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What are some perceived benefits of building a learning organization?

Provide a scenario in which it would be beneficial to build a learning

organization. What possible employee resistance does the scenario present?

Ayupp & Perumal – study of learning org in Malaysia

 – Develop ee perception for what is a successful org

 – Global change – requires faster K growth and application

 – Focus: (1) individual ee; (2) teams; (3) systems

 – Nonaka (1991) (from the A&P paper) Org Lrng Cycle: new K is formed,

shared & implemented

 – Learning at all levels to be competitive

 – Learning & org support must coincide to make learning stick

 – Lrg orgs work w/ managers so they continuously learn from new

experiences (vs sale old exps); mgrs. Must continue to build their skills;

Proactive learning; – Ee attitudes:

 – HRD key – needs financial support as well as mgmt.

 – PDP is also key

Bersin: Today’s High Impact Org

 – Bersin – study update from 2003 to 2008 has seen priorities in learning

change

○ Improving bus alignment

○ Reduccing costs○ Improve program effectiveness

○ Develop bus plan

○ Integration with talent mgmt. strats

○ Improving efficiency

○ Msrmt of lrng fx

○ Globalization

○ Improve tech infrastructure

Garvin & Edmondson

 – Assess employees – A learning organization is a place where

employees excel at creating, acquiring,and transferring knowledge. There arethree building blocks of such institutions:(1) a supportive learning environment,(2) concrete learning processes

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and practices, and (3) leadership behavior that reinforces learning. – Leaders who listen to ee ideas will make them feel it’s ok to come up

with new ones

Employee Training and Development: Reasons and Benefits

© Copyright Carter McNamara, MBA, PhD, Authenticity Consulting, LLC.

http://managementhelp.org/trng_dev/basics/reasons.htm#anchor1287840

 There are numerous sources of online information about training anddevelopment. Several of these sites (they're listed later on in this library)suggest reasons for supervisors to conduct training among employees. Thesereasons include:

• Increased job satisfaction and morale among employees

• Increased employee motivation

• Increased efficiencies in processes, resulting in financial gain

• Increased capacity to adopt new technologies and methods

• Increased innovation in strategies and products

• Reduced employee turnover

• Enhanced company image, e.g., conducting ethics training (not a goodreason for ethics training!)

• Risk management, e.g., training about sexual harassment, diversitytraining

Aguinis kraiger 2009 – Benefits of Training and Development for Individualsand Teams, Organizations, and SocietyAnnu. Rev. Psychol. 2009. 60:451–74 The Annual Review of Psychology is online atpsych.annualreviews.org This article’s doi:10.1146/annurev.psych.60.110707.163505

 – Clear evidence that ee who engage in trng pgms are more effective;trng is effective for team perf;

 – Pre-training interventions: conduct a needs assessment, reduce ee’sanxiety before training, explain the value of training in advance, find

out if trainees are motivated to participate in training –  Training & design delivery media: encourage trainees to make errors

during training (Error Mgmt Training (EMT)). EMT can pay off byhelping trainees gain greater mastery of skills. Provide trainees withguidance over the learning options they control, since many traineesfail to effectively utilize them (e.g., control over pacing, sequence,time, etc.)

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 – Stakeholder evaluation of training: time should be taken to consultwith stakeholders prior to training in order to create meaningfulevaluation criteria. Mindlessly measuring outcomes will have littlebenefit to the org (this is very common).

 – Increased ind’l job perf  –