People Development in Organizations

This document discusses the theory of androgyny and its effectiveness in coaching and mentoring as a learning approach for individuals. It also presents the benefits and disadvantages of increased use of digital learning in the workplace. The document provides insights into the subject of people development in organizations.

PEOPLE DEVELOPMENT IN
ORGANIZATIONS

Table of Contents
TASK 1............................................................................................................................................3
Using theory of androgyny to assess effectiveness of coaching and mentoring as a learning
approach for individual...............................................................................................................3
TASK 2............................................................................................................................................6
Presenting benefits and disadvantages of increased use of digital learning in workplace..........6
REFERENCES..............................................................................................................................10

TASK 1
Using theory of androgyny to assess effectiveness of coaching and mentoring as a learning
approach for individual
Andragogy is defined as art and action of individual learning, thus it also refers to any
kind of person leaning (El-Amin, 2020). This theory is named as adult education concept, which
drives the attention of individual person towards developing and leaning new skills that are quite
beneficial for them in term of strengthening their capability to do something complex.
Andragogy term supposedly equivalent to group pedagogy, which means man leading in
comparison to pedagogy a kind of coaching and mentoring approach. Pedagogy is utilized since
Ancient Greek times, at this period Andragogy is used firstly in 1833.
Effectiveness of coaching & mentoring in regard to individual-
It is a type of adult learning approach which play vital role in growth and development of
individual. With the help of this theory, it is quite easy to assess the effectiveness of coaching &
mentoring as learning method in context of individual applicant. As it encompasses 4 principles
that are applied to adult learning, which help to increase their productivity, efficiency and
performance level even better than last few months or years. Malcolm Shephed Knowles is the
developer of this theory, according to him adults need to be included in evaluation and planning
of their instruction, it is one of those principles of Andragogy theory that defines attempts which
an adult may do to enhance or develop skills. Furthermore, according to second principle,
experience caters basis for learning activities which mean a person may learn varied things
which they never attempt by this own experience that is quite effective and beneficial too
(Jeanes, 2021). The third norms define that individual adult is highly interested in learning
subjects that may immediate impact and suitable to their personal as well as professional life.
Moreover, it's last principle defines that adult learning is issue centred more than content
oriented.
According to Andragogy theory, coaching and mentoring is used in term of pedagogy in
Ancient period which is quite effective for adults as it help to boost the productivity and
performance of each person. The developer of this concept attempts to define the differences
between child and adult learning and also efforts to describe its effectiveness as a learning
approach. In the world of business, coaching and mentoring is highly used by human resource

management in context of employees that are adult (Scerri, Presbury and Goh, 2020). It is
utilized in form of learning approach through which management attempts to enhance
competences, improve knowledge and boost the performance extent of individual, which in
return strengthen their abilities to grab current and in future career growth opportunities that are
accessible in the market.
Theory of Andragogy defines different forms of adult learning in term of coaching and
mentoring, which are effective and beneficial for individual person. For examples, it helps to
build a strong and positive concrete alter in person and boost convert of knowledge from mentor.
Coaching is a type of incredible powerful learning approach that may contribute to create more
effective, fulfilled and engaged workers as an adult who are able to support management in
context of achieving set aims and objectives. Many HR manager consider this theory and put it
into practical manner for building an effective workforce at workplace, who contribute to gain
competitive advantages and increase the productivity level of companies in effective and
systematic manner.
Andragogy theory covered several approaches of learning in which experiential learning
is a kind of coaching and training method that also help individual to gain varied benefits in term
of understanding new concept or subject about which they never heard. Experiential learning in
term of coaching is quite beneficial, useful and effective as well as it engage adult or workers to
learn from their own experience instead of watching activities of other people who are working
at same place. In term of model, experiential learning is used to train and coach individual which
made them capable and effective to complete complex task at workplace that provides. It gives
excellent chance to adult learner in context of applying what they have been taught to achieve
common goals and objectives. With the help of this form of coaching, a learner may test their
own comprehending of underlying norms, procedures and activities and may experiment single
activity to achieve desire results. Along with that, it helps in term of accessing to actual time
coaching and feedback that is quite useful and effective as well. It can be said that achieving
expertise needs a lot of efforts and concentration coaching based on what is observed during
individual practice. Each experiential learning as coaching activity may covers a debriefing
session where adult receive specific comment and coaching from knowledgable person.
With the help of Malcolm Knowles, Andragogy theory it can be analysed that along with
coaching, mentoring as effective learning method bring several benefits for individual (Heinrich

