Redefining Workplace Learning For The 21st Century

This essay explores the importance of workplace learning in the 21st century and how it impacts the performance of employees and organizations. It discusses the emerging trends in workplace learning, the impact of training and development on organizational performance, and the concept of succession planning. The essay also highlights the need for effective management of training budgets and resources and the impact of changing business environments and technology on workplace learning.

Redefining Workplace Learning For The 21st Century

Running Head: Essay
There is an emerging interest in the workplace learning which brings an interest in setting to
maintain the workplace competencies while securing the skills throughout working life, which
become prominent priorities for industry, governments, and workers, globally. Because of such
priorities there are emerging demands and interest in the provision of workplace experiences.
The workplace experience and learning seem to offer an effective human for meeting specific
enterprise skills and working life and maintaining the effectiveness of workers with those who
are marginalized because of disabilities or structured opportunities for skill development (Billett,
Harteis, & Etelapelto, 2008).
The human resource development paradigm has shifted to workplace performance and training.
The workplace can be an office, organization, a shop or even a home. The workplace learning is
the exploration of trends in the Global market of workplace learning which can assist us to better
comprehend the workplace learning stakeholders and connect with them. The workplace learning
is considered as a dynamic process to mitigate the problems of the workplace (Lee & Lai, 2012).
The workplace learning is an effort which is generally initiated by the organization to foster
development and learning among its workers that is oriented towards broadening the skills of the
individual for the future responsibility. The training and development are designed to improve
the aims of the employees and is a continuous effort in meeting the organizational performance
as a goal to improve the performance and capacity of the employees. The HRM plays a
prominent role in the economic development of most developed countries like Japan and Britain
America. In the developing countries like Asian countries, with their financial support and
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natural sources, the organization can also experience the success in the economy, if the
appropriate attention is given to the learning and development of human resources. Every
activity and factor in the organization involve people and it has been studied that an organization
cannot be successful if their employees are not well equipped with the ability, knowledge, skills,
and competence (Hart, 2018).
The workplace learning in the organization is considered as a learning activity to grasp better
knowledge and skills which are needed to perform a task efficiently. The idea of workplace
learning is the requirement for greater safety and productivity in the operation of any task or
equipment. To perform well on the job site, the employees needs to come up with skills, desired
knowledge, and abilities, which require proper training programs. This will consequently result
in the profitability and reputation of the company or it may break (Engetou, 2017).
While designing the training programs, various learning theories are applied to come up with
various transparent methods and to help the learner acquire the behavior which is required for
effective work performance. The first factor is the motivation which implies that highly
motivated the training, the more fast and efficient a new knowledge or skill is learnt. The second
factor is the Cue in which the learner recognize the related cues and associate them with related
responses. The third factor is responses in which the training must be immediately followed by
consistent, timely and positive reinforcement. The last factor is the feedback in which the learner
gets the quality of response. It has also been studied that if the workplace learning requirements
are being analyzed properly and the programs are organized properly and conducted to address
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the requirements of the individuals, it will help in improving not only the performance of the
employees, but the overall organization. This is because it supplements the vision and workers of
the organization. It is thus important for organizations to keep their employees up to date which
will help in going a long way to increase the overall success of the organization along with the
profitability (Khan & Khan, 2011).
To manage the training budgets and employees are no different than managing the sales,
marketing, and IT investment in the organization. It provides the information on how much
money, how much time, and how many resources are required to run different programs, and
advantages that are generated in return. The primary aim of the training is the development of
competencies, behaviors, and skills, which are required by the organization to meet the skills,
which also impact the training. However, the impact of training in the organization can be
maximized by identifying the training activities or courses which are needed for the development
of competencies, desire skills, and behaviors, through the identification of the potential impact of
competencies, new skills, and behavior on the organization and the resources, cost, and time
required for the development after capturing the potential benefits and cost of various training
programs. The training resources and budgets can be optimized in a number of methods which
comprise of evaluating the impact of delivery options, evaluating what didn't work, and what
have worked, and why, while conducting multiple what if scenarios and comparing build versus
buy options (Mamoukaris, 2012).
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To capture the outcome and the cost of training activity, there are the building blocks, which can
be used by the HR using various combinations of the specific skills, behaviors, and competencies
of the individuals. The HR also need to evaluate the feasibility of technology based solutions like
performance support system, Computer Based training, synchronous and asynchronous internet
based training, which are cost-effective options. The HR can also identify the cost breakdown
that is, training, delivery, development, support, etc. as well as their location in terms of internal
as well as external resources, which is critical for the optimization of training resources and
budget while defining the resulting competency, skills, and behaviors. Each activity can be
linked to multiple or 1 skill or behavior and there is no limit on the number of behavior skills that
can be identified by the organization (Bahlis, 2011). They also need to determine the plausible
