Learning in an organization is essential for the employees as it equips them with the knowledge and skills required to complete their duties. Newly hired workers require to be trained so that they can learn about the working environment according to Human resource development (HRD). Learning can happen through structured and unstructured methods. Structured learning involves a program implemented to train new workers what is required of them so that they can successfully complete duties assigned to them. Unstructured training is where a loose training program is implemented by an organization, where a new worker works with an experienced employee or supervisor and guides them on how duties should be carried out (Kesti, 2012). Through the two methods are different, different ways are used to teach the new workers on how duties in the company are carried out. The human resource department is in charge of ensuring that the new staff members learn what is expected of them either through structured or unstructured methods.
Society for Human Resource Management (2012) the structured and unstructured learning strategies are different in outcome. The structured strategies four times effective compared to the unstructured and the financial benefits are almost twice to the unstructured. Structured methods also reduce the cost of manufacturing associated with re-working. The structured methods also require less training time in comparison to the unstructured. Using a structured method also results in accumulated experience among the employees, and that makes them more effective in their work. In the unstructured learning method, the employee follows what the supervisor is doing and practices it. In structured learning, there are specific steps used from selecting the best-equipped trainer, developing the list of tasks the new employee requires learning, planning how every activity will be carried out and accessing the outcome (Anthony & Weide, 2015). A structured method is more effective as all the training activities can be traced to establish the improvements that need to be done and it complies with the HRD process. Through the process, workers are able to gain developmental skills and they retain them thus improving overall efficiency in an organization.
Delegate your assignment to our experts and they will do the rest.
References
Anthony, P. J., & Weide, J. (2015). Motivation and career-development training programs: Use of regulatory focus to determine program effectiveness. Higher Learning Research Communications, 5(2), 24-33. http://dx.doi.org/10.18870/hlrc.v5i2.214
Kesti, M. (2012). 2nd Annual International Conference on Qualitative and Quantitative Economics Research (QQE 2014). Elsevier Ltd, 257-264. doi:doi: 10.1016/S2212-5671(12)00086-X
Society for Human Resource Management. (2012). Performance Management That Makes A Difference: An Evidence-Based Approach. American National Standards Institute, In, 1-49. Retrieved June 1, 2019.
