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Learning and Development Strategy

The document discusses learning and development strategies for organizations. It outlines that strategic human resource development involves equipping individuals and teams with the skills, knowledge, and competencies required for current and future tasks. The main aims of strategic HR development are to create a learning culture and formulate organizational and individual learning strategies to provide an environment where people are encouraged to learn and develop. Elements of HR development include learning, training, education, and development. The document also discusses strategies for creating an organizational learning culture and the principles of organizational and individual learning.

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107 views4 pages

Learning and Development Strategy

The document discusses learning and development strategies for organizations. It outlines that strategic human resource development involves equipping individuals and teams with the skills, knowledge, and competencies required for current and future tasks. The main aims of strategic HR development are to create a learning culture and formulate organizational and individual learning strategies to provide an environment where people are encouraged to learn and develop. Elements of HR development include learning, training, education, and development. The document also discusses strategies for creating an organizational learning culture and the principles of organizational and individual learning.

Uploaded by

Fred
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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LEARNING AND DEVELOPMENT STRATEGY

Learning and development strategies are concerned with developing a learning organization and
providing for individual learning.

Strategic Human Resource Development

Strategic human resource development involves introducing, eliminating, modifying, directing


and guiding processes in such a way that all individuals and teams are equipped with the skills,
knowledge and competencies they require to undertake current and future tasks required by the
organization.

Aims of strategic Human resource development

SHRD aims to produce a coherent and comprehensive framework for developing people through
the creation of a learning culture and the formulation of organizational and individual learning
strategies. The main of strategic HRD is to provide an environment in which people are
encouraged to learn and develop

Human Resource Development philosophy

1. HRD makes a major contribution to the successful attainment of the organization’s


objectives and investment in it benefits all stakeholders of the organization
2. HRD plans should be integrated with and support the achievement of business and HR
strategies
3. HRD should always be performance related designed to achieve specified improvements
in corporate, functional, team and individual performance and makes a major
contribution to bottom line results
4. Everyone in the organization should be encouraged and given the opportunity to learn
and develop their skills and knowledge
5. The framework for individual learning is provided by personal development plans that
focus on self managed learning and are supported by coaching, mentoring and formal
training
6. The organization need to invest in learning opportunities and facilities but the prime
responsibility for learning and development rests with individuals who will be given the
guidance and support of their manager and as necessary members of the HR department

Elements of HRD

1. Learning – It is a relatively permanent change in behavior that occurs as a result of


practice or experience
2. Training – The planned and systematic modification of behavior through learning events,
programs and instruction that enables individuals to achieve the levels of knowledge,
skills and competence needed to carry out their work effectively
3. Development – The growth and realization of a person’s ability and potential through the
provision of learning and educational experiences
4. Education – The development of the knowledge, values and understanding required in all
aspects of life rather than the knowledge and skills relating to particular areas of activity

Learning – is the process by which a person constructs new knowledge, skills and capabilities

Training – is one of several responses an organization can undertake to promote learning

Strategies for creating a learning culture

A learning culture is one in which learning is recognized by the top management, line managers
and employees generally as essential organizational process to which they are committed and in
they engage continuously

Steps required to create a learning culture

1. Develop and share the vision – belief in a desired and shared future
2. Empower employees – provide supported autonomy
3. Provide employees with a supportive learning environment where learning capabilities
can be discovered and applied and supportive policies and poor networking
4. Use coaching techniques to draw out the talents of others by encouraging employees to
identify options and seek their own solutions
5. Guide employees through their work challenges and provide them with time, resources
and feedback
6. Recognize the importance of managers as a role models
7. Encourage networks
8. Align systems to vision

Organizational learning strategies

Organizational learning is the process of coordinated systems change, with mechanisms built in
for individuals and groups to access, build and use organizational memory, structure and culture
to develop long term organizational capacity

The principles of organizational learning include:

1. The need for a powerful cohering vision of the organization to be communicated and
maintained across the workforce in order to promote awareness of the need for strategic
thinking at all levels
2. The need to develop strategy in the context of a vision that is not only powerful but also
open ended and unambiguous
3. Within the framework of vision and goals, frequent dialogue, communication and
conversations are major facilitators of organizational learning
4. It is essential to continuously challenge people to reexamine what they take for granted
5. It is essential to develop a conducive leaning and innovation climate

Single and double looping learning

Organizational learning occurs

1. When an organization achieves what is intended


2. When a mismatch between intentions and outcomes is identified and corrected

Single loop learning organizations define the governing variables i.e what they expect to achieve
in terms of targets and standards. They then review achievements and take corrective action as
necessary thus completing the loop

Double loop leaning occurs when monitoring process initiates actions to redefine the governing
variables to meet the new situation which may be imposed by the external environment

Learning Organization Strategy

A learning organization is an organization that facilities the learning of all its members and
continuously transforms itself

Learning organizations are good at:

1. Systematic problem solving – Rests heavily on the philosophy and methods of quality
improvement through scientific method for diagnosing problems
2. Experimentation – Involves the systematic search for and testing of new knowledge i.e
continuous improvement methods
3. Learning from past experience – Reviewing their success and failures, assess them
systematically and record the losses learnt in a way that employees find open and
accessible
4. Learning from others – Benchmarking, which is a disciplined process of identifying best
practices organizations and analyzing the extent to which what they are doing can be
transferred, with suitable modifications to ones own environment
5. Transferring knowledge quickly and effectively throughout the organization by education
and training programmes

Individual learning Strategies

These are driven by an organization’s human resource requirements which are expressed in
terms of the sort of skills and behavior that will be required to achieve business goals

The learning strategy should cover

1. How learning needs will be identified


2. The role of personal development planning and self managed learning
3. The support that should be provided for individual learning in the form of guidance,
coaching, learning resource centres, mentoring, external course etc

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