delivery options and the primary objective of this step is to identify the ability of delivery options
in learners and organizational requirements including budget and time limitation, instructional
design, Strategies, and motivation and attitude. The HR may also determine the resources and
cost to allow for the evaluation of delivery options as well as building options by decisions
which in which the training cost can be divided into main groups. This group comprises of
development, hardware, Administrative, Management, delivery, and support. After the
identification, the HR need to compile the data for each individual with learning and training
responsibility that can compile the data to manage their own resources and budget through this.
The HR can uncover the cost of business while determining the resources and budget required
running one or multiple training programs as well as finding out where the money is being spent.
The HR need to identify the true cost of training through implementing the proper management
skills. The HR also needs to minimize the waste and application, while reducing the time
required to prepare for cost and budget. They also need to benchmark the training investment by
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generating the benchmark reports, including percentage of payroll, expenditure for employee,
percentage of expenditure going to external organizations, uses of alternate technology, etc.
while exploring the investment over time to the coworkers and the competition (Labrador, 2012).
The concept of succession planning can be implemented by the organization for accommodating
the need for employee training. The succession planning is a decision made by the organization
to promote and foster the continual development of the workforce and make sure that the key
positions maintain the measure of stability by enabling an organization to achieve their
objectives.
The succession planning uses the replacement approach while focusing on the some of the
positions like executive level. The succession planning involve into a process that can be used to
assess, identify, and develop, the employee skills, knowledge, and abilities, to meet the current
and future requirements of the organization and replenish the HR of the organization at a specific
work level. It also helps in making sure that a continuous supply of talent by assisting the
employees develop their potential which helps in increasing the profitability of the company.
There are some practices in succession planning, which help in meeting the objectives and goals
of the organization. Some of the practices include knowing what kind of jobs would cause a
significant loss to the organization and knowing what employees are interested in, while
providing them enough work through workforce training. It also requires significant investment
to make sure that employments have structured, and appropriate learning, training, and
development opportunities to fulfill their potential. This also requires aligning successful
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planning with anticipated and current business objectives and goals after analyzing the potential
employees for the organization based on the potential and interest for success in a key position.
The organization needs to make sure that these candidates have access to development
opportunities and focused learning. Some of the key points when developing the learning are the
action plans which should focus on removing or decreasing the capital in the current knowledge,
ability, skills, of candidates. The organizations also need to manage the expectations which are
based on development and learning to fulfill the potential of the employee rather than filling up
the vacancy. There is also a wide range of development and learning opportunities to consider
which includes formal training, job locations, and job assignment, etc. Organization also need to
make sure that there are appropriate strategies which are in place to support the movement of
knowledge, skills, to employees for their jobs which include comprising of establishing
communities, documenting critical knowledge, and coaching and mentoring or job shadowing
(Hart, 2018).
There is an impact on work and people due to the changing environment which require
identification of all the possibilities through several strong factors that have emerged due to the
globalization, technology, and demographics, and other aspects. The culture of the organization
and its structure has been impacted in the future. The organizational models will be turned into
many states and will play an important role in the society. The business model will specialize in
creating the rise of collaborative networks and the fundamental changes to the environmental
agenda to business strategy. The role of human resource will also undergo fundamental changes
and the HR need to focus and must have a proactive mindset while influencing many other
factors of the business (Kulkarni, 2013). Due to the technology age, various countries operate
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with ubiquitous wireless networks that allow entertainment, commercial track, which can be
handled by every individual but it also requires the training. Thus, the HR need to pinpoint
exactly what is needed by the organization and how it can be available to the existing employees
of the organization and what kind of training is required by the employees to effectively perform
the task. To manage the people, the HR need to invest huge cost drive for robust analysis and
metrics while considering all the factors like productivity, employee engagement, and
performance, which need to be measured systematically and the accessing the leadership on a
daily basis (Rendell, 2017).
It has been scrutinized from this essay that training is prominent for the survival of any
organization. It also helps in adapting the challenging and changing business environment and
technology for better performance, which increase the knowledge and problem solving skills of
the employees. It has also been studied that the training and development impact the
performance of the employees and effectiveness of the organization which implies that various
efforts must be made by the organization to make sure that employee’s knowledge and skills are
fully underutilized through training design and implementation (Falola, Osibanjo, & Ojo, 2014).
Also, management is also required to take into consideration the training requirement of each
employee and act as appropriate.
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References
Bahlis, J. (2011). How to Effectively Manage and Optimize Training Budgets and Resources.
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Billett, S., Harteis, C., & Etelapelto, A. (2008). Emerging Perspectives of Workplace Learning.
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workplace-learning.pdf
Engetou, E. (2017). The impact of training and development on organizational performance.
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