View source for Learning and development perspective

{{infobox4
|list1=
<ul>
<li>[[Strategic information system]]</li>
<li>[[Benefits of strategic management]]</li>
<li>[[Resource plan]]</li>
<li>[[Models of strategic personnel management]]</li>
<li>[[Strategic capabilities]]</li>
<li>[[Balanced scorecard]]</li>
<li>[[Management by projects]]</li>
<li>[[Personnel strategy]]</li>
<li>[[Information resources]]</li>
</ul>
}}

Development perspective includes goals and indicators, which determine the development of the [[organization]]. All the goals in the development perspective form base for implementation of the objectives contained in the other three perspectives. They determine, therefore, achieving success in other perspectives.

Balanced scorecard also stresses the importance of investing not only in traditional areas such as. development of technologies, but also in organizational infrastructure, people, systems and procedures, in order to achieve long-term objectives.

==Factors==
Factor of development perspective are:
* the potential of human resources,
* capacity of modern IT systems
* level of [[motivation]], [[decentralization]] and convergence of goals,

Staff satisfaction is guarantee of productivity gains, the operational flexibility and competent [[customer]] [[service]]. Therefore, it is worth to invest in employees, since intellectual capital is very important in the development perspective.

After managers specify a basic human resources indicators, they should identify measures specific to the conditions and circumstances of [[company]] [[environment]].

Perspective of development and [[knowledge]] allows to answer the question of how to preserve the ability to change and improve [[efficiency]] and carry out the mission of the organization.

It is essential to develop strategic skills, provide access to strategic [[information]] and integration of personal and company's objectives. You must also take into account the indicators of past events (e.g. [[employee]] satisfaction, revenue/1 employee as well as indicators of the future for recruiting key employees, etc.)

==Examples of Learning and development perspective==
* Learning and development perspective includes goals such as increasing the number of employees with specialized skills, increasing the quality of training and orientation offered to new employees, and providing continuing education opportunities to current employees. 
* It also includes indicators such as the number of employees with specific certifications or qualifications, the number of employees who have completed courses or training programs, and the number of employees who have completed advanced degrees. 
* A good example of a learning and development goal is to ensure that all employees are proficient in the use of the company's technology. This could be achieved by providing training on the company's software, hardware, and other tools. 
* Another example of a learning and development goal is to ensure that all employees possess the necessary skills to complete their tasks efficiently. This could be achieved by providing training on the job and providing on-the-job coaching. 
* Finally, a learning and development goal could include offering continuing education opportunities to current employees. This could be done through workshops and seminars, online classes, or even in-person classes.

==Advantages of Learning and development perspective==
The advantages of the Learning and Development Perspective include:
* Improved organizational performance - By focusing on learning and development, organizations can improve their performance and gain a competitive edge in the industry. This can be achieved through providing employees with the necessary training and resources to succeed, as well as assessing their current performance and identifying areas in need of improvement. 
* Enhanced employee retention - By investing in employee learning and development, organizations can create an attractive and supportive work environment that encourages employees to stay with the organization for the long-term. This allows organizations to retain valuable talent and reduce their hiring costs.
* Increased employee engagement - Through providing employees with the opportunity to learn and develop new skills, organizations can foster a culture of engagement and motivation. This can lead to higher job satisfaction and improved morale, ultimately leading to better performance.
* Reduced operational costs - By investing in employee learning and development, organizations can reduce operational costs over the long-term. This can be achieved through providing employees with the necessary resources and skills needed to perform their roles efficiently, ultimately leading to increased productivity and cost savings.

==Limitations of Learning and development perspective==
The learning and development perspective has several limitations:
* It fails to address the technical aspects of the organization, such as the use of technology, automation, or other tools. 
* It does not take into account the external factors, such as economic and social conditions, which can have a significant impact on the development of the organization. 
* It does not provide guidance on how to measure the progress and success of the organization. 
* It does not provide a comprehensive view of the organization’s capabilities and resources. 
* It does not consider the long-term implications of decisions taken by the organization. 
* It does not provide clear guidelines for developing strategies to achieve the goals.

==Other approaches related to Learning and development perspective==
The Learning and Development perspective is closely related to other approaches such as:
* Talent Management – This approach focuses on the identification and development of employees’ skills and competencies in order to maximize their potential and ensure their successful career progression.
* Performance Management – This approach is concerned with developing and maintaining individual employee performance, so that company objectives are achieved.
* Knowledge Management – This approach focuses on the identification, development, and sharing of knowledge and skills among employees in order to improve the performance of the organization.
* Learning and Development – This approach focuses on the development of employees’ skills and competencies in order to improve their performance and the performance of the organization.

In conclusion, the Learning and Development perspective is closely related to other approaches, such as Talent Management, Performance Management, Knowledge Management, and Learning and Development, which all focus on the development of employees’ skills and competencies in order to maximize their potential and ensure their successful career progression.

==References==
* Kaplan, R. S., & Norton, D. P. (1995). ''[https://www.google.com/books?id=ZT57xSrPJ5YC Putting the balanced scorecard to work. Performance measurement, management, and appraisal sourcebook]'', 66, 17511.

[[Category:Strategic management methods]]
[[pl:Perspektywa uczenia się i rozwoju]]