Importance of Organisational Learning and Development

This article discusses the importance of organisational learning and development in enhancing employee performance and achieving business objectives. It evaluates the theories, models, and practices of learning development and highlights their critical appraisal.

Learning and development

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Evaluate the importance of organisational learning and development.......................................1
Critically appraise learning development theories, models and practices..................................4
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Learning and development is the way to enhances the motivation and values in the
employees that further increases the potential of the workforce. Learning is the continuous
process that often increases by teaching where development is the process that includes the
improvement in an individual that might be related to the enhancement of skills and knowledge.
It is the subset of human resources and has the aim to improvise the skills and abilities of an
individual that enhances the performance of an individual in an effective manner by sharpening
the knowledge. Training and development is the process through which effectiveness of the
organisation has been improved and it includes each individual and the team that are working or
related with the company (Beetham, 2020). Organisation learning is the process through which
company learns about the different factors to gain the competitive advantage. In this every
individual that works in the company learns various factors by facing different problems while
organisation also keeps learning by facing different consequences of the market. Whereas,
learning organisation is where all the individual and company has learning by measuring
different factors. In organisation learning people doesn't have any knowledge they just gain the
knowledge by applying different strategies. Whereas, in learning organisation each individual
has huge knowledge and by applying they gain the advantage and measure success and growth.
MAIN BODY
Evaluate the importance of organisational learning and development
Learning is a continuous process through which skills, knowledge, experience is
acquiesced by which ability to learn is possessed in systematic manner. Learning and
development is also known as training and development that formed or developed by the talent
management to assign the goals and target to each individual that has been achieved within the
particular period of time. It is the process of creating, transferring, retaining the knowledge
within the company as per the requirement (Fischer, 2018). Each individual is responsible for
their own learning as they themselves analyse the skill gap and then start working overcome
from that gap. While organisation also keep working to fulfil the loop and gap that somehow
restricts the performance of the employee. For this company must apply SMART objectives,
personal interviews, appraisal by analysing the performance of each individual. Procurement is
the very much important process as it includes the lot of time and cost of the company to provide
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required and accurate training and development of the employees. Better training provides the
skills to the individual that influences the performance of each individual while applying that
learning that is gained from the training to their daily work. Learning and development implied
by the company as a form of strategic approach to achieve the following objectives that is as
follows as:
 To satisfy the need of the employees that provides more learning and development of
each individual that are working within the organisation (Herodotou, 2018).
 To ensures that human development will be enhanced that induces optimised
improvement within the company
 Learning and development builds strong team within the company that helps the business
to achieve their target in an efficacious manner.
The business environment is more advanced and has continuous and constant
improvisation. Thus company need skilled and talented labour that has strong sense of humour
and provides creative and unique ideas to the company to overcome from the different situations.
There are several importances of learning and development in an organisation as like align the
business strategies because company must need those employees who have the ability to learn
several things effectively (Linder, 2019). For example, if company wants to perform and
implement the marketing strategy to develop more sales and profit then they need the skilled
department that fulfils the need and demand of the company and make unique marketing
strategies. It happens when the staffs is having the ability to transform the strategies within the
business and performs the entire task with more sufficiency. This all happen when business
imparts training and development that enhances the learning ability of the employees.
Learning of organisation consists of three major factors as like conceive, act and reflect
and as per these factors the learning outcome of the company could be achieved. It creates,
retains and transfers the knowledge within the company that makes the collective and integrated
outcome and it helps the company to achieve their target in a better way. It develops the learning
culture within the organisation through which competitive spirit has been developed within the
company and thus employees always boost up and accomplish their task in timely manner.
Learning is the ongoing process and the entire individual must learn something from the different
training and development sessions that has been operated by the organisation. But on the other
hand learning is more gained by the failures, as it encourage the employees to not to repeat the
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same mistake over and over (Matthews, 2018). It provides the same platform to all show case
their education and experience on continuous basis that further helps the new employees to
challenge themselves and enhance their performance.
