Question

in short essay name and describe the different ways that learning occurs in a company. What are the four types of capital and how are these influenced by training and development

Answer 1

In today's Global Competitive markets due to the advent of technologies, there is a need for the organization to develop time & again to be a learning organization by managing its resources efficiently & effectively to be the survival of the fittest. Today's modern organization follows the term as OD ( Organization Development) which describes the different ways that learning occurs in a company. This term is widely spread across all the companies in the kind of management enrichment program that of 'learning' which generally involves in bringing the permanent type of change in behavior, attitudinal & cognitive to adapt & adopt the change that is required.

The different ways that learning occurs as per this term as 'OD' can be explained below:-

1) Learning happens through Management Training:-

• Training here is the part of learning where the idea of making people more alike than different in some respect by trying to focus on individual differences in some particular area.
• Here in this type of training 'time & motion study' represents another way to make them learn that may be utilized to make people respond to a set of behavioral patterns.
• Many organizations spend thier considerable time, energy, effort, & money to make them more alike than different by installing the companies values & philosophies by inculcating the organization's climate & norms which illustrate exposing managers to ideas & ideals they are expected to emulate & to think similar about.
• Training Managers in specific skill areas use data processing, budgeting & accounting techniques, salary administration & other examples to apply the management training.

2) Learning happens through Management Development:-

• Whereby the management training focuses on leveling out the individual differences here this type of training provides a different kind of learning opportunity. Here it is the process of legitimizing individual differences by providing opportunities for the person to actualize his or her potential & encouraging the managers to be more different than they are alike along certain dimensions.
• As with training, many organization uses this way of learning by investing extensively into management development programs- for example, it includes career testing, counseling programs in which the person receives the feedback based on thier test results about his/her abilities, interests, focus area, personality where each of these provides an experience aimed at developing the individuals unique potential.
• Here the learning focuses on self- development by assuming that increased self-awareness & understanding can lead to attitudinal/ behavioral changes that will overall increase an individual's personal effectiveness & ultimately the productivity of the organization.

3) Learning happens through Organization Development (OD):-

• Here this type of learning is different from the other two as explained but however, it is the part of this Organization Development. Here it is the planned effort at changing the organization culture by utilizing the behavioral science knowledge as a basis for the interventions which focus on increasing the organization's health & effectiveness.
• Here it focuses solely on how the individuals relate to his/her own workgroup & how they interface with other groups in the organization which the primary reason for using OD is a need for improvement in some or all the system that constitutes the whole organization holistically.
• Careful assessment of what is needed to increase overall effectiveness, tailoring the changes required to be made, goals to satisfy those felt needs, kind of organizational climate required for individuals to meet thier own needs at the same time by optimizing the realization of organizational goals, team building, learning how to diagnose the needs through interpersonal issues & creating structural & functional changes are all part of OD efforts.

Therefore the learning approach that is deployed by the companies can be management training, management development or organization development all depends on the specific kind of change that goes with the organization as reducing individual differences, enhancing group/intergroup collaboration & performance related to the key issues.

The main four types of capital that are used & influenced by the company in training & development is as follows:-

1. Intellectual Capital-

• Here it is organizations the knowledge, expertise, experience, process discoveries, innovations, market presence & community influence.  Here it is the source of innovation & wealth production which is knowledge of the value & it has to be formalized, captured, & leveraged to produce more highly valued assets.
• Here such capital is influenced in training & development where the employee learns & uses that learning he/ she can learn even more which motivates them to learn again by sharing. Sharing the learning can, even more, enhance the knowledge as working on projects with other peers.

2) Human Capital- Which focuses on knowledge, skills, Abilities of employees which includes some basic components as intelligence, as the ability to learn, to reason, analyze & so which is used as training. Another part is interpersonal skills, ability to communicate with others & working in teams to generate better working methods be a part of the development used.

3) Renewal Capital- Here this capital is influenced for training & development as what is labeled as intellectual property, which consists of patents, copyright & marketable innovations on products/services & technologies to be adapted & adopted.

4) Structural Capital- Here it is the structure of an organization's functions that really have formal systems & informal relationships that allow employees to communicate, solve problems by making decisions that are focused on training & development. Here it focuses on a set of structures, routines, information, & procedures used to govern & comply with management overall.

5) Relationship Capital- Here it is the relationship that the organization has with suppliers, customers & every stakeholder that influence the business decisions for training & development. These focus on trust & integrity, transparency, accountability & source of competitive advantage to be addressed for the effectiveness of the companies.

Therefore, all these capital influences the decision on training & development which the companies have to work on for bringing the change that is required as per current market needs.