arning is defined as organization’s capability to disseminate, exploit as well as to create and generate knowledge which is an essential resource and also increases capability of organizations seeking to maintain a cutthroat advantage in present marketplace. There are two types of organizational learning. One is exploitative learning and another one is explorative learning. The capability to acquire knowledge unquestionably gives sustainable benefit for the organization. Organizations which are capable in creating or innovating fresh knowledge and maintain that knowledge as well as to transfer this throughout the venture are more prolific as well as more capable in flourishing than their counter parts and are less skilled at the organizational learning (Carnegie Mellon University, n.d.).
The HRD research and practice describes itself emphasizing in three main areas in the organizations workplace which critically covers adult education’s importance of learning or following subjects like career development, organizational development and training and development (Fenwick, n.d.).
Along with intervention, orientation holds supreme importance in the arena of human resource development. Orientation basically comprises of the scheduled program that one undergoes when he or she joins a new company. Human resource development orientation basically aims a new recruit to adopt with the organizational culture. The present day organization as well as academia provides increased emphasis upon the orientation segment within the discipline of human resource development. The essay focuses on the requirement and involvement of orientation within the perspective of human resource development.
An employee orientation program is very important for making the employee comfortable with his new surroundings and also making them understand the work ethics, culture of the company. In my orientation program, I was given a formal introduction to all my co workers by our HR personnel.