Section 10.03 Learning Trends and Techniques (HR Manual Continued)

Since learning is entirely different from development and therefore HRD shall be responsible for creating a sustainable framework, which promotes continuous learning environment in the organization. This objective rests upon the basic premise that spending financial and material resources on people in order to develop human capital required by HRMPK is to be viewed as investment rather than expenditure. The first and foremost task of HRD would be to steer HRMPK in the direction of becoming a learning organization.

Section 10.03.01 Learning Organization

 A learning organization is defined as ‘an organization which makes possible learning of all of its members and continuously changes its shape accordingly as and when the time needed’. An ideal learning association would be the one which has the capability to furnish and bring up to date itself with

skills needed to attain, transfer, and broadcast new knowledge to change employee behaviors and attitudes.

HRD intervention in making HRMPK into a learning organization would be to promote a culture of learning by encouraging managers and employees to:

• Review their successes and failures on Appraisal Form
• Assessment of the reasons for successes and failures in a methodical and scientific manner. The main emphasis would be to identify strength and weakness vis-à-vis Organizational Systems, Communication, distribution of information, Employee involvement, and the ability and willingness of the Managers to impart on job training.
• Recording the lessons learnt, and identification of the corrective actions needed to address the shortcomings in various areas.
• Dissemination of information and suggested corrective actions.
• Endorsement of dependence on using technical technique for problem solving instead of apply plain guesswork (information and understanding sharing)
• Increased reliance on data rather than assumptions for decision-making purposes (online resources)
• Quick and efficient transfer of knowledge throughout HRMPK (coaching, mentoring, training)

HRD will seek interventions by conducting training and learning events aimed at fostering a culture that eventually transform HRMPK into a learning organization.