Human resource management practice I also available by michael armstrong

FIgure 

21.1

 

Components of learning and development

Learning and development

Organizational

learning

Individual

learning and

development

Blended

learning

Training

Knowledge

management

Workplace

learning

Workplace

training

Self-directed

learning

Formal

off-the-job

training

E-learning

Coaching and

mentoring

Leadership &

management

development

---

Part 

5

  Learning and Development

286

 

●

The organization needs to invest in learning 

and development by providing appropriate 

learning opportunities and facilities, but the 

prime responsibility for learning and 

development rests with individuals, who will 

be given the guidance and support of their 

managers and, as necessary, members of the 

HR department.

The business case for L&D

The  business  case  for  learning  and  development 

should  demonstrate  how  L&D  programmes  will 

meet business needs. Kearns and Miller (1997) go 

as far as to claim that if a business objective cannot 

be cited as a basis for designing training and devel-

opment, then no training and development should 

be offered.

A  cost/benefit  analysis  is  required  to  compare  

the benefits expressed in quantified terms as far as  

possible that will result from the learning activity. 

The business case has to convince management that 

there will be an acceptable return on the investment 

(RoI)  in  learning  and  training  programmes  and 

events. It can be difficult to produce realistic figures, 

although the attempt is worth making with the help 

of finance specialists. The case for investing in L&D 

can  refer  to  all  or  any  of  the  following  potential 

benefits:

 

●

Improve individual, team and corporate 

performance.

 

●

Attract high-quality employees by offering 

them learning and development 

opportunities, increasing their levels of 

competency and enhancing their skills,  

thus enabling them to obtain more job 

satisfaction, to gain higher rewards and to 

progress within the organization.

 

●

Improve operational flexibility by extending 

the range of skills possessed by employees 

(multiskilling).

 

●

Increase the commitment of employees by 

encouraging them to identify with the 

mission and objectives of the organization.

 

●

Help to manage change by increasing 

understanding of the reasons for it and 

providing people with the knowledge and 

skills they need to adjust to new situations.

 

●

Provide line managers with the skills required 

to lead, manage and develop their people.

 

●

Help to develop a positive culture in the 

organization, for example, one that is 

oriented towards performance improvement.

 

●

Provide higher levels of service to customers.

 

●

Minimize learning costs (reduce the length of 

learning curves).

The business case for L&D is enhanced by reference 

to research such as the examples given below.