and et.al, 2021). The best things about mentoring at workplace is that it help to increase
knowledge transfer and job satisfaction, which is essential for individual worker. Andragogy in
the business world is used as adult learning approach to coaching and mentoring which helps to
create a learning environment at work areas by promoting a mentoring process internally that is
developed by HR manager which vales development and learning of individual. It helps to
publish a collaborative and coordinative learning atmosphere where each person is encouraged
and motivated to gain better understanding from those around them at same place.
Moreover, along with this, coaching and mentoring helps to promote professional as well
as personal development of adult (Wozniak, 2020). For example, by pairing workers with a
trainer who is tasked with mentoring employees, HRM may create a better place for each
applicant to learn, which turns into increasing their productivity and improving performance
level. There are varied types of theories related to individual learning available. But Andragogy
is much better than these, because it clearly describes the effectiveness of pedagogy that is a
coaching approach used from earlier period in regard to adult.
It can be said that coaching & mentoring benefits many people especially adult or young
employees. For example, it enhances culture of any firm by helping staffs to realize their
capabilities, potential while fostering their career development. In term of learning approach that
apply for individual growth, it reduces cost of understanding new topics and concepts at
workplace. It may rate as the most efficient approach of learning as it consume less time and
complete under budget. Furthermore, with the help of coaching and mentoring activities
management may decrease anxiety and stress level at workplace, which is quite important to do
as it impact negatively upon productivity and efficiency of adult employees and it also directly
decrease sales which is not acceptable for any company in the corporate world. In practical
manner, Andragogy means that directions for adults needs to concentrate more on process and
less on content being said. For example, leaders and managers always focus on providing
practical tasks to individual, through which they may learn new activities and use their own
experience during this process systematically. Instructions or directions play crucial role in
development and growth of employees who are defined as adult in current theory (van Coller-
Peter and Cronjé, 2020). It drives the attention of individual person towards working better and
systematically without making any kind of mistakes. It can be said that coaching and mentoring

in term of leaders guidance may also play important role in context of individual learning which
is quite effective.
TASK 2
Presenting benefits and disadvantages of increased use of digital learning in workplace
Workplace learning is considered an inevitable part of every successful corporate
structure. Thus, due to changing environment, there are huge variations in the workplace learning
and development. For example, during pandemic time the working culture of organizations
changes such that flexible working, work from home facilities etc. This is all possible due to use
of digital technologies within workplace. This reflects that workplace learning and development
is rapidly changing environment for all sectors due to adapting digital learning. Thus, there are
different benefits as well as disadvantages of using digital learning at the workplace in the
context of employees and organisations which are as mentioned below:
For employees (Individuals):
Benefits:
Convenient and flexible access: It is one of the biggest advantage through which
employees may easily learn as per their suitability. Such that they can access the material from
anywhere and as per their suitability (5 Advantages and disadvantages of e-learning, 2021).
Also, due to pandemic, employees perform remote working and taking advantage of flexible
working environment that helps to increase retention. In addition to this, with the help of such e-
learning tools, employees also saves their time and manage work-life balance as well.
Most effective learning: Through digital learning environment, employees may learn
new skills which also assists them in their near future. That is why, organization prefer to invest
in such learning platform that can be easily accessed by workers and enjoy their working
environment as well (Siddiqui and et.al., 2019). Moreover, online learning tend to be more
effective because employees can learn at their own place rather than being rushed. This also
assists to increase their ICT skills and research skills which might be helpful in their future.
Through this, employees are able to match competencies with learning goals so that they
establish good reputation.
Ease of resources: With the help of this advantage, employees access the resources
easily across any boundaries and as a result, employees can do self- learning with or without

instructor through different materials. This is possible only in online learning environment,
whereas during offline learning, employees have to attend such within a specific period.
Disadvantages:
Less interaction: One of the biggest disadvantage of using digital learning at workplace
where interest of employees is reduced towards leaning in subjects. As,there is no face to face
interaction, which might underestimate the employees to not meet their instructor directly.
Lack of control: Through digital learning, motivation of employees falls and as a result,
productivity of employees got affected (Rainie, Anderson and Page, 2017). Therefore, a lack of
schedule and fixed routine is difficult for employees to commit towards learning process.
Therefore, there is no control of employers over them which also affect their performance.
Isolated: Another biggest disadvantage of using digital learning for employers is such
that due to less face to face interaction, most of the employees feel isolated. This feeling also
lead to decrease motivation among them. Thus, online learning often does not allow the
instructor to answer bunch of questions at the same time of working hours, whereas many
employees are prefer to work in home.
For Organization:
Benefits:
Cost effective: Most of the organization invest upon the online learning because it is
more cost effective method as compared to offline. That is why, company may invest their time
and money in different operations so that it develop opportunities for development (Weill and
Woerner, 2018). For example, provide online lectures will helps to save 80% of the printing
cost and even employees may attend the same whenever they prefer. This reflect that it is quite
cheaper and fast accessible by employees that also benefit organizations.
Increase productivity and performance: This learning environment is rapidly increases
which allow employees to access material from anywhere. This in turn helps to improve the
productivity and performance of a company because it provides a new platform to their
employees so that they manage work accordingly. Therefore, it can be stated that with the help of
effective online training employees enhanced their skills which will directly causes positive
impact upon the business. Apart from this, it also benefited the organization with increases Rate
of Return which is possible by improvement in employee's performance. Thus, it will result in
overall production of a company.

