Workplace training and Learning Case Solution 

Factors affecting Organizational Learning and Training

The foremost and main factor that affects the organization learning and training patterns is culture.Culture is a set of values, norms and set of practices that defines the nature and behavior of anorganization in the external markets.It defines the philosophies, working ethics and beliefs.It shapes the human behavior within the organization and thus organizes the working nature and human resource policies accordingly.

Since culture plays an integral role in defining an organization’s image in the market, it plays a substantial role in sustaining and anchoring the learning culture and atmosphere in the organization.Since change needs to be sustained and survive for a longer period of time, the role of culture in supporting the change is eminent.In addition, the role of culture is important in developing an adaptive and learning culture in an organization that supports the employees learning culture and offers the chances and opportunities in upselling the skills and updating the existing skill set of the employees. The main root of adapting such learning environment is adaptive learning culture.

Since workplaces are the key sites for development of skills such as interpersonal skills, communications kill, problem solving skills, information technology and customer service skills, the role of culture in supporting such skill development has been emphasized by many researchers.

According to Virgona, the emergence and inception of innovative and adaptive culture allow the organization to upscale the above mentioned skills effectively and allow the organization in increasing the innovation based thinking and pro-active behavior in the organization that ultimately make organization progressive in nature rather than reactive.

For example, the organizational structure emphasizing on the problem solving skills of the employees must develop such culture that offers the employees with the right learning tools, such as autonomy, mistake acceptance, empowerment and accountability. Such learning culture develops the sense of ownership in employees and helps them exploit the existing systems to emerge as an innovative process in the market. Moreover, it also leads to sustained employ ability that is also a key factor of culture and learning, since human skills and learnings are key to comparative edge of organization, they create sustainability and retention leading to more adaptive culture and hence innovation.

Emergence of Topic in today’s Time frame

With the increasing globalization trend and business integration in the business world, there has been much emphasis laid on aligning the human resource development plans with organizational strategy. Moreover, with the moving time, the parameters of work and work nature have changed along with the generations working in the organization. Such change in generations from baby boomers to Gen Yer and millennial has changed the way the organization worked and performed in the market.

In addition, due to the boost of industrialization and emergence of many similar businesses in the market, the demand for  maintaining competitive edge and sustaining the value proposition have increased, making businesses to invest in human skills and learning base in order to create a sustainable competitive edge in the market. Moreover, due to emergence of similar business markets and offering and increasing rivalry from local and international players, leveraging the skill base a competitive edge, the demand to become innovative and flexible in market has also emerged, making businesses to adapt to the change models and increasing the strategy alignment with the end markets.In addition to this, there has been a gradual and evolutional shift in vocational training(a moderating factor in making a learning environment and investment in human skills) from supply to demand base.Such shift has allowed the organizations to focus more on the stance of the shareholders and stake holders in the market to maintain the competitive edge and this has emphasized the role of workplaces in developing learning atmosphere in the organization.Although many changes are being adapted and are continually being propped on the organizational learning and trainings, there is still a need for changing the mindsets of people,to take organizational learning and training as cost rather than a trade off between long term sustainability and profitability in the market.

Literature Review

The changing phase of the market has attracted number of players to capitalize the opportunity through workplace development strategies. This has raised the need to develop the concrete plans and strategies to meet the challenges so to attain sustainability in the market.

It is due to these challenges and parameters that the reassure or maintain the human resources and skills has been raised and the pressure to do so has been put on the management shoulders. According to the research, it is the eminent and immediate role of the management to make the necessary changes into the organizational structure and plans in order to meet the external market opportunities and the right personnel to perform the job (Marsick, 2008).

Moreover, to survive the competition and intense rivalry in the market, it has become an important phenomenon of the management to change, twist and transform the policies, and guiding principles of the organization in order to maintain the sustainability.According to research, the organization face a lot of pressure to maintain the motivation, competence and morale of the workforce and manage the improvement level of employee on a continuous learning scale. (Senge, 2000)………………

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