Learning and Development

Learning and Development

To cater the organisational growth, understanding of differences between training, learning and development is critical. This has a direct connection with the employee talent management. Organisation can provide training need for the job but the learning comes through the experience of the employee. In addition to that, development involves with the employee succession planning. This will benefit both employee and employer at the same time. Since employee development may tend to retain employees in the organisation for a longer period.

On the other hand, embedding learning into company`s strategy will tend to grow organisation in the long term and have a learning culture within the organisation. This should be a two-way process, in other words both employee and employee need to have an active involvement in the process. At the same time, top management commitment and resource allocation should be facilitated for the organisation to have built a learning culture. In addition to that managers should be tactical enough to select the most appropriated learning method for the job type. Henderson (2017) gives vast methods of learning which may be appropriate in subject to each situation or the job type.

On the other hand, when it comes to employees’ learning experiences, they can put into several learning categories as discussed in the Kolb`s Learning cycle and they might experience their own learning styles and methods at the work. Most of them are subject to employees and facilitating learning driven culture in the organisation will have benefits in the long term.

Conclusion

Both learning and development will be the key factor where employees retain. With the success of L&D, human resource improvement will gear the organisation to the success. Learning and development strategies may be differs from organisation to another organisation which depends on their best practise. Learning and development techniques need to improve continuously to cater the future demand.

Practical scenario at MAS-Linea Clothing

To the improvement of TLGL (we have introduced in session 1) learning and development is a key factor. In TLGL, we are mainly focusing on teaching and coaching from employer’s end. Many training programmes and coaching camps are conducted for Team Leaders and for Group Leaders. L&D plays a major role to sustain TLGL concept in MAS-Linea Clothing, where other MAS plants are in the process of implementing this as pilot runs. 

        References

Ø  People and Organizations: Principles and Practice in Global Contexts, Learning and Development.