Why HR Managers Must Enforce Data Security and Information Protection Policies
When Knowledge is Power, It Makes Sense to Protect it from Theft In times when the knowledge based economy thrives and is predominant, it is more than important for organizations to protect their most valuable asset, which is data and information. Indeed, given the fact that contemporary organizations use knowledge as the main leverage over […]
The Importance of Values in Human Resource Management in the Post Pandemic World
What is a Value Driven HRM Approach and how can it be actualized in Practice? Values are everything when dealing with people. Without humane and compassionate approaches when dealing with employees, suppliers, fellow executives, and other societal and governmental stakeholders, people to people relationships become fraught with friction and introduce an element of tension. With […]
Qualities in a Professional for Better Relationship with Co Workers
An individual must share a warm relationship with his fellow workers to remain happy and satisfied at work. Don’t fight with your colleagues and spoil the decorum of the office. You need people around to talk to, discuss several issues, evaluate the pros and cons of your ideas and finally come to a solution which […]
Personnel Management: Meaning, Nature and its Functions
Personnel management can be defined as obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization. According to Flippo, “Personnel management is the planning, organizing, compensation, integration and maintainance of people for the purpose of contributing to organizational, individual […]
Hygiene and Motivation Factors for Employee Engagement
Employee engagement has been linked with almost every aspect of management in some or other form. Although there are not enough evidences to support a direct relationship between them but several factors show that they are indirectly connected with each other. In the same way, the hygiene and motivation factors have also been associated with […]
Learning encompasses a wide variety of terms and concepts. This article looks at the meaning of learning in an organizational context. The key point to note about learning in an organizational context is that unless employees continually learn and pick up skills, they would be left behind as well as eroding organizational competitiveness. Especially in the technology and financial sector, learning is a continuous process that ought to take precedence over other aspects since technology keeps changing every now and then.
The point here is that unless employees learn and their learning is facilitated by the HRD function, the organizations would fall behind in the race for competitiveness. Hence, the HRD function has a pivotal role in facilitating learning in the organizational context.
Learning can be on the job or through training. On the job learning is mostly from peers and colleagues and is accomplished by the employees doing shared work that would make them pick up new skills and traits in the workplace.
Often, many companies encourage teamwork and collaboration so as to foster a culture of learning and cooperation along with collaboration. In the contemporary context, companies like 3M are said to be examples of true learning organizations where the organizational culture is geared towards making employees learn new skills and attributes on the job.
The point here is that organizations and the HRD function must enable learning to take place and ensure that employees learn on the job.
The next aspect to learning is that the HRD function must conduct periodic trainings in technical skills as well as soft skills so as to familiarize their employees with the latest technologies and concepts in the management sciences.
Further, soft skills trainings need to be imparted as a means of ensuring that employees are at the forefront of leadership challenges and achieve success through fulfillment and actualization. In many multinationals like Fidelity and IBM, each employee is given a certain number of hours as training so as to enable them to do better and be at the cutting edge of technology and soft skills.
Further, learning is a process that continues at all levels and hence the HRD function must make use of the knowledge that is available at all levels and impart it to the employees.
This can be done through interactions between the middle management and the senior management where the senior management shares their knowledge and experiences with the managers and helps them grow as individuals and empowers them in an organizational sense.
Learning is a process that is a combination of drive within the individual and catalyzed by external agents. Hence, employees must have the urge to learn and this must be encouraged by the managers and the HRD function.
The point here is that there should not be any holding back of knowledge and expertise either from the learner or the imparter.
Finally, the best learning happens when employees discover the insights for themselves. Hence, all efforts of the HRD function must be geared towards ensuring that employees ignite the spark of creativity and stimulate their thirst for learning.
In conclusion, learning organizations thrive amidst turbulence and uncertainty and hence, all efforts must be made to ensure that employees and the organizations grow together.
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