Phases in a Group Discussion: Introduction, Central Group Discussion and Summarization
To work in any organization, it is essential to work in a team because no organization can run with a single man. They mostly require workforce and people who can work well in a group and produce results. To evaluate these things, many organizations do conduct group discussion before a personal interview. Though there is […]
What Hiring Managers Look Out For During the Recruitment and Selection Process?
How Hiring Managers and Organizations Detect Fake Resumes and Spot Lies The recruitment and selection process is an important aspect of any organization’s overall Human Resources (HR) and for that matter, even org wide policies. Indeed, considering the fact that recruitment and selection often determines whether the right person for the right job has been […]
Need and Importance of Employee Retention
Employee Retention refers to the techniques employed by the management to help the employees stay with the organization for a longer period of time. Employee retention strategies go a long way in motivating the employees so that they stick to the organization for the maximum time and contribute effectively. Sincere efforts must be taken to […]
The Normal Distribution Creates an Abnormal Work Culture
Forced bell curve systems are a statistician’s way of looking at the organization. Much like everything else that statisticians do, the forced bell curve is also a mere hypothesis. However, this hypothesis has been largely romanticized and adopted by many companies. In fact about a decade ago, forced bell curve was the norm and companies […]
Limitations of Participative Management
Participative management is undoubtedly one of the better approaches to management. But like any other style of decision making there are certain limitations. These limitations arise either externally or internally vis-a-vis the implementation. The following are certain limitations of participative management: Complexity of Technology and Organizations: Organizations and Technology are so complicated these days that […]
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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