Redefining Workplace Learning For The 21st Century

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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Running Head: Essay
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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