Employee Growth through learning and Development

 

What is Learning and Development?

Learning and development can be identified as a systematic process which supports to enhance the performance of the employees in an organization in terms of knowledge, skills, experience, decision making and leadership (Vulpen, 2016). Employees are key concern for a company to achieve its strategic goals. Therefore, marinating a workforce which encompasses with the necessary knowledge and skills to drive the business will positively impact to achieve the long-term success and business objectives (Mozael, 2015).

Primary goal of this learning and development process is to improve or change the behavior of individual or group of individuals to help them to enhance their current performance level and enable them to bring the best out of them in terms of knowledge, skills, attitudes and thinking patterns as to be more efficient and effective to their own as well as others (Lievens, 2011).

Importance of Learning and development for organizations.

 As every person learns something at each moment in their lifetime from birth, an organization is also grow with learning and development by incorporates with the new knowledge and trends. To this growing process of organizations are interconnected with their Human resource/ workforce. So the organizations need a strong workforce with high potential to learn and grow. Therefore the knowledge and training received by an employee will be a value added advantage for an organization to achieve its goals in a more efficient way (Mukminin and Semmaila, 2020).

 In the modern business world, companies put more weight and invest a lot on employee growth and development activities by facilitating learning opportunities, training, leadership development and collaborative team work to enhance individual capabilities of employees and expand their knowledge to build a diversified and productive workforce which can bring the organization to the desired goals and objectives (Fisher and Walsh, 2005).

 Differences between learning, development and training.

Even though the above mentioned terms such as learning, development, training are interconnected with each other, there are several differences can also be identified as below.

Learning	The process of acquiring knowledge, skills, and attitudes through study, experience, or teaching (Knowles, 1975).   Learning is a continuous process that can add something new in terms of theoretical or practical knowledge, skills, attitudes which improves a person. In modern workplaces necessary knowledge and skills are transfer to the employees  in different and effective methods such as out of office training (Vulpen, 2016).
Development	The process of improving an employee's potential and capabilities for future roles and responsibilities within the organization (Rogers, 1990)   Employees are prepared to take on more duties in other occupations, typically at a higher level, through development, which is future-focused. The purpose of development is long-term.  It centers on increasing or enhancing knowledge.  This ought to be consistent with both the organization's long-term objectives and personal development goals (Vulpen, 2016). To put it another way, Development or acknowledgment of a person's aptitudes and competencies through education
Training	The systematic process of teaching employees the skills and knowledge required to perform their job effectively (Flippo, 1970).   The goal of the training is to impart instantly applicable, practical information, abilities, and attitudes for a particular work (Fitzgerald, 1992).  Training may concentrate on improving performance in the role being held or preparing for changes that may arise in the future. Furthermore, the methodical implementation of formal techniques to facilitate and support individuals in obtaining the knowledge, skills and expertise (Brown, 2022).

 

Conclusion           

While learning focuses on the acquisition of knowledge and skills, training is more specific to job-related skills, and development is focused on long-term growth and potential within the organization.

 Moreover, learning and development are essential for the growth and success of an organization. By investing in the continuous learning and development of its employees, an organization can ensure that it remains competitive, innovative, and adaptable in a constantly changing business environment.

 

 

List of reference

 

Baltrunaite, V. and Sekliuckiene, J., 2020. The use of organisational learning practices in start-ups growth. Entrepreneurial business and economics review, 8(1), pp.71-89.

 Baskas, R.S., 2011. Applying Adult Learning and Development Theories to Educational Practice. Online Submission.

 Fargion, S., Gevorgianiene, V. and Lievens, P., 2011. Developing entrepreneurship in social work through international education. Reflections on a European intensive programme. Social Work Education, 30(8), pp.964-980.

 Fitzgerald, W., 1992. Training versus development. Training & development, 46(5), pp.81-84.

Goodson, I.F., Biesta, G., Tedder, M. and Adair, N., 2010. Narrative learning. Routledge.

 Heal, A., 2019. Why employee relations now need to be led by L&D. Strategic HR Review.

 Jovanovich, Z., Damnjanovich, A. and Dimitrijevich, V., 2016. Learning and Development in modern organizations.

Mozael, B.M., 2015. Impact of training and development programs on employee performance. International Journal of Scientific and Research Publications, 5(11), pp.37-42.

 Mukminin, A.A., Semmaila, B. and Ramlawati, R., 2020. Effect of Education and Training, work discipline and Organizational Culture on Employee Performance. Point Of View Research Management, 1(3), pp.19-29.

 Walsh, K. and Fisher, D., 2005. Action inquiry and performance appraisals: Tools for organizational learning and development. The Learning Organization.