Introduction: organisation. Employee learning: Employee learning is the

Introduction:

Human resource
management is one of the most important departments in any of the organisation.
There are various elements of human resource department such as recruitment,
rewards and recognition, payroll, training and development etc (Joo & Park,
2010). Training and development is observed to be the element that is directly
linked with the performance of the employees. Employees are considered as the
most crucial resource of the organisations and for making them perform
effectively, it is required to sustain them and develop them as well. It has
been analysed that training plays an important and central role in developing
organisational performance (Fuller & Unwin, 2011). The organisational
environment is moving towards decentralisation and most of the powers are given
to the employees leads to increase emphasis on coaching and support to those employees. Training is considered as the
necessary platform to provide an efficient and effective supply of the
technically and socially sound workforce and staff to the company. Training and
development is the part of HRM that is required to make the employees learn to
develop them individually as well as professional for the sake of effective organisational performance. This requires understanding the importance of employee learning on the performance of the
organisation.

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Employee learning:

Employee learning is the term that is also
used interchangeably with employee training. This is because employee learns
only when they receive the appropriate training. Employee learning can be
technical as well as social. Both the types of learning make the employee efficient
in performing the tasks at the organisations and thus the overall performance
of the organisation can be made efficient (Ye, Marinova & Singh, 2012). It has
been analysed that the environment of the business these days is very dynamic
and thus the companies have to make changes and modifications in their
processes in order to be competitive in the market. Thus, the companies also
need the staff that is well versed with the technical and social skills
relevant to the new processes in the company (Hameed & Waheed, 2011). This
made the company to either hire the employees with such skills or make the
already existing staff to learn the new skills. Both the techniques are used by
the companies but hiring is very expensive and the company also needs to invest
in training their employees so that they can also learn about the new skills
that are in demand in the market (Obisi, 2011). Employee learning is the
process cannot end because the technology keeps on changing and thus the
employees of organisations have to keep their learning process in continuation
to develop them individually in order to perform as per the expectation of the
company. Now days, the companies not only pay for the experience of the
employee but the nature of skills also makes a big difference.

Employee learning and development: Reasons

There are various reasons why the employees
need to learn new things. Some of them are discussed below:

Change implementation: when any of the
organisations undergoes any change, it is required by the employees of the
organisation to accept such changes first then only those changes can be
effectively implemented. Employees play a central role in organisational
performance because they are one who is responsible for conducting and performing
the tasks as per the organisational objectives (Van Vianen, Dalhoeven & De
Pater, 2011). If the change that has been implemented for the organisational
benefit cannot be accepted by the employees then it will not result in the way
it is expected to be. At this time, training of the employees and motivating
them to learn new skills and techniques is very much required (McKenzie &
Woodruff, 2013). This suggests that the learning of the employees is directly
linked to the performance of the organisation as a whole.

For making the new members familiar with
the environment: When the new employees enter the company, it is required to
make them comfortable and familiar with the environment of the company thus
induction training needs to be given to them (Jehanzeb & Bashir, 2013). This
training is required so that the new employees can get the information about
their role in the company and how they have to perform their tasks. This can
enhance their learning process in near future in the company and also motivates
the employee to perform.

To retain the employees: it has been
analysed that employees try to be associated with the firms which are employee
oriented rather than task oriented (Hameed & Waheed, 2011). This is because
the employees of the companies have to develop individually and not only from
the perspectives of the organisation. Individual growth of the employees is
also very much important for their personal career development. It has been analysed
that retaining the employees in the organisation can only be possible if the
employees feel motivated and can able to balance their professional and
personal life  while working in the
company.

