Introduction
L&D is
the process of learning or developmental experiences that help an organization
to gain and develop knowledge, skills competencies, behaviors and attitudes (Armstrong & Stephen, 2014) . The majority has
described that the purpose of L&D is improving individual and
organizational performance by developing employees’ capability (CIPD, 2015) . At the same
time, minority has described the
purpose of L&D is providing training to ensuring employees have the skills
to carry out their roles involved (CIPD, 2015) . Larger percentage
defines that the purpose of L&D is to achieve corporate goals and business
improvement (CIPD, 2015) .
The Role of Learning & Development
CIPD (2015) identifies
some of the roles that L&D plays in an organization such as providing the
knowledge, behaviors, and skills required for sustainable success, supporting organizational
development, identifying current and future skills gaps and embedding organizational
values, retaining key staff, and supporting ‘make the company a great place to work’ (CIPD, 2015) .
Even though
LD has to play leading roles in an organization, a minority see L&D’s role
as creating ‘a learning culture’ or ‘learning organization’ (CIPD, 2015) .
The Learning & Development Components
Source :Armstrong & Stephen (2014)
Learning Culture
SHRM (2015) says
that learning culture contains of a community of employees inspired with a growth mindset. Armstrong & Stephen (2014) say learning is recognized by top
management, line managers and employees in a learning culture. According SHRM (2015), in 2013, US organizations have
invested average of USD1208 per employee that aggregates more than $162 billion
annually for training and development.
Strategic Learning & Development
Strategic
L&D is an approach to help an organization’s employees to learn and develop
skills that will help how to achieve its goals with combined L&D
strategies, practices and policies (Armstrong & Stephen, 2014) . The aim of strategic
L&D is to produce clear and complete framework for developing employees by
creating a learning culture and formulating organizational and individual
learning strategies (Armstrong & Stephen, 2014) .
Learning and Development Strategies
Learning and
development strategies are considered as the active components that help to approach
to strategic L&D (Armstrong & Stephen, 2014) . Strategic L&D activities will take place
in the organization; it provides guidance on how these activities should to be
planned and implemented (Armstrong & Stephen, 2014) . Organizational
learning strategies and individual learning strategies are part of L&D
strategies (Armstrong & Stephen, 2014) .
The aim of
organizational learning strategies is to develop an organization’s resource
based capacity (Armstrong & Stephen, 2014) .The aim of
individual learning strategies of an organization is to fill up sort of skills
and behaviors that will be required to achieve business goals (Armstrong & Stephen, 2014)
Conclusion
According to
SHRM (2015) the jobs are vanishing
due to the new way of doing tasks using technology and automation. It further states
making ability to learn is more vital than ever.
References
Armstrong,
M., & Stephen, T. (2014). Armstrong’s handbook of human resource
management practice (13 ed.). London: Koganpage.
CIPD. (2015). Learning
and Development 2015 : ANNUAL SURVEY REPORT. London: Chartered Institute
of Personnel and Development.
SHRM. (2015, May
1). How to Create a Learning Culture. Retrieved May 15, 2018 : 3 pm,
from www.shrm.org:
https://www.shrm.org/hr-today/news/hr-magazine/pages/0515-learning-culture.aspx
