( Source : Why learning and development is extremely important in every organisation - AIMS International)
A key element of human resource management (HRM) is employee training and development, which is necessary to create a knowledgeable and motivated staff. Organizations need to consistently engage in staff development efforts in order to provide their staff with the skills and knowledge they need to adapt, innovate, and succeed in the modern business world of today. Navigating learning environment, Comprehensive understanding of organizational requirements, new trends, and practical tactics is the key for enabling staff members to succeed. From this article we look at important perspectives and different views to leaning and development which help HR professionals to effectively navigate the learning environment and how it help to change behaviors of employees.
learning and development in HRM is a broad concept. It includes
subject matter, attitudes, expectations, motivations, and so on. Learning and
Development cannot happen without our own experience, so experience is
essential part of learning. Through we use different words such as formal
education in the classroom, social learning, etc. these are such experiences. When
there is some kind of learning or experience, that learning must also need lead to a change in
behavior. If there is no change in behavior there is no learning.
The concept of adaptation, as posited by psychologists, suggests that living organisms have a natural inclination to adjust and thrive in their environments. When we link this idea to Human Resource Management (HRM) learning and development, we can understand the interconnection. As living organisms adapt to their physical surroundings, employees adapt to the organizational environment in which they work. HRM learning and development initiatives play a vital role in helping employees understand and navigate the organizational culture, structures, and dynamics. Adaptation often involves acquiring new skills or enhancing existing ones to meet the demands of the environment. Similarly, HRM learning, and development programs focus on equipping employees with the knowledge and skills necessary to excel in their roles and contribute effectively to the organization.
As Explain by Albert Bandura in Social leaning theory it emphasizes the importance of observing and modeling the behaviors, attitudes, and outcomes of others. So this social learning occurs through interactions with peers, mentors, and role models, as well as through vicarious learning experiences. HRM practitioners need to utilize this theory to design mentorship programs, peer learning initiatives, and collaborative learning opportunities within organizations
From this point of view HRM need to find ways how they could effectively use this social learning theory which offers valuable insights into how individuals learn and develop through social interactions and observation of others. By applying the principles of social learning in HRM, organizations can create environments that knowledge sharing, and professional growth among employees. Through peer learning, mentorship programs, communities of practice, team-based learning approaches, knowledge sharing platforms, and observational learning opportunities, HRM professionals can cultivate a culture of continuous learning and development that drives organizational success.
Source (Albert Bandura Quotes (achology.com))
By Wasula Rangoda
References
PHILO-notes.(2022).Bandura’s Social Learning Theory and Its Uses in the Classroom [Video]. Available at Bandura’s Social Learning Theory and Its Uses in the Classroom (youtube.com).[Accessed: March 14, 2024].
The multifaceted nature of learning and development in HRM, emphasizing experiential learning, adaptation, and social learning theory. By integrating these perspectives, HRM professionals can devise holistic training programs that address not only skill acquisition but also behavioral change and cultural adaptation. Leveraging Bandura's social learning theory offers valuable insights into fostering collaborative environments conducive to knowledge sharing and professional growth. Thus, embracing diverse learning approaches, including mentorship programs and peer learning initiatives, is essential for nurturing a culture of continuous learning and driving organizational success (Bandura, 1977).
ReplyDeleteYes, According to Bandura, this is how we learn our social behaviors, values, attitudes, skills and even illnesses.
DeleteAgreed. The learning and development from the culture of the organization is crucial.
ReplyDeleteExactly.
DeleteAs you stated "Learning and Development cannot happen without our own experience, so experience is essential part of learning" , Yes, personal experience is undoubtedly an important aspect of learning and development and It's essential to recognize that learning can occur through various channels beyond firsthand experience alone.
ReplyDeleteYes experience and learning are deeply interconnected. experience lays the groundwork for learning, while learning enhances people's experiences. By actively engaging in experiences, reflecting on them, and applying their insights to new situations, individuals can continuously learn, grow, and develop throughout their lives
DeleteI also appreciate your recognition of the role of leadership in driving a learning-centric culture within organizations.
ReplyDeleteThanks
DeleteYes , exactly learning and development initiatives are essential for building a skilled, engaged, and adaptable workforce that can drive organizational success and sustainability in a rapidly evolving business environment. By investing in employee development, organizations can unlock the full potential of their human capital and achieve their strategic goals
DeleteAgreed. As it is clearly said L&D helps both employees and companies positively since it will help the companies to achieve the company deliverables as well as the individuals to enhance their knowledge and develop themselves.
ReplyDeleteYes, investing in learning and development helps substitute a culture of continuous improvement and learning within organizations. When learning is valued and encouraged at all levels, employees feel empowered to take ownership of their development and contribute to the organization's growth and success.