Organisation learning and development reflects different benefits and profit in the
organisation as it develops the culture through which everyone emphasis the learning on
continuous basis. If employee gets learned and measured the growth then it enhances the job
satisfaction because every employee must want to achieve success in their life and if they get
that thus they get more motivated. It reduces the turnover rate as if employee gets more
learned then they used maximum of the resources and it reduces the wastage as well. It enhances
the productivity, efficiency and profitability of the company because skilled labours perform
their work with more sufficiency that helps the company to attain the profit with scarcity of
resources (May, 2018). It also develops the leader because it is in human tendency that if
someone knows something then that person must helps others to overcome from the different
issues. Leader always keeps influencing other to perform their work in easiest manner that in
totality improvised the performance of each individual. It also enhances the wider adaptability
in the organisation as learning must be induces the balance behaviour thus if people has more
understanding then they manage every situation either it is tough or not (Vince, 2018).
Whenever organisation spends more time and cost in the training and development of the
employees that brings more competition within the company. Learning or organisation is
important as it increases the ability of the company to reply quickly in the market that has been
changes very progressively. Organisations also keep learning from the different aspects of the
market and learned from the failures and then analyse their own performance. It provide the brief
as where the company might fails and collects the knowledge and ensures that it can't be repeat
again (Merriam, 2020). It makes an environment where each and every individual of an
organisation teach and learned themselves. It develops the surround in which information is
collected and shared that further builds the sustainability within the company.
Learning culture brings positivity within the company in which the values, belief and
practices support the employees to improvise their knowledge, skills, abilities, performance on
daily basis. It provides and develops the continuous development that helps the organisation to
attain their target within the certain period of time. It provides the balanced condition through
which innovatory approaches has been applied by the company to dealt with the different
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situation and condition that has been raised in market on random basis. Learning and
development is the major requirement of the business to build the employees in a positive way
that reduces the cost related to labour or switching (Mezirow, 2018). But it enhances the
productivity of the company as employees remain with the business for the longer period of time
by which it connects the strong relation between the employees and the company. Thus learning
and development of organisation has major positive impact on the work-culture of the company.
Complexities have been introduced if people don’t have the capability to learn something it also
raises more difference between the people. After that it is very hard for the people to get perform
all the different function in an effective manner through which it is hard for the business to attain
the goals in an effective manner. Thus learning and development is most necessary for the
business to gain the competitive advantage by applying different strategies that develop and
build the incubative environment.
Critically appraise learning development theories, models and practices
Learning development states the work that has been performed by the employees within
the company as per their own knowledge (North, 2018). Theories, models and practices are very
important as through this continuous learning has been provided to the employees as per their
performance. There are different theories and models of learning development that is as
described below as:
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( Source: The five major theories of how people learn, 2018)
 Behaviourism Theory: It is the theory in which behaviour of the employees could be
analysed by the company. This theory is generated by the Pavlov's experiment and states
that positive environment influenced the performance and quality of the work of the
employees. It is the systematic approach to know about the behaviour of each individual
that are working with the company (Oyston, 2018). It has been cleared that behaviour of
the individual get changes as per the situations. These conditions will be changes and
occurs as per the interaction with the market or with the environment. This theory
believes that the behaviour of the person is very much simultaneous and that is the
stimulus reaction that is varied as per the different personality. Learning theory of
behaviourism states that people get learned as per the behaviour and that will changes as
per the conditions. It is not mandatory that people reactions are same that must be
changes it is not fixed that everyone's personality is same. Thus if company wants to gain
the success then they must provide training as per the behaviour and also tackle and
understand the employee as per their learning and reactive capability (Wall, 2018).
