Learning and Development
Explain why the ‘systematic’ approach to Learning & Development is so important for organisation, and identify some of the critical success factors in its adoption.
Introduction
Learning and development achieve aims for individuals and for the organisations performance management. Learning and development can help organisations to improve performance, meet their strategic objectives or become high performing organisations, want to increase profits, increase market share and provide better services for customers. Foot & Hook (2008), in order to achieve these things performance management is the key to help recruit, select, develop, motivate and retain the most talented people.
In recent years organisations have switched from training and development to learning and development in order to help develop the knowledge of workers as fully as possible due to the fact that organisations have moved from being a large manufacturing economy to a more flexible service and knowledge based society. Therefore learning and development is mostly still commonly known as training and development but ‘learning’ is a far better expresses than ‘training’, as training is about the organisation and learning is about the person as according to businessballs.com (2010)
If organisations want to encourage learning in order to retain its employees. They must encourage learning and to develop a culture that recognises learning in a number of different ways and to provide experiences to learn but not all organisations tend to encourage learning and development.
According to Foot & Hook 2008 the UK government has many ways to encourage learning and development initiatives such as offering National Vocational Qualifications (NVQs), new deal and apprenticeships so that this can help organisations be proactive in the learning and development environment.
Kelly (2010), when entering a new job or responsibility, people would usually have already acquired a certain amount of
Introduction
Learning and development achieve aims for individuals and for the organisations performance management. Learning and development can help organisations to improve performance, meet their strategic objectives or become high performing organisations, want to increase profits, increase market share and provide better services for customers. Foot & Hook (2008), in order to achieve these things performance management is the key to help recruit, select, develop, motivate and retain the most talented people.
In recent years organisations have switched from training and development to learning and development in order to help develop the knowledge of workers as fully as possible due to the fact that organisations have moved from being a large manufacturing economy to a more flexible service and knowledge based society. Therefore learning and development is mostly still commonly known as training and development but ‘learning’ is a far better expresses than ‘training’, as training is about the organisation and learning is about the person as according to businessballs.com (2010)
If organisations want to encourage learning in order to retain its employees. They must encourage learning and to develop a culture that recognises learning in a number of different ways and to provide experiences to learn but not all organisations tend to encourage learning and development.
According to Foot & Hook 2008 the UK government has many ways to encourage learning and development initiatives such as offering National Vocational Qualifications (NVQs), new deal and apprenticeships so that this can help organisations be proactive in the learning and development environment.
Kelly (2010), when entering a new job or responsibility, people would usually have already acquired a certain amount of