IMPACT OF INDIVIDUAL LEARNING, ORGANIZATIONAL LEARNING AND INTERPERSONAL LEARNING ON EMPLOYEE’S INNOVATIVE PERFORMANCE

Abstract

Purpose The purpose of this research study is to determine the components of Organizational Learning, Interpersonal Learning and Individual Learning currently being implemented at Unilever Pakistan & to analyze the impact ofthese components on the performance of employees. Methodology/Sample The nature ofresearch is descriptive and quantitative. A well-structured questionnaire was used as research instrument for the collection of primary data. Using SPSS software: Cronbach Alpha, Pearson Correlation, Regression and Co-efficient Correlation tests were applied. Data was collected from managerial employees of Unilever. Target population is 1,450 and as per Morgan, 1970 table, sample size is 302. Findings The analysis of data reveals that Organizational Learning, Interpersonal Learning and Individual Learning elements of HRM applied in this thesis are accounted for Unilever Pakistan and it is found that there is a significant impact of these components on the Innovative performance of its employees. Out ofthree, only two hypothesis are accepted that pertains to Individual Learning and Organizational Learning however hypothesis of Interpersonal Learning is rejected as per the data acquired. Practical Implications This research study proves that these components help to improve the prospects of employee’s Innovative Performance. Overall, the employees are contended to a larger extent with the training and development components being applied within the organization. In order to achieve a boost in the Performance of employees, a better institutionalizing ofother components and elements should be implemented.