This document defines learning and a learning organization. Learning is defined as a relatively permanent change in behavior or knowledge through practice or experience. A learning organization is defined as an organization that acquires knowledge and utilizes information to adapt to changing circumstances. The key characteristics of a learning organization include systematic problem solving, experimentation with new approaches, transferring knowledge, encouraging people, reviewing and providing feedback on performance, and using on-the-job training. Human resource professionals play an important role in developing collective intelligence, understanding the importance of knowledge, supporting learning and knowledge sharing, and enabling continuous improvement and innovation.

1. LEARNING
ORGANISATION

2.  MEANING :
Learning is relatively permanent
change in behaviour or knowledge through
practice or experience.
 DEFINITION :
“LEARNING IS THE PROCESS BY
WHICH A PERSON CONSTRUCTS
KNOWLEDGE,SKILLS AND CAPABILITIES”.

3. LEARNING PYRAMID
WISDOM
KNOWLEDGE
INFORMATION
DATA

4. TYPES OF LEARNING
 TACIT LEARNING  FORMAL LEARNING
PRE ENTRY EXPERIENCE
INITIAL ACQUISITION
INCREASING
UNDERSTANDING
MASTERY
SOCIALISATION
INTRODUCTION TO
PROFESSIONAL ISSUES
ONGOING LEARNING

5. LEARNING PROCESS
ACQUISITION
APPLICATIOIN
PERSONALISATION
ACTUALISATION

6. LEARNING ORGANISATION
 DEFINITION
“ ORGANISATIONAL LEARNING IS THE
PROCESS OF ACQUIRING KNOWLEDGE
AND UTILIZING INFORMATION TO ADAPT
TO CHANGING CIRCUMSTANCES”

7. CHARACTERISTICS
 Systematic problem solving
 Experimentation with new approaches
 Own experience
 Transfer knowledge
 Encourage people
 Review of performance
 Feedback on performance
 Use of on the job training

8. Role of human resource
professionals in learning
organization
 Developing collective intelligence
 Understanding the importance of
knowledge
 Learning in different ways
 Environmental role
 support the business
 Support learning
 Support knowledge sharing
 Continuous improvement and innovation

9.  Change human resource development
practices
 Training related strategies
 Develop strategy according to type of
organisation
 Difference in philosophies,strategies and
practices
 Line managers role in developing human
resource

10. Sowmya.M
II M.A. HRM
2015-17