Organizational Learning and Development (OLD) is re-emerging as a cornerstone for the success of any organization in any industry. Previously, it has been termed as training and development, then Human Resources Development as an umbrella term. However, the transformed field is now known as learning and development as there will be no growth if employees do not acquire permanent skills that they can use to bring change and growth in the organizations. This is fueled by the ever-changing organizational policies, structures, systems, and the dynamic nature of talents in these organizations. Hence, continuous professional development programs aimed at cultivating a learning culture, integrating indigenous knowledge systems as skills and knowledge transfer roadmaps are playing a pivotal role in the overall attainment of organizational goals.
A learned organization with learned systems, policies, and practices always has improved results. And employees that are equipped with the right knowledge and skills for their jobs tend to be happy and tend to stay with the organization for so long, which will contribute to the success of the organization. Artificial intelligence, Machine learning, various learning management systems, financial management, and budgeting of learning programs form part of learning and development centers in some organizations with HGI-tech facilities aimed at Knowledge/talent management. Digital literacy skills are critical in today's operations of an organization, hence, Human resources development practitioners are tasked with the responsibilities of conducting learning and development needs analysis continuously to identify skills gaps among employees or institutional systems and find amicable ways to fill these gaps.