Question 1 Learning is the process of acquiring implementable knowledge from historical sources or other knowledgeable persons (Reid, 2004, p. 9). Many organizations offer some learning to every member in the organization depending on the level he/she is working whereby it helps in gradual change of the company. The stages undergone are discussed below. The Human Resource Director is among the highest levels of employees in an organization and the importance of their learning is to ensure the following duties are well perfected (Reid, 2004, p. 27). They include; interaction, employee benefit, orientation and training, suspension, performance evaluation and recruitment.
The following are the responsibilities of line managers as another stage in the HR. They include; performance related-pay, engagement of the employee, employee discipline and performance appraisal. The training and orientation is a third stage whereby orientation is the presentation of recruits whereby they are taken round the company, explained all the duties carried in the company and also given the history of the company (Reid, 2004, p. 14). Training is what is done immediately after the orientation and the director keeps on learning on how to carry the above described duties and many others.
In learning organization all the members are given the profile of the field they are working on. All the members in the organization are trained on how to plan, organize and present their research results if they are requested to contact one. The importance of this is to ensure that whatever they get from researchers is clearly understood and perfection purpose. With this education, the company will ever move forward. There is always the purpose of doing the organization learning which is to update the organization and also improve its products (Reid, 2004, p.
22). It also enhances experiment of the cycle in learning thus the experienced persons do not need to be trained repeatedly on how to do it. The members are evaluated through being given time to discuss what they have learned and also write it through a quiz test whereby the results acquired reflect the percentage of their understanding when the learning was going on (Reid, 2004, p. 38). The feedback after evaluation is what determines if they will keep working for the company.
Question 2Learning organization involves learning encouragement among the organizational members whereby they are able to exchange information among themselves thus creating workforce which is highly knowledgeable (Reid, 2004, p. 18). Due to this interaction, members of the organization are able to easily and flexibly adopt and accept the new changes and ideas which are visionary shared. The learning organization is of great use in the current businesses because there is involvement of investment in people. Investment in people is the act of positively manipulating the people working in a certain organization for enhancing more products from it (Reid, 2004, p.
30). The investment is enhanced if the stuff members are collectively committed to develop the organization thus from the top officials to the minor ones all having same agenda of achieving their objectives. Investors in people usually have plans especially on how they will regularly review the needs of development and training on the employees. They usually know what their target is and what they need to do in order to satisfy their wants.
For achievement action need to be involved whereby the recruited individuals are well trained and developed throughout the time they are employed there (Reid, 2004, p. 34). The development done to the employees is always effective thus improving the performance of the organization. The evaluation is important for investors in people because they have to evaluate what they want to invest during the training so that they can measure what they have achieved and also know how much they need to do for more effectiveness. In the investors in people there are indicators and some of them include; plan, do and review (Reid, 2004, p.
20). To plan is to build up tactics which can help in an organizational performance improvement. For this to be implemented in the right way, the managers who are leading in this should be able to carry out their responsibilities such develop the efficiency of the people, manage and lead. There should be the implementation of what they plan thus doing the planned practically which also helps in improving the manager’s effectiveness and the performance.
The efforts of the employees should also be recognized and the employees being involved in decision making and review is done (Reid, 2004, p. 65). Question 3Currently in UK the training at job is not prevailing at all. There is no any culture for training which has urbanized or any sign of one to build up in the country. In addition, there is inadequacy of education in the country (Reid, 2004, p. 12). Generally, a small percentage does jobs which have involvement of a lot of acquaintance and trainings.
In many businesses less than 25 percent of the employees participate in the job related training. A third of them claim not to have been offered any training, three quarters have never received job training off hence other employers opt to go for training while the employees remain running the job. Moreover, due to the inadequacy of education there is a problem of unskilled global market whereby the defenseless group in terms of payment is found (Reid, 2004, p. 40). This group of people is the one which offers labor at low costs.
At the labor market all kinds of people are traced there both well educated and those not educated but due to its biasness they are all recognized as unskilled or less skilled and they all get low payments. The unskilled compete for wages and jobs because they are too many (Reid, 2004, p. 44). All in all it is always important to train employees by use of basic education thus helping them to be able to reinvest and invest by use of the skill they acquire after they are given the chance in their workplace.
Surprisingly, the report which was written by Fryer in 1997 shows that there is a skill improvement of employees thus out of ten, eight had improved and he carried an interview on other employers who also argued that six out of ten employees are talented and capable of carrying the work in the right way (Reid, 2004, p. 23). This means that a good number of the businesses are doing well even with the absence of the job training and there is a great possibility for this country not to adopt the training culture or learning society of which it is more of learning first and jobs later and in these responsibilities are shifted from state to individuals.