"Learning today, Leading tomorrow"
Learning is a process where permanent change of behavior through practice and experience
Any organization who has succeeded and further passionate on the success of the organizations should have a workforce who are willing to learn & develop continuously
Training is instructor -led intervention for a change of behavior. Training mainly focuses on two aspects of learning which are acquiring skills and experience and the process of setting the same on action
Training & development makes an effective organization by creating effective management and skilled workforce. Companies make large investments on training & development to maintain the organization standards effectively to adjust & update with the changing market, whilst making the expertise on the field
The field which I’m attached to is Banking and Financial industry is a rapid changing industry with the technology and banking environment. Therefore, it is mandatory to update on the latest technology in the world on banking to ease life and guidelines to be followed in the industry. Training & development and learning mindset will more focus on the continuous growth on above context
Learning organization is a dynamic “work in progress” and according to
Bibliography
Alipour, M., 2009. A Study of on the Job Training Effectiveness: Empirical Evidence of Iran. Internation Journel of Business and Management, p. 63.
Indradevi, G. M. a. D. R., 2015. Importance and Effectiveness of Training and Development. Importance and Effectiveness of Training and Development, Volume Vol 6 No 1.
King, W. R., 2006. Strategies for Creating A Learning Organization. Information Systems Management.
Kolb, D. A., 1976. Management and the learning process.
Kraiger, H. A. a. K., 2009. Benefits of Training and Development for Individuals Teams and organization & society. The Annual Review of Psycholog.
Mohammed S. Chowdhury, 2006. Human Behavior In The Context of Training: An Overview Of The Role of Learning Theories as Applied to Training and Development. Journal of Knowledge Management Practice.
WASHBURNE, J. N., 1936. Journal of Educational Psychology.
Hi Dileka, Great approach for Learning. Further, A "learning organization" is defined as a place where individuals constantly deploy their skills, fulfill their genuine goals, promote innovative ways of thinking, and deliver new common hopes (Senge, 2011). Because of these features, the entire firm is always undergoing self-transformation (Unger, 2002). Learning organizations are relatively undetermined systems, but they are also adequately self-organized and structure-determined, and they are classified as open systems because the organization interact with their surroundings and allow knowledge to flow across the internal structure of the organization (Liebsch, 2011).
ReplyDeleteHi Romeda, Thank you for your valuable input. According to Porth, S. J., McCall, J., & Bausch, T. A. (1999), innovation and change is hallmark of learning organization.
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ReplyDeleteActually, a great topic to talk Dileka Given that learning is a complex process, adopting an inappropriate graphic
ReplyDeletesyntax will make the development of models that reflect this complexity difficult, if
not impossible. On the other hand, avoiding complexity altogether by oversimplifying complex processes does not aid understanding (Britt 1997; Gigerenzer and Selten
2001; Tufte 1983), it merely removes layers of meaning and reduces complexity to a
level suited to untrained or simple minds (Trumbo 1997)
A good topic to talk about Dileka,Given that learning is a complex process, adopting an inappropriate graphic
ReplyDeletesyntax will make the development of models that reflect this complexity difficult, if
not impossible. On the other hand, avoiding complexity altogether by oversimplifying complex processes does not aid understanding (Britt 1997; Gigerenzer and Selten
2001; Tufte 1983), it merely removes layers of meaning and reduces complexity to a
level suited to untrained or simple minds (Trumbo 1997)
According to Sandra Kerka (1995) most conceptualizations of
Deletethe learning organizations seem to work on the assumption that‘learning is valuable, continuous, and most effective when
shared and that every experience is an opportunity to learn‘.
Learning organizations:
Great article Dileka, learning helps individuals to grow, aspire towards and realize higher-level needs; it enhances human potential individually and collectively for employees, organizations, society and humanity and this is a narrower technical-rationalist and instrumentalist view of learning which sees it as a means to solve everyday problems through the effective transferring of information and knowledge (Holton, 2000)
ReplyDeleteThank you Chathuri for your input, Indeed Im agreeing with your comments.
