Summary of Learning for Organizational Development

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Learning for Organizational Development book summary


7 Overall

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7 Innovation

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This textbook on organizational development (OD) documents the history of learning and development (L&D). Eileen Arney, who developed the master’s degree program in human resources for the UK Open University, highlights the evolution of L&D, including teaching, course design, strategy and facilitation. She encompasses talent management, employee engagement, strategic HR and self-directed employee learning. Her manual doesn’t seem targeted as much to experienced OD and L&D professionals or to those seeking descriptions of L&D processes and techniques. Instead, getAbstract recommends it as a solid backgrounder for HR students and early-career professionals seeking a rundown on the basics of OD, L&D and talent management theory and trends, and for practitioners who want to reflect on trends that could affect their current deployment of L&D strategies.

In this summary, you will learn

  • What the changing role of organizational development (OD) and learning and development (L&D) demands,
  • What skills and strategies HR professionals must master, and
  • How the worlds of L&D, OD and HR professionals are converging to meet organizational and individual learning goals.   

About the Author

Eileen Arney is the teaching director of masters programs at the United Kingdom’s Open University Business School. She is a fellow of the Chartered Institute of Personnel and Development (CIPD), has taught level-7 CIPD programs and is an executive coach.



New Times, New Needs

Organizations must develop deeper relationships with their most talented people, particularly in today’s fast-moving, volatile workplace. Learning and development (L&D) professionals must make sure employees have resources like online learning, peer learning and coaches. They must emphasize quick skills and knowledge acquisition for immediate performance improvement.

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