LearningUnit for Human Resource Management
LearningUnit for Human Resource Management
Inprinciple, learning solutions are methods of delivering educationthat equip people with the skills and knowledge they require toimprove performance and meet various organizational goals. Notably,increased complexity and a rapid pace of change characterizemodern-day work environments therefore, there is a need forcontinuous learning at the workplace today. Inherently, examples ofeducational training solutions are e-learning and live classroomteaching among others. This paper analyzes various issues regardingeducational or learning training solutions.
TheOpportunities and Challenges Involved in the Selection, Development,Design, and Delivery of an Educational or Training Learning Solution
Thefirst opportunity for learning solutions is the rapidly changing workenvironment. Inherently, learning solutions have various benefits inthe contemporary work setting for instance, they allow workers toadapt quickly to changing trends in the market or industry. As themarketchanges, there arises a need for adjustments in policies,organizational structures, and work cultures in order to embrace theadjustments. Intrinsically, learning solutions allow workers to noteand respond to the changes appropriately and quickly, which preventsstagnation as changes occur in the market.
Intrinsically,the second opportunity is the increasing urgency to cut costs inbusiness. In essence, learning solutions save organizations moneyfor instance, the allow employees to understand the most appropriateways of using various equipment, which in turn reduces the costs ofrepairs caused by the erroneous handling of machinery. Besides,learning solutions allow businesses to find shorter but highlyeffective ways of doing things, which cuts the costs of unnecessaryprocesses in this regard, learning solutions help to save money fororganizations.
Despitethe benefits that learning solutions confer to organizations, thereare several challenges that make their implementation hard.Fundamentally, the first impediment is people’s unwillingness toembrace change. Sometimes, it is difficult for people at theworkplace to abandon old work traditions and cultures for new ones.In such cases, the fear of change impedes the efforts of learningsolutions within the organization.
Inadequateresources are another challenge plaguing various learning solutions.For instance, E-learning requires people to have digital devices thatcan connect to the Internet, such as phones. Nevertheless, not allpeople have access to such technology, which in turn makes it easierfor them to enjoy or even access the learning solution.
PotentialProblem to Prepare for
Apotential problem that a business should prepare for is overrelianceon learning solutions (Naparstek,2010).As the solutions become popular in the workplace, people arebeginning to abandon traditional methods or systems. However, this isdangerous due to the fact that, if the solutions happen to fail oneday, processes that were excessively reliant on those systems willcollapse. For instance, supposing an institution relies heavily onE-learning, but the Internet collapses one day it would beimpossible to disseminate information or learning materials tostudents, leading to the center’s demise. In this regard, althougha transition towards the increased use of learning solutions iscommendable, overreliance remains a potential threat to thesustainability of the learning methods.
Acontingency plan is a strategy that is laid down in preparation foran unforeseen circumstance or event (Naparstek,2010).In essence, contingencies help a business to cushion itself againstundesirable future forces they are designed in readiness for acertain or uncertain threat. In this case, the potential threat tolearning solutions is overreliance. As noted earlier, relying onvarious solutions excessively results in vulnerability, since itexposes an organization to negative outcomes in the event that thesolutions backfire.
Toprepare for such an outcome, institutions must always havealternative traditional methods in place, which can substitute thelearning solutions. For instance, going by the earlier example, ifthe E-learning systems collapse, but the school still uses thetraditional face-to-face system, learning would not be paralyzedcompletely as people would revert to the old ways. In this regard,the contingency for overreliance is to retain old systems in place sothat if the learning solutions fail, the institutions will beprotected from negative outcomes.
PreparingStakeholders and Associated Developers and Instructors for Proper useof the Learning Materials
Learningsolutions are only as efficient as the use of learning materials. Ifthe stakeholders do not use the materials appropriately, learningcannot commence. In this regard, it is essential to prepare them forthe proper use of the materials in order to guarantee the success ofthe learning solutions. The most suitable method is theimplementation of stakeholder training programs. Fundamentally, suchprocesses entail providing the individuals with the proper procedureof using various learning materials. Inherently, this process entailshiring a certified professional to train stakeholders on the properways off using learning materials. In principle, a trained individualis already conversant with the correct use of the materials in sucha way, he/she possess the right knowledge to disseminate to thestakeholders. Moreover, the individual is capable of simplifying theprocesses to the stakeholders since he/she has already mastered them.
Conclusively,learning solutions have become essential in today’s rapidlychanging work environment. Nevertheless, they are faced by bothopportunities and challenges. In this regard, the best method toensure their success and longevity is to identify the potentialthreats and design contingency plans for dealing with the issues.
Naparstek,N. (2010). Learningsolutions: What to do if your child has trouble with schoolwork.Charlotte, N.C: Information Age Pub.