Learning And Development Influence Performance

Learning and Development (HRD) influence performance. Discuss.

Human Resource Development plays an important role in organizations. “Richard Swanson has defined it as a ‘process for developing and unleashing human expertise through training and development and organizational development for the purpose of improving performance’.” (Werner et al 2009, p.4). “Learning is seen as the act of acquiring knowledge or a skill while development is defined as an ongoing acquisition of skills and knowledge aimed at a long-term career growth rather than immediate performance” (Carbery et al 2015, p.6). Learning and development can be found at individual, team and also at an organizational level. Since Learning and Development play such crucial roles in

“There is documented evidence that training activities have a positive impact on the performance of individuals and teams” (Aguinis et al 2009). Developing human capital in an organization which is knowledge, skills and attitudes will enhance the performance and motivation of employees as they will feel valued and happy in their workplace. “Training related changes should result in improved job performance and other positive changes such as developing new skills” (Aguinis et al 2009). If an individual feel as if they have as if they have support by others and experience success within their learning and development process then their attitude will be more positive (Page-Tickell 2015). “Offering employees training opportunities can be seen as a message that the organization cares for its employees” (Aguinis et al 2009, p.467). Due to this employee morale will be high and they will feel valued leading to higher retention of staff creating a positive reputation for the company and low staff turnover reducing hiring costs. The world around us is constantly changing which is also why it is important for us as individuals and also organizations to adapt to change through learning new skills and developing our knowledge and

According to Bandura, social learning theory suggests that people can learn by observing the behaviour of others. Processes that facilitate learning power include attention, retention, motor reproduction and motivation (Russ-Eft et al 1997, p.4). Learning power provides a language and a framework with which the learner and their learning facilitator can help to understand their self-concept, their identity and also their motivation to learn in improving their performance (Crick et al 2013). “Learning power is described as a complex mix of dispositions, lived experiences, social relations, values and attitudes that combine to influence how an individual engages with particular learning opportunities” (Crick et al 2013, p. 2258). Research into the development of directors, Mumford et al have concluded that having a qualification is of little relevance but what promotes the most effective learning strategy is the day-to-day work based experience and role models (Mumford et al 1987), (Harrison 2005). Therefore explaining that some individuals learn through practice and experiential learning which may influence