Can LEARNING be automated in Human Resource Management?

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Introduction

Learning is a crucial aspect of Human Resource Management (HRM) (Hamel & Prahalad, 1994). It helps organizations to develop their workforce, improve employee performance, and achieve their strategic goals. In today's rapidly changing world, it is more important than ever for organizations to have a learning culture.

Learning role in HRM

Learning plays a vital role in HRM in the following ways (Hamel & Prahalad, 1994; Dessler, 2023):

• Attracting and retaining talent: Organizations that offer employees opportunities to learn and grow are more likely to attract and retain top talent.
• Improving employee performance: Learning helps employees to develop the skills and knowledge they need to perform their jobs effectively.
• Driving innovation: Learning helps employees develop new ideas and solutions, which can drive innovation and growth for the organization.
• Preparing for the future: Learning helps organizations to prepare for the future by developing the skills and knowledge that their workforce will need to succeed.

Learning vs upskilling

Learning is the process of acquiring new knowledge and skills. Upskilling is the process of developing existing skills or learning new skills that are relevant to the current job market or industry.

In HRM, learning can be automated to a certain extent. For example, organizations can use learning management systems (LMS) to deliver online training courses and track employee progress. However, it is important to note that automation cannot replace the need for human interaction and support in learning.

HR strategy to get people unlearned

To create a learning culture, organizations need to develop a strategy to get people unlearned. This means helping employees to unlearn old ways of thinking and working, and to be open to new ideas and approaches.

There are several ways to do this, such as (Hamel & Prahalad, 1994; Dessler, 2023):

• Creating a culture of curiosity: Encourage employees to ask questions and challenge the status quo.
• Providing opportunities for experimentation: Allow employees to try new things and experiment with new ideas.
• Rewarding innovation: Recognize and reward employees for developing new ideas and solutions.
• Providing feedback: Give employees regular feedback on their performance and help them identify areas where they need to develop.

Benefits of a learning organization

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There are several benefits to becoming a learning organization, including (Hamel & Prahalad, 1994; Dessler, 2023):

• Improved employee engagement: Employees who feel that they are learning and growing are more likely to be engaged in their work.
• Reduced turnover: Employees are more likely to stay with organizations that offer them opportunities to learn and develop.
• Increased innovation: A learning culture fosters innovation and creativity.
• Improved competitiveness: Learning organizations can better adapt to change and stay ahead of the competition.

Learning cycle development in HR

The learning cycle in HR is a continuous process that involves the following steps (Hamel & Prahalad, 1994; Dessler, 2023):

1. Assessment: Identify the learning needs of employees and the organization.
2. Planning: Develop a learning plan to address the identified needs.
3. Implementation: Deliver the learning plan and provide support to learners.
4. Evaluation: Evaluate the effectiveness of the learning plan and make necessary adjustments.

Examples of learning organizations

Some examples of learning organizations include (Hamel & Prahalad, 1994; Dessler, 2023).

• Google 
• Amazon
  Microsoft
• Toyota
• GE

These organizations invest heavily in learning and development, and they have created a culture where employees are encouraged to learn and grow.

Learning automation process

The learning automation process can be divided into the following steps:

1. Identify the learning needs of employees and the organization. This can be done through employee surveys, performance reviews, and job analysis. (Dessler, 2023; Hamel & Prahalad, 1994)
2. Select the appropriate learning automation tools and technologies. There are a variety of learning automation tools and technologies available, such as learning management systems (LMSs), adaptive learning software, and artificial intelligence (AI)-powered learning platforms. (Hamel & Prahalad, 1994; Dessler, 2023)
3. Develop and implement the learning automation plan. This should include identifying the specific learning objectives, developing the learning content, and choosing the appropriate delivery methods. (Hamel & Prahalad, 1994; Dessler, 2023)
4. Monitor and evaluate the effectiveness of the learning automation plan. This can be done through employee feedback, performance data, and learning analytics. (Hamel & Prahalad, 1994; Dessler, 2023)

Examples of learning automation in HRM

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• Onboarding: Learning automation can be used to deliver onboarding training to new employees consistently and efficiently. (Dessler, 2023)
• Compliance training: Learning automation can be used to deliver compliance training to employees on an ongoing basis. (Dessler, 2023)
• Skills development: Learning automation can be used to help employees develop new skills and knowledge through online training courses, adaptive learning programs, and other learning resources. (Dessler, 2023)
• Performance support: Learning automation can be used to provide employees with performance support tools and resources, such as just-in-time training and knowledge bases. (Dessler, 2023)

Benefits of learning automation

• Improved efficiency and effectiveness of learning programs: Learning automation can help organizations deliver learning programs more efficiently and effectively. (Dessler, 2023)
• A more personalized and engaging learning experience for employees: Learning automation can help organizations create a more personalized and engaging learning experience for employees. (Dessler, 2023)
• Free up HR professionals' time for more strategic initiatives: By automating repetitive tasks, such as delivering training and tracking employee progress, HR professionals can free up their time to focus on more strategic initiatives. (Dessler, 2023)

Conclusion

Learning automation can be a valuable tool for HR professionals and organizations. By automating repetitive tasks, learning automation can help organizations improve the efficiency and effectiveness of their learning programs, create a more personalized and engaging learning experience for employees, and free up HR professionals' time for more strategic initiatives.

References

• Dessler, G. (2023). Human resource management (16th ed.). Pearson Education.
• Hamel, G., & Prahalad, C. K. (1994). Competing for the future: Breakthrough strategies for seizing control of your industry and creating the markets you need. Harvard Business Press.Access date: 2023-11-02.
• Improved with Grammarly.