#HRmust-know: Discover 5 Features Of Learning Organizations To Thrive In The Post-Pandemic World
November 4, 2021
In today's market, learning organizations are preferred among companies as this type of organization generates learning opportunities for staff to constantly grow in professional terms. Basically, learning organizations are places where new and expansive patterns of thought are fostered, collective aspiration is unleashed, and people are constantly learning to achieve visions together. So what are the components of a learning organization?
Five features of a learning organization
Contextual: When businesses grow to a certain extent, their workscopes become manually unmanageable. At the same time, the constant-changing business environment requires different models of operation. For example, digital transformation necessitates the incorporation of technology into the process. Thus, marketing teams may require basic coding to properly reflect on digital strategy. To remain relevant and competitive, every business must develop learning programs that align business development with contextual needs.
Continuous: Learning can’t just take place only in a classroom, or outside of the work. People may incorporate ongoing learning into the practical process through the use of new technologies and tools, which enables employees to quickly integrate new skills into their jobs, exchange knowledge and present perspectives.
Mutual: Learning is not only one way; it should take place up, down and throughout the organization. Workers have a massive amount of diverse, mutually accepted knowledge, and they are willing to share. Determine ways to encourage everyday learning (water coolers and snack kitchens provide informal knowledge sharing opportunities) as well as how to provide more formal coaching/mentoring programs.
Experiential: Not all significant learning is done through digital aspects or educational institutions. It might take place in life events. Thus, the learning organizations also facilitate employees to stretch in their daily lives, which can be delivered through discovering what type of large-scale, nonwork activity might push workers to develop and learn.
Data-driven: By properly leveraging data, we can constantly test, iterate and enhance the deliverables, the approaches and the audiences. It enables us to design agile learning opportunities that are up to our businesses’ constantly changing demands. However, data is just one aspect of the high-quality learning matrix, so don’t rely only on it to determine the effectiveness of the learning offerings.
A learning organization may prevent staggering or obsolete business models as it fosters human collaboration towards common goals of business development. Moreover, a true learning organization unlocks a standard potential that will boost the interest and commitment of employees, which can promote happiness and productivity.
To summarize, you should invest in transforming your company into a learning organization. Talentnet, Vietnam’s leading human resources consultant, can assist your organization in accelerating change by providing advice on the relevant function for talent motivation and data-driven decision-making. Contact us for more information.