Learning and Development
Learning and
Development (L&D) is a specialized HR function and a great tool for linking
skill gaps, cultivating workplace culture, increasing employee engagement and
working on employee retention rates. Learning and development is a continuous
process of empowering and encouraging employees’ professional skills to drive
better organizational performance (Garavan, 2021). L&D
is characterized as part of a business’s overall talent management plan, where
learning is used to gain, nurture, maximize, and retain talent (Niazi, 2011).
Learning
can be defined as the gaining of knowledge, skills and attitudes (Harrison, 2005). Development can be
defined as the broadening of knowledge to match an individual’s development
goals (Sadler-Smith 2006). The final outcome of L&D is to develop or change
employee behavior for the better, to help them do their work better and
increase performance (Niazi, 2011).
One must keep in
mind that many use learning, training and development interchangeably (Armstrong
and Taylor, 2014) However, the table 1.0 defines the differences between these
concepts. And figure 1.0 explains the relationship between education, training
and development.
Table
1.0 Definitions of Learning, Training, Development & Education
|
Concept |
Description |
|
Learning |
The acquisition of
knowledge, skills, or attitudes through experience, study, or teaching.
Training, development, and education all involve learning. |
|
Training |
Training is aimed at teaching
immediately applicable knowledge, skills, and attitudes to be used in a
specific job. Training may focus on delivering better performance and
productivity in the current role or to overcome future changes. |
|
Development |
Development is aimed at the long
term. It revolves around the broadening or deepening of knowledge through
learning. This has to fit within one’s personal development goals and the
(future) goals of the organization. Development usually happens voluntarily. |
|
Education |
Education is a more formal way to
broaden one’s knowledge. Education is often non-specific and applicable for a
long time and is especially relevant when a person has little experience in a
certain area. |
(Armstrong & Taylor, 2014)
Figure
1.0- The relationship between education, training and development
This HR function analyze skill gaps in employees in a business and design customized training programs that can drive business performance promoting growth while increasing profitability. An organizations L&D process can be broken down in the following manner (Niazi, 2011).
·Talent
Gap Analysis: This means an assessment of the current talent pool to identify
skill gaps, development areas and possible opportunities in line with future
corporate goals.
·L&D strategy:
A selection of different L&D components such as training programs,
mentorships and online learning that will add to this learning experience.
·Liaise
with Internal and External parties to offer these programs: This process means
partnering with coaches, consultants and other L&D methods to execute the
strategy of the organization.
·Execution:
Using the mentioned individuals previously to work with the employees of the
organization using the selected methods to implement the L&D strategy. This
can be done either individually or in a group.
·Measurement
and Review: This step is crucial in identifying the success of the learning
programs on the skill gaps initially identified. These are usually measured
using key performance indicators which are clearly defined.
There is no one rule when it comes to L&D. What works well in one organization does not mean it can be applied to another (Lizier & Reich, 2020). This varies according to the industry and roles within an organization. The size of the business also must be considered in this instance. For example, if we take a large-scale company such as MAS Holdings, that has a worldwide presence learning and development programs are structured and planned out usually tied to the company’s vision and mission. In small scale companies these are unstructured and usually on the job training as budgets are limited.
Investing
more in learning and development due to the rapid changes in the business
environment can benefit both the organization as well as the employee (Stacho
et al., 2019). L&D increases employee satisfaction, and enhances employee
engagement this crucial function opens a wide range of opportunities where organizational
growth is inevitable.
List
of References
Armstrong,
M. Taylor, S. (2014). Armstrong’s Handbook of Human
Resource Management Practice. 13th ed. New Delhi, Kogan Page Limited
Garavan, T.N. (2021) Learning and development
effectiveness in organisations: An Integrated Systems-informed model of
effectiveness. 1st edn. Basingstoke: Palgrave Macmillan.
Harrison, R. (2005) Learning and
development: CIPD revision guide 2005. 4th edn. London: Chartered Institute
of Personnel and Development.
Lizier, A.L. and Reich, A. (2020) “Learning through work and
structured learning and development systems in complex adaptive organisations:
Ongoing disconnections,” Studies in Continuing Education, 43(2), pp.
261–276. Available at: https://doi.org/10.1080/0158037x.2020.1814714.
Niazi, B.R.A. (2011) “Training and development strategy and
its role in organizational performance,” Journal of Public Administration
and Governance, 1(2), p. 42. Available at:
https://doi.org/10.5296/jpag.v1i2.862.
Sadler-Smith, E. (2006) Learning
and development for managers: Perspectives from research and Pract. 1st
edn. John Wiley & Sons.
Stacho, Z., Stachová, K. and Raišienė, A.G. (2019) “Change
in approach to employee development in organizations on a regional scale,” Journal
of International Studies, 12(2), pp. 299–308. Available at:
https://doi.org/10.14254/2071-8330.2019/12-2/19.
Agreed Sakunthala, In addition to this, an individual's learning styles reveal how he responds to psychological as well as distinctive cognitive instruction and how it impacts him (Duff, 2004). Description of learning style as a behavioral change that can be seen because of a mental process in an individual (Bryans & Mavin's, 2003). As a learning style VAK Learning, which provides a set of how people acquire and assimilate knowledge (Cherry,2019). These styles acquire information primarily through the body's visual, auditory, and kinesthetic senses (Shreenidhi & Chinyi ,2017)
ReplyDeleteThank you for your valuable comment Romeda, Furthermore, according to THEODORE J. MAURER (2002) An organization should encourage its employees' self-confidence in their capacity to improve by prioritizing learning and development and providing opportunities for advancement. Furthermore, any individual who works in a company where learning and growth are frequent 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.
DeleteGreat article Sakunthala. Learning and development is a systematic process to enhance an employee’s skills, knowledge, and competency, resulting in better performance in a work setting. Specifically, learning is concerned with the acquisition of knowledge, skills, and attitudes. Development is the broadening and deepening of knowledge in line with one’s development goals. The goal of learning and development is to develop or change the behavior of individuals or groups for the better, sharing knowledge and insights that enable them to do their work better, or cultivate attitudes that help them perform better (Lievens, 2011).
ReplyDeleteThank yoou Chathuri. further, Employee development entails "the enhancement of a person's capacity to successfully perform in his or her current or future employment and work organization" (McCauley & Hezlett, 2001, p. 314).
DeleteAgree on your content and wish to add ,It is better to give the opportunity to employees to perform their jobs in a better way and if they need help and organizations must provide them proper tools to perform the job. Development programmes help employees to learn and facilitate them to become critical philosophers (Garger, 1999). As most of the organization doesn’t want that all employees think similarly but the organizations need to give those employees conceptual skills to think in a different way (Gerbman, 2000).
ReplyDeleteThank you Derrick. furthermore, According to Noe, Clarke, and Klein (2014), development activities for staff members' professional growth include formal education, work experiences, professional connections, and assessments of personality, skills, and abilities.
DeleteAgreed. Furthermore, the productivity of organizations has greatly benefited by training. It not only increases employee creativity but also gives them the chance to virtually learn for their tasks and do them more expertly. There is evidence from numerous studies that training increases staff productivity. One of the most popular strategies for increasing individual productivity and letting people know what the organization's goals are is through the process of training (Ekaterini & Constantinos-Vasilios, 2009).
ReplyDeleteThank you Ranga, agreed with your comment. furthermore, Every company offers some type of training to its employees. According to Aaron W. Hughey and Kenneth J. Mussnug,(1997) companies are beginning to recognize that training is a truly lifelong endeavor and that developmental activities like employee training have a significantly positive impact on job satisfaction, productivity, and, ultimately, overall profitability. The truth is that if training is carefully planned and conducted, it may increase profitability.
DeleteLearning is nothing but acquiring knowledge which will lead to self development and the usage of the knowledge in the work will lead the business to grow with a brand. Learning always improves the engagement of employee towards work and it will improve the self confidence of employee. Companies should make sure that the periodic learning/ training sessions are given to employees
ReplyDeleteYes I agreed with you Udaya. Furthermore , Employee development is the growth of a person's capacity to succeed in their present or future employment and work organization (McCauley & Hezlett, 2001, p. 314).
DeleteAgree on your content Sakunthala, All firms' primary goal is to retain and grow knowledgeable people. Human resources, as well as their management and development, are the only things that truly matter in raising the level of companies and the economy. As a result, corporations should prioritize each individual's education and learning. It is also vital to educate and develop employees in order to improve their work and social values and behavior—each employee is a unique individual with unique perspectives and personalities. Organizations should concentrate on the particular of their employees in order to establish effective goals for employee education, learning, and training (Mazouch and Fischer) (2011).
ReplyDeleteThank you Christeena, I agree with you. Furthermore, In order to improve organizational performance, learning and development is a constant process of empowering and promoting individuals' professional talents. The goal of L&D is to improve employee behavior so that they can perform their jobs more effectively and with higher levels of performance (Niazi, 2011).
DeleteDue to the fast pace growth around the world, learning and development is progressively more important and essential to HRM (Alnabhan, 2005)
ReplyDeleteI agreed with you Onita, Further, The growth of knowledge, skills, and talents that contribute to an organization's economic value is a crucial talent management project and is becoming more and more important to both individuals and businesses. In fact, C-suite executives and human resource (HR) specialists underline that one of the top human capital challenges for businesses functioning in a global, knowledge-based economy is creating the requisite skill set within the next generation of leaders (PricewaterhouseCoopers, 2016; SHRM, 2015)
DeleteAgreed. Learning & development are observed as an essential part of the organization. If the organization gives learning and development programs to employees through the proper methods and strategies, it will lead to fulfil their individual performance as well as company goals. Main factors influencing L & D are attracting and retaining talent, raising employer brand, developing skill, motivating and participating employees (Kapur, 2020).
ReplyDeleteThank you Sarasi. further, according to, (Molloy & Noe, 2010). Employees are expected to carry more responsibility for improving their current abilities and learning new ones in order to meet job requirements, prepare for leadership opportunities, and keep their employability so they can switch between organizations as needed.
DeleteI agree with the content and i would like to add that Learning and development (L&D) is one of the core areas of Human Resource Management. In this article, we will give you a comprehensive guide to learning and development( Vulpen, 2022)
ReplyDeleteThank you Joel for your valuable idea. further, One of the most crucial aspects of human resource management is employee development. Employee development refers to the process of enhancing both an individual employee's and an organization's capabilities. As a result, employee development incorporates both an individual employee's growth and the employee's overall development because when employees of an organization enhance the organization, the organization will flourish more and employee performance will increase (Elena P. 2000).
DeleteAgreed on the content above. Moreover, a new employee should participate in a variety of training exercises to get ready for their upcoming responsibilities inside the organization. All other personnel should receive regular training at the same time (Bogatova, 2017). As per Williams and Hunter (1991), training in management development can improve the professionalism, self-worth, and job happiness of new employees.
ReplyDeleteYes agreed with you Nadula. further, according to Tahir et al. (2014) , The training and development process, which is important in raising engagement and commitment, often begins with the orientation phase for new hires. Offering staff opportunities for training and development is one of the best ways to engage workers and increase productivity.
DeleteAgreed. Training has also had a significant impact on the productivity of businesses. It not only encourages employee inventiveness, but also provides them with the opportunity to virtually learn their responsibilities and do them with greater proficiency. Numerous studies demonstrate that training boosts employee productivity. Training is one of the most common methods for enhancing individual productivity and communicating the organization's objectives to employees.
ReplyDeleteThank you Yohan. yes I agreed with you. Further, according to (Obeidat et al.,2014) Through a variety of training and development programs, training and development focuses on enhancing and upgrading an employee's skills, knowledge, competences, and experiences.
DeleteAgreed Dehara. Learning and development is the key feature to achieving organizational goals and objectives. Thus organizations need to invest in continuous employee development in order to maintain employees as well as the organization success (Khawaja & Nadeem 2013).
ReplyDeleteyes I agreed with your point Visitha. Furthermore, The goal of Learning &Development is to improve employee behavior so that they can perform their jobs more effectively and with higher levels of performance (Niazi, 2011).
DeleteGood Content Dehara, in addition, Any professional development that a company offers to its employees is included under the umbrella phrase "learning and development." It is sometimes referred to as training and development, learning and performance, or talent development, and is seen as a crucial component of human resources management (TD), A learning and development team or department may offer initiatives like onboarding and new recruit programs, ongoing training, corporate universities, leadership development programs, skills training, personnel planning and management, and compulsory courses like compliance training (ATD, 2022).
ReplyDeleteThank you Ann, Further, According to (Elena P. 2000), Employee development is one of the most important facets of human resource management. Employee development is the process of improving a worker's capabilities as well as the capabilities of an organization. Due to the fact that when employees of an organization improve the organization, the organization will flourish more and employee performance will increase, employee development takes into account both an individual employee's growth and the employee's overall development.
DeleteFrom Olaniyan, D.A. and Ojo, L.B., 2008 quoted "The need for improved productivity in organization has become universally accepted and that is depends on efficient and effective training. It has further become necessary in view of advancement in modern world to invest in training. Thus, the role played by staff training and development can no longer be over-emphasized. However, the need for organizations to embark on staff development programmed for employees has become obvious. Absence of these programme often manifest tripartite problems of incompetence, inefficiency and ineffectiveness." further emphasizes that L & D plays vital role in HRM.
ReplyDeleteI agreed with you Dileka,According to Tahir et al. (2014)Further, The training and development process, which is essential for boosting engagement and commitment, typically gets started during the new hire orientation time. By offering staff members opportunities for training and development, one of the best ways to engage workers and increase productivity is to increase employee engagement.
DeleteGreat content and well explained Dehara. 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)
ReplyDeleteMany thanks Manoj, According to (Noe, Clarke, & Klein, 2014), Formal education, work experiences, professional relationships, and assessments of personality, skills, and talents are all examples of development activities that aid in an employee's professional development
DeleteGreat article Sakunthala. As we are all aware, the objective of Learning and development is to connect the goals and performance of employees with those of the business. Those accountable for learning and development within a business must identify skill gaps across individuals and teams and then plan and offer training to close those gaps. (Stacho et al., 2019).
ReplyDeleteThank you Ishara. furthermore, according to, (McCauley & Hezlett, 2001, p. 314) Employee development entails "the enhancement of a person's capacity to successfully perform in his or her current or future employment and work organization"
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