DeleteInteresting article Wasula. It will be helpful for the instructors/trainers to apply principles of social learning theories to workplace trainings as you very correctly mentioned. As per Brown (2017) can include informal stories and demo videos when training is given on concepts of appropriate & inappropriate workplace behaviors. Ultimately change in behavior is one of the keys for successful learning.
ReplyDeleteYes agreed, the practice of incorporating informal stories and demo videos into training programs is a superb idea in organizational training programs. Informal stories can help make training content more relatable, memorable, and engaging for learners by providing real-life examples, stories, and case studies. Demo videos, on the other hand, can demonstrate practical skills, procedures, or techniques in action, allowing learners to observe and learn from experts or experienced practitioners
DeleteVery Interesting. you have clearly stated on applying theory into practice.
ReplyDeleteYes, in psychology we say, when there is some kind of learning, that learning must also lead to a change in behavior, if there is no change in behavior there is no learning.
DeleteOverall, this blog provides HR professionals with insightful viewpoints and useful strategies to improve employee training and development programs, which will eventually increase organizational performance and competitiveness in the fast-paced business world of today.
ReplyDeleteThank you Neashara
DeleteImportant article about staff training in HRM. Talks about learning from experiences and watching others. Explains how HRM can use this for better staff development and create a learning culture.
ReplyDeleteThank you SHan
DeleteThe vital role of social learning by peers, mentors, and role models and other modes of learning plays a major role in an organization. The fact that these learning and development environments creates a win win situation for the organization and the employees at the same time. The aligning of your research are greatly expressed. Hope you would discuss specifically about the various methods of learning and development in a real organizaton. It would help to gain more knowledge and understanding about the topic.
ReplyDeleteGreetings, Judith Good observation, and I appreciate it. I discuss a few areas in which this theory can be applied practically in the organization such as peer learning, mentorship programs, communities of practice, team-based learning approaches, knowledge sharing platforms, and observational learning opportunities,
DeleteI agree that an organization plays a very valuable role in developing the knowledge of its pilots in the journey towards its goals.
ReplyDeleteyes exactly. , Organizations need to realize their strategic objectives and fully utilize their human capital by making investments in employee development
DeleteThank you Eranga
ReplyDeleteIndeed, you've encapsulated learning and development in HRM quite well. In fact, experience is a fundamental component that shapes our cognition, attitudes, and actions. Every interaction, whether it comes from formal schooling, social learning, or real-world experiences, advances our development. You also accurately identify the ultimate objective, which is to convert knowledge into observable behavioral modifications. This change is what actually denotes real learning. I appreciate you sharing these thoughtful observations.
ReplyDeleteYes Exactly , meaningful experiences facilitate learning and promote positive behavior changes
DeleteAgreed, L&D, is a continuous process of encouraging the professional development of your employees. It involves analyzing skills gaps in your business and designing training programs that empower employees with specific knowledge and skills that drive increased performance
ReplyDeleteAbsolutely agreed! In fact, L&D is indeed a vital aspect of nurturing the growth and professional development of our employees. It's about recognizing the skills gaps within our organization and proactively designing training programs to address them. By empowering our employees with the specific knowledge and skills they need, we not only enhance their performance but also contribute to the overall success and competitiveness of our business. Continuous learning ensures that our workforce remains agile, adaptable, and capable of meeting evolving challenges and opportunities in today's dynamic business environment.
DeleteLearning and development (L&D) is defined as the process of empowering employees with specific skills to drive better business performance. They may be upskilled to perform better in their existing roles or reskilled to take on new roles in the organization and fill the skills gap that is becoming common in the workplace these days.
ReplyDeleteAbsolutely! Your description of learning and development (L&D) perfectly summarizes its essence in today's rapidly evolving work landscape. Empowering employees through upskilling and reskilling not only enhances their performance but also ensures organizational readiness to tackle emerging challenges.
DeleteNicely written Wasula!
ReplyDeleteAn insightful perspective on the importance of learning and development in HRM. It underscores the crucial role of training in empowering employees to adapt, innovate, and thrive in today's dynamic business landscape. Leveraging theories like social learning offers valuable insights into fostering a culture of continuous improvement and professional growth within organizations.
Thank you Maheshika. Indeed, learning and development are indispensable aspects of HRM, enabling employees to navigate and excel in an ever-changing business environment. The incorporation of theories like social learning adds depth to our understanding of how to cultivate a culture of ongoing learning and advancement. Here's to fostering a workforce that's always ready to embrace new challenges and opportunities!.
DeleteThis article explores the importance of employee training and development in HRM, emphasizing the role of experience, adaptation, and social learning in shaping organizational success. By leveraging these principles, HR professionals can foster a culture of continuous learning and development within their organizations.
