BA (HONS) INTERNATIONAL

BUSINESS AND LEADERSHIP

LOO WAI YEE

STUDENT NUMBER: 1341699/1

DEVELOPING PEOPLE
MODULE CODE: HR2019
(ASSESSMENT 2 INDIVIDUAL ASSIGNMENT WRITING)

2014

Executive Summary
This report talks about the learning and development in the organization and the main issue
that is faced in the workplace by employees. In this report, it also talks about learning and
development strategies that the learning and analysis needed to coach the employees in the
organization to move to upper levels. It also explains the difference between the Asian culture in
the Malaysia companies and the Western European companies.

Table of Contents
Title

Page

1.0

Introduction

1.1

Learning and Development

1.2

Learning and Development Strategy

2.0

Conclusions

3.0

References

1.0 Introduction

Learning and development is a function of human resource management concerned with

company aimed at ability to maintain and gain market share in industry. Learning practices have
helped the company gain a competitive advantage in the market. The learning and practices have
helped the company to grow the business and improve customer service by providing employees
with the knowledge and skills they are needed to be successful. Learning is at the heart of an
organization. Learning has the power to enable individuals and organizations to fulfill their
personal and collective goals as well as ambitions. Individuals may be transformed by their
learning, but also through learning they may gain the power to transform the context in which
they find themselves create new contexts. Learning potentially is transformative and
emancipating. It is through learning that we can acquire new knowledge, skills and attitudes that
may enable us to function and perform more efficiently and effectively and exercise greater
choice in our working and personal lives.
1.1 Learning and Development
Malaysian companies have a High-context culture if compared with Western European
companies. Malaysian companies are more contemplative because the people in the companies
will look into the interpersonal relationships to develop or promote someone. Some employees
might have more potential to grow but because of the high management do not like the person,
the chance might fall to others. If compared with the Low-context company such as Western
European, they are more logical, linear, individualistic and action-oriented. Even the superior
dislike or disagree on the development progress, the individual might still get a chance to fight
or voice out to the top management and get what he deserves to get for. But is hard to get a
chance to fight in Malaysia companies because of the high-context culture, many of higher
management or superior will block our chance to voice out or a last chance to fight for our future
development plan in the company. Many of the potential people rather move to the Multinational
Company because they might get a higher chance to develop themselves to a higher level in the
future. Multinational company in Malaysia will give more opportunity to the employees to move
further in their development plan compared to the local companies. So that is the reason why
many employees prefer to work in a Multinational company nowadays.
1.2 Learning and Development Strategy

In change to show planning in the learning and development strategy for the high-context
culture the employees will not take their own initiative to do more. They need a guardian or clear
direction that is given by superior only they able to make a move to do extra work. If not they
will forever stay in the same point and will not move further. While the low-context culture
company is totally different the employees can simply absorb the company direction via training
manual or the written materials. The evaluation of learning intervention of learning in the
company the top management should look into it whether the employees can clearly absorb what
direction that the company want them to work for it to achieve the company goal. In a Malaysia
company, we need to provide a lot of coaching to the employees to make sure they have a clear
direction to move on in their job scopes. Not only the superior needs to give a clear direction
they also need to become certain employee mentor to mentoring them and built their confident to
move to upper levels. The management also needs to share they knowledge to the employee to
make sure they have the clear direction to move on.

2.0 Conclusion

Overall, the learning and development have shown that the difference between the highcontext and low-context companies have different types of employees. In this situation the
organization also need to fit in a different way to manage their employees. For example, in a
high-context company, its employees many need more coaching and clear direction from
superior or top management to move on. But for the low-context company like western company
its employees can simply absorb the company direction via training manual or the written
materials. The evaluation of learning intervention had shown that we need to coach the
employees and some might need to work as their mentor. Become the employees mentoring is
important because is the way that to educate the employees to move on a right path.

3.0 References
Brian Wilson [Online] Availble:http://www.marin.edu/buscom/index_files/Page605.htm[9Apr2014]

Raymond A.Noe (2013) Employee Training and Development sixth Edition, McGraw.Hill
International Edition