Learning And Development Case Study

The learning and development activity within an organisation is where the “focus is on learning rather than training and where the skills of those working in the field have changed.” (Farnham, 2014) In the last couple of years we have seen many businesses take on a more strategic, future- oriented and integrated approach to learning and development and there are several important trends that are now evident in this area. The need to produce real business focused results is very important, and the expectations of the learning process and its outcomes are higher with both individuals and organisations. Learning and development can take several forms. When aligned with effective performance management and used strategically, “learning and development can improve productivity and performance and increase staff commitment and loyalty.” (Ibec for irish business, 2015) Learning and development has become a key factor for businesses due to Ireland’s commitment to move towards a knowledge-based economy. Today business awareness and consultancy skills are hugely important and valued very highly among learning and development practitioners. These particular skill sets provide solutions to business problems and support organisational change. As well as this there has been a professionalization of those who deliver work based learning, with staff working

Performance Management is when “manager’s work proactively with employees, in a systematic was to raise individual and\or group performance under specific headings applicable to their individual jobs and\or team work, having regard to business needs and positive motivational principles.” (Sheridan, 2007). The performance management process has two main purposes that drive