ReplyDeleteAbsolutely! Thanks, Ruwan . Employee training and development are pivotal in shaping the success of any organization. Experience, adaptation, and social learning play crucial roles in nurturing a culture of continuous growth and improvement. It's heartening to see HR professionals recognizing and leveraging these principles to empower their workforce and drive organizational excellence. Here's to fostering environments where every employee has the opportunity to learn, grow, and thrive!
DeleteAgreed with the content Prageeth, however, I would like to add the difference in learning and training to the organization. Learning is the process by which a person constructs new knowledge, skills, and capabilities, whereas training is one of several responses an organization can undertake to promote learning (Reynolds et al, 2002). According to Armstrong (2009), The encouragement of learning makes use of a process model, which is concerned with facilitating the learning activities of individuals and providing learning resources for them to use. Conversely, the provision of training involves the use of a content model, which means deciding in advance the knowledge and skills that need to be enhanced by training, planning the programme, deciding on training methods, and presenting the content in a logical sequence through various forms of instruction.
ReplyDeleteThank you Kovida , your distinction between learning and training adds depth to the discussion. It's important to recognize that learning encompasses the broader process of constructing new knowledge, skills, and capabilities, while training is just one approach organizations can take to facilitate this process.
DeleteAnd also your reference to Reynolds et al. (2002) and Armstrong (2009) provides valuable context on the different approaches organizations can adopt to promote learning. The process model emphasizes facilitating individuals' learning activities and providing resources, while the content model focuses on planning training programs and delivering content through various instructional method.
Continuous learning is the way forward for any organization that is interested in the development. By applying proper L&D strategies, any organization can improve the quality of the workforce and in return the employees who are better equipped will produce greater results.
ReplyDeleteThanks Ashan , It's inspiring to see your recognition of the transformative impact that ongoing learning initiatives can have on both individuals and organizations. Continuous learning is indeed the cornerstone of organizational development and success. Implementing effective L&D strategies not only enhances the quality of the workforce but also empowers employees to achieve greater results
DeleteWonderful Blog! HRM emphasizes employee training and development to create knowledgeable and motivated staff. Organizations must consistently engage in staff development efforts to provide necessary skills and knowledge for adapting, innovation, and success in the modern business world. Learning and development in HRM encompasses subject matter, attitudes, expectations, and motivations. Experience is essential for learning, and it must lead to a change in behavior. HRM learning and development initiatives help employees understand and navigate the organizational culture, structures, and dynamics. Adaptation often involves acquiring new skills or enhancing existing ones to meet the demands of the environment.
ReplyDeleteI appreciate your recognition of how HRM's learning and development initiatives help employees navigate organizational culture, structures, and dynamics. Adaptation is indeed key, and acquiring new skills or enhancing existing ones is essential for meeting the evolving demands of the environment. Thank you for sharing your valuable perspective!
DeleteAbsolutely! Employee training and development are crucial for organizational success. The concept of adaptation and social learning theory play vital roles in HRM initiatives. By leveraging these perspectives, HR professionals can create a culture of continuous learning and development, driving organizational growth and success.
ReplyDeleteBy leveraging these perspectives, organizations can not only enhance employee skills but also foster innovation and adaptability, driving sustained growth and success. It's inspiring to see your recognition of the transformative impact that these approaches can have on organizational performance. Thank you for sharing your valuable perspective!
DeleteI like how you break down HRM learning and development in a relatable way. Just as plants grow with the right care, employees grow with tailored training and mentorship. Overall, the article gives a holistic view, addressing both theoretical frameworks and practical applications, enriching HRM practices for organisational success.
ReplyDeleteThank you Shannon . It's encouraging to know that the article provided a holistic view, blending theory with practical applications to enrich HRM practices for organizational success. Your comment reinforces the significance of aligning learning and development initiatives with employees' needs for growth and fulfillment. Thank you for your thoughtful input
DeleteEffective learning and development programs are crucial for employee engagement, retention, and organizational success.
ReplyDeleteHi Hayani , your comment captures the essence of the importance of learning and development programs in driving employee engagement, retention, and overall organizational success. It's clear that investing in such initiatives is essential for fostering a thriving and motivated workforce. Thank you for emphasizing this crucial aspect!
DeleteNavigating Learning and Development in HRM involves implementing tailored strategies to facilitate skill acquisition and behavior change among employees, ultimately fostering continuous growth and adaptability within the organization.
ReplyDeleteYes Vinoka , Navigating Learning and Development in HRM involves implementing tailored strategies, such as Visual, Auditory, and Kinesthetic (VAK) preferences which i explained in a different article. These strategies facilitate skill acquisition and behavior change among employees, ultimately fostering continuous growth and adaptability within the organization.
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