
a positive direction.
Potential barrier to learning in Orpic Organization
The difficulties faced during the learning process in an organization are-
1. Resistance to change- This change is common among the senior employees
who find the change threatening.

4LEARNING AND DEVELOPMENT IN ORPIC ORGANIZATION
2. Inefficient solutions in order to solve the issues faster increase difficulties in
learning.
3. Complexities arising in the training content create difficulties in learning in
the organization.
4. A weak culture of learning creates an unsupportive environment for the
employees to learn and adopt new strategies in the organization.
5. Poor leadership skills and knowledge of the manager do not allow giving
sufficient training.
Overcoming the barriers in Orpic
The following 5As framework will help to overcome the barriers in the process of
learning in the organization. These are as follows-
First Alignment- This will motivate the employees to overcome the barriers if they
know the effect of their effective participation in the organization. Second, Anticipation- The
usage of this tool if known to the employees will motivate them to overcome the difficulties
in learning. Third, Alliance- Proper training from the managers and the supervisors in
explaining the important roles of the employees will guide the employees to earn with ease.
Planning together to improve performance motivates employees to take the training seriously.
Fourth, Application- If the learning is correctly applied soon after the training, effective
outcomes are possible. This implies that the managers and the employees have opportunities
to apply these and overcome the difficulties in learning. Fifth, Accountability- Employees
should give appear for regular tests in order to know their own capabilities. Feedbacks can
help the employees to understand the current scenario of the knowledge and motivate them to
overcome the difficulties (Gillespie, 2014).

5LEARNING AND DEVELOPMENT IN ORPIC ORGANIZATION
Analyzing the learning and developing options
When the direction of the organization is changed in response to shifting demands of
the markets or technological advances. The new changes require competence. Need for
development arises from different policies for various succession plan. Increasing
responsibilities from growth in the organization also require development. Analyzing the
development and learning options requires SWOT Analysis (Addams & Allfred, 2013).
Strengths
 My goals in the organization are very clear and prominent. I know the
vision and mission of the organization and set my priorities according
to that in order to cope up with the organizational behavior.
 I have skills and immense knowledge of the work I do in the
organization. I take proper training and follow instructions in order to
enhance my knowledge in the specific subject matter.
 I have leadership quality, which helps me to work in a team. I share
my own ideas and allow other members of the team to put forward
their new ideas or plans. I try to understand the viewpoint of my team
members and work collaboratively in order to get an effective
outcome and maintain the spirit of the team.
 I adjust with the multicultural organizational ambience.
 I follow the norms and regulation of the organization. I try to remain
ethical in the organization in order to set a standard.
 I respect every employee of the organization.
 I have a problem solving attitude in times of needs.

6LEARNING AND DEVELOPMENT IN ORPIC ORGANIZATION
Weaknesses
 I prefer to work in the sectors I am comfortable in. I generally avoid
the works of other departments, as I do not have skilled knowledge of
that specific department.
 I have a short temper, which affects my work in the organization.
 I have a fear of public speaking. Hence, I face problems in conducting
a meeting or conference or power point presentations.
 I lack the skills of keeping everything organized, which in turn brings
difficulty in the work I do.
Opportunities
 Advancement of technology will help me learn new techniques with
ease and will help me improve my knowledge.
 Growth of the industry will help me gain knowledge of the market
trend in order to execute certain responsibilities of the organization.
 The mistakes of the competitors help me to learn the flaws of the
business.
 Addressing the complaints of the vendors and the customers and
solving the issue will give me a competitive edge and this creates an
opportunity to generate revenue (Sarsby, 2016).
 Taking up new projects will help me enhance my skills in various
sectors.
Threats
 Competition inside and outside of the Organization acts as a major
threat to me.

7LEARNING AND DEVELOPMENT IN ORPIC ORGANIZATION
 The continuous change in the demands of the organization threatens
my skills and provokes me to take training in order to keep myself
updated.
 My short temper attitude acts as a threat sometimes.
The technique used by the other team member is executing the PESTEL Analysis. It
involves several factors like political, sociological, economical, technological, environmental
and legal. If the influence of politics in the organization is known, the need for development
is easily noticed. Similarly, important economic factors and significant sociological issues in
the organization helps the other member of the organization to understand the need for
development (Tannenbaum, 2013). Advancement in the technology also implies that the
employee should go through proper training in order to cope up with the organizational
change. Issues in the environment and legislation also helps the member of the organization
to understand the need for development (Sohel, Rahman & Uddin, 2014).
Mechanism for self Development and another member of the team
Various options help in the self-development and development of the member of the
team. First, mentoring the schemes to conduct the development plan. Proper training and
coaching is required. Creating a specific budget to deliver the development and training to the
employees. Systemized professional development is essential in order to execute the plans.
Rewards and awards for appreciating the performance of the employees help to develop the
plan. Proper training of the HR and other specialist will help in self-development and
development of other member of the team. Flexible working atmosphere and job rotations
help for self-development.

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Development plan for self and other member
Managers continuously develop themselves and tend to make different plans for
development. Employers are aware of the essentiality of investments and follow a structure
and processes to provide various opportunities to train and develop the skills of the
employees. Personal development plan includes a process of-
1. Establishing the objectives and the aims
2. Assessing the realities in the current scenario.
3. Identifying the needs for knowledge, skills and competence.
4. Selecting the correct activities of development to serve the perceived needs.
Method to monitor self-development or development of other team member
The methods of self-development are-
 It is essential to know the areas of development required.
 The importance of knowing the process of getting the appropriate training or
on-the-job training will help in developing the plan.
 The resources that are required for learning such as the time to study the
material provided and the registration fees should be clear.
 The total cost for executing the training and the development should be known
in order to make an appropriate plan.
 Regular tests after the training and the learning in order to know the success of
the learning also helps in the development plan.
 The start, end and the review dates should be known in order to progress with
the development plan.

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Conclusion
Thus, it can be concluded that different learning techniques and development plan
helps to enhance the performances of Orpic Organization. Although difficulties arise in the
learning process in the organization, it can overcome using various techniques and
methodologies. Organized and systematic development plans also help individuals to enhance
the performance that comes through appropriate training provided by the managers.

10LEARNING AND DEVELOPMENT IN ORPIC ORGANIZATION
References
Addams, L., & Allfred, A. T. (2013). The first step in proactively managing students' careers:
Teaching self-SWOT analysis. Academy of Educational Leadership Journal, 17(4),
43-51.
Gillespie, H. (2014). Unlocking learning and teaching with ICT: Identifying and overcoming
barriers. David Fulton Publishers.
Sarsby, A. (2016). SWOT analysis. Lulu. com.
Schmeck, R. R. (Ed.). (2013). Learning strategies and learning styles. Springer Science &
Business Media.
Sohel, S. M., Rahman, A. M. A., & Uddin, M. A. (2014). Competitive profile matrix (CPM)
as a competitors’ analysis tool: a theoretical perspective. International Journal of
Human Potential Development, 3(1), 40-47.
Tannenbaum, A. (2013). Social Psychology of the Work Organization (RLE: Organizations).
Routledge.