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Essential of Learning Development Ion

Learning and development are essential for organizational success. As organizations face more complex challenges, developing employee potential becomes increasingly important. However, an organization's culture must truly value learning for efforts to be effective. Some key questions to consider whether an organization operates as a learning environment include whether training is regularly discussed, expected, and accepted at all levels. Learning should be rewarded through recognition and opportunities to take on more responsibility. Organizational development consultants can help organizations improve in areas like teambuilding, leadership, and change management. Their role is to apply social science theories and methods to help clients achieve goals like increased productivity and employee well-being.

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sandeepmukundan
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31 views

Essential of Learning Development Ion

Learning and development are essential for organizational success. As organizations face more complex challenges, developing employee potential becomes increasingly important. However, an organization's culture must truly value learning for efforts to be effective. Some key questions to consider whether an organization operates as a learning environment include whether training is regularly discussed, expected, and accepted at all levels. Learning should be rewarded through recognition and opportunities to take on more responsibility. Organizational development consultants can help organizations improve in areas like teambuilding, leadership, and change management. Their role is to apply social science theories and methods to help clients achieve goals like increased productivity and employee well-being.

Uploaded by

sandeepmukundan
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Essential of learning development organisation

Live as if your were to die tomorrow. Learn as if you were to live forever.

- Mahatma Gandhi

Learning is not an activity away from the work. Developing employee potential is part of the
reality of management in the way we think, plan, act and organize. The efforts of trainers,
managers and employees themselves towards human resource development are largely wasted if
the culture of the organization does not value its people and their development. Such an attitude
is the more unfortunate, since the changes which are inevitably taking place - more complex
technology, smaller and more flexible structures, the coordination of effort as far as information
will reach, and new interpretations of employment - will all make the development of human
resources even more vital to survival in both public and private sectors.

To assess whether your organization operates in a learning environment, consider the following
questions:

• How often and by whom is training and development talked about in your department, in the
canteen, in the board room, on the shop floor? It is a sure sign of how important something is.

• Do your subordinates expect to undertake regular development activities, or would they view it
as an aberration on your part or as a not-so-veiled personal criticism?

• Is the idea of training and development accepted as a matter of course by your boss? By the
Unions?

• Do the training specialists in your organization participate in corporate strategy and goal
formulation? Are they even kept informed on planning and strategic issues?

• When you are busy, is someone's training course the first thing to be cancelled, or the training
budget the first thing to be cut?

• De you outline the importance and availability of training and development in your recruitment
literature, and during induction procedures?

• How does your organization view people with ambition and drive - as a threat? Does it promote
only clones of the smooth 'round-peg-who-won't-rock-the-boat' category?

• Does your organization positively encourage creative, innovative, challenging ideas, and risk-
taking? Do you support people, champion their ideas - even when they're a pain in the neck?

• Is learning rewarded - by recognition, feedback, responsibility, more learning opportunities?


Organizational Development
Meaning

Organization Development (OD) is the process of improving organizations. The process is


carefully planned and implemented to benefit the organization, its employees and its
stakeholders. The client organization may be an entire company , public agency, non-profit
organization, volunteer group - or a smaller part of a larger organization.

Organization development (OD) is a planned, organization-wide effort to increase an


organization's effectiveness and viability.

Definition
Organisational Development is neither "anything done to better an organization" nor is it "the
training function of the organization"; it is a particular kind of change process designed to bring
about a particular kind of end result.

Importance of organizational development

Profitability, productivity, morale and quality of work life are of concern to most organizations
because they impact achievement of organization goals. There is an increasing trend to maximize
an organization's investment in its employees. Jobs that previously required physical dexterity
now require more mental effort. Organizations need to "work smarter" and apply creative ideas.

The work force has also changed. Employees expect more from a day's work than simply a day's
pay. They want challenge, recognition, a sense of accomplishment, worthwhile tasks and
meaningful relationships with their managers and co-workers. When these needs are not met,
performance declines.

Today's customers demand continually improving quality, rapid product or service delivery; fast
turn-around time on changes, competitive pricing and other features that are best achieved in
complex environments by innovative organizational practices.

The effective organization must be able to meet today's and tomorrow's challenges. Adaptability
and responsiveness are essential to survive and thrive.

Role of OD consultants
OD consultants custom tailor established social science theory and methods to organizations
seeking to improve profitability, productivity, morale and/or quality of work life. Examples of
activities which are facilitated by OD consultants are:

 Teambuilding

 Goal setting

 Group Facilitation

 Creative Problem solving

 Strategic Planning

 Leadership Development

 Management Development

 Career Management

 Conflict Resolution

 Developmental Education

 Interpersonal Communication

 Human Resources Management

 Managing Workforce Diversity

 Organization Restructuring

 High Involvement Work Teams

 Sociotechnical Systems Design

 Total Quality Management

It is often described as "change agents," OD consultants come from varied backgrounds with
experience and training in organization development, organization behavior, psychology,
education, management and/or human resources. Many have advanced degrees and most have
experience in a variety of organizational settings.
There are both internal and external OD consultants. An internal OD consultant is a full-time
employee with a given organization. External consultants may be self-employed or on the staff
of a consulting firm. "Externals" work with one or more clients contracting for specific projects.

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