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Organizational Learning and Development Methods

Organizational learning and development methods are those which align workers’ goals and performance with that of the firm. The major responsibility of learning and development is to identify the skill gaps among workers and team members and develop through training methods to bridge those gaps (Rodrigues, 2022). The present report is based on organizational learning strategy and updating of any policies and procedures for future growth. Further, this report includes a learning strategy improvement plan and finding and evaluation of the current company's strategy and practices.

Some of the strategic outcomes that have achieved through organization learning strategy would be skills and knowledge such as communication skills, time management skills which is helped in completing the project on time and further, there is an updating in policies in procedures such as providing training and development session with every three months which can enhance productivity among team members and resulting in achieving their desired outcomes.

Some of the learning resources and assessment tools that are helpful and meet the requirement of organizational learning strategies are surveys, peer assessment, classroom polling, grading rubric, self-assessment which has helped workers in analyzing their performance and developing their growth opportunities (Shahri, 2022). These assessment tools have helped workers and other team members to work on their productivity and efficiency in such a manner that they could not be able to slow down their motivation. Further, self-assessment has helped in making a self-analysis through SWOT analysis which includes strengths, weaknesses, opportunities, and threats of individual and person can work on their weaknesses. Moreover, feedback can be taken from peer assessment or colleagues, managers. These learning resources help in supporting active learning and also facilitate activities of team building that can effectively work at a time of performing a task.

Various strategies are used to promote organizational learning such as designing for growth, supporting exploration, offering a guided adaptation, engage in an accelerated evolution. These strategies help in promoting organizational learning among team members and also enhance their productivity.

There is a particular procedure for learners, educators, and other people to validate the learning strategies against organizational learning targets that starts with being clear about direction, what a person wants to take (Aldriwesh, Alyousif, and Alharbi, 2022). The next step is to use presentation skills and knowledge. To grow a shared language. The other step includes endorsing respect for difference. And the last is allocation duty for leadership in the organization. This is used in an organization’s strategy against meeting the targets.

Further, learning resources and strategies can be improved by superior while reconstructing teaching methods which can help in improving their grades, ranking, and develop growth opportunities for the future. Further, they should access workers learning skills towards reversed learning model and make them aware of new and updated technologies. Further, they should also work towards teaching outside the organization which could result in knowing other information as well.

People support organization learning strategy through the well-defined scope, learning systems, learning organization capabilities, Government model, KPIs which can help in promoting organizational learning within a business by employees.

Learning Resources and Assessment Tools

The end-to-end implementation of organizational learning strategy could be evaluated through the positive success of the organization, case studies. This can also be shared in increasing the learner’s interest in continuous learning (Murgatroyd, 2022). Further, it helps team members or educators, learners to drive their learning and use this knowledge and skills to make the organization stronger, the task more effective. This organizational learning strategy can help in developing more growth opportunities and getting job satisfaction. Also, it increases knowledge availability and accessibility among learners.

Organizational learning strategy consists of various elements that provide a framework for creating and executing a particular strategy within an organization or a department. These elements are alignment to business strategy, a well-defined scope, governance model, KPI, learning systems which help in supporting the learning strategy of the organization. Also track their performance and progress and report to the senior manager if something is mistaken or something is underperformed (Moftian, Gheibi, and Fooladlou, 2022). Further, this system supports KPIs and results in measuring, monitoring, and analyzing the employee’s performance.

From the report, it has been analyzed and evaluated that organizational learning development strategies are important for an organization or employees to enhance their productivity and skills or knowledge about a particular task which they have to perform. It is important to create positive culture and engagement within the team members. It is important to provide training and development sessions every three months so that employees could not forget what things they have learned before and could use even in their daily tasks. This strategy helps in meeting company goals and objectives and also resulting in creating growth opportunities as well.

The learning function and strategy of an organization have a strategic role in five areas of development which is mentioned below:

  • Attract and Retain Talent: Learning is mostly focused on improving productivity. It also contributes to employability. It is the responsibility of managers to attract and retain employees for a longer duration within an organization and create value for an enterprise (Fu, Abdul Rahman and Comite, 2022). Workers nowadays are looking for growth opportunities, so if the company works on providing proper and efficient opportunities for learning and development, then they can be able to reduce employees leaving the organization.
  • Developing individual Capability: This is another step that a company should have to implement through learning and development sessions to retain its value. When knowledge becomes outdated, the value of human capital declines, and there is a need for new talent and work experience. So, it is important to introduce a plan that develops capabilities through training programs. And also make them aware of taxes, policies, rules of the organization, so that they could enhance some skills and knowledge about this task.
  • Creating a Value-Based Culture: Nowadays organization is widely spread globally. So, learning and development strategies help in building a value-based culture of the business. This becomes interesting for workers to work in a positive and healthy environment which contributes towards the welfare of society and completion of the task on a definite period.
  • Building an Employer Brand: Company's brand is one of the most important assets or creation of success in a market (Cranmer, Papalexi, and Bamford, 2022). Further, it includes financial strength, position, product, and service. An investment that is invested in organizational development strategy can help the company to enhance its brand and boost its reputation. Also, it motivates employees to work hard and complete their tasks on time. This results in creating a value proposition for employers.
  • Engaging in Motivating Employees: This is one of the last steps that come in organizational learning strategy formulation as in this manager should have to work towards engaging employees with the other team members to create growth opportunities and learn new things and gain competencies. It has been suggested that lifelong learning can contribute to happiness and long-term success. When highly engaged employees get challenged and given proper skills to grow then they choose the right career path and be energetic for new opportunities and satisfied with the current organization which motivates them to work efficiently in a present business environment.

Conclusion

From the above, it has been concluded that learning strategies and practices are most important for the business to enhance their employees’ skills and weaknesses. Further organizational learning strategies are helpful for workers to meet their requirements and effectively perform their tasks. Also, there is an improvement in organizational learning strategy formation that introduces a plan to work on future board meetings and enhance employees’ productivity and performance within an organization. further, it is evaluated about updated policies and procedures that are important for future growth opportunities. 

References

Books and Journals

Aldriwesh, M.G., Alyousif, S.M. and Alharbi, N.S., 2022. Undergraduate-level teaching and learning approaches for interprofessional education in the health professions: a systematic review. BMC medical education, 22(1), pp.1-14.

Cranmer, E.E., Papalexi, M., tom Dieck, M.C. and Bamford, D., 2022. Internet of Things: Aspiration, implementation and contribution. Journal of Business Research, 139, pp.69-80.

Fu, Q., Abdul Rahman, A.A., Jiang, H., Abbas, J. and Comite, U., 2022. Sustainable Supply Chain and Business Performance: The Impact of Strategy, Network Design, Information Systems, and Organizational Structure. Sustainability, 14(3), p.1080.

Moftian, N., Gheibi, Y., Khara, R., Safarpour, H., Samad-Soltani, T., Vakili, M. and Fooladlou, S., 2022. The effects of a spiral model knowledge-based conversion cycle on improving knowledge-based organisations performance. International Journal of Knowledge Management Studies, 13(1), pp.71-89.

Murgatroyd, P., 2022. Training programmes for regional office staff (Regions 6 and 10) in regional education development planning and school improvement planning: Guyana Education Access Project (GEAP).

Rodrigues, M.E., 2022. An overview of the development and implementation of a school inspection system in the Cayman Islands.

Shahri, M.H., 2022. How Entrepreneurial Firms Learn from Competitors: An Examination in Strategic Learning Perspective. In Contextual Strategic Entrepreneurship (pp. 155-171). Springer, Cham.

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