Page 128 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Unit 7: Training, Development and Career Management

for their actions; without letting loose the managerial involvement. Managers still need Notes
to encourage, enthuse and co-ordinate the workers. Empowerment must be allowed at all
levels so that members can learn from each other simultaneously.
Learning
Learning systems also need to replicate real-life situation through series of simulation
games. This facilitates learning from mistakes to make the future learning more effective
Learning environment need to be open, flexible and motivating. To facilitate continuous
learning some organizations also make extensive use of electronic media like e-learning,
duly providing a track to measure the learning progresses. But its acceptance largely
depends on workers urge to learn. This can be ensured linking learning with various
incentive packages and HR decisions.
To implement a learning organisation philosophy in an organization, we require an
overall strategy with clear, well defined goals. Once goals and overall strategy are
identified, specific action plans are required to implement the same. There are three
generic strategies to develop a learning organization. Peter Senge also focused on certain
initiatives required at organization level to implement learning organization philosophy.
Three strategies, however, are as under:
1. Accidental: For many organisations implementing learning organisation philosophy
is more accidental than preconceived. In the process of achieving business goals
quite often unknowingly they develop a framework, which fit the learning
organisation philosophy. Therefore, even remaining unaware, organizations can
emulate the learning philosophy to gain competitive advantage.

2. Subversive: Subversive strategy encapsulate the dissidence by exploiting ideas and
techniques of people working in the organization. It requires open endorsement of
the learning organisation ideal, so that people can express their ideas.
3. Declared: The third option is the declared approach. It requires clear promotion of
the principles of learning organizations, as part of the organizational ethos and are
manifested openly in all organizational initiatives.
Learning Organisations Work at following Aims:
Development of People: A Learning Organisation facilitates learning which improves the
personal skills and qualities of members of organisation. Members just not get benefited
from their own but also from sharing of experience of others.
Greater Motivation: Because of participation of people to improve their own skills, values
and work, they become more matured about their role and feel motivated to contribute
their best. Opportunities for innovation and creativity, free thinking develop their self
and make them feel satisfied in their job roles.
Workforce become Flexible: Learning organisation makes workers more flexible. Workers
can move freely within the organisation in between jobs and thereby develop their
capability to cope rapidly with a changing environment, to survive in competition.
Workers become More Creative: People get more opportunities to be creative in a learning
organisation. They can try out new ideas without bothering about mistakes. They get
recognised about their creative contributions which makes room for new ideas to flourish.
Improvement in Social Interaction: Learning improves social interaction and develops
interpersonal communication skills. This encourages teamwork which as a result makes
organization to work better.

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