 Cognitivism Theory: It is the theory that describes that employees must learn different
things as per the mental strength and ability to gain the knowledge. This theory is
published by the Jean Piaget and defines that higher level authority must develops
different strategies to keep attain the focus and mental alertness of each individual that
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are working within the company (Pellegrino, 2020). It has been done by mind mapping
through which mental level has been judged and then tries to influence the learning
ability of the employee. Visual aids is also be one of the most biggest approach to learn
something new as visual format is easy to learn and it remains in the mind for the longer
period of time. For example if someone watch the pictorial format that always remains in
the mind of the people and it is very hard to remove that memory from the mindset of an
individual. Thus it is an effective approach to learn something new and used by the
companies to provide training and development to the employees. There are two ways to
provide the learning as from procedural or from declarative the measure different is the
way by which knowledge occur. Procedural learning implement the creative and unique
learning in which new ideas has been generated that enhances the process of brain
(Schultz, 2019).
 Constructivism Theory: It is the theory that also known as social constructivism as it is
states by Vygotsky and Bruner that defines that learning might have affected as per the
involvement of an individual. It defined that individual is self responsible for their
abilities of learning and as they create and develop their own ideas through which they
get learned different aspects. People get learned about different factors as by their own
experience that is faced by dealing different situations that rises on daily basis. There is
nothing that is fixed everything gone changes as per then shift of the market and the
environment. Employees must use their own knowledge and thinking and build their own
meaning. Learners are not learning from the sessions or seminars they are not passive in
nature (Sebba, 2018). People get connected with different consequences by performing
debates, discussions, group activities and many other forms as well. Many of the learning
is gained by dealing with the situations by themselves and that gave the lesson for the life
thus people didn't repeat that ever in life and it known as experience.
 Humanism: This theory states that learning is a natural process people get learned
different factors as per their daily life activities. It is the self actualisation that helps the
person to understand different activities by their own. As much people get faced different
factors that much they learned from this factor that has been raised up on random basis.
There are some important factors that are as like role modelling and scenarios. It states
that people perceptions, level of understanding, experiences, power of exploring, level of
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observation defines that percentage and abilities of an individual towards learning
(Simpson, 2018). It is not confirmed that people get learned from their own sufferings,
they also understand different things and factors as from the others as well. As employees
get learned a lot from the different factors and consequences that has been faced by the
others as well that is also one of the factor of learning.
 Collectivism Theory: It is the theory that is very new and based on the idea that people
get collects and gained by making connections with the different other people. This
theory is developed by technological and digital advancement as people get more
attracted towards the digital platforms. It is the theory that states that learning is the non
stop process that knowledge has been gained on continuous basis by enhancing the
networks and connect with more number of people, by using different techniques and
new tools to gathered more information (Staniškienė, 2018).
 Andragogy theory: It is a theory that is based on the principles learning that is applied to
the different adult situations. It is basically an attempt that is induces as by developing
specific learning in which self direction is processed as taking more responsibility. For
example, adults make their learning more differently as compared to children and they
are more self-directed, motivated and ready to learn everything.
 Experimental learning: It is a learning that is processed by the experience which is more
specific and reflect the on hand learning but it is not required that it is reflected on the
future reflections. It has been used where an individual is having an ability to apply its
learning as by immediate usage of learning and knowledge. It is based on the real time
coaching and feedback that helps to make on time changes in the learning ability by
which working capability is getting enhanced. It is used to promote the teamwork along
with this communication skills also get developed in appropriate manner.
Thus these are the different theories of learning that helps the company to develop and
maintain balanced environment within the company and also motivates the employees.
Learning styles: The learning is a repetitive process and its prospect is being changes as
per the different set of individuals. It provide the specified way which is completely based on the
absorptive, processes, retaining and comprehends of information and it depends on the cognitive,
emotional and environmental factors.
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 Collective learning: It is a learning that is gained as by working within the team and
helps to make positive changes within the working surround that aid to make better
sustainability. It encompasses the learning in between the teams, communities,
organisation, networks and even from the society as well. Group versus team learning: The group learning is processed by the gaining of
knowledge by an individual level where as in the team different group of individual's
have worked all together and learn the working skills and abilities of each other. In group
learning it includes informal, formal, virtual, emergent, planned, secondary and primary
forms. On the other hand team learning is associated with the accomplishment of goals,
objectives, vision and mission so as to induce more learning.
