Management: Reflective Essay on Organisation Learning & Development

This reflective essay explores the student's learning journey in a Learning and Development (L&D) module, highlighting key learning areas, prior beliefs, strengths, and areas for development. The student reflects on the impact of lectures, workshops, and assignments on their understanding of L&D, particularly in organizational contexts. The essay discusses the student's personal learning style, challenges faced, and the realization that a career as an L&D practitioner may not align with their future goals. It also outlines an action plan for improving learning skills and presentation abilities. The student acknowledges the value of self-reflection and the support received from professors while expressing a desire for further development in future courses. Desklib provides a platform to access this and many other solved assignments.

Running head: MANAGEMENT
Management
Student’s Name
University Name
Author’s Note

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Table of Contents
1. Introduction............................................................................................................................3
2. Key Learning Areas...............................................................................................................3
3. Prior Beliefs...........................................................................................................................4
4. Strengths and areas of development.......................................................................................5
5. Action Plan.............................................................................................................................6
6. Conclusion..............................................................................................................................6
Reference List and Bibliography...............................................................................................7

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1. Introduction
Learning on the L&D module, through the assignments was a highly enriching
experience for me. I have obviously gained some significant skills as well as distinctive
knowledge throughout my course. My skills about L&D have been substantially matured. I
had the perception that I will not be facing much hurdles in the course of Learning and
Development. Now it is evident that the learning experience that I have accumulated through
this course is the learning experience of a life time.
2. Key Learning Areas
The set of lectures assignment s that I conducted as well as the workshops that I attended help
me to gain in-depth knowledge regarding both professional as well as personal development
plans. So far is the professional plans are constant, the best outcome from the lecture stations
that I inherited was a lesson that in organisational learning as well as development, ideal
practice cannot be determined as such. It is always dependent on individual organisation
context and taking that into consideration strategies are needed to be planned (Koellner and
Jacobs 2015). Furthermore, in the consultancy workshops I also got to know about the
distinct learning and development interventions from the various groups. Working on the
individual assessment I also got to realise how gaining knowledge about learning and
development in help in working as individual as well as rules and implementation of diverse
learning needs as well as styles.
Learning about the various needs and styles, I was also able to understand the prospects
of my personal learning Style. Even I was also able to associate myself with the activist
category as I feel that I am mostly capable of absorbing knowledge when I practically get to
handle activities that are related to the knowledge. The role play activities as well as the

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discussion session help me to realise that I was at the helm of my concentration in those
Times.
However, after going through the module for some time further, I came to understand
that the role of Learning and Development practitioner is not ideal for my future endeavours
as well as future development. I found that the challenges in the tasks that I had to undertake
in this role limiting my talents and in fact I was having difficulties to reveal the factors that
lead to learning and development and the k p I of my development as well as advancement
vertical as well as complicated to depict through this means. The learning and development in
organisation is at the expense of the resources of the client and this is one important factors
that makes me feel burdened all the time in this position since all resources invested are going
to be unsuccessful if my learning and development is not able to yield Sunny result. Although
there is a possibility that I might feel that I am prepared for this road after I have gained much
knowledge in dealing with other Grave aspects of human resource.
3. Prior Beliefs
I faced contradictions from my belief materialized how complex was the process of
Learning and Development. Attending the initial sessions in my course at the impression that
the learning process in this module was going to be quite easy. I was also under the
impression of the successfulness of the learning and knowledge that I have gained and in fact
I perceived that studying about the organisational performances stringently would alone
suffice for my learning.
I soon gathered that I was wrong in my perception, I came to realise letter clinical as
well as strategic methodology is to be applied for learning about learning and development in
general and high Emphasis is to be laid on individual as well as the group mode of learning.
The guest lectures provided by various eminent professors help me to understand this and

