Learning Theories as an Essential Consideration for the HRD Practitioner - Essay Example

This research will begin with the statement that with the increasing globalization and the free-trade regime, organizations are faced with new challenges to maintain their viability and to stay ahead of the competition. As such, the organizations are now increasing emphasis on individual and collective learning to enhance their competitive advantages. The HRD practitioners are under pressure to find new ways of providing learning opportunities in the workplace. Even small organizations, with no formal HRD infrastructure, are focusing on providing learning opportunities to their employees.

However, before such tasks are undertaken, it is important that the HRD practitioners develop an understanding of what is meant by learning in the organizational context. Some researchers have drawn a distinction between training, development, education, and learning while for others, these activities are synonymous. However, an insightful look at the above concepts reveals that learning is an essential component of the other three. In addition, learning is a continuous process; is focused on changing values, attitudes and on innovation and outcome accomplishment; and it also involves learning how to learn.

According to a survey of large MNCs by Slotte, Tynjälä and Hytönen the HRD practitioners see learning as the practical learning that takes place in connection with everyday work activities; communication and collaborative learning; and the development of a learning organization. In their endeavors to formulate and implement the learning programs for employees, the HRD practitioners draw upon the various theories of learning that form the vast literature on the subject. The question then arises, are these learning theories, when translated into training development and learning programs, helpful in developing and enhancing learning?

Also, is it justified to base these programs on the assumptions and postulates of theoretical knowledge?