Learning and development at Deloitte essay
The main aim of the project is to discuss learning and development at Deloitte.
Firstly, it is necessary to mention that Deloitte is the brand which unites tens of thousands of dedicated professionals in independent firms throughout the world with the purpose to collaborate to provide audit, consulting, corporate finance, risk management and advisory services on taxation and law. In such a way, in the area of human resource management, we see that the company is committed to be sure that people and their businesses continuously grow and achieve their improvement. Being more specific, it becomes obvious that Deloitte’s professionals are on the way of constant development because the development of every professional within the company is the development of the company as a whole, or it can be said that it is a kind of investment in the company’s future; while giving own professionals new instruments of work, Deloitte opens new horizons for its prosperity.
Observing learning strategies at Deloitte, we see that the company’s managers encourage the personnel not only to acquire new skills, but also to upgrade existing skills by the reason that constant development of different skills may help people to apply them on the job. Jakupec and Garrick (2000) stated that the process of learning may include several stages, and one of them includes participating in both technical and non-technical learning activities; of course, there exist many other professional and personal development strategies, and all of them are used in adequate way in accordance with the individual’s necessities.
As it was previously mentioned, there are many learning strategies at Deloitte, and development of the professional is not limited just by attending one or another training program because every development strategy begins with a discussion, which helps to define areas of strength, and then there is a possibility to create a very important career development plan. This plan is aimed at real person’s needs, and is not limited by reading some books or theoretical brochures because information is nothing without practice, so at Deloitte, it is possible to design the learning experience on the base of real life scenarios.
Thinking about theoretical model, we need to discuss on-demand learning as one of the most progressive strategies at Deloitte. On-demand learning is based on the individual’s necessity to look for knowledge and information daily for the purpose to perform all the tasks in the job properly. So, such a kind of learning helps people not to be overloaded by unnecessary information, especially in our century of new technologies, but to find everything new and innovative (or some lacking information) in easy and comfort way. Of course, according to Carland and Faber (2008), on-demand processes of learning involve a blend of different methods, thus, it allows the company and its professionals to rapidly respond to individual learning and development needs. By the way, this model answers the constant demand for increased flexibility, and it gives human resource management new variations of development and betterment.
To sum up, we have observed learning and development at Deloitte, and paid a specific attention to its most significant components.
