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Creating Continuous Learning OrganizationsMentoring

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Title: Creating Continuous Learning OrganizationsMentoring


1
Creating Continuous Learning Organizations/Mentor
ing
  • IPMA-HR International Symposium

Group 2
2
A Continuous Learning Organization.
  • Can an organization Learn?

3
A Continuous Learning Organization
  • Is it the people within the organization,
    through shared learning which transforms the
    organization into a learning organization?

4
What is A Continuous Learning Organization?
  • An organization that pegs knowledge as a medium
    which when applied, can lead to outputs linked to
    the objectives of the organization.

5
What is A Continuous Learning Organization?
  • An organization learns when an individuals
    learning translates into tangible efforts/input
    which leads to tangible results/output, which in
    turn must be relevant and linked to the
    organizations objectives.

6
What is A Continuous Learning Organization.
  • The Collection and application of knowledge and
    experience necessary to run the organization.

7
What is A Continuous Learning Organization.
  • A continuous learning organization is an
    organization that views the gaining and sharing
    of knowledge as an integral component to the
    success of the organization. Learning must be
    linked to the vision, mission, goals, objectives
    and values of the organization and be driven
    through shared leadership throughout the
    organization.

8
Key Components of a Learning Organization
  • Linkage of Learning to organizations vision,
    mission, goals, objectives and values
  • Competent Leadership is a vital component towards
    the success.

9
Key Components of a Learning Organization
  • There must be an incentive system which promotes
    the sharing of information and knowledge.
  • There must be a system of accountability-performa
    nce measures, targets, and objectives.

10
Key Components of a Learning Organization
  • There must also be a culture which embraces
    learning.
  • Must be successful at un learning, Knowing
    when to put away practices that are no longer
    relevant and applicable.

11
Key Components of a Learning Organization
  • Learning takes place at different levels within
    the organization
  • 1.Knowledge gain by individuals
  • 2. Knowledge gain by individuals and
    transferred/shared to the rest of the
    organization.

12
Benefits from a Continuous Learning Organization
  • Organizational Growth
  • Organizational Stability
  • Increase Productivity
  • Gain of public trust through delivery of services
  • Enhanced morale

13
Benefits from a Continuous Learning Organization
  • Office Camaraderie
  • Employee satisfaction and motivation
  • Ability to be responsive to changes in the
    organization
  • Managerial satisfaction of developing and employee

14
PRIVATE/PUBLIC SECTORA Different Approach?
  • Most private sector companies have a life
    expectancy if they fail to become a learning
    organization. For public sector core functions,
    there are not many direct threats so a continuous
    learning environment becomes more of a challenge.

15
What is being doneContinuous Learning
  • Obligatory Certification for certain disciplines
  • Compulsory induction programs
  • Public Awards and Recognition for learning
  • Service excellence awards
  • Sponsorship of training programs

16
What is being doneContinuous Learning
  • Reimbursement for training
  • Sharing of knowledge after training
  • Job rotation to enhance learning
  • Public Service Training Centers

17
What is being doneContinuous Learning
  • Linkage of Training to Colleges and Universities
  • Strategies are given which include learning
  • Executive Club, exchanging and sharing employee
    knowledge
  • Learning Centers

18
What is being doneContinuous Learning
  • Establishment of Policies, Training and
    Development
  • Incremental Awards for Qualifications
  • Online learning through universities

19
What is being doneContinuous Learning
  • Sharing information through staff meetings and
    learning sessions
  • Development of Alumni body to share information.
    Individuals report to the Alumni group based on
    learning.

20
Barriers..Learning Organizations
  • Lack of importance given to the subject
  • Insufficient Financial resources to support
    continuous learning
  • Lack return on investment evidence to support
    continuous learning through funded programs

21
Barriers..Learning Organizations
  • Lack of Leadership to promote continuous learning
  • Lack of incentives to support learning
  • Employees who do not embrace learning

22
Barriers..Learning Organizations
  • The wrong type of incentives being awarded to
    employees
  • Scheduling of learning initiatives which conflict
    with daily working duties
  • Lack of capacity/resources----human, physical,
    financial, technological

23
Barriers..Learning Organizations
  • Lack of transfer of knowledge when utilising
    outside human resources
  • Lack of innovation into learning objectives

24
A Continuous Learning Organization
  • The consequences of not being a learning
    organization must be evident. What happens if an
    employee is not developed?

25
MentoringA Learning Organization
  • Formal/Informal
  • Fast track programs for top performers
  • Professional Cadets programs for new graduates
  • Job rotation programmes
  • Induction Programs

26
Benefits of Mentoring
  • Organizational Growth
  • Organizational Stability
  • Increase Productivity
  • Gain of public trust through delivery of services
  • Enhanced morale

27
A Continuous Learning Organization
  • Leadership
  • Shared Goals
  • Shared Learning
  • Shared Objectives
  • Incentives
  • People
  • Human Resources Development

28
A Continuous Learning Organization
  • Can an organization Learn?

29
An Organization is continuously Learning When
  • When the gaining and sharing of knowledge is
    demonstrated as an integral component to the
    success of the organization.
  • When learning is linked to the vision, mission,
    goals, objectives and values of the organization.
  • When learning is driven through shared leadership
    throughout the organization.

30
Definition of a learning organization
  • Learning organizations are organizations where
    people continually expand their capacity to
    create the results they truly desire, where new
    and expansive patterns of thinking are nurtured,
    where collective aspiration is set free, and
    where people are continually learning to see the
    whole together. (Senge 1990

31
Definition of a learning organization
  • The Learning Company is a vision of what might
    be possible. It is not brought about simply by
    training individuals it can only happen as a
    result of learning at the whole organization
    level. A Learning Company is an organization that
    facilitates the learning of all its members and
    continuously transforms itself. (Pedler et. al.
    1991

32
A Continuous Learning Organization
  • IPMA-HR International Symposium
  • GROUP 2
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