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Theory And Practice Of Organizational Learning Within The Us Army

1963 words - 8 pages

Theory and practice of organizational learning within the US ArmySuccessful organizations increase productivity, efficiency and reach their goals by developing their most important resource, its employees. Organizational learning is a primary function of human resources management that develops employees by giving them the required tools and knowledge to meet future challenges. The United States Army faces the same challenges of any civilian organization such as meeting the objectives within established timelines; improve their academic and professional knowledge, budget constraints and a fixed amount of resources. To meet the organizational objectives, the Army needs to develop and retain ...view middle of the document...

Each branch of the Army has added new airplanes, ground equipment, weapons, procedures, and Rules of Engagement (ROE) along with many other items that require proper organizational learning and evaluation techniques. Organizational learning is the primary goal of every Soldier, Sailor, Airman, and Marine in the United States Armed Forces. New equipment not only costs huge amounts to maintain but in many cases this equipment has huge expenses to develop and purchase. With decreasing monetary allowances and increasing necessities, the United States Army must ensure that all equipment is properly maintained by ensuring that every individual who uses this equipment has received the maximum operational learning that he or she must be acquainted of.The design of many Army organizational learning programs is based upon three major portions; on the job organizational learning, Computer Based Organizational learning, and classroom organizational learning. Each phase of the organizational learning process is developed to ensure that every member receiving the organizational learning becomes fully qualified and understands each area of the task at hand. Organizational learning programs are maintained and updated on a quarterly basis to ensure that the organizational learning being offered is current and all expectations are being met. With the days of computers at hand many organizational learning records are being transferred from hand written documentation to computer based recording systems. These computer based services alert members and supervision on deadlines and organizational learning refresher dates without the hassle of mass reviews on a monthly basis. The design and implementation of a well balanced organizational learning and development system will allow each member with the opportunity to stay qualified and ready for all tasks that may come his or her way.The development of an employee is also managed by systems that ensure that each member completes each phase of his or her development process. The development of an employee is a morale boosting experience that ensures that each member is allowed to partake in an even and fair employee and development plan. Each member in the Army is counseled and trained on the expectations that he or she must complete and the organizational learning official must answer any questions that he or she may have. Many large companies today are using the Internet or Intranet to train new and current employees. This method is easy and for this reason one can be certain that the employee is getting the information he or she needs to complete the organizational learning. "Receiving organizational learning via the Internet or the organization's intranet is called e-learning or online learning. E-learning may bring together Web-based organizational learning, distance learning, virtual classrooms, and the use of CD-ROMs" (Hollenbeck et. al. 2003). Vendors have Internet websites that an organization can either...

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