There are a number of human resource management practices that are necessary to support organizational learning.
(A)
Their role should be to assist, consult, and advise teams on how best to approach learning. They must be able to develop new mechanisms for cross-training peers ― team members ― and new systems for capturing and sharing information. To do this, human resource development professionals must be able to think systematically and understand how to promote learning within groups and across the organization.
(B)
For example, performance evaluation and reward systems that reinforce long-term performance and the development and sharing of new skills and knowledge are particularly important. In addition, the human resource development function may be dramatically changed to keep the emphasis on continuous learning.
(C)
In a learning organization, every employee must take the responsibility for acquiring and transferring knowledge. Formal training programs, developed in advance and delivered according to a preset schedule, are insufficient to address shifting training needs and encourage timely information sharing. Rather, human resource development professionals must become learning facilitators.
