All learning takes place in the human mind and an organisation can learn only by learning from its members or by hiring new members who can contribute to its skills set (Locke and Jain, 1995). It is unrealistic to expect that haphazard or random learning will help an organisation progress. In most companies we can find individuals who proactively look for university courses, seminars and workshops for their personal learning. This is great for the people who take the initiative, but it usually only benefits them alone. In order to gain the benefits of learning, an organisation must have a way to structure learning for all its members. This is where a learning structure enters the picture. It represents a thoughtful approach to learning for individual members of the organisation, and for the organisation as a whole

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