The paper "Employee Learning Approach Adopted by St Georges Bank " is an outstanding example of a management assignment. With increasing competition in the business environment, great advances in technology, corporate restructuring as well as the unstable economic environment, businesses have found it more important than ever to learn and adapt and hence improve on performance. As such, organisations focus on the intellectual capital of their employees as a strategic resource for competitive advantage. The field of adult learning and knowledge management in organisations has indeed become phenomenal as they strive to use knowledge as a primary source of competitive advantage in operating and surviving in the turbulent operating environment (Davidson, 2006).
Due to the importance placed on employee knowledge, organisations have increasingly adopted adult learning through the provision of the right learning environment as well as facilities in order to equip their staff with all aspects of learning and hence knowledge. This arises from the need to provide staff with both formal and informal learning continuously, provision of both explicit and tacit knowledge both at the individual and organisational level in a bid to develop better human capital as well as personal development of individual employees (Olive, 2008).
Adult learning in organisations has also been facilitated by advances in technology thus making it easier by availing more information more conveniently. This report critically analyzes the employee learning approach adopted by St. Georges bank in a bid to demonstrate how organisations utilize adult training in developing employee core competencies while polishing their skills for employee development. In addition, the paper discusses the role played by technology in overall employee learning aimed at enhancing organisational performance as well as employee lifelong advancement. How St.
Georges uses principles of adult learning to develop its workforce Overview of the adult learning system at St. Georges St. George’ s corporate performance center employs a blended learning strategy in providing its employees with workplace learning support of superior quality. The approach combines the use of technology to provide e-learning, performance support tools and online collaboration while fully utilizing traditional classroom approaches. The learning management system known as e-luminate is customized and manages numerous courses while providing for the launching of over 150 e-learning courses tailored for the specific needs of the company.
The system also enables participants to relate what is learnt to real-life situations in addition to having tools that help participants prepare and tackle real-life situations (Abel, 2011). In addition, the system provides for real-time reporting and hence feedback while keeping records for the participants’ performance. It is the use of such a high-quality employee learning support system that has enabled the company to become one of the best in adult learning and hence performance. Application of adult learning principles The blended system of learning adopted by St.
Georges has in no doubt been instrumental in ensuring its continued success. In fact, this saw it win the best learning strategy award at the Australian HR Magazines Awards in 2003. A learning management system such as the e-luminate adopted by the company need apply the principles of adult learning in its design and implementation if it is to have a positive impact on employee learning and hence enhance organisational performance. The system needs to provide practical experience to the learners as opposed to equipping them with theoretical knowledge only (Lucy, 2009).
The system should also acknowledge that the learners have prior knowledge and skills and hence should be interactive as opposed to being lecture like (Young and Voci, 2001). In other words, the system needs to be learner-centred as opposed to being instructor-centred while providing feedback whether positive or negative for the employee to gauge improvement or progress. In addition, the system needs to utilize or apply multiple learning methods bearing in mind that the employees are different with each having varying needs, abilities, motivation and experiences.
It is the utilisation of these principles features/ principles in the design of e-luminate that has ensured continuous improvement in both organisational and individual performance at St. Georges. Furthermore, the use of technology provides a greater pull of readily available information to the learners hence reducing time and cost of acquiring information (Ann, 2007). This, in turn, encourages the employees to be active in searching and acquiring information hence grasping any new skills and keeping with current trends not only in the company but also in the environment.
The e-luminate system enables employee learning in the company to be learner-centred through use of computer software to replace traditional learning approach. As such, the learner only searches and acquires knowledge that is relevant to his/her knowledge and skills needs. By combining the internet with classroom lectures, the modern approach of adult learning at the bank provides an effective and efficient medium for the employees to interact devoid of the traditional time, distance or cost inconveniences (James, 2012). The e-luminate is a system that has been instrumental in the transfer of knowledge and skills among employees in addition to inculcating technical skills that help in organisational as well as employee improvement.
With learning being at the heart of any organisation, e-luminate provides employees with the chance to relate what they learn with real-life situations as well as keep pace with what is happening outside the organisation. Since the system is updated on a regular basis, the organisation is able to keep the employees informed of the developments happening in the industry hence helping them to always offer high quality and up to date services to the customers.
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