Ayham:

Here's a link to studies related to your question in RG, if you have not looked there just yet.

Best regards,

Debra

https://www.researchgate.net/publicliterature.PublicLiterature.search.html?type=keyword&search-keyword=compare+organisational+learning+capabilities+between+different+organisations.&search-abstract=&search=Search

Ayham,

I would say it is problematic. Here's another link to something you might find interesting.

Article Dilemmas in continuing professional learning: Learning inscr...

Key Performance Indicators to measure organizational learning could be ascertained through the process of system design of organizational management. Leadership drives organizational culture, which is an enabler of organizational learning. Empowered employees are motivated employees. Motivated employees are more committed, adaptive, and productive employees. Organizational learning is also a product of organizational knowledge management , transparency, communication, and empowerment.

This is an interesting paper related to your question

García-Morales, V. J., Jiménez-Barrionuevo, M. M., & Gutiérrez-Gutiérrez, L. (2012). Transformational leadership influence on organizational performance through organizational learning and innovation. Journal of Business Research, 65(7), 1040-1050.

Regards

 Thank you all for the interesting answers. The studies you are referring to are really helpful. Thanks. However, it is not really clear what organisations need to measure in practical terms to know if it is a learning organisation, but your inputs would help synthesize a set of possible indicators. 

 Thank you all for the interesting answers. The studies you are referring to are really helpful. Thanks. However, it is not really clear what organisations need to measure in practical terms to know if it is a learning organisation, but your inputs would help synthesize a set of possible indicators. 

 Thank you all for the interesting answers. The studies you are referring to are really helpful. Thanks. However, it is not really clear what organisations need to measure in practical terms to know if it is a learning organisation, but your inputs would help synthesize a set of possible indicators. 

 Thank you all for the interesting answers. The studies you are referring to are really helpful. Thanks. However, it is not really clear what organisations need to measure in practical terms to know if it is a learning organisation, but your inputs would help synthesize a set of possible indicators. 

You can measure organizational learning using following parameters: 

1) Increase in Productivity 

2) Increase in Organizational Performance 

3) Increase in Organizational Culture 

4) Increase in Organizational Knowledge Base 

5) Increase in Customer Satisfaction 

6) Increase in Skill Level 

7) Increase in Financial Performance 

All the best. 

In 2009, I designed a Learning Organization Model around the four subsystems of organization, people, knowledge, and technology. Details of the model are in Learning for Change in ADB, available at https://www.researchgate.net/publication/266912404_Learning_for_Change_in_ADB. The model was tested in 2010 and the results were reported in Seeking Feedback on Learning for Change, available at https://www.researchgate.net/publication/254583233_Seeking_Feedback_on_Learning_for_Change.

Book Learning for Change in ADB

Article Seeking Feedback on Learning for Change

Thank you Olivier, this is really interesting. I will get back to you if I have any other issues to share.

An organisation performance can be measured by designing the system that facilitates linkage between mobilization and use of resources. Key performance Indicator (KPI)  can be designed in keeping the organisations ability of effective resource mobalisation and its effective use of resources. The different variable affecting organisation performance are listed together to provide a conceptual scorecard for a business and can be associated with a number of different business activities under taken  keeping the important  value driver areas such as financial value,  performance , productivity, resource utilisation , resource mobilisation , risk associated and trust. In fact, a large number of KPIs can be defined in terms of measuring performance associated with many different Business Intelligence (BI) analytical activities.

I hope you will find it usefull

The answer is: Yes. The main problem is how... KPIs are focused usually on a small part of business activity or process. If You are interested in separate competence - try some specific KPIs. If not - try KPIs connected to learning, information processes or knowledge systems (i.e. numbers of training session hours per one employee, number of connections (emails, calls etc.) between employees per one employee, number of active users of knowledge system, etc.)

Even though my own thesis has the "Organizational Learning" in the name used for publication (Improving Air Safety through Organizational Learning), I think that some labels add noise instead of helping to clarify ideas and this could be one of these situations.

There is Organizational Learning if your organization is able to do something better than it did before or to do something that it was unable to do before. Then, any performance indicator can be used as an Organizational Learning indicator.

Of course, this is only the general approach; once you reach there, you need to define if it pays...in terms of efficiency or because you could be displacing knowledge to the wrong resource with side effects (that happens very often, for instance, when you displace knowledge from people to I.T.).

A very common example: In Aviation, and in many other fields, we are performing better and better in things that we were already proficient (foreseeable events) and worse and worse in things that we were not (unforeseeable events). If you take a single parameter (Accident Rate), you can say for sure that there is Organizational Learning. A different point should be if this is the Organizational Learning model that you want.

Here you are two interesting referenses

Santos, J. L. S., Martins, P. P., & Steil, A. V. (2015). Aprendizaje y Memoria Organizacional.¿ Cuál es el perfil de la producción científica internacional y qué se ha investigado en las organizaciones públicas?. Documentos y Aportes en Administración Pública y Gestion Estatal, (25), 7-30.

Guzmán, J. A. A. (2015). EL APRENDIZAJE ORGANIZACIONAL DESDE UN ENFOQUE COGNITIVO. 3C Empresa, 4(2), 136-148.

Best reguarde

I would start with this basic definition by David A