Importance of The Learning Organization in modern business world. #Learning Org. Vs Training Org. #HR Development #ZeinulHaleem

1. HUMAN RESOURCE DEVELOPMENT

2. HUMAN RESOURCE DEVELOPMENT
“HRD is the framework for helping employees
develop their personal and organizational
skills, knowledge, and abilities”
• It aims at development of Human capital.
• It is a denotes the use of training, organization,
and career development which aims to improve
individual, group and organizational effectiveness.

3. TRAINING in HRD
The Systemic Development of the
Attitude
Knowledge
Skills and Behaviour Pattern
Which is helping individual to perform in their given
tasks.

4. LEARNING ORGANIZATION
“A learning organization is an organization
skilled at creating, acquiring, and transferring
knowledge, and at modifying its behavior to
reflect new knowledge and insights”

5. A Learning Organization
should be able to:
- Adapt to its external environment
- Continually enhance its capability to change
- Develop collective as well as individual learning
- Use the results of learning to achieve better results

6. “The art and practice of the learning organization”
Peter Senge
Peter Senge’s Concepts of Learning Organization
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2.
3.
4.
5.
Systems thinking : Systemetic Approach
Personal mastery : Developing Personal Mind
Mental models : Stdyng Attitude
Building shared vision : Building a team effect
Team learning : sharing & discussion

7. Four Levels of Learning are:
Unconscious incompetence – I don’t know what I don’t know
Conscious incompetence – I know what I don’t know
Conscious competence – I know what I know
Unconscious competence – I don’t know what I know
Reflective or enlightened competence –
I am aware that I don’t know what I know

9. The Behaviourist Approach
Stimuli
Response
Stimulus is presented in order to get a
response
Skinner the response is made first, then
reinforcement follows.

10. The Cognitive Approach
Reading Situation
through Analysis
Response
Main Assumptions Learning results from
internal mental activity and not from externally
imposed stimuli
The learner comes with knowledge, skills and
related experiences to the learning situation.

11. The Social Approach
Imitating
model roles
Response
The learner trying to do what others do by
watching and analyzing

12. Why modern organizations focusing
on learning rather than training
TRAINING
LEARNING
About the organization.
About the person
Mostly Routing Task
People appropriate
learning because
they want to develop
them

13. Why modern organizations focusing
on learning rather than training
TRAINING
Ability Growing
Training is something
that happens at work
LEARNING
Developing whole
person
Learning is
something that
people pursue by
choice at their own
cost in their own time.

14. Why modern organizations focusing
on learning rather than training
TRAINING
Training focuses on
specific job
knowledge and skill
that is to be applied in
the short run.
LEARNING
focuses on broad
knowledge and
insights that may be
required for adaptation
to environmental
demands in the future.

15. How To Create
A Learning Organization
i.
ii.
iii.
iv.
v.
vi.
Provide continuous and better learning opportunities.
Use learning organization to make better choices in
order reach your goals.
Link individual performance with organizational
performance.
Making it safe for people to share openly and take
risks.
Embrace creative tension as a source of energy and
renewal.
Techniques to use continuously be aware of the
interaction with your environment.

16. Why should organizations become
Learning Organization
 For companies to be able to adapt to changing
environments and stay ahead of their competition
 To improve the workforce skill-set
 To improve communication among employees
 To improve morale and productivity and make the
employees
feel like they are an important entity of the company.
To overcome companies weaknesses and to utilize their
strength more efficiently

17. Learning Styles

18. Prefers doing and Experiencing

19. Observes and Reflecting

20. Want to Understand Concepts and
Theories and its relationships

21. If its works, it’s good
But there is always a better way

22. Learning Curve
The learning effect can be represented by a line called a
learning curve. Which Display the Graphical representation
of relationship between the time spent in learning and the
level of competence attained.
Level of
Competence
Standard Curve
Proficiency
Stepped Curve
Learning Time

23. Role of Learning Curve
• Can identify trainee’s skills improvement
• Can identify trainee’s learning speed / adopting /
Changing Level
• Can identity Learner’s Weakness / Trainer’s /
Training materials weakness
• Helping to evaluate good training method for
future.

24. What is transfer of learning?
learning in one context or with one set of materials
impacts on performance in another context or with
other related materials. [Perkins and Salomon,
2012]
i.e. the capacity to apply acquired knowledge and
skills to new situations.

25. Importance of Transferring Learning
into work place
To Confirm Return on Investment.
For Increasing Productivity with new skills
To Reduce Cost
Improving Quality of Service/Work
Fewering accidents & problems
Improving Mental Satisfaction

26. When We Planning Training Event….
For Behaviourist Type Emloyees
Imagine job role for customer care, if the trainee is not like to be
social or talk with others anymore, he/she is silence character.
In this situation to avoid this or change the behaviour of trainee,
trainer has to make a training programme relate to the behaviour.
Otherwise training cost and time will be wasted. To minimum that
trainer can give the feedback to the trainee, and increase the
morale.
Every person has a goal; human behaviour is towards a goal.
Many be some person does not have education background ,but
that does not mean that he/she does not have any information to
reach to him/her goals using their experience. Therefore having
aim or goal will lead to gather the data or information, hence
without any kind of information is hard to reaching to the goals.

27. Cognitive Approach
People can learn through the experience and storage of
information in the brain. They can understand their
environment and how it works. They decide what is important
to learn and learn through techniques and strategies they feel
comfortable with.
The trainer should not tell the trainee’s what to do; rather they
should guide the trainees in discovering the correct solutions
and ways of thinking.
For example trainer should give a goal to trainees, therefore to
achieve the goal trainee will learn.

28. social learning approach.
This is where people learn through by observing others
behaviour, attitude, and outcomes of those behaviours. Most of
the time, human learns through imitating others.
In an Organization if there is a good trainer like having good
attitude, good communication skills, presentations skills. A
trainee will also like to follow or do the same way in other word
imitative the trainer.
Therefore it will be a benefit for an organization hence trainee
will perform best in the future. These types of learners are very
easy handle. When planning and design of learning events in
an organization they should appoint appropriate trainer for the
training programme.
Therefore trainees will motivate to learn by imitating their
trainer.

29. Conclusion
• We can Analyze & Realize Human
Learning Method Through Learning
Theories & Learning Styles.
• To Make a Effective Learning Event or
Training we have strategize