The paper 'Human Resource Development Methods' is a perfect example of a Management Case Study. This paper focuses on the implications of managers assuming key responsibility for HR in Pack and Safe food stores. It attempts to advice how HR to line managers has potential implications for the feasibility of establishment-wide HR strategy and consistency in the handling of day-to-day people issues. The paper focuses on how to foster employee learning at and through work by managers and the successful implementation of HR responsibilities. 2.Organization learning in an organization Organization learning refers to the process of bringing together physical, financial and human resources and establishing productive relations among them for the achievement of specific goals, It is concerned with building up a stable framework or structure of various interrelated parts of an enterprise, each part having its own function and being centrally regulated.
Organization learning focuses on the way people make sense of their experiences at work. The aim of organizing is to enable people to relate others and to work together for a common purpose. The organized group of people in a collective sense is known as an organization.
(Yvonne 129) “ Organization learning is the process of identifying and grouping work to be performed, defining, and delegating responsibility relationships for the purpose of enabling people to work more effectively together in accomplishing objectives. ” (Yvonne 149) -Louis Allen 3.Approaches to Foster employee learning at and through work 3.1Job design & improving The Work Environment People whose work is highly specialized, repetitive, and routine may become dissatisfied with their job. This dissatisfaction often shows itself by reduced output, increased absenteeism, and high staff turnover. This very quickly reduces the effectiveness of a work area and influences the effectiveness of the whole organization.
A number of performance management approaches have been developed to try to overcome this problem. (Yvonne 115) 3.1.1Job Enlargement Job enlargement increases the scope of the job. Employees are given more variety in order to increase job satisfaction. Usually, various work functions from a horizontal slice of a work area are combined, giving employees more tasks to perform. Sometimes tasks are rearranged between several employees so that each employee gets a sense of the wholeness of a job. 3.1.2Job Enrichment With this approach, individual employees may be given responsibility for deciding the best way to perform a particular task, and for correcting their own errors.
They may also be involved in making decisions, which affect their own work areas. 3.1.3Job Rotation Job rotation is a system whereby employees move from one job to another. This rotation may occur over various time spans, from, say, every two hours, to every week or month. It gives employees increased variety, and helps to relieve the monotony of routine, repetitive work. It also gives employees the opportunity to develop different skills, and mix with different people 3.1.4Semi-autonomous Work Groups Semi-autonomous workgroups are groups of employees working together, whose largely self-sufficient in terms of managing the tasks and functions for which they are responsible.
This approach gives employees a sense of identity with, and responsibility to, the group. Job enlargement, enrichment, rotation, and the use of semi-autonomous workgroups are all approaches to Organizational learning which can be used to reduce employee dissatisfaction with routine, repetitive jobs. Other approaches include flexible working hours and compressed working weeks (Yvonne, 1999, p. 116).
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