SABER

GROUP

PRESENTS

LEARNING ORGANIZATION

TEAM MEMBERS
1. DEEPMALA RATHOD 2. CHINTAN TRIVEDI 3. ALPA PARMAR 4. ALPESH PARMAR 5. MOKSHADA GHODKE 6. SAMINA GANAM 7. SUNIL PANCHAL 8. ANUJA PURANDHARE

Flow of the presentation

 INTRODUCTION AND THE HISTORY  BENEFITS & STRATEGIES OF LEARNING ORGANISATION  HOW TO CREATE LEARNING ORGANISATION  FIFTH DISCIPLINE  ROLE OF HR IN LEARNING ORGANISATION  BARRIERS AND FUTURE OF ORGANIZATION TOWARDS LEARNING ORGANISATION  CASE STUDIES  BOOK REVIEW

LEARNING ORGANISAITON The learning organization is a concept that is becoming an increasingly wide spread philosophy in the modern companies from large MNC to even the small ventures.

LEARNING ORGANIZATION
A Learning Organization is one in which people at all levels, individuals and collectively, is continually increasing their capacity to produce results they really care about. Richard Karash

KEY TO SUCCESS

They are adaptive to external environment Continually enhancing their capacity to change/adapt Develop collective and individual learning as well Use the result of learning to achieve better results

HISTORY
1950- System Thinking DSS Decision Support System 1970- Organization Learning Chris Arygris 1980- Capabilities based competition Now its The Learning Organization.

BENEFITS & STRATEGIES

Benefits of L.O.


Why should an organization develop a system which will develop its human recourses? There are many answer which make sense: The Power of Knowledge: Those who acquire and continuously improve it can stay in business and those who dont, must say good-bye to the business world.

Realizing people full potential: Once this is done people will optimally apply their abilities which will in turn help the organization itself to grow and achieve its objectives.

Quality and Productivity Improvement: There is always a faster, a cheaper and a better way of doing things but people should find out how.

Survival: People and companies which do not keep pace with the pervasive business changes become obsolete and in the business world another name for obsolesce is death.

Increasing Commitment: An organization which takes care of the learning needs of its people is sending a strong message of we care to its employees.

Improving National Competitiveness:

In global marketplace nations are competing against one another and only those survive, who have the competitive advantage in terms of price, quality, productivity, and good services.

STRATEGIES FOR CREATING L.O.



The Knowledge Audit: Knowledge audit is an exercise where a systematic inquiry into the peoples knowledge, skills and attitude is carried out.

Creating a Learning Culture: By creating an environment where everyone is provided with the necessary skills to perform on their jobs an organization will be able to encourage a learning culture.

Make use of Learning: When people learn new things the immediate thought coming to their mind is where and how to use it.

Rewarding those who learn: Rewards will reinforce the belief of people that if they learn they will in turn get benefit from it. it will take care of the universal question What is in it for me?

Insisting on endless Learning: To keep up with the rapid changes and meet newer and higher challenges companies must insist that people continuously enhance their knowledge.

HOW TO CREATE LEARNING ORGANIZATION

Building Blocks The Golden Rules

Awareness Environment Leadership Empowerment Learning

The best companies know, without a doubt, where the real productivity comes from. It comes from challenged, empowered, excited, rewarded teams of people. It comes from engaging every single mind in the organization, making everyone part of the action, and allowing everyone to have a voice in the success of the enterprise. - Jack Welch

Thrive on Change Encourage Experimentation Communicate Success and Failure Facilitate learning from the Surrounding Environment Facilitate Learning form Employees Reward Learning A Proper Selfishness A Sense of Caring

In times of drastic change, it is the learners who inherit the future. The learned usually find themselves equipped to live in a world that no longer exists.

FIFTH DISCIPLINE & ITS ASPECTS

ROLE OF HR IN LEARNING ORGANIZATION

What is a Learning Organization?

A learning organization is an organization that is skilled at creating, acquiring, interpreting, transferring, and retaining knowledge, and at purposefully modifying its behavior to reflect new knowledge and insights.
Garvin, David Learning in Action: A Guide to Putting the Learning Organization to Work, Harvard Business School Press,(2000)

Role of HR in Learning Organization

    

Development of organizational leadership HRD structure, policy and strategy Effective Intervene Playing competitive role in forming mix of competencies Career development & boundary spanning  Informal Learning  Networking  Mentoring

Development of Organizational Leadership



Strong base for developing Flexible Structures enabling boundary spanning and interfaces to operate

Communicate vision effectively & articulates values Development of Leadership skills to develop structures & resolve uncertainly & ambiguity

HRD Structure, Policy & Strategy

 

Management of boundary spanning Demonstrate commitment to be flexible, adaptive and innovative To achieve this, specific policy and structure initiatives incl.
  

