Learning and Development

Introduction

The dynamic and challenging surroundings have compelled the modern labor force to be equipped and upgraded with knowledge and skills to encounter unprecedented trials when operating in official capacities daily. Furthermore, continuous learning and self-development have emerged as an integral part of the usual life of anyone who is daring to survive in the present business world irrespective of their field of business. 

Endorsing the said fact, the knowledge worker has gained much of the attention of any organizational leadership involved with new recruitments in present job markets as it provides them with a competitive edge over rivalry (Salas et al, 2012). Thus the work of this web article is focused on shedding light on some of the concepts, theories, and insights surrounding the areas of learning and development.

Understanding the process of Learning and Development

Learning and development are paramount to enrich employee skills, knowledge, and competency, which will eventually contribute to the output of better performance in business environments (Heeren et al, 2011) in simple terms Learning and Development is a term used to describe everything a business does to encourage professional development among its employees. 

Learning

Learning refers to the process of comprehending behaviors, skills, and attitudes. The importance of Learning is that it helps the person to attain their skills through learning and knowledge. This will in turn allow them to pursue their personal and official targets (Washburne, 1936).

Development

Development is broadening and deepening knowledge in line with one’s development goals. It increases the effectiveness of an individual in terms of performance which transcends their expected outcomes (Egan et al, 2006).

Learning and Development (hereinafter being referred to as L & D) is one of the responsibilities of Human Resource Management. Usually, such responsibilities will lie under the purview of the Training and Development unit. Further L & D Strategies are quite different from one company to the next. It will differ from those at small to medium businesses.

Typically Learning and Development teams are led by the Learning & Development Manager. The Learning & Development Manager is responsible for developing and implementing an organization’s learning strategy. In the modern workplace, these duties can include a wide arrange of that are both theoretically as well as technologically driven and managerial in nature:

• Develop and implement learning strategies and programs that meet business needs
• Evaluate organizational as well as individual employee development needs
• Ensure alignment of learning & development department with business goals
• Optimize training processes to improve ROI
• Manage personnel within the learning & development department
• Maintaining the learning & development budget within an organization
• Championing and marketing training programs to get managerial buy-in as well as employee commitment

The learning & development manager is central to ensuring that employees can successfully meet the challenges of their jobs and that they are properly aligned with the business goals of the company.

References:

Egan, T.M., Upton, M.G. and Lynham, S.A., 2006. Career development: Load-bearing wall or window dressing? Exploring definitions, theories, and prospects for HRD-related theory building. Human Resource Development Review, 5(4), pp.442-477.

Heeren, A., Lievens, L. and Philippot, P., 2011. How does attention training work in social phobia: disengagement from threat or re-engagement to non-threat?. Journal of anxiety disorders, 25(8), pp.1108-1115.

Salas, E., Tannenbaum, S.I., Kraiger, K. and Smith-Jentsch, K.A., 2012. The science of training and development in organizations: What matters in practice. Psychological science in the public interest, 13(2), pp.74-

Washburne, J.N., 1936. The definition of learning. Journal of Educational Psychology, 27(8), p.603.