University HR Module: Employee Learning, Motivation and Performance

This assignment delves into the critical aspects of employee learning and motivation within the context of human resources. It highlights the importance of continuous learning in the modern business environment, emphasizing how it enables employees to acquire essential skills and knowledge to meet corporate expectations. The paper discusses various factors that motivate employees to learn, including performance enhancement, skill development, and the acquisition of management and leadership skills. It also examines how organizations can incentivize and encourage employee learning through rewards, recognition, and training programs, while also integrating employee perspectives in skill-enhancing workshops. The assignment further explores the integration of organizational and employee perspectives to facilitate skill development and achieve organizational growth. The author reflects on personal experiences and the importance of self-reflection and feedback in the learning process.

Running head: MANAGING HUMAN RESOURCES
MANAGING HUMAN RESOURCES
Name of the Student:
Name of the University:
Author’s Note:

1MANAGING HUMAN RESOURCES
As stated by Yee et al. (2018), the dynamicity of the contemporary business world had
made it important for the employees to indulge in the process of continuous learning. Li, Sun and
Dong (2018) are of the viewpoint that would enable them to acquire the required skills for
performing as per the expectations of the corporations that they work for. More importantly, it
had been seen that there are various factors which motivates the employees to undertake the
process of learning. The most important factor in this regard is the performance enhancement
factor. For instance, the employees by indulging in the process of learning have the opportunity
to enhance their skill sets, expertise level, acquire new kinds of knowledge and others which in
turn would help them to improve their performance and thereby contribute positively towards the
organizational growth (Park, Jeong and Ju 2018). Another important factor which influences the
employees to undertake learning is that it offers them the opportunity to acquire important
management and leadership skills which in turn can help them to get promotions, recognition,
rewards and others (Wilhelm, Richter and Semrau 2019).
I would say that the organization in which I work offers adequate amount of incentives to
the employees to increase their skills and also performance. For instance, the organization has a
high performing as well as a rewarding culture wherein the employees who perform as per the
performance standards of the organization are being given adequate rewards, recognition,
promotions and other kinds of perks. More importantly, adequate amount of encouragement is
being given by the leaders as well as the managers of the corporation to the employees and also
regular advanced training programs are organized wherein the employees have the opportunity to
acquire important skill sets, knowledge and others which in turn would help them to enhance
their performance. In addition to these, it had been the organization takes the help of the process
of internal recruitment and thus the high performing employees of the organization are being

2MANAGING HUMAN RESOURCES
promoted to the important management designations rather than recruiting the same from
outside. This in turn significantly motivates the employees of the corporation to not only
improve their skill sets but also their performance so as to be able to get these rewards and perks.
Thus, by seeing the rewards or the perks which are being offered to the employees who not only
have the required skill sets but also perform as per the organizational expectations the
organization is being able to motivate the employees to improve their skill sets and also
performance.
The other important areas which can be brought forward from this discussion are the
aspects of career development of the employees, their own personal expectations from the
organization, the kind of skill sets that they want to inculcate or develop and others. In addition
to these, the organizations also need to integrate the perspective or for that matter the viewpoint
of the employees into the different skill enhancing workshops or the training programs which are
being organized by them rather than merely taking into account the organizational perspective.
This in turn raises the important question regarding the manner in which the organizations can
integrate the organizational and the employee perspective effectively so as to facilitate the skill
development of the employees and also achieve the desired level of organizational growth as
well.

3MANAGING HUMAN RESOURCES
References
Li, C., Sun, L.Y. and Dong, Y., 2018. Innovating via building absorptive capacity: Interactive
effects of top management support of learning, employee learning orientation and
decentralization structure. Creativity and Innovation Management, 27(4), pp.431-443.
Park, S., Jeong, S. and Ju, B., 2018. Employee learning and development in virtual HRD:
focusing on MOOCs in the workplace. Industrial and Commercial Training.
Wilhelm, H., Richter, A.W. and Semrau, T., 2019. Employee Learning from Failure: A Team-as-
Resource Perspective. Organization Science, 30(4), pp.694-714.
Yee, R.W., Lee, P.K., Yeung, A.C. and Cheng, T.C.E., 2018. Employee learning in high-contact
service industries. Management Decision.