2. Learning and Development

Introduction

According to Kapur (2020), it is believed that learning and development (L&D) form the foundation of the company. L&D has the ability to help people and organisations achieve their individual and collective objectives. These procedures play a vital role in the personal development of individuals. In addition, Kapur (2020) argues that the people must realize that they possess the abilities and capacity to not only change the environment in which they live but also to create new contexts for themselves. Learning and development (L&D) focuses on how individuals or groups, come to own something that already exists or create something entirely new.

 

Definition

As ATD (2024) claims Learning and development (L&D) is the function within a company that is responsible for empowering growth of employees and developing their skills, knowledge and capabilities to drive better business performance. The function may be organized centrally, either independently or under the department of human resources (HR); decentralized throughout different business units.

Learning and development is a significant role with HR department and also, L&D strategy should be in line to quarterly business requirements. Having a better knowledge about strategic learning and development, effective methods and practices of L&D, organisational learning processes and learning organisations are HRM matters of a company to compete in the market (CIPD Annual Report, 2015).

Moreover, Harrison (2009: 8) defines, the main objective of learning and development as an organisational process, is to promote collective advancement through the expert, collaborative and ethically stimulating and facilitating of knowledge and learning that support business objectives, maximize individual potential, respect and enhance diversity.

 According to Armstrong and Taylor (2014, 284), components of learning and development include; Learning, Development, Training and Education.

Figure 3 Components of Learning and Development

Source: (Armstrong and Taylor, 2014)

Learning

Learning can be a cognitive, linguistic, or social process that modifies an employee's knowledge, capabilities, attitudes, beliefs and behaviors (Schunk, 2012).

The process with which an individual gains and develops abilities, behaviors, attitudes, knowledge and skills. It includes both more formal ways of assisting people in learning within or outside of the workplace and the adjustment of behavior by means of experience (Armstrong and Taylor, 2014).

 

Development

The development or realisation of a person's potential and ability through the supply of educational opportunities (Armstrong and Taylor, 2014).

 

Training

Dessler and Varkkey (2020) claim that the training as the process of educating new or existing employees acquire the basic skills required to perform their jobs. While Armstrong and Taylor (2014) define training as the systematic application of formal procedures to provide knowledge and assist individuals in gaining the skills required to perform the jobs at expected levels.

 

Education

The development of the values, knowledge and comprehension needed in all aspects of life as opposed to the skills and knowledge with regard to specific areas of activity (Armstrong and Taylor, 2014). Kapoor et al (2016) define that education indicates ways in which people learn skills and gain knowledge, information and understanding.

Application in the Tea Plantation Industry

ILO (2016) highlights that National Institute of Plantation Management (NIPM) has conducted training programs to provide basic skills for 6 plantation occupations to young women and men from the 22 selected estates of the project and were given National Vocational Qualification (NVQ) certification upon completion.

“We have been able to improve the productivity tremendously during this period and I am proud to state that as at end October my estate is ranked no 1 in profitability, not only from amongst the ten estates in the region but from amongst all the 17 estates in the Company.” – Jeewantha Senarathna, Manager – Pelmadulla Estate (ILO, 2016). Moreover, De Silva (2020) claims that training & development has become an important factor to enhance the knowledge of the employees thus increasing their productivity.

Moreover, training employees in emergency response and first aid is of paramount importance. Tea plantation companies can significantly decrease accidents, increase employee well-being and boost morale and increase productivity by putting worker safety and health first.

References

Armstrong, M. and Taylor, S. (2014) Armstrong’s Handbook of Human Resource Management Practice. 13th edition. London: Kogan Page Limited.

ATD, (2024) What is Learning and Development. [Online] Association for Talent Development. Available from: https://www.td.org/talent-development-glossary-terms/what-is-learning-and-development [Accessed: 31 March 2024].

CIPD Annual Report, (2015) Learning and Development. London: Chartered Institute of Personnel and Development.

De Silva, W. (2020) Training & Development: A Review of its Outcome to Productivity in the Tea Industry in Sri Lanka. International Journal of Science and Research.

Dessler, G. and Varkkey, B. (2020) Human Resource Management. 16th edition. Uttar Pradesh: Pearson India Education Services Pvt. Ltd.

Harrison, R (2009) Learning and Development. 5th edition. London: CIPD.

ILO, (2016) Promotion of decent work for plantation youth in Sri Lanka. [Online] International Labour Organization. Available from: https://www.ilo.org/wcmsp5/groups/public/---asia/---ro-bangkok/---ilo-colombo/documents/publication/wcms_150356.pdf [Accessed: 2 April 2024].

Kapoor, K.C., Soni, J.C., Acharya, P.K., Riba, M. and Riddi, A. (2016) Elements of Education. New Delhi: Vikas Publishing House Pvt Ltd.

Kapur, R. (2020) The Practice of Learning and Development in Organizations. Delhi: University of Delhi.

Schunk, D. H. (2012) Learning Theories: An Educational Perspective. 6th edition. Boston: Pearson Education Inc.