Learning Culture and Organizational Performance...

Learning Culture and Organizational Performance With the current expansion in the global economy and the fast-changing evolution of technology and innovation, organizations are facing an ongoing need for employees’ learning and development. As knowledge becomes increasingly a key factor for productivity, it has also become a currency for the competitive success. The learning culture in the organization contributes to the organizational learning and the transfer of knowledge to the workplace.  Hence, the learning culture has a very important role to play in the performance of the organization. A learning culture moves beyond compliance by encouraging the employees to develop self-correcting mechanisms and internal practices which use knowledge to examine failures and weaknesses to make programmatic and operational changes. Further, a learning culture minimizes barriers to learning and knowledge and rewards and encourages knowledge driven practices, making learning and continuous improvement the rule, not the exception. Fig 1 provides the transition from a compliance culture to learning culture in the organization. Fig 1 Transition from a compliance culture to learning culture in the organization Creating a learning culture within the organisation makes the employees to take one step beyond just acquiring the skills which they need to deliver the products and services. Learning culture empowers the employees to achieve dramatically improved results compared to the organization having no positive learning culture. The learning culture in the organization enhances the ability of the organization to learn, and translate that learning into action rapidly and thus provides the organization the ultimate competitive advantage. It enables the employees to (i) easily adapt to change, (ii) actually anticipate the change, (iii) be more responsive to the market requirements, and (iv) grow through innovation. It also generates more energetic, loyal and goal oriented employees. A learning culture makes an organization...

Staffing – A Function of Management...

Staffing – A Function of Management Staffing is a critical organizational function which consists of the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the effectiveness of the organization.  It is one of the significant functions of the management. In an organization, it is the people which carry out the various jobs which are needed for its functioning. They are the most important resource of the organization. They supply the talent, skills, knowledge, and experience to achieve the organizational goals and objectives. In fact the performance of the organization largely depends on the quality of its people. Hence the staffing function of the management is an important function and it involves in the building of the organizational workforce. In staffing, the management is faced with the challenge of not only finding the right person for each job but also to match the personnel with the jobs identified and to provide for their long-range growth and welfare as members of the organization. Staffing is that part of the process of management which is concerned with acquiring, developing, employing, appraising, remunerating and retaining people so that right type of people are available at the right positions and at the right time in the organization. In the simplest terms, staffing in management is ‘putting people to jobs’. Staffing apparently cannot be done once and for all, since people are frequently leaving, getting fired, and retiring. Often too, the transformations in the organization generate new positions, and these must be filled. In fact, the process of staffing is also the never-ending process in the organization. The first step in the process of staffing is to understand the job requirements. It is concerned with determining two aspects namely (i)...

Change Management

Change Management In a fast changing world, it is necessary for an organization to keep pace with the changes if it has to remain competitive. Adoption of change is needed not only for the success of the organization but it is also needed even for its survival. Organizational change occurs when the organization makes a transition from its current state to some desired state needed due to change in its operating environment. Change can take place either due to the external pressures or due to the internal reasons. It can be affected either in a planned manner or in unplanned manner. It can be implemented either at the organizational level or a departmental level or even at an individual level. Changes in the organization can take place in the several forms. It can be in the form of technological changes due to the adoption of newer technology. It can be in the form of change of management structure or management style. It can be in the form of restructuring of the organization. It can take place due to the change in the vision, mission and objectives of the organization. It can be in the form of streamlining of systems and procedures to make them more effective. It can be in the form of effecting changes in the employee’s attitude and behaviours in order to increase their efficiency and effectiveness. There are five basic stages which an organization has to undergo while making a strategic change. These are given below. Realizing that the current strategy is no longer suitable for the situation in which the organization operates. Identifying and agreeing where change is necessary. Establishing a vision for the future direction of the organization. This vision is to be shared across the whole organization and...