Human resource management practice I also available by michael armstrong

Part 

5

  Learning and Development

284

examining strategies for creating a learning culture 

and  for  promoting  organizational  and  individual 

learning.

Learning and development 

defined

Learning and development is defined as the process 

of  ensuring  that  the  organization  has  the  know-

ledgeable, skilled and engaged workforce it needs.  

It involves facilitating the acquisition by individuals 

and teams of knowledge and skills through experi-

ence, learning events and programmes provided by 

the organization, guidance and coaching provided 

by line managers and others, and self-directed learning 

activities  carried  out  by  individuals.  Harrison 

(2009:  8)  defined  learning  and  development  more 

broadly as follows:

The primary purpose of learning and development 

as an organizational process is to aid collective 

progress through the collaborative, expert and 

ethical stimulation and facilitation of learning and 

knowledge that support business goals, develop 

individual potential, and respect and build on 

diversity.

The components of L&D are:

 

●

Learning – the process by which a person 

acquires and develops knowledge, skills, 

capabilities, behaviours and attitudes. It 

involves the modification of behaviour 

through experience as well as more formal 

methods of helping people to learn within or 

outside the workplace.

 

●

Development – the growth or realization 

of a person’s ability and potential through 

the provision of learning and educational 

experiences.

 

●

Training – the systematic application of 

formal processes to impart knowledge  

and help people to acquire the skills 

necessary for them to perform their jobs 

satisfactorily.

 

●

Education – the development of the 

knowledge, values and understanding 

required in all aspects of life rather than the 

knowledge and skills relating to particular 

areas of activity.

Learning  should  be  distinguished  from  training. 

‘Learning is the process by which a person constructs 

new  knowledge,  skills  and  capabilities,  whereas 

training is one of several responses an organization 

can undertake to promote learning’ (Reynolds et al, 

2002: 9). Learning is what individuals do; training 

is what organizations do to individuals. The com-

ponents of learning and development are shown in 

Figure 21.1.