How does Learning and Employee Development contribute to organisational success and performance within social care services - Essay Example

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Discussion The findings of the survey, presented in the previous ‘Results’ section are significant. A discussion of the findings in relation to research questions to begin with, available theory and relevant literature review follows. Regarding the first hypothetical proposition of this study (See Research Questions), A hundred percent ‘yes’ response on the questions of: Whether or not learning and development program contributes to increased individual performance, Team performance and Organizational development has clearly revealed the perceptions of the respondents in this regard…
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How does Learning and Employee Development contribute to organisational success and performance within social care services
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Download file to see previous pages The most essential component of a learning and development plan as per the respondents’ view are the skills and second most essential learning component required to enhance service delivery quality according to the respondents is that of knowledge. These findings are very positive and reflect a developmental, growth oriented attitude. Trained staff is more competent and can perform better than untrained staff (Garavan, 1997). To attain training there must be motivation among the members and they must be interested in learning and developing in order to benefit from the training programs offered to them. The research study has revealed that all the respondents realize the importance of learning and development training programs and are willing to learn and grow for the betterment of their selves and organization in turn. Garavan (1997) further suggested that a strategically integrated model of Human Resource Development would ensure that the concepts of training, development, education and learning and backed up and embedded in strategic plans, operational plans, policies and work practice. The findings reveal that the respondents are well informed about the importance of all these components of training and therefore it can be safely said that such a plan as suggested by Garavan (1997) can be very feasible for an organization like Loretto Care where chances of its acceptance at the managerial level appear to be quite high. The Scottish government also realizes the importance and need of learning and development based training. This is reflected in the vary requirements the government has set to be considered before admitting an individual to a degree course in social work. The social work training providers are required to make sure that all the students they induct are registered with SSSC within a month, have the basic language skills to benefit from the training they will be provided with and possess a willingness and potential to learn basic effective communication skills and information technology expertise that is required to work effectively and competently in any field of study in today’s world including social work (The Scottish Government, 2006). The second research question attempted to explore the impact of learning and development programs on individual and organizational performance. The responses of the managers have revealed that they believe there is a great impact of learning development programs on individual as well as organizational performance. To identify how exactly this impact is attained, the respondents were further asked to identify the factors that underlay the individual and organizational benefits achieved from learning and development. The highest scoring factors in this respect, based on the questionnaire results turned out to be: career development, motivation and sense of achievement and success. It means that majority of the respondents believe that learning and development programs lead to enhanced performance by increasing these three factors among the workers. This finding of the current study is in line with those of Hoque & Bacon (2008); Mathieson (2006) and Jones ...Download file to see next pagesRead More
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