How the Concept of Workplace Learning Can Help Improve Your Organizations Performance - Example

How the Concept of Workplace Learning Can Help Improve Your Organization’s Performance Introduction Workplace learning is delineated as the acquirement of skills and knowledge by informal or formal means which takes place in the place of work, rather than skills and knowledge acquired outside the place of work (Tinnabutr, 2009). It encompasses informal workplace learning, and formal on work training. Workplace learning is deemed to be a practical approach which assists in developing skills significant to employment and this is beneficial both to the staffs and the organization (Tinnabutr, 2009). Furthermore, workplace learning is a collaborative model wherein the staffs and their employers can be able to mutually address knowledge and skills development by the means of social dialogue linked to the workplace (Tinnabutr, 2009). Idyllically, workplace learning connects organizational, employer and employee learning in a manner that supports and encourages lifelong learning. In a more developed form, workplace learning entails undertaking training need evaluation and the improvement of employee development plans, which assists in aligning staff development with organizational development. Studies have proven that the real benefits result from aligning employee’s skills development with organizational goals and objectives and attaining a sustainable learning organization and a continuous improvement culture (Tinnabutr, 2009). Workplace learning is important for both technical and operational skills, and soft skills including team leadership, team working, adaptability and ability to innovate amongst others (Byelaws and Metcalf, 2005). This paper will focus on how the concept of workplace learning can assist improve the performance of an organization. To better understand this, we will first outline some forms of workplace learning that are employed by organizations. Some forms of workplace learning In order to achieve their goals and objectives and improve on performance, thus survive in the highly competitive market, organizations have highly engaged on workplace learning. There are various forms of workplace learning that are usually employed by these organizations. Some of them include: Using skilled workers to assist and guide low skilled workers in carrying out certain activities. Use of ‘over the shoulder learning’. This is whereby staffs work alongside skilled and experienced personnel to watch and learn. Allocating workers simple duties and gradually moves to more complex ones. Use of internal or external trainers to offer short term training at the workplace. Provision by the organization of information and communication events that have a learning constituent. Encouraging the staffs to learn for themselves from manuals, books, computer-based learning, videos and e-learning. Team working whereby a group of employees work jointly to improve organizational processes. (Tinnabutr, 2009). Ways in which workplace learning improves organization performance Currently, there is a rising emphasis on workplace learning. This is for a number of reasons most of which are linked with improvement of the performance of the organization. One of the benefits of workplace learning is that it assists employees to carry out their duties in a smarter, faster and better way (Lancaster, 2009). It is apparent that workers with required and sufficient knowledge and skills will always carry out their duties in a much better way compared to low skilled workers. In addition these workers will be fast in completing their tasks and will always offer excellent work. This means that they will serve the organization’s customers faster and efficiently without the need to consult from their colleagues which is deemed as wastage of time, both to the customers and to the organization (Rivera, 2007). Also, this means that, such workers will be able to improve the performance of their organization in terms of efficiency and effectiveness of the organizations operations. Organizations offering efficient services and quality products always attract and retain their customers, and in addition, work well with their suppliers. Generally, workplace learning assists in boosting employees’ skills. Studies have revealed that boosting skills base within an organization helps in strengthening the business and potentially, organizations sales (Lancaster, 2009). This may be as a result of a well and highly motivated employees who will be able to carry out their tasks properly therefore, increasing the organizations productivity. Usually, the strength of an organization is generally measured by its productivity, sales margins, revenues and profit margins. Apparently, workplace learning results to highly rating of an organization by its customers and supplies based on service offering. A highly rated organization means that its sales margins are also high as such an organization has gained customer confidence and loyalty and this will accelerate in improving the performance of such an organization in terms of sales increment and revenues in general (Byelaws and Metcalf, 2005). The current business environment is characterized by high competition between organizations (Byelaws and Metcalf, 2005). For this reasons, organizations are seeking ways in which they can be able to become more competitive in the market thus reducing the risks of closing down. The need for organizations to be dissimilar from their competitors, and offer better services compared to their rivals is driving organizations to emphasize on acquisition of specific skills development through workplace learning (Rivera, 2007). By ensuring that the staffs have adequate and relevant skills linked on how they can improve the performance of the organization to compete effectively in the market is very beneficial. Such employees will be able to formulate efficient strategies, unique from their competitors including customer service strategies and production of high quality products which are some of the factors which will assist in attracting and retaining customers (Rivera, 2007). One advantage of being competitive in the market is that n organization can be able to attain its goals and objectives, and at the same time various costs including promotional costs will be cut down. This means that an organization’s financial performance will continue to accelerate. According to studies, organizational learning helps to keep the employees motivated as acquired the new acquired knowledge as well as skills help minimize the workers boredom (McNamara, 2011). In addition