Organizational Learning for Science & Business- myassignmenthelp

Question: Discuss about theOrganizational Learning for Science Business Media. Answer: What its the purpose of organizational learning intervention? This is how employees of an organization collect even transform important information into an organization`s recollection and knowledge in order for the organization to have better productivity and adequate customer satisfaction. (Argote,2012). Learning needs to be identified in organizational learning intervention. Industry related type of needs. This guides how an organization can fit in a given industry. Given an example, an organization that creates technology related products will the need the knowledge for where the products will go to, the structure of the product and how other products from other organizations will affect the industry. Job-related type of needs. These relate directly to an organization. The need for training for a certain job is identified if it is not available in the organization. Its main purpose is to improve the final output of the organization. It helps eliminate errors for the building of products or delivering of customer needs. What is important is to executive position jobs and jobs that need on-job training. Task-related related jobs. This need is identified as a result of the specific requirement in the overall final output or part a for a given job. Different tasks and processes are what form a person`s daily jobs on an annual basis. In one way or another, sometimes a job`s aspects of a job don`t work or the entire productivity of a worker. Given an example, an employee in customer service has good sales and best customer satisfaction whereas in data input methods the employee is not skilled. This could definitively affect customer contact and result in closed sales(Parajon , 2015). Objectives And Outcomes Of The Intervention To create efficiency. The efficiency of an organization involves the measurement of its inputs resources and outputs. Efficiency contributes to an organization`s better productivity through effective use the organization`s resources. The objective of teaching employees to be effective will result in maintaining or improving an organization`s productivity which is the outcome. For accuracy. Data in organizations is used to provide insight. This helps make decisions for the organization. Training will help employees key in the right data. They should be taught also to use the right analytical tools for the data and find where it is applicable to use it. If employees have the right data and analyze it, they will make the right decisions for the overall good of the organization which is the outcome. To make profits. This is where an organization generates more money than its expenditure. It is an organization`s objective for an organization to deliver goods and products with customer`s value and make revenue in the process. Employees should be taught on how to deliver value to customers so as to make profits in their operations. This could be through delivering quality services and products so as to attract customers which is the outcome. Learning interventions. On the job This is where mainly an experienced employee is paired with a less skilled employee so that the less skilled employee gets to learn. This enhances knowledge, abilities to perform tasks and a positive attitude towards the job. For example, inaccuracy of data, an employee can watch the other use analytical tools and how decisions are arrived at for the good performance of the organization (Jimnez-Jimnez and Sanz,2017). This will involve an experienced person passing information through counseling to employees. The mentor can be from within or from outside the organization. For example, if the mentor is from within the organization, he or she will have an experience from the job done. Other employees will go to that mentor whenever they need to be counseled on making decisions that for example would include how to improve customer value (Jimnez-Jimnez and Sanz, 2017). Talent Development This is an integrated Human Resource process that helps develop employee skills and retain the employees in an organization. It is a process that helps form high performance in an organization and makes it's sustainable. This organization can meet its overall goals and objectives (Bratton and Gold, 2017) The relevance of talent development Employee motivation. Reasons for employees to have an attraction towards the organization should be created. This would make employees have a purpose. Attract the most talented employee. When there is a talent development concept in an organization, top skilled employees are attracted to the organization and hence skilled and talented employees for contribution towards better organization results (James, 2012) Increased workers` performance. Employees with good work performance are retained to eliminate poor performance by new recruits. They work towards achieving organizational goals which new recruits wouldnt do. Critical roles are continuously covered. An organization is prepared for any critical roles in need of critical skills by a having the employees with the qualified skills. The customers and the stakeholders are satisfied if the operations of the organization run smoothly. There is no delay in delivery of final results of a task due to the continuous flow of workers. Retaining of top skilled employees. This helps save on new recruitment and costs accrued from measuring employee performance. Better business performance. Skilled, engaged and motivated employees work towards achieving organizational goals hence increased customer satisfaction and organizational performance. Benefits of talent development Better employee and leadership engagement. The talent development process helps managers and employees interact since their goals are aligned together. Better employee experience. This is through organizational charts availed to employees to make them aware of their reporting. Payrolls sometimes can be integrated to the concept hence employees can access their pay slips and maybe holiday requests. Skills retained. When talent development is part of an organization`s culture, most skilled employees tend to be retained and hence leading to better performance of the organization. There is better communication. Talent development integrates Human Resource processes. Important information is collected and stored then analyzed. The final data is conveyed throughout the organization through the right channel. The data also helps make informed and material decisions. There is a strategic employee hiring process. The concept helps an organization hire the best-skilled employees. Job descriptions are posted; applicants are tracked which makes it easy for the organization when hiring. Adequate time is allocated for this process (Stahl,2012). List of References Argote, L., 2012. Organizational learning: Creating, retaining and transferring knowledge. Springer Science Business Media. Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave. Dixon, N.M., 2017. The organizational learning cycle: How we can learn collectively. Routledge. James Sunday Kehinde Ph.D., A.C.A., 2012. Talent management: Effect on organizational performance. Journal of Management Research, 4(2), p.178. Jimnez-Jimnez, D. and Sanz-Valle, R., 2011. Innovation, organizational learning, and performance. Journal of business research, 64(4), pp.408-417. Jimnez-Jimnez, D. and Sanz-Valle, R., 2011. Innovation, organizational learning, and performance. Journal of business research, 64(4), pp.408-417. Parajon , T., 2015. TRAINING INDUSTRY. [Online] Available at: https://trainingindustry.com/articles/strategy-alignment-and-planning/how-to-identify-training-needs-at-your-organization/?utm_content=cpdc Stahl, G., Bjrkman, I., Ferndale, E., Morris, S.S., Paauwe, J., Stiles, P., Trevor, J. and Wright, P., 2012. Six principles of effective global talent management. Sloan Management Review, 53(2), pp.25-42.