DeleteIn a learning organization employees expected to learn and change accordingly, For learning to occur, individuals must courageously take responsibility as they confront personal transitions. Providing nourishing environments to meet human needs will enhance learning (O’Hara, 1996). The processes of making a Learning organization challenges employees and communities to use their cooperative intelligence, ability to learn, creativity, transfer of knowledge continuous professional development .
ReplyDeleteHi Iyngararaj, this is well said. Sometimes while people may having capacity to learn the structures in which they have to function are often not conducive to reflection and engagement & not guided with the required tools. In that instance organization should play a responsible role as a continues expanding entity.(Senge, P., 1990)
DeleteA great blog article Dileka, I would like to add to your content that according to Garavan et al., (2020), the evidence indicates that organizations continue to invest in learning and development programmes of human capital as part of their HR strategy to enhance employees’ competency level (Garavan et al., 2020). In today’s context, learning organizations are well aware of the stiff market competition. Therefore, investing in L&D proves to be an important factor affecting the overall performance of the organization and thus to thrive or survive in the market.
ReplyDeleteExactly, I agree with you. Thank you for your inputs. Successful learning organizationt may be required not only to place a greater emphasis on training but also to change human resource management systems to support learning (Vilmantė Kumpikaitė, 2008)
DeleteA great blog article Dileka, I would like to add to your content that according to Garavan et al., (2020), the evidence indicates that organizations continue to invest in learning and development programmes of human capital as part of their HR strategy to enhance employees’ competency level (Garavan et al., 2020). In today’s context, learning organizations are well aware of the stiff market competition. Therefore, investing in L&D proves to be an important factor affecting the overall performance of the organization and thus to thrive or survive in the market.
ReplyDeleteGood article dileka, A learning organization is a place, in which people “continuously arrange their abilities, achieve their true targets, due to that employees’ new ways of thinking are supported and new expectations will be delivered, so organizations, in which people are learning how to collectively learn (Luhn, 2016).
ReplyDeleteThank you Sarasi for your valuable comments.
DeleteA great blog article Dileka, Learning activities comprise the interest for practitioners and theoreticians dealing with corporate knowledge management. The ability to align this knowledge in an economic process and called as knowledge diffusion within an organization is of advance importance. Such an approach to the meaning of knowledge in an enterprise has led to the transformation of many departments in the corporate organizational structure (Iwona Posadzińska, 2020).
ReplyDeleteHi Thilini, Thank you or commenting on my blog. Learning organizations are the " early adopters" where they can adjust and enable active in their industry (Daniela-Oana POPESCU & A CIOCÂRLAN-CHITUCEA, 2009).
DeleteA great blog article Dileka, Learning activities comprise the interest for practitioners and theoreticians dealing with corporate knowledge management. The ability to align this knowledge in an economic process and called as knowledge diffusion within an organization is of advance importance. Such an approach to the meaning of knowledge in an enterprise has led to the transformation of many departments in the corporate organizational structure (Zbigniew, 2020).
ReplyDeleteGreat content Dileka. agreed on the content. Employees' self-confidence in their capacity to advance should be boosted by an organization that places a high priority on learning and development and provides opportunities for progress (Maurer, 2001). Furthermore, any individual who works in a company where learning and growth are commonplace is likely to observe others engaging in it, which can act as a source of modeling. Modeling has been shown to boost one's confidence in their ability to do a task. THEODORE J. MAURER (2002)
ReplyDeleteHi Manoj, I agree. Also along with the development , in rethinking of future that learning is an integral thing , where the success depend on how that organization has built up the learning culture(Starkey, K. (1998).
DeleteGrate article of Learning organization Dileka, Further to you article, the reseach report of Sharma, Gupta & Wickramasinghe (2015 stated that companies need to utilise knowledge across processes and functions, to become knowledge-driven organisations or learning organisations. Continuous expanding of creativity and innovation is a key indicator of a learning organization. The two key contributors towards learning organization are people and technology. Learning organisations is not only the strengths of internal people, but also involve outside experts as consultant or strategic partners for creation of knowledge.
ReplyDeleteHi Layanjalie , Agree with your content. While expanding the knowledge organization should have shared vision to workaround as a whole unit to achieve the mission of the company. Accordingly employees understand the gap and the current status and can better strive to overcome that gap.(Goh, S., & Richards, G, 1997).
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