By | Prabhudatta Nayak | Lead – OD and L&D (Manager- Human Resource) at Phillips Carbon Black Limited
Building Organization Capability is the competitive investment that an organization makes towards anchoring its sustainable growth. And when we say it is an investment, the organization plans for both short and long term reaps.
Where the term ‘Training’ is job specific and focus on skill building with respect to a specific requirement on the other hand ‘Learning’ is more employee centric and is continuous that talks about employee enlarging their knowledge horizon by using the skill built during the training.
Recently when I was involved in the Need Analysis and Learning gap exercise at my organization there was an imperative thought process that engrossed me. And the question in front me was that, the gap being identified has whether time travelled or it didn’t?
I can say this with my near understanding that the learning need of a person (employee from the organizational context) can be:
– Requisite Learning
– Aspirational Learning
When a gap analysis is performed based on the current Organization Capability need, the employee can either;
- Posses the required capability and standing at the benchmark. Here the employee will the go for the ‘Aspirational Learning’ where he/ she will try to learn new skills for future growth.
