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Organizational learning strategies

Organizational  learning  strategies  aim  to  improve 

organizational effectiveness through the acquisition 

and  development  of  knowledge,  understanding,  

insights, techniques and practices. This is in accord-

ance  with  one  of  the  basic  principles  of  HRM, 

namely  that  it  is  necessary  to  invest  in  people  in 

order to develop the human capital required by the 

organization and to increase its stock of knowledge 

and  skills.  As  stated  by  Ehrenberg  and  Smith  

(1994:  279–80),  human  capital  theory  indicates 

that:  ‘The  knowledge  and  skills  a  worker  has  – 

which comes from education and training, including 

the training that experience brings – generate pro-

ductive capital.’

Individual learning strategies

Individual  learning  comprises  the  processes  and 

programmes  used  to  increase  the  capabilities  of  

individual  employees.  Strategies  for  individual 

learning  are  driven  by  the  organization’s  human  

resource requirements, which are expressed in terms 

of  the  skills  and  behaviours  required  to  achieve 

business goals. Strategies should cover:

 

●

how learning needs will be identified;

 

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the role of self-managed learning;

 

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the facilitation of workplace learning;

 

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the support that should be provided  

for individual learning in the form of 

guidance, coaching, mentoring, learning 

resource centres, e-learning and  

internal or external training programmes  

and courses.

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