Organizational Learning and Development

Question: Discuss about the Organizational Learning and Development. Answer: Organizational Learning and Development There are different ways of learning in an organization. The process of organizational learning is synonymous to create, retain and transfer the knowledge within the areas of the organization. The different learning styles are named as spatial, linguistic, auditory-musical, kinesthetic, mathematical, interpersonal, and intrapersonal learning styles. The human resource professionals will have their own knowledge and ways of processing the learning style at the workplace. There is a different cognitive factor at an individual level and environmental factors at organizational level which affect the learning in the company. Based on the researches and studies, it was found out that learning process influences positively with the factor of competitive advantage. If learning takes place widely in the workplace, it carries the high level of competitive advantage. Organizational learning is helpful in the time of transition (Martinette and Obenchain-Leeson, 2012). If the employees are taken through learning process, the level of resistance will be low and new change can be executed in the most effective way. Basically, there are three types of model for learning and development, the integrated model, two-way dimensional system frameworks and E flow model. When the external and internal factors drive the change in the company, organization passes through the transformational phase. The theories are divided into two parts, transformative learning system at an individual and personal level and transformational change framework at the managerial level. What I feel as the best way is to use 'On the job' training along with practical learning system in the organization to make the learning cycle short and quick. Leveraging tools like classroom trainings, Web-ex sessions and instructor led trainings can prove to be helpful. Moreover, we can even follow Lewin or Kotter model of managing change in the organization during the transition and transformational stage. It enables a m anager to have a smooth transition and learning with minimum resistance (Armstrong, 2006). Reference Armstrong, M. (2006).A Handbook of Human Resource Management Practice. 10th ed. London: Kogan Page, pp.539-348. Martinette, L. and Obenchain-Leeson, A. (2012). The Relationship Between Learning Orientation And Business Performance And The Moderating Effect Of Competitive Advantage: A Service Organization Perspective. Journal of Service Science, 5(1), pp.43-58.