Analyzing Human Resource Management within a Learning Organization

This essay explores the critical role of Human Resource Management (HRM) in fostering and sustaining learning organizations. It begins by defining a learning organization as one that facilitates continuous employee learning and self-transformation, highlighting key features such as continuous learning, knowledge sharing, and system thinking. The essay emphasizes the benefits of a learning organization, including increased efficiency, reduced employee turnover, and enhanced productivity. It outlines practical steps for implementing a learning culture, including self-audits, strategic alignment, accountability development, and knowledge sharing. Furthermore, the essay discusses the importance of scoring, formative, and summative assessments in evaluating employee skills, learning progress, and overall performance, providing a comprehensive overview of how HRM practices can drive organizational success through a commitment to learning and development.

Running Head: Human Resource Management
Human Resource Management

Learning Organization is a company which facilitates the learning of its employees and
keeps on transforming itself. The concept was propounded by Peter Senge and its key
features include continuous learning, knowledge generation and sharing, system
thinking, learning culture, workplace flexibility and valuing employees. It is a very
important concept in the present day scenario as organisations are keen to invest the
resources in the learning and development of its employees. The benefits of learning
organization are magnanimous for the employees as well the organization, it results in
increased efficiency, low employee turnover, rise in productivity, culture creation,
leadership building and many more. It is a continuous process and it is highly advised
that it should become organizations DNA; this would help the organization in reaching
towards business sustainability (Senge, 2014).
A number of organization see learning as a cost to the organization, hence stay away
from it, however, doing this they lose the competition to the company which is focussed
on the learning organization. In order to implement learning culture at the organization
the following steps have to be ensured, the steps will encompass scoring, formative and
summative assessment from time to time:
 Self- audit of the organization to identify the present learning culture and
identifying lacunae for change in the culture.
 Start from the top and make learning as the organizational strategy.
 Creation of a shared strategy for developing accountability in the organization.
 Creating learning as a habitual behaviour for the organization.
 Develop the sharing of knowledge, skill and learning and provide coaching and
mentoring in the organization.
 Providing time to employees for both formal and informal learning.
 Identification of key learning and sharing them across the team in the
organization (Senge, Hamilton & Kania, 2015).
Scoring, formative and summative assessment form an important part of the learning
organization. Scoring assessment can be seen more as qualification criteria to see if the
employees have the basic skills and knowledge for further enhancement in their career.
It is the basic form of assessment every organization use during the process of
recruitment, it helps them in filtering the candidates and select the ones with the

desired level of skills which can be further polished with learning and developmental
activities at the organization. Formative assessment is an on-going process and really an
important one; it helps in assessing the learning ability of the employee by visualizing
how he practically applies the learnt concept in his work. Managers have important role
to play here, they explain to the employees on the work to be done along with the
direction and path to complete the required task. HR team helps in assessing the
training needs at this junction and enhance the learning process of the employee; the
manager then gives him a feedback on his work progress which also helps in improving
the performance of the employee and helps him finding the skill gap in his performance
(Shepard, Penuel & Davidson, 2016).
The summative assessment can be envisioned as evaluating the performance of the
employee against some benchmark or the goals set for him by the organization. It is a
useful for performance appraisal for the employee and is based on the summation of all
the formative assessment. Summative assessment helps in further identifying where the
employee fits in the organization and the sequence of steps to be taken by the
organization to bridge the gap between his present skills and the required skills
(McMillan, 2017).

References
McMillan, J.H., 2017. Classroom Assessment: Principles and Practice that Enhance Student
Learning and Motivation. Pearson.
Senge, P., Hamilton, H. and Kania, J., 2015. The dawn of system leadership. Stanford
Social Innovation Review, 13(1), pp.27-33.
Senge, P.M., 2014. The fifth discipline fieldbook: Strategies and tools for building a
learning organization. Crown Business.
Shepard, L., Penuel, W. and Davidson, K., 2016. Using Formative Assessment to Create
Coherent and Equitable Assessment Systems.