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through this lectures I was able to understand the hectic as well as critical nature of Learning
and Development as practical experiences were narrated by them (Bell and Loon 2016).
The lesson regarding movie although it was initially not so. As stated by Thackeray (2017),
people have a General tendency to assume that the perception, skill as well as knowledge of
other people are also similar to ours.
Hyper essay topic was complicated I discovered that this time the group effort from our
end had been fantastic. In this phase of the group work in the form of storming as defined in
the tuckman and Jensen model of group development. Cohesion was maintained among the
group members all through.
4. Strengths and areas of development
In the role play as well as consultancy modulus of the course I was able to discover that
criticism help me to measure as a learner. The feedback that we received in these phrases,
helped us to make our word accurate as a group. The perception that were shared to us, by the
professor s, helped us to understand that along with individual performance the perception of
the members of workgroup are also important to consider.
All the main level of critical appreciation as well as paying concentration to learn
beyond hurdles has developed much more than before, yet I need to learn around these
aspects much more. I found out later that what I learnt throughout the lecture sessions of the
course was seldom clear to me when it was first described to me (Chen and Johnson 2016). I
had to approach the professors to clear my doubts, but I had taken it in a positive manner
since I also understood that critically learning and understanding was a part of my learning
method and it came naturally to me.
Among the lessons that I learnt as a group member, one significant identification was
that the presentation skill of our group was not so high. Although the content that we created

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was versatile and included information from diverse sources, our in capability to present all
these remarkably and feasibility, did not gather the attention of the onlookers.
5. Action Plan
Learning and development admin course module that help me to make considerable
self-reflection and the knowledge gained through this course help be highly in developing
personal as well as professional plan. So this module I have been discovered myself as a
learner who gives knowledge better through close and learning and this has been evident to
me in the role play sessions. As I reflected earlier I expect to gain bitter experience with
human resource in the upcoming months before the start of my next degree course. However,
I know that I need to refurbish my learning skills and develop acute concentration power so
that I am able to gather relevant knowledge in the further courses. I hate the convenience of
approaching the processes and learning the key points about the course module time and
again and thereby clarified myself but I know that in future I might not get the chance many a
times. That is why I want to be at the peak of my concentration power and for this I have to
motivate myself further so that I am able to stop my mind from diversification as depicted in
the andragogy theory by Knowles.
lastly, as I reflected the poor presentation skills also need to be defined and for that I
suppose that I will be needing more practical lessons from various secondary sources and
make individual as well as group presentation as dummies for my peers and collect their
responses and opinion about them in future.
6. Conclusion
L&D turned out to be a challenging domain for me and I found that the group work also did
not help me much. Although, I was able to make high developments, I hope that in the future

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degree courses, I can develop more. However, I am thankful to the professors who helped me
in personal and professional plan development.

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Reference List and Bibliography
Ali, S.A. and Loon, M., 2016. Developing and delivering L&D solutions for international
markets.
Bell, R. and Loon, M., 2016. Understanding the Context of L&D.
Chen, X. and Johnson, N., 2016. Perceived Stress on Labor and Delivery (L&D) During
OB/GYN Clerkship From Students, Residents, and Faculty's Perspectives. Obstetrics &
Gynecology, 128, p.49S.
Collier, D. and Levita Schallenbach, C., 2017. HR Shared Services (HRSS): Model and
Trends.
Cunningham, I., 2008. The future of learning and development functions: a new era for L&D.
Development and Learning in Organizations: An International Journal, 22(6), pp.5-6.
Koellner, K. and Jacobs, J., 2015. Distinguishing models of professional development: The
case of an adaptive model’s impact on teachers’ knowledge, instruction, and student
achievement. Journal of Teacher Education, 66(1), pp.51-67.
Ramachandran, S., 2015. The Evolving Role of Learning & Development-What the Business
Expects from L&D at the Functional & Organisational Level. NHRD Network Journal, 8(3),
pp.128-130.
Thackeray, R., 2017. A new conceptual framework for the evaluation of L&D programmes
(Doctoral dissertation, Middlesex University).

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