Impotence of Learning and Development in modern organizations

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Formally it is used as Training & Development. But according to the transformation of the HRM it is introduces as Learning & Development (L&D). L&D is one of important practice in modern organizations and it is gaining more values in to both employee and organization. Employees can upgrade their competencies, knowledge and skills through the learning and development and also it is supports to achieve the goals of the organization through a continuous improvement. There for the concept of learning and development is one of most essential element need to be practice in the modern organizations. Wikipedia (no date)

Learning and Development strategy

Each and every stakeholder of the organization should have an equal opportunity to learning and there is a need to form a learning culture within the organization in its strategy. Many of global organizations are practicing this concept and those organizations have been able to move towards continuous improvement. Armstrong,M(2009).

Learning Organization

A learning organization one that exists learning culture which is have equal opportunities to learn every one of the organization. Those organizations have excellent, fast and effective problem solving through a common understanding among the team. Another benefit is learning from others. Armstrong,M.(2009). Below listed learning principles are functioning in the learning organizations.

·         Showing the necessity of learning

·         Encourage to learning

·         Training for learning

·         Feedback regarding the learnings

·         Opportunities for the growth

According to the MAS Holdings, Linea Clothing manufacturing firm which is practicing L&D concept both employees and organization experiencing the values of L&D. All employees has an equal opportunity to develop their knowledge and has a clear career path to grow within the organization. Organizations no need to find human resources externally, organizations able to fulfill skill gap rapidly when there is any vacuum in a position and organizations can perform very well with the most satisfied workforce.

Learning and development Methods

Bibliography / References

1.      Amstrong,M.(2009) Armstrong’s Handbook of Human Resource Management Practice, 11^th edn. London & Philadelphia: Kogan Page.

2.      Wikipedia (no date). Website [online]. Available from: https://en.wikipedia.org/wiki/Learning/ (Accessed: 29 October 2017)

Personnel Management vs. Human Resource Management

The words Personnel, Staff or Work force have the same meaning for the employees who are work in an organization. The past Personnel Management focused people as members of the organization and the people treated as economic man and their services were exchanged for the salary or the wage. The decisions are slow of the personnel management and they directly influenced employees. As well as the actions taken by the personnel management are according to the procedures and they were directly affected to the employees of the organization. The main functions of personnel management can be listed as below,

·         Recruitment

·         Employment

·         Training

·         Redeployment

·         Safety

·         Departure of employees

Modern Human Resource Management, in short form HRM is currently functioning in most of organizations. In HRM considering people are economic, social and psychological man. Employees are treated as profit centers.HRM is a strategic function and its actions are based on the business needs of the organization. The decisions which are getting by the HRM are very speedy and focused on employee’s facilities. In HRM we can see below main activities,

·         Human Resource Planning

·         Recruitment and selection

·         Creation of a sustained learning environment through the organization

·         Provision on efficient administration

·         Advise on Pay, Salaries and other conditions of employment

·         Advise on legal matters

Further we can see below comparison between Personnel Management and HRM through the common criterions which we can discuss in both Personnel Management and HRM.

Criterion	Personnel Management	HRM
Use employees	for organizational benefits	for multiple benefits
Behavior	based on norms, policies, customs and practices	based on organizations values and mission
Communication	Indirect	Direct
Task	are monitoring	are nurturing
Pay	based on job evaluation	based on performance evaluation
Management leadership role	transactional	transformational

References

1.      Cole,G.(2002) Personnel and Human Resource Managemnet,5^th edn.Continuum.