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Organisational Learning and Development
Pages 8 (2008 words)
In today's rapidly changing world, the only sustainable competitive edge we have is to be able to learn faster than our competitors and to share what we have learned more effectively than our competitors"
Management, motivation and training practices have undergone dramatic transformations over the last decades.
These new practices rely upon the idea that performance depends not only on hard and attenuating work of the personnel, but also on such essential characteristics as competence and ability to learn and develop. Despite seeming simplicity, the problem of effective learning and development of employees is exceptionally complex, and if a company fails to properly, effectively and continuously train and educate its human resources in the right areas of the business, at the right time and at the right cost, serious inefficiencies are likely to arise. This will inevitably result in considerable operational difficulties and sometimes may even lead to failure of the organisation (Buckle & Caple, 2004). Information, knowledge, and skills have already become the key aspects of new economic environment (Guest, 1987). As a result, modern organizational studies place increasingly distinct emphasis on issues associated with learning and development of personnel.
An effective HRD programme should be built around three basic theoretical concepts: organizational development change, leadership development, and individual, group and organizational learning (Reid, Barrington & Brown, 2004). ...
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