the training helps the employees feel valued by the employer for it shows that the employer appreciates them and is willing to invest in them as well as their development. This boosts their morale and they are able to work in an effective and efficient way (Spector, 2011). Moreover the employee is able to fully participate in the running of the organization giving new ideas as they feel confident that their contribution is of paramount to the running of the organization. Besides when the workers feel motivated they dedicate their time in improving the company’s productivity (McNamara, 2011). It is apparent that they work with much enthusiasm and produce more for the company. Increased productivity as a result is an advantage to the organization. This is due to the fact that the organization is sells more and hence enjoys large economies of scale and they are able to maintain a high position as well as maintain a competitive market in the global market (Clifford and Thorpe, 2007). It is evident that workplace learning helps manage risks within the organization. For instance such training as workplace health and safety effectively help minimize the number of deaths as well as injuries legal liability, worker’s compensation claims illness and property injury. In addition this training helps in establishing a safety culture in the workplace. It is apparent that a safety culture in the workplace helps the employees by themselves enhance the right safety procedure while in their line of duty (McNamara, 2011). In addition, the workplace learning helps new employees embrace the workplace safety culture and follow it without the seasoned workers negatively influencing them as this is a common case in many organization and its results are not to the advantage of the organization. This is because the new employees will not feel satisfied with the job and as a result the organization will face low productivity (Spector, 2011). Research have proven that when a company invests in an effective workplace learning with the aim of upgrading its employee capabilities, knowledge, ability as well as skills contributes to the building of the company’s image (Clifford and Thorpe, 2007). In addition this ensures that their workers are in high demand in the wider employment market since they possess the right skills deemed right for a company’s operation. Besides, conducting ethics training whereby the employees are shown how they should conduct themselves in the workplace also contributes to a good image of the company. This is because the employees are not left to do as they please such as reporting to work any time. They are made to maintain discipline in the work place (McNamara, 2011). It is apparent that workplace learning enhances the attraction as well as the retention of staff (McNamara, 2011). The training that employees are given boosts their capabilities and as a result they are willing to continue working for the company. This leads to improved reduced employee turnover and increased productivity. According to studies in the near past, employee attraction and retention has become increasingly of paramount in building the capabilities of the organization to make sure they have a sustained competitiveness (Clifford and Thorpe, 2007). Staff retention to a company is of an importance. This is due to the fact that the company maintains the employees who already have the required skills and are already competent as well as efficient in their working. In addition it helps the company save money that could otherwise be used for recruiting and training more employees (Clifford and Thorpe, 2007). Effective workplace learning enhances the desired innovation and change (McNamara, 2011). It is evident from past researches that the most important personnel issues relevant for the technological change introduction irrespective of who champions the issues are organization design, employee performance as well as work structuring. It is evident that through the workplace learning, organizations empower their employees with the relevant skills and knowledge. In addition they increase their employees capacity to adopt the new methods as well as technologies required bringing about the desired innovation and change within the organizations (Broad, 2007). Moreover, through the workplace learning, the employees are encouraged to exercise their full strength as well as contribute new ideas to help the organization attain the desired innovation and change (McNamara, 2011) Conclusion In conclusion, workplace learning has proven to be very efficient especially in the contemporary society. Most organizations have seen the need to emphasize on workplace learning in order to develop their employees’ skills. As discussed in this paper, the concept of workplace learning has assisted in improving the performance of the organizations. This is linked with various aspects brought about by workplace learning including employee motivation, ability to perform tasks in a smarter, better and faster manner, employee retention and attraction of highly caliber employees into the workplace, innovation and change, and building of organization’s image all of which have helped in improving the sales and financial performance and productivity. It is true that Knowledge + learning = performance. Workplace learning can therefore be deemed as a prerequisite of performance improvement and success of an organization. References Byelaws, L. and Metcalf, D. (2005). Blended elearning: Integrating knowledge, performance support, and online learning (2nd ed.). Amherst, MA: HRD Press. Broad, M., L. (2005). Beyond transfer of training: engaging systems to improve performance. New York: John Wiley and Sons, 2005 Clifford, J., and Thorpe, S., (2007). Workplace learning & development: delivering competitive advantage for your organization. London: Kogan Page Series Lancaster, D. (2009). ASEM Conference: Lifelong Learning: e-Learning and Workplace Learning. Bangkok, Thailand. McNamara, C., (2011). Employee Training and Development: Reasons and Benefits. http://managementhelp.org/training/basics/reasons-for-training.htm (Accessed October 15, 2011) Rivera, R., J. (2007). The WLP scorecard: Why learning matters: a comprehensive user's guide. Washington: American Society for Training and Development. Spector, P. E. (2011). Measurement of Human Service Staff Satisfaction: Development of the Job Satisfaction Survey. American Journal of Community Psychology 13 (6), pp. 693-713. Tinnabutr, P. (2009). What is Workplace Learning? Retrieved from http://thaiteachers.info/2009/07/what-is-workplace-learning.html (Accessed October 15, 2011). Read More