Implementation Of Learning Organization Among Human Resource In Universities

• Main Authors: Abu Hassan, Mahadi, Kudus, Norliah, Sidek, Safiah, Mohamed, Shahrulanuar, Aripin, Muhamad Afzamiman
• Format: Article
• Language: English
• Published: Academic Publications 2018
• Subjects: H Social Sciences (General); HD28 Management. Industrial Management
• Online Access: http://eprints.utem.edu.my/id/eprint/23012/2/Norliah%202%20scopus.pdf; http://eprints.utem.edu.my/id/eprint/23012/; https://acadpubl.eu/hub/2018-119-18/1/43.pdf; http://www.acadpubl.eu/hub/
• Institution: Universiti Teknikal Malaysia Melaka

The borderless and dynamic environment of globalization has resulted in universities to operate in a more complex and competitive landscape of higher education.In this regard,it is crucial for universities to function as learning organizations so that they can survive and achieve sustainable growth.This study was carried out to investigate the implementation of learning organizational practices at a public university in Malaysia.This study employed a single case study at a public university in Malaysia.Data were collected by conducting interviews at particular university.The interviews were conducted on eight respondents.The sample of each source represents three categories of human resource:the executives, management staff and academic staff.Data from interviews were analyzed qualitatively.The findings showed that university has operated all the three sub-systems of learning organization,namely the leadership,system and work structure and staff performance and development at different levels.Among the three sub-systems,the system and work structure was identified as the highest level, followed by leadership and finally staff performance and development.Seven practices of learning organization that were found to be common practices at the university were the flow of information,climate of the organization, individual and group development,individual and group practices,vision and mission,work processes and staff’s achievement and feedback.On the other hand,five practices which were yet to become common practices of learning organization were the executive practices,system and work organization,training and education,management practices and reward and recognition.Universities that function as learning organizations position learning as the catalyst for the development of progressive human resource.Hence, the university is able to survive and sustain its dynamism within the competitive environment of higher education.