Several studies defined organizational training as the key to success, further; it is inevitable that organization learns and develops its human resources to achieve its goals and vision as well as understand the employees’ beliefs and behaviours to reach the full employee's engagement to the LD courses. Kirwan, addressed the rapid increment in the organizational learning and development since the 1970s, as clear evidence of the knowledge economy and it becomes a commitment of developing the organization goals, and employee’s satisfaction, also organizational learning becomes a vital component of the organization success.
Likewise, Serrat, argues the key success in modern organizations is the continuous learning through supporting and energizing the organization, employees, knowledge, and technology for learning along with inspiring vision and values for learning and learning strategies to achieve the organization vision.
Similarly, Laird, described the learning organization as the title given to a modern organization that simplify the learning to its employees and continuously deliver it as a function of human resource management related to the organization goals in order to improve the employees knowledge, skills, and competencies that are acquired as a result of the learning vocational or functional skills related to a specific goal of improving employee’s productivity and performance. ATD perspective is no organizational learning successfully happens without individual learning and development. Therefore, organizations are more engaged, competitive, and agile, when knowledge shared continuously and readily to all individuals.
On the other hand, Despite, scientists addressed the human resource in modern organizations as a correlative activity aiming to improve employee performance in line with strategic aims, human resource management still is the area that works on managing the processes of training, evaluating, selecting, and compensating employees. Thus, the “LD should be under the HR umbrella”.
The global research by Ulrich, 2015, p.19 shows that the three main challenges that the human resources face are established and boost the leadership path, build a global and dominant culture for the employees, and focus on reinforcement the human resources function itself which faces negative influence, which should be avoided. However, in their book, Philips and Philips argue that in order to avoid essential influences emerged because of the relationship between the organization strategic aims and HR functions, the HR must adhere to the organization objectives. In such case the if we supposed the organization objectives include improve the flourish the employees LD, the “HR should adhere to the LD”. BUT, HR functions concerns with applying the organization strategy which by its role involved in talent management.
Eventually, it is a game or I’d like to name it “The Game Of Mutual Cooperation” between all HR & LD practitioners. If organizations win this game by applying the most suitable equation between all parties under clear vision, mission, values and strategy. The glory will walk hand in hand with them.
Indeed, I realized that in order to excel the GAME; HR and LD practitioners should well-understand the ATD Capability Model. I can assert that a grand win-win situation is included in that awesome model. In other words, it focuses on the most critical pillars in corporate world; Personal, Professional and Organization capablities, whereas it gives a powerfull push for all parties to flourish the business.
