Learning & Development


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Armstrong (2009), stated that the main focus of HRM is the management of employed people in various companies departments. HRM is responsible for all aspects of the HR including learning and development, strategic HRM, human capital management, corporate social responsibility (CSR), knowledge management, organization development, resourcing (human resource planning, recruitment and selection, and talent management), performance management, reward management, employee relations, employee well-being and health and safety and the provision of employee services.
What is Learning and Development?
“Learning is a continuous process that not only enhances existing capabilities but also leads to the development of the skills, knowledge and attitudes that prepare people for enlarged or higher-level responsibilities in the future”. (Armstrong, 2006, pp,560)
Learning – Is the gathering of knowledge and necessary work skills for the further development of individuals. Further Learning helps individuals enhance work skills and be more productive and proactive in their day to day work responsibilities, which in turn helps the employer to drive for better work environment and more productive work force, thereby increase revenue for the relevant organisation.
Development – the growth or realization of a person’s ability and potential through the provision of learning and educational experiences.(Henderson, 2017)
Learning and Development is specifically focused on helping people learn new skills so they’re motivated and productive at work. Learning and Development professionals are concerned with getting the best out of their workforce and developing their skills and capabilities to drive business performance.(CIPD,2018)
Figure 21.1- Page-285 Armstrong 13th ed




Armstrong (2014) further states that through such programs companies are able to achieve the goals and fulfill the mission statements as the work force consists of highly talented and motivated employees who are committed to the betterment of the organizations they work for and make the organizations more attractive for potential employees who are well qualified and would be assets to the organization.

References-:
Armstrong, M. (2006). A Handbook of HUMAN RESOURCE MANAGEMENT PRACTICE (10 ed.). London: Kogan.
Armstrong, M. (2014). A Human Resource Management Practice (13 ed.). London: Kogan.
Henderson, L. (2017). Human Resource Management (3 ed.). London: Kogan.
https://www.cipd.co.uk/new-hr-learning-development/about, (accessed,24th June 24, 2018,10.30am)

Comments

  1. Unknown30 June 2018 at 03:38

    Well structured essay.Font size is too small.Give some international examples.Good work Shiva

    ReplyDelete
  2. Thameera galkaduwa30 June 2018 at 07:55

    Nice article. It would add more colour if you explain this with good examples.

    ReplyDelete
  3. Unknown30 June 2018 at 10:39

    Good article shiva. pay your attention on front and front size.

    ReplyDelete
  4. HSamsudeen2 July 2018 at 10:59

    Please use a bigger font size . Pictures & Graphs would have made this article more interesting to read through.

    ReplyDelete
  5. Dr. Rizvan Jaldeen5 July 2018 at 03:05

    There is a nice flow to this, I see there are different fonts in different places, language is good, however i would prepare if you wrote the blog in ur own words

    ReplyDelete
  6. Unknown5 July 2018 at 04:21

    Dear Doctor & friends,
    my blog edited according to your comments

    ReplyDelete

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