Learning and development is a complex process which involves
going through a lot of stages to achieve and cater to a specific learning or
training issue at a particular stage. In big organizations, where the number of
employees at every level poses a different learning need, there is a requirement for a better understanding of the various
challenges that the managers may come across. A thorough analytical
approach towards addressing these shortcomings can help for a sustainable
culture which is favorable for the near future.
Adapting to Change, learning, and development refer to the
process by which organizations adjust to their environment. What future
forecast is something which is hugely uncertain and can be determined as the
time approaches. What a company aims for is the effectiveness of the training
modules for sustaining in the uncertain times. Moreover, learning and
development at the organizational level and at the individual differs. Though Organizational
learning occurs through its people, it would be inappropriate to conclude that it
is the result of their individual employee’s learning.
Organizations are bound by systems and practices while
individuals are bound by their personalities, personal habits, and behavioral
attributes. This is where the need for content based training modules arises
which caters to both Organizational goals and individual goals. The training modules
need to be highly flexible and should involve practical experience rather than
contextual approach. Heavy duty
practical training can result in quality talent development and ultimately
will serve the purpose of the Organization’s vision. The challenge is will it
survive the future ahead. That’s what the uncertainty is all about.
