Reflection VI - Employee Learning and Development (ELD)

 Mathis and Jackson (2010) state that training as a revenue source. Some organizations think that training is an expense but in my opinion, training is an investment for an organization.  Training is very important as it can improve employees’ KSA and performance, reduce turnover, functions in job redesign and so on. Training is needed when introduce new technology, orientation for new employees, change in job process, inadequate performance and other issues.

Besides that, Maurer (2002) mention the significant of employees’ voluntary development and continuous learning has become extensively known as important to organization effectiveness. Therefore, it is importance to have an Employee Learning Development (ELD) system which includes employee personal information, performance before training, training course, training transfer and program evaluation.  This system can automate and systematic the overall training process. ELD system can record and store all the information related to training and learning program, fulfill new position and promotion, enable employee to access their performance appraisal and personal information, available course provided and others.

The ELD system is important for an organization but the learning culture in the organization also very important. It is important to create a learning culture in an organization by clearly communicating with the employees about the management’s expectation on them. According to Serrat (2009), “a learning organization values the role that learning can play in developing organizational effectiveness”. This elaborate the important of learning in an organization, it can be said that learning is the key to success. For an organization that really concern in employees’ learning and development, an ELD system is necessary to practice in the organization in order to implement all the task that related to learning and development program such as training, continuous education, and other course that can enhance employees’ self development.

References

Mathis, R. L. and Jackson, J. H. (2010). Human Resource Management, 13^th edition. USA: Joseph Sabatino.

Maurer, T. J. (2002). Employee Learning and Development Orientation: Toward an Integrative Model of Involvement in Continuous Learning. Theory and Conceptual Articles, p. 9-44.

Serrat, O. (2009). Building a Learning Organization. Knowledge Solutions, p.46- 53.