Learning and Development towards Organizational Growth

What is Learning?

Learning : A qualitative change in a person's way of seein, experiencing, understanding and conceptualising something in the real world (Marton and Ramsden 1988). 

People learn in different aspects. Ever since you are born, you will be learning until your last breath. Learning is a continuous process. Even if you join a new job or even if you start a new journey of your life, you will be learning. 

Workplace Learning

The simple act of observing more experienced colleagues can accelerate learning; conversing, swapping stories, cooperating on tasks and offering mutual support deepen and solidify the process. This kind of learning – often very informal in nature – is thought to be vastly more effective in building proficiency than more formalized training methods. Reynolds (2004)

Workplace learning is largely experiential learning – learning by doing. But is also social or cooperative learning – learning from other people. It involves self-managed learning and is enhanced by coaching, mentoring, e- learning and planned experience.

The characteristics of workplace learning were explained by Stern and Sommerlad (1999) as follows:

 * The workplace as a site for learning

 * The workplace as a learning environment.

 * Learning and working are inextricably mixed.

What is Development?

Personal Development: It is the development of an individual’s skills, competence, attributes, and personality through education, training, and other activities (Edmund, H and Mike, N. 2017)

Personal Development is a lifelong process. Same as learning day by day you get better in your life. You develop yourself into a better version of your life through learning. Personally developed individuals will be an advantage for any organization in their long run. Employees with experience and expert knowledge will add more value to the organization.

What is Training? 

“Training” refers to a systematic approach to learning and development to improve individual, team, and organizational effectiveness (Goldstein & Ford 2002).

Training could be provided within the organization or outside organization. Through training people learn. Through learning people develop themselves. 

Training could be subjective and general. 

Subjective training are training that are given to certain set of employees aiming to develop a specific skill that are related to their expert area. (Ex: a quick book training for accountants)

General training will aim on developing general abilities such as self confidence. 

A Basic Model of Systematic Approach to Training 

                                              Source: Research Gate (Adapted from Buckley & Caple, 2000)

According to the above structure, first of all the organization (ideally managerial level employees) will have to identify the training need of their subordinates. This could be identified through the performance appraisal done annually and mid-year. Employees can also request for a training if they require certain area to be developed from the management. Once training requirement is identified organization can come up with the training design (what type of a training could be given). Once that is designed, organization conducts the training. After the training the management can check the effectiveness of the training i.e. actually see how the training has impacted the productivity of employees and change in employees. You can assess this by evaluating employee performance after 2-3 months after the training.    

Importance of Training and Development: 

There is documented evidence that training activities have a positive impact on the performance of individuals and teams. Training activities can also be beneficial regarding other outcomes at both the individual and team level (e.g., attitudes, motivation, and empowerment).

Employee training and development is one of the most significant motivators used to help both individuals and organizations in achieving their short-term and long-term goals and objectives. Training and development not only enhance knowledge, skills, and attitudes, but it also offers several other benefits. The following are common benefits of employee training and development, according to Nassazi (2013).

1. Increases employee morale, confidence and motivation

        Once training is given employees will have a learning outcome where they will be able to improve their abilities. Which will result in serving the organization with morale and confidence. On the other hand, employee will also feel motivated this can be related to the previous article on motivational theories of Herzberg. 

2. Lowers Production Costs

    Through training employees will be able to enhance the productivity by learning new methods of improving efficiency and effectiveness. Which will ultimately result in lowering the production cost. 

3. Promotes a Sense of security which in turn reduces Turnover and absenteeism 

        An organization spends on training. That means, they invest on its employees. Through this employees will fee secured which will result in reducing TO and abesenteeism. 

4. Increases employees' morale, involvement in the change process by providing the competencies necessary to adjust to new and challenging situations.

        Once a training is given it develops abilities of employees. As a result they will also could get involved in strategic decisions of the organization by using their experience gained through the training. 

5. Opens the doors for recognition, higher pay and promotion

        This applies specifically for job related training. Once an employee gets and training, it helps employees to grow up to the next level which will help them in perform well, get a better appraisal review and get a better increment. On the other hand, it will open doors for promotions through recognition. 

6. Helps organization in improving the availability and quality of staff

        Since organization is able to retain employees, they will have trained and quality staff who are experts in their area. 

Difference between Learning & Training:

Learning is the broader process of acquiring knowledge, skills, and competencies, often self-directed and ongoing. Training, a subset of learning, is more structured and aimed at specific outcomes, usually provided by an organization to improve job-related skills and knowledge. (Olson, J. 2024) 

Learning has a broader scope. As mentioned above, we learn everyday there is no ending. 

Training on the other hand has a specific objective. It has a start and end date. It has a specific process. 

Learning aims for personal growth where as Training focuses on job performance. 

However, they both focused on employee development which will result in enhancing job performance which will ultimately improve the skill level and abilities of the individual. 

Conclusion:

In conclusion it could be highlighted that L&D is one of the best HR practices that will help in improving employee performance that will ultimately lead for organizational growth. Additionally, this will also help employees being motivated. They will feel well treated, well taken care of which will ultimately help the organization to achieve its goals and objectives. 

                                                    Source: azquotes.com

References: 

• Aguinis, H. and Kraiger, K., 2009. Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60, pp.451-474.

• Armstrong, M. and Taylor, S., 2023. Armstrong's handbook of human resource management practice: A guide to the theory and practice of people management. Kogan Page Publishers.

• Atkinson, S. (1999), "Reflections: Personal development for managers – getting the process right", Journal of Managerial Psychology, Vol. 14 No. 6, pp. 502-511.

• Buckley, R. and Caple, J., 2009. The theory and practice of training. Kogan Page Publishers.

• Edmund, H. and Mike, N.  “A Dictionary of Human Resource Management (3 ed.)”

• Harrison, R., 2005. Learning and development. CIPD publishing.

• Olson, J., 2024. Training vs Learning: What's the Difference? Available at https://www.continu.com/blog/training-vs-learning#:~:text=Learning%20is%20the%20broader%20process,job%2Drelated%20skills%20and%20knowledge. Accessed on 02/04/2024

• Phillips, J.J., 1996. Was it the Training?. Training & Development, 50(3), pp.28-33.

• Ramsden, P., 1985. Student learning research: retrospect and prospect. Higher Education Research and Development, 4(1), pp.51-69.

• Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee performance and evaluation. World Wide Journal of Multidisciplinary Research and Development, 3(10), pp.206-212.

• Salas, E., Tannenbaum, S.I., Kraiger, K. and Smith-Jentsch, K.A., 2012. The science of training and development in organizations: What matters in practice. Psychological science in the public interest, 13(2), pp.74-101.