Maximization of employee learning and performance:

Employee learning and performance is very
important aspect of the organisation. It is required for the organisations to
motivate the employees towards learning process that are available in the
company so that they can learn and brush up their skills to perform effectively
at the workplace. Training is considered as the most effective way of maximizing
employee learning. Most of the studies suggest that training at the workplace
is one of those HRM practices that have positively relationship with the organisational
as well as employee performance (Walumbwa, Mayer, Wang, Wang, Workman &
Christensen, 2011). Training is one of the ways to identify the needs of the employees
so that the competencies can be building up in them as per their needs and requirements
in order to have the organisational objectives. When any of the employees fails
to meet the target, this means that there is some performance gap which needs
to be analysed so that the relevant training can be given. Bridging the
performance gap means providing the appropriate training to the employees as
per the skill requirements. The competencies of the employees can be moulded
per change by providing them training. This not only results improvement in the
performance of the employees but also enhance the knowledge and skills of the
employees that can pay them in future (Griffin & Moorhead, 2011). Through
training, the employees get those skills and techniques that can be implemented
by them to perform effectively, achieve the organisational goals and personal
gaols in a competitive manner. There is also positive relationship between the
effectiveness of the training program and the performance of the employees.
Other than lack of skills and training, there are many other reasons that affect
the performance of the employees and their learning at the workplace. The
organisations have to make efforts in motivating the employees towards their
learning and this can only be done if the employees feel that they are being
benefitted by that learning. Coaching and support is one of the ways to
maximize the learning environment at the workplace. This is because if the
employees are not coached properly then they will not be able to realise their
weakness and needs of learning at the workplace (Armstrong & Taylor, 2014).
When the employees work in the company, they must be guided and lead by some of
the leaders and those leaders help them to identify their weakness that
restricts their performance at the workplace. In recent days, most of the
organisations prefer to work in teams and this is the approach that allows the
employees of the organisations to come together and play their roles in a team
to perform the task with collective nature (Boxall & Purcell, 2011). This
also helps the management of the company to create the learning environment
because the team members share their knowledge and skills with each other which
develops the skill of all the team members. Trust is the basis of team work.
When the team members trust each other then only they can learn from each other
and respect each other’s feelings. The organisations are required to develop
that trust amongst the employees so that they feel motivated towards the
learning experiences that they may have at the time of working in teams.

Advancement in technology is supporting
many changes in the organisation and the need of skills amongst the employees
by the organisations. This need motivates the employees to learn about new
technologies (Beier & Kanfer, 2010). Not only are the skills changing but
the methods of providing learning are also changing. This is because the shelf
life of learning is decreasing day by day. This results in requirement of the
employees to learn frequently and rapidly about the new skills and
technologies. the organisation also need to play their role in this by
developing and creating the employee learning programs once in a while that helps
to facilitate the employees with learning experiences (Bratton & Gold,
2012). For improving the employee learning at the workplace, it is required to analyse
the needs of learning of the employees time to time so that the appropriate learning
programs can be developed. Performance appraisal and evaluation is the activity
to be practiced. Flexibility is another important factor that affects the
employee learning environment at the organisations (Saks & Haccoun, 2010). If
the environment is flexible then the employees feel free to share their
learning needs with the management and also try to work as per their creativity
which help in making others also learn about the new skills. Thus, flexibility
at the workplace is very important to make the employees feel motivated.
Showing the career path to the employees and develop them individually will
force them to take the training session that the company organise for them. This
is because the employee wants to growth professionally as well as individually.
They want to have growth is their career and look for new opportunities to
explore in order to grow (Costen & Salazar, 2011). The organisation that
forces on employee learning enjoy many benefits such as improved organisational
performance, skilled labour and less turnover. This is because most of the employees
prefers to enter the companies and stay with them if their have their
individual as well as carer growth in the same organisation.

Conclusion:

This discussion concludes
that employee learning is the very important aspect of human resource
management in the organization. Employees are
considered as the most crucial resource of the organizations and for making
them perform effectively, it is required to sustain them and develop them as
well. It has been analyzed that training plays an important and central role in
developing organizational performance. The
value of training comes when improvement is achieved, and employers, employees
and course designers should all gear the process towards an expectation of
improvement. There are various reasons why the employees need to do continuous
learning in the organization. Some of the reasons are change in the
organizational process, requirements of new skills and technologies, induction
learning and training for the new employees etc. training and learning is
considered as the most important part of the organizational function that
directly affect the performance of the overall organization. This is because
employees are the resource who conducts all the functions in the company and if
they are not versed with the new and updated technology and skills then the
organization cannot be able to compete with the market competencies and
situations that are dynamic in nature. 

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