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PROMOTING LEARNING AND INNOVATION IN ORGANIZATIONS

In the current economic situation, the EU Member States are faced with the challenge of alleviating the financial burden of the economic downturn and preparing their economies and labour markets to meet new demands and future changes. This being the case, it is of vital importance that enterprises are provided with support in developing the knowledge, skills and competences of their employees so that they may become innovative, in driving change and in ensuring innovative capacity.

The world has changed. Organizations are facing increasing disruptions, more information is available, and new technologies are making it easier and faster to compete.

This puts a huge emphasis on innovation. As a consequence, the amount of organizational effort is growing. In short, innovation is about creating an environment where people can be exposed to different concepts, interact productively, experiment safely and be allowed time to reflect. And this is contrary to much of the working world where interaction is kept to a necessary minimum, time is to be spent on work tasks and mistakes are punished.

When it comes to innovation, companies need to deliver results much more quickly than they did just a few years ago in order to keep pace with the range of pressures they face from competition as well as customer expectations.

The ability to plan, prepare and execute is no longer sufficient. Agility and the ability to adapt is imperative. Going forward, optimal execution is only the cost of entry and continual innovation will be the only sustainable differentiator.

What Is A Workplace Learning?

Workplace learning Learning may be fostered in various ways, ranging from more formalised forms of CVT (e.g. courses) to less formal types of learning. Alternative forms of learning do not compete with more formal forms of training, which enterprises may organise, but rather complement them (Cedefop, 2010b). Analyses of changing patterns of working, learning and career development confirm that informal learning is a central component of KSC development at work (Council and EC, 2010;

What Makes Corporate Learning Effective?

For learning to be effective in an organization, the knowledge that is encouraged must be related to the business. More so, individuals in an organization should be working together rather than learning individually. Shared learning enables companies to increase their staff quicker and solve problems more efficiently.

To stimulate learning and thereby foster the innovative ability of an enterprise, the determinants of learning-conducive working environments need to be considered. What are the characteristics of learning-conducive workplaces, and how can learning be fostered? The occurrence, outcome and effectiveness of workplace learning depend on various interrelated factors such as professional guidance at the workplace, work organisation and tasks, and the motivation of the learners. Workplace learning may be fostered through a variety of measures, which often mutually support each other.

How to Create a Learning Culture In An Organization?

The first step in creating a culture of learning in your workplace begins with your leaders. Since they are reinforcing training initiatives, they should be supportive of a learning environment. Otherwise, they should alter the way they see the company and look at it from a different perspective.

Formalize training and development plans. For a learning culture to be ingrained, it should be mandatory for all individuals in the organization. Training and development plans that are not formalized run the risk of not being taken seriously and as a result, not implemented.

Develop knowledge and information sharing into a formal process. People will be more encouraged to share knowledge and information if they are required to do so. Formalizing the process makes sure that everyone who needs the information gets it.

In conclusion, Since the business environment quickly changes, many companies feel pressure to learn faster than the competitor or risk losing the business altogether. This is apparent in digital technology where companies keep churning out new models of products at a fast pace to outperform competitors who are doing the same. Developing a learning culture is no longer just another fanciful idea. It is becoming more imperative for companies to cultivate learning if they wish to stay in business.

 

Article by: Busayo Tomoh

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