Reference no: EM132946281

After taking an Introduction to Training and Development course this past semester, you realize that a career in performance support is exactly what you want. Over the next few days, you scour job boards and LinkedIn sites. Finally, you come across the following advertisement:

"Up and coming software start-up looking for a junior instructional designer to join the team. Must be ready to join a fast-paced organization."

Knowing you have what it takes, you hurriedly apply, telling the hiring team how keen you are to be part of a growing company-one where you could help define their vision towards becoming a true learning organization and how you can help them embrace principles and practices which will help their workforce and users grow, both personally and professionally.

As you can imagine, this piques their interest and you are asked to come in for an interview. The first question they ask goes right to the point,

"We are a growing startup in a fast-paced industry. We are growing and hope to be a leading software solutions provider the world over. Our hope is to be considered a global leader. We try to focus on the human side of development and choose individuals who show potential. It doesn't matter if you have the necessary skills right away, we want you for your potential and will give ample opportunity for professional development and extensive training".

They then ask you, "In your opinion, how else can we embrace a transformation towards becoming a 'learning organization"?

Analyze the above context and answer the following:

1. How is the company's current vision aligned with the definition of a learning organization? What kind of impact could the company's vision have on its workforce?

2. Describe to the hiring team which of the four dimensions of a learning organization they have embraced and why it's good from a training and development perspective?

3. Are there other elements of a learning organization which this company can leverage? Specify one improvement idea (how they can improve their practice?).

4. BONUS: Is there something missing from the learning organization model provided in the text? What do you think could be added to the model to make it a little more comprehensive?