Better Employee retention: Another benefit of using online learning is such that it helps
to retain their employees for a longer term. As company provide flexible working environment to
their employees, that helps to train their employees and they easily manage their personal and
professional life in better manner. This in turn leads to decrease stress level which contribute to
engage towards a business (Monson, 2017). That is why, there is a need to increase in digital
learning environment. Along with this, company is able to boost the staff morale and provide
transferable skills as well. So, it enable organization to cope with modern world as well.
Most of the large organizations or MNC, uses elearning at their workplace in order to
allow their employees from different departments to contribute or share relevant information to
their employers. Therefore, it helps organization to smooth running their business operations and
also retain them towards a business.
Disadvantages:
Technological issue: The biggest drawback of using digital learning is such that facing
many technological issues which is occurred due to poor connection. Also, some e-learning tools
require software which might be not supported by the iPhones. Therefore, it is not possible to
have all time fast connectivity so employees faces issue and waste their time as well. Further,
there are many data privacy error in which sensitive or private data will be shared by others and
they might took advantage from this situation. That is why, organizations should make sure that
they use updated software with password protected or Cloud computing.
Lack social interaction: It is realized that e-learning is the only cause of social isolation
because employees do not interact with each other which leads them towards isolation. For
example, during pandemic time, almost every organization offer work from home facilities (if
possible), then employees feel bored and do not involve with others which might cause decrease
in employee morale (Javorcik and Polasek, 2019). Also, most of the employees may also took
undue advantage of such flexibility that also affect their performance too.
Inaccessible to others: It is another disadvantage of using continuously digital learning
within workplace. It is so because most of them do not have access to took an advantage from
this. Therefore, it is up to the company to set the limitation of accessibility so that they decrease
chances of data misuse. Along with this, it is also evaluated that due to poor internet connection,
most of the employees do not got access and this in turn leads to waste the time.

From the above it has been evaluated that there are both disadvantages and advantages of
using digital learning at the workplace. Though it helps to be global collaboration and to perform
operations at global level, it is necessary for the company to implement such online learning
programs. This in turn assists to reduce the company's environmental impact and sustain the
brand image as well. That is why, it has become a viable way of training and development
people so that they contribute their best for the welfare of a firm. Along with this, companies
should focused upon digital learning so that they improve performance and also build goodwill
as well.

REFERENCES
Books and journals
El-Amin, A., 2020. Andragogy: A Theory in Practice in Higher Education. Journal of Research
in Higher Education. 4(2).
Heinrich, W.F. and et.al, 2021. Who Coaches the Coaches? The Development of a Coaching
Model for Experiential Learning. Innovative Higher Education. pp.1-19.
Javorcik, T. and Polasek, R., 2019, July. Transformation of e-learning into microlearning: New
approach to course design. In AIP Conference Proceedings (Vol. 2116, No. 1, p.
060016). AIP Publishing LLC.
Jeanes, E., 2021. A meeting of mind (sets). Integrating the pedagogy and andragogy of mindsets
for leadership development. Thinking Skills and Creativity. 39. p.100758.
Monson, J. D., 2017. Getting started with digital collections: Scaling to fit your organization.
American Library Association.
Rainie, L., Anderson, J. and Page, D., 2017. Code-dependent: Pros and cons of the algorithm
age. Pew Research Center. 8.
Scerri, M., Presbury, R. and Goh, E., 2020. An application of the mentoring framework to
investigate the effectiveness of mentoring programs between industry mentors and
student mentees in hospitality. Journal of Hospitality and Tourism Management. 45.
pp.143-151.
Siddiqui, S. T. and et.al., 2019. Cloud-based E-learning: using cloud computing platform for an
effective e-learning. In Smart Innovations in Communication and Computational
Sciences (pp. 335-346). Springer, Singapore.
van Coller-Peter, S. and Cronjé, J.P., 2020. The Contribution of Coaching and Mentoring to the
Development of Participants in Entrepreneurial Development
Programmes. International Journal of Evidence Based Coaching and Mentoring. 18(2).
pp.51-67.
Weill, P. and Woerner, S. L., 2018. Is your company ready for a digital future?. MIT Sloan
Management Review. 59(2). pp.21-25.
Wozniak, K., 2020. Personalized learning for adults: An emerging andragogy. Emerging
technologies and pedagogies in the curriculum. pp.185-198.
Online
5 Advantages and disadvantages of e-learning. 2021. [Online]. Available through
<https://www.thetechedvocate.org/5-advantages-and-5-disadvantages-of-e-learning/>.
6 Adult Learning Theories and How to Put Them into Practice. 2019. [ONLINE]. Available
through: <https://www.ispringsolutions.com/blog/adult-learning-theories>