Learning and Development in the Workplace

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Learning can be defined as...

...“the process of acquiring knowledge through experience, which leads to a change in behaviour”.

It includes the acquisition of a new skill, new knowledge, a modified attitude or a combination of all three.

Many employers, mostly of small businesses, perceive investment in work related learning to be a drain on their business.

However, studies have shown that organisations that deliberately foster a culture of learning are those that are on the leading edge of development and change.

Learning in the workplace is important for the following reasons:

  1. It can lead to increased competence, understanding, self-esteem and morale.

  2. People who enjoy learning are more likely to be flexible in times of constant change and therefore are more adaptable to organisational turbulence.

  3. There is growing evidence that a learning culture can increase the productivity and competitiveness of organisations.

  4. If workers are not given learning opportunities, there is a risk that they will feel undervalued and become disenchanted.

As is so often said by management writers – if you want to develop an organisation, then develop its people and they will develop the organisation.

Lifelong learning should be the concern of all employees in the organisation and, despite its title, it is arguable that the concept of continuing professional development (CPD) should not be seen as applying only to professionals or managers.

CPD – continuing professional development - can be defined as ‘the continuous maintenance, development and enhancement of the professional and personal knowledge, skills and ability, often termed competence, which members of certain professions require throughout their working lives’.

Put simply, it is a lifelong learning approach to planning, managing and getting the most from an individual’s own development. Learning and development are planned, rather than accidental.

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