 Workplace learning: It is a learning that is processed while working within the
workplace or at work. In this formal provision is processed by work based learning such
as MBAs, NVQs, apprenticeship, coaching and mentoring or through work seminars as
well.
 Technology and WPL: It is a learning that is developed as per the usage of different
technological advancement equipments and machinery that is used within the workplace.
It is a learning that is processed in strategic direction by which all the challenges and
opportunities are acknowledged in adequate way.
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CONCLUSION
It has been concluded from the above report that learning and development is very much
important for the business to measure the growth and development in an effective manner.
Organisation learning includes the continuous learning of the company by facing all the different
competition from the market. Learning is not only about taking some teaching lectures or
seminars. Whereas, organisational learning is a process through which knowledge has been
gained by the facing continuous failure as learning is developed from the personal down. As
much employee or an individual get failed that much they learn about these circumstances and it
is the most appropriate way to get learn something different or new. Whereas, learning
organisation is in which company try to learn different aspects by facing different situations that
has been raised from the market or to overcome their competitors. Thus company implies most
of the different theories, practices and models to know about the various learning and
development. With the help of these theories company might apply different theory as per the
requirement and demand of the situation.
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REFERENCES
Books and Journals
Beetham, H., Jones, S. and Gornall, L., 2020. Career development of learning technology staff:
Scoping study.
Fischer, C. and Pöhler, A., 2018. Supporting the change to digitalized production environments
through learning organization development. In The impact of digitalization in the
workplace (pp. 141-160). Springer, Cham.
Herodotou, C., 2018. Young children and tablets: A systematic review of effects on learning and
development. Journal of Computer Assisted Learning. 34(1). pp.1-9.
Linder, C., 2019. Power-conscious and intersectional approaches to supporting student activists:
Considerations for learning and development. Journal of Diversity in Higher Education.
12(1). p.17.
Matthews, J., Stanley, T. and Davidson, P., 2018. Human factors and project challenges
influencing employee engagement in a project-based organisation (PBO). International
Journal of Managing Projects in Business.
May, P., Ashford, E. and Bottle, G., 2018. Sound beginnings: Learning and development in the
early years. Routledge.
Merriam, S.B. and Baumgartner, L.M., 2020. Learning in adulthood: A comprehensive guide.
John Wiley & Sons.
Mezirow, J., 2018. Transformative learning theory. In Contemporary Theories of Learning (pp.
114-128). Routledge.
North, K. and Kumta, G., 2018. Knowledge management: Value creation through organizational
learning. Springer.
Oyston, E. ed., 2018. Centred on learning: academic case studies on learning centre
development. Routledge.
Pellegrino, J.W., 2020. Sciences of learning and development: Some thoughts from the learning
sciences. Applied Developmental Science. 24(1). pp.48-56.
Schultz, T. and et. al., 2019. Building capacity for change: evaluation of an organisation-wide
leadership development program. Australian Health Review. 43(3). pp.335-344.
Sebba, J., Byers, R. and Rose, R., 2018. Redefining the whole curriculum for pupils with
learning difficulties (Vol. 46). Routledge.
Simpson, O., 2018. Supporting students in online, open and distance learning. Routledge.
Staniškienė, E. and Stankevičiūtė, Ž., 2018. Social sustainability measurement framework: The
case of employee perspective in a CSR-committed organisation. Journal of cleaner
production. 188. pp.708-719.
Vince, R., 2018. The learning organization as paradox. The Learning Organization.
Wall, T., 2018. Infusing ethics into leadership learning & development. Routledge.
ONLINE
The five major theories of how people learn. 2018. [Online] Available through:
<http://www.bioteams.com/2012/11/05/the_five_major.html>.
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