The objective of an Organizational learning , processes and programmes for the delivery of learning and training is to achieve the human resources development strategies of the organization by ensuring that it has the skilled, knowledgeable and competent required to meet its present and future needs
This objective is attained by creating an environment in which learning can take place, making the business case for investing in learning and training taking into account the conditions for effective learning and adopting a systematic, planned and balanced approach to the delivery of learning.
By definition, organizational learning refers broadly to an organization’s acquisition of understanding know-how, techniques and practices of any kind and by any means’.
What are the concerns of organizational learning activities
- How individual and team learning can be turned into an organizational resource
- How effective systems for linking individual and organizational learning can be developed
- How organizational capability can be increased by making the best use of the hidden learning that individual and communities of practice acquire
The process of organizational learning activities
Organizational learning has been described as an intricate three-stage process consisting of knowledge acquisition, dissemination and shared implementation.
How to develop successful organizational learning activities?
- Build into the value set of the organization the belief that organizational learning as a means of improving performance is important.
- Top management must set the lead by insisting that learning opportunities are seized whenever they arise: noting what has been learnt and ensuring that it is disseminated.
- Leadership and example: line managers must be encouraged to take every opportunity to learn and encourage others to learn from experiences-single and double-loop learning.
- Knowledge management processes to capture and disseminate knowledge and learning should be used. Learning and knowledge could be recorded in databanks, manuals and the intranet but the knowledge gained from experience should be exchanged and shared by creating networks and encouraging face to face communication between individuals and teams by means of informal conferences, workshops, communities of interest and one-to-one sessions.
The five components of a learning organization that are essential for development programmes
What are the conditions for effective learning in an organizational system?
- An organizational environment in which learning is regarded as important.
- Individuals must be motivated to learn.
- Standards of performance should be set for learners.
- Learners should have guidance.
- Learners must gain satisfaction from learning.
- Learning is an active, not a passive process.
- Appropriate techniques must be used.
- Learning methods should be varied.
- Time must be allowed to absorb learning.
- The learner must receive feedback to reinforce desired behaviour.
- Recognize that people learn in different ways.