TOPIC 6: LEARNING & DEVELOPMENT SYSTEMS

ASSALAMUALAIKUM =)

Today, I will post about LEARNING AND DEVELOPMENT SYSTEMS. According to Armstrong, learning refers to the systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job.

The employee development represents that learning experience in order to improve performance but it should be aware that learning is not necessarily bring improvement in performance (Stammers and Partrick, 1975).

Learning and development systems are important to the workers to improve their skills, knowledge and competence. The management will ensure the performance and potential of their employees will increase and can contribute something positive to the organization.

The purposes of learning and development systems are to improve and correct an employee’s performance and the organizations itself. Besides, the purposes are to ensure the employees can keep on competitiveness and will perform in their work and also to help the employee manage their stress due to work overload. In training programs, the programs that to increase the employees knowledge, skill and attitudes towards their current work. About development programs, the program is conducting in order to preparing the employees with their future work.

Component in learning and development systems are

1.      Employee personal information.

2.      Performance before training.

3.      Training course.

4.      Training transfer.

5.      Program evaluation (can use Hamblin model, Kirkpatrick model, CIPP model or CIRO model)

So, can we see learning and development systems are about systems is a system that helps employees to improve the quality and performance of their work in accordance with the objectives and requirements of the organization. For example, employers provide training to employees via video and the internet. This allows the employer to control all of his employees who undergo training and be able to save time and cost.

Another example in the HSBC bank, there is a human resources training and development, where it becomes a catalyst for staff to achieve the objectives of HSBC bank to improve the quality of work and to be internationally known bank. Therefore, HSBC’s  front liner sponsoring staff to get training to develop the level of trust of customers to the bank. This is because HSBC believes that the services offered to their customers will have an impact on their clients. Therefore, HSBC front liner trains staff to be the trusted financial advisor to HSBC customers loyal.

As the conclusion, learning and development systems can help in the learning process to receive information. This system will help employees to increase their potential and at the same time increase productivity. The system provides many benefits to the organization and its employees.

References:

1. Michael Armstrong, A Handbook of Personnel Management Practice, reproduced in Personnel in
2. Practice, Currie, Donald: Blackwell Business (Oxford, UK); 1997.
3. Zafir Mohd Makbul & Fazilah Mohamad Hasun,Prinsip pengurusan sumber manusia (2008) 
4. Sadler, E. (2006). Learning and development for managers: perspective from research and practice. Blackwell Publishibg Ltd.
5. Denise Thursfield and John Hamblett,(2001), Mutuality, learning and change at work: the case of employee led development