Learning
is concerned as a process carried out throughout an individuals’ life.
Individuals need to learn and argument their knowledge in various aspects. This
way they can lead to development (Kapur, 2020).To
add further to this, Coleman (2017) explains that lifelong learning is not only
vital economically but also socially, emotionally and physically.
Learning
and development is a process of ensuring that an organization acquires the
knowledgeable, skilled and engaged workforce it requires to carry out their
work effectively as well as advance their carrier to benefit them and the
organotin (Damnjanovic, 2016).
As
explained by Armstrong and Taylor (2014) there are four main components of
learning and development.
Learning
is a process of which a person gains and develops knowledge, skills, attitudes
or behavior through experience to achieve a common goal.
Development refers
to the continuous improvement or the competence of an employee through
learning.
Training is
a set of planned formal procedure to impart knowledge and skills on people, to
perform their jobs.
Education is
a process of personnel growth, which could enhance the performance of the
individual in various aspects.
Objectives and Aims of
Strategic Learning and Development
The
main intension of introducing Strategic Learning and Development to an
organization is to provide the employees an environment of which they are
encouraged to learn and develop. Further, Strategic Learning and Development
aims at creating a consistent and complete framework to develop people through
forming a learning culture and putting together organizational and individual
learning strategies (Armstrong and Taylor, 2014). As discussed by Nda and Fard (2013)
learning and development is an essential element in the competitive market for
the survival of an organization. In addition, organizations investing in
effective training and development programs for their employees tend to achieve
both short and long-term benefits (Aragon and Valle, 2013). Improve individual
team and corporate performance, being able to attract high quality employees,
commitment of employees by encouraging them to identify the mission and the
objectives of the organization are some of the benefits of strategic learning
and development to name a few. Thus, the primary purpose of learning and
development should support business goals as well as manage development of its
people(Rodriguez and Walters, 2017).
As
discussed by Armstrong and Taylor (2014) Organizational learning is how learning
takes place in the organization and takes into account the methods adopted by
the organization to encourage learning and development. This is simply not all
the activities of Learning and Development executed by the organization.
Learning, development activities of an organization should be based on learning
theories, and the process involved (which will be elaborated in the posts to
come). L & D theory has a direct impact on learning and development in an
organization (Damnjanovic,
2016). As shown clearly in fig (1), experiential learning and
self-directed learning are the ways, which takes place in the workplace. These
learning methods can be increased by coaching, mentoring, E learning and
planned development. Formal training can further boost the said methods.
However, effectiveness of learning is by joining up the different methods that
are available and can be identified as blended learning.
Figure 1: Components of Learning and Development.
Learning, Development,
and The Aviation Industry
Aviation field gives learning and
development a vital importance. Properly trained worker guaranties safety of
operation. Therefore, each worker before it starts functioning at the workplace
must attend the proper trainings to obtain proper license and certificates. The
employer is responsible for ensuring an adequate level of learning.
As
stated by Beena and Kumar (2019) the importance of training and development of the employees support the
business to increase the quality of service and productivity. In the airlines
sector, the training to employees helps to deliver quality service.
I
work as a Licensed Aircraft Engineer in the Aircraft Maintenance Department for
a leading Airline. The airline is a EASA Part 145 and CAASL IS 145 approved
organization and is one similar example for providing comprehensive training to
its employees at all levels. In order to maintain continuing airworthiness of
the aircrafts, the airline as an operator need to maintain regulation
requirements. To achieve this and to deliver quality service the maintenance
department of the company conducts various training programs to uplift
knowledge, skills and productivity of the employee.
The process of learning and development, and the way in which it is practiced in the organization will be discussed in the following posts.
List of References
Aragon, I. B. and Valle, R. S. (2013) Does training managers pay off? International
Journal of Human Resource Management, 24(8), pp. 1671–1684. doi:
10.1080/09585192.2012.725064
Armstrong, M. and Taylor, S. (2014) Armstrong Handbook of
Human Resource Practice. 13th ed. New Delhi, Kongan
Page Limited.
Beena, A. A. K. (2019) Why training and development is more important in airline industry? a case of indigo airline., Dublin Business School [Online]. Available at<https://esource.dbs.ie/handle/10788/3899.>. [Accessed on 28th July 2021].
Coleman, J (2017) Lifelong learning is good for your health, your wallet, and your social life’, Harvard Business Review [Online]. Available at <https://hbr.org/2017/02/lifelong-learning-is-good-for-your-health-your-wallet-and-your-social-life.>. [Accessed on 29thJuly 2021].
Damnjanovic, A. (2016) Learning and development in modern
organizations. In: Zoran Jovanovic and Valdimir Dimitrijevic (eds.) 6th
International Conference Economics and Management-Based on New Technologies,
Vrnjacak Banja, Serbia. 16-19 June, Belgrade, Serbia: High School of Academic
studies, Jp Posta Srbije, 236-242.
Kapur, R. (2020) The practice of learning and development in organizations. Available at< https://www.researchgate.net/publication/339200211_The_Practice_of_Learning_and_Development_in_Organizations,>. [Accessed on 29thJuly 2021].
Nda, M. M. and Fard, R. Y. (2013) The impact of employee training and development on employee productivity. Global Institute for Research & Education, 2(6), pp. 91–93 [Online].Available at <http://www.researchgate.net/profile/Dr_Rashad_Yazdanifard/publication/260219097_THE_IMPACT_OF_EMPLOYEE_TRAINING_AND_DEVELOPMENT_ON_EMPLOYEE_PRODUCTIVITY/links/00b4953030e52c7e4a000000.pdf.>. [Accessed on 29th July 2021].
Rodriguez, J. and Walters, K. (2017) The importance of training
and development in employee performance and evaluation. International
Journal Peer Reviewed Journal Refereed Journal Indexed Journal UGC Approved
Journal Impact Factor, 3(10), pp. 206–212.
