Developing Human PotentialIntroductionDeveloping human potential is a core aspect in any given organization, for it is the individuals who form the wider organization. Human capital in an organization needs to learn and be developed, so as to be proactive in work processes, directed towards the organizational goals. This is because human resource unlike other resources is flexible to increase its output, through learning and development in the areas of concern. This paper goes through the issues to do with learning and development of the human potential, the challenges that organizations face in their bid to develop their human potential.
These challenges may include systematic thinking; which relates to the logical sequence, in which the mind of the learners in the organization is tuned to learn and be developed. It relates to the psychology of the readiness of learning and development by an individual employee (Maddux, 2008, p. 54-69). The challenge of building shared vision; for it is difficult to implement an effective program on learning and development, if there is lack of harmony through the sharing of vision. Learning and development often is directed towards meeting particular vision/objective.
Therefore, if the vision cannot be shared, the process tends not to be a success. The other challenges include that of ‘personal mastery’, and ‘mental models’ among others. The paper too focuses on ‘World Vision’, which is a non-Governmental body that is mainly concerned with attending to the needs of the deprived children across the globe. The challenges they do face in this pursuit and the approaches I would suggest to be taken to solve this challenges. Learning and development of individuals in an organization is the surest path for short and long term growth of that organization (Handy 1999, p.
34-44). For without it, then there is either stagnation in the growth of the organization, both in terms of output levels and quality levels. This makes it a significant aspect that managers need to consider on a continuous basis. Critically assess the key learning & development challenges that face modern organizations in today’s changing environment Challenges for learning & developmentIn today’s changing environment, the challenges that face modern organizations with regard to learning and development have kept on increasing with time.
This is because, with time organizations are gradually evolving with the coming in of new technology, increased globalization, increased research, change in lifestyles and values for life among other changing conditions. The environment indeed has changed with tasks being done online, communication being hi-tech, management taking a more complex structure, the work setting and the new legislative demands on how workers are to be treated, the awareness of employees of their rights and responsibility and so on (Maler 2010 p.
46-56). These changing environments in modern organizations have come forth with challenges that affect learning and development of their employees. The key learning and development challenges are outlined as follows: Key learning & development challenges The key learning and development challenges in modern organizations include; Systemic ThinkingThis is a major challenge among members of modern organizations today. The act of systematic thinking, involves individuals looking beyond their immediate surroundings and appreciating how their own individual area of responsibility, influences others and how this impact goes to affect the whole organization. It is very significant therefore, for individuals to have s systematic way of thinking, thinking in connection to the aspired goal to be achieved and not the personal benefit that one gains as an individual.
Learning and development becomes ineffective when the learners/ employees, have their own thinking of how they will benefit from the learning process. Lack of systematic thinking is evidenced by the purpose that the employees/individuals of an organization, perceive towards the learning and development program that are initiated. In the case where the goals organization wants to achieve, after training and developing their members, is adhesive to the goals that the learners have, and a balance cannot be struck, then it is said that there is lack of systematic thinking among members of an organization.
Lack of systematic thinking among members of an organization, makes it difficult for an organization to reach out and achieve the set objectives of learning and development of its members.