Decentralize HRD activities Increasing responsibility of employees for learning & devt Developing skills in Managers to be effective learners (personal mastery) Promoting continuous & professional development policies Provide support mechanism to facilitate mutual learning (team learning)

 

Effectively Intervene
 

To promote organizational boundary spanning & interfaces The possible measures that HRD can take care are
       

Enhancing capacity to Ask Questions Identification of Learning thru Reflection Ensuring opportunities to learn critically Provide for Time & Space to deal with Problems Moving away from hierarchical learning groups Empowering learners to drive the learning process Working cooperatively on Real Life issues & Learning through Actions

Competitive Role


In forming mix of competencies to deal with external & internal networks In avoiding replication of competencies by other organizations This unique human capital can be developed through changing Organizational Culture, developing Teamwork

Career Development & Boundary Spanning



Organisational support mechanism  Fairness & equity

 

Promoting workplace justice Career development opportunities Reward structures O. Culture Leadership Job design

Environmental issues
   

 

Work-life balance Learning activities Evaluation process



1. Informal Learning


Formal Learning is substituted with Informal Learning* HRD can contribute by facilitating
 

Learning-How level (reflection & critical thinking of learning) & Learning-Why level (Integrating Learning into professional & personal aspects of life)

Learner who holds learning Why level will have greater selfefficacy, hence improved performance, consequently set more challenging career goals

*Available natural resources, i.e. Learning opportunities within org

2. Networking


Need to develop careers globally. Acting/helping on community boards, NGOs, can cement skill base and additional opportunities for networking. Orgs can benefit from knowledge, skills and confidence gained by employees from participating in these events. Helps in socio-emotional support in maintaining work-life balance, knowledge acquisition Strong Knowledge Base & increase in Cross Fertilization of ideas and information across business units and depts

Networking cont
Role of HRD


   

Offering expertise in facilitating such groups, providing information on how to set up them Promoting benefits of networks (both formal & informal, internal & external) Monitoring their effectiveness Encouraging volunteerism, Acting as resource, Advocating flexible work schedules

3. Mentoring
  

Provide new perspectives Share information Build skills Peer relationships, virtual or e-mentoring

Role of HR  Make mentoring a strategic business imperative  Reduce generational conflicts  Enable knowledge transfer  Reward, dont punish, mature employees for mentoring  Ask matured employees about someone who enabled the succeed  Continuous assessment of effectiveness of employees career development efforts

BARRIER S TO CREATE LEARNING ORGANISATION

STORY : A story is told of an island somewhere and its inhabitants. The people longed to move to another land where they could have a healthier and better life. The problem was the practical arts of swimming and sailing had never been developed - or may have been lost long before. For that reason, some people simply refused to think of alternatives to life on an island, whereas others intended to seek solutions to their problems locally, without any thought of crossing the waters. From time to time the art of swimming would be rediscovered. A student would come and the following exchange would take place: "I want to swim to another land." "For that you have to learn how to swim. Are you ready to learn? "Yes, but I want to take with me my ton of cabbages." "What cabbages?" "The food I'll need on the other side or whatever it is." "But what if there's food on the other side?" "I don't know what you mean. I'm not sure. I have to bring my cabbages with me." "But you won't be able to swim with a ton of cabbages. It's too much weight." "Then I can't learn how to swim. You call my cabbages weight. I call them my basic food." -I. Shah, The Sufi's

Barrier to create Learning Organization

Surprise Unannounced significant changes threaten employees sense of balance in the workplace. Destructive Culture: Culture of defensiveness which discourages people to try out new ideas. Belief: That learning finishes after school or college

Lack of Trust Promises of improvement mean nothing if employees do not trust management. Fear of Failure Employees are intimidated by change and doubt their abilities to meet new challenges. Personality Conflicts Managers who are disliked by their managers are poor conduits for change.

 Threat to Job Status/Security

Employees worry that any change may threaten their job or security.

Breakup of Work Group

Changes can tear apart established on-the-job social relationships.

Lack of support :
Lack of support and encouragement from line managers

Competing Commitments
Change can disrupt employees in their pursuit of other goals.

THE FUTURE OF ORGANISATION:

IBM was among the vanguard in employing most contemporary business techniques, such as pursuing Six Sigma quality, empowerment, delayering, and downsizing. But because IBM failed to alter its context the 'IBM way' of controlling and predicting every aspect of the business - these change programs did not serve as steps to a powerful future. Goss, Pascale, and Athos Harvard Business Review, Dec. 1993

THE FUTURE OF ORAGANISATIONS TOWARDS LEARNING ORGANISATIONS

The only thing one can predict about the future is change.

Can innovators predict the future? No, not in the sense of gazing into a crystal ball or using tarot cards.

The Future In the future the following areas will become increasingly more important: Investment in Learning Technology Information Highway Knowledge is the Key Learning Culture Customer - Client Relationships

Investment in Learning
Investment in improving individuals, teams and the organization. Ability to learn and take on board new ideas and methods. Training an integral part of the teams in the company.

Technology The price per performance ratio of technology will increase greatly. The value of technology compared to labor will improve by an even greater amount. Technology will become more cross functional and transparent.

Information Highway

The increased access to the information highway will make information more available and to a wider audience. Barriers to learning, such as lack of information and the availability of material will be reduced. Employees regardless of their status will have access to information that previously only their managers had.

Knowledge is the Key

The most important employee will be a `knowledge worker' and employees will be judged on their ability to learn.

Learning Culture
The culture of an organization will be based on learning and the skills of individuals

Customer - Client Relationships

A learning culture will help customers and clients understand each other's needs better. It will allow a greater degree of co-operation between customer and clients.

`Like it or not, the years ahead will be an era of change and competition'.