Why Learning and Development is Essential

 

Why Learning and Development is Essential

Learning and development is a function of human resource management that is concerned with organizational activity aimed at improving the performance of individuals and groups in organizational settings. "A process of education that involves sharpening skills, concepts, changing attitudes, and gaining more knowledge to improve employee performance," as defined by Learning and Development. The field has been referred to as "human resource development," "human capital development," and "learning and development" (Buchan, 2004).

The "stakeholders" in Learning and Growth are divided into several categories. Senior managers are the sponsors of training and development. Business managers are training and growth customers. Line managers are in charge of coaching, resources, and performance. The people who are actually going through the processes are the participants. Human Resource Management personnel serve as facilitators. And the service providers are industry experts. Each of these groups has its own agenda and motivations, which may or may not coincide with the agendas and motivations of the others.

On-the-job training, mentoring, apprenticeship, simulation, web-based learning, instructor-led classroom training, programmed self-training, case studies / role play, and systematic job rotations and transfers are just a few of the learning and development approaches proposed (Derek & Laura, 1998).

Training an employee to work well with authority and people who hold opposing viewpoints is one of the best long-term success guarantees. A sour relationship with a superior, peer, or client will not be compensated by talent, knowledge, or ability alone (Carrel, et al., 2007).

Concusion

In modern HR, the term talent development is becoming increasingly popular in several organizations, as companies move away from the traditional term training and development. Training, career development, career management, and organizational development, as well as training and development, are all aspects of talent development.

References

 

Buchan, J., 2004. What difference does ("good") HRM make?. Human Resource for Health.

Carrel, M. R. et al., 2007. Human Resource Management in South Africa. Cape Town: University Press.

Derek, T. & Laura, H., 1998. Human Resource Management. Europe. Prentice Hall: s.n.