In the midst of day-to-day challenges, a company needs to think about processes that preserve everything of value that can be withdrawn. This is what we call organizational learning management , something essential for its growth and strengthening.
The truth is that learning management is a way of creating knowledge and successfully transferring it among employees over the years, in order to strengthen the quality of your deliverables.Companies don’t call themselves experts in what they do? That expertise needs to come from a rich source (and we’re not just talking about CEOs, CTOs or leaders).
Good learning management ensures that the company strengthens its organizational culture , remains strong in the market and improves its results.In this guide, we will explain everything about the concept of learning management, its importance, how to apply it and much more. ?
The Concept Of Learning Management
Learning management in a company is concerned with processes and good practices related to the creation, retention, evolution and transfer of knowledge within the organization. As your company gains expertise, it is natural and expected for it to evolve — and learning management serves to ensure that.
Here, a parenthesis is worth mentioning about corporate learning management, which is different from educational management — the latter aimed at educational institutions.In the reality of a company, knowledge, experiences, insights and ideas flow at all times, with each project carried out.
It is essential that they care and invest time and effort in creating, retaining and correctly sharing this knowledge, in order to continue improving their deliveries — and, at the very least, not reduce their quality level.
How Does Learning Management Work?
In practice, learning management works according to the company’s production processes: it conceptualizes a product or service, creates the solution and, after selling it, reflects on it. This is how learning happens in the workplace.
But what would it be like to “reflect” on the product or service? Basically, the act of the team interacting with each other and with players outside the company to find problems and solutions.
This is one of the key aspects of organizational learning theory.
Appreciate the lessons that failure can teach;
Allow individuals and teams to challenge the status quo of the organization;
Develop a culture that values knowledge sharing;
Encouraging employees at all levels to continue their education on a regular basis ( lifelong learning ).
In addition, it is necessary to understand that learning management happens considering 4 different perspectives:
When an employee learns new skills or feels free to come up with ideas about their role, productivity and performance often improve.It is crucial, therefore, that this contributor is encouraged to share this knowledge and experience with colleagues.
Groups can also learn new skills together. When people spend most of their time working in a team, they tend to coordinate in such a way that they learn as a group.That is, they become more synchronized, eliminate bottlenecks and work together towards goals (agility, quality, etc.).
Organizational learning is the process of the organization, as a whole, obtaining knowledge and using it in order to adapt to new scenarios or pursue new goals.
A rarer type of learning, typically specific to a few business models, such as large franchise chains or companies with multiple operations in different locations.In the case of franchises, it can be seen as the constant learning of the headquarters about the best management practices for the units — which is shared with franchisees, aiming to improve results.
How important is learning management?
Good learning management is essential if your company is looking to stand out, grow and be truly competitive in a market that is constantly changing.
And this is already a perspective perceived by the world’s leading companies.According to a report by Deloitte , 75% of respondents say that creating and preserving knowledge in evolving workforces is essential or very important to their short- and medium-term success.
However, a few years later, it lost all its space and succumbed to companies that presented more innovative products, such as Apple and Samsung.In 2013, the company sold its cellphone operation to Microsoft for “ only ” $7.2 billion. Years later, according to an article by Canaltech , the company and all its productive core basically no longer exist.
One of the big reasons for this was that Nokia failed to learn and adapt to new market circumstances.Averse to risk, Nokia relegated the company’s learning culture, closing itself off to innovations, which hindered (and, years later, sanctified) the organization.
Nokia is one of the companies that suffered from the lack of learning management. It’s something that many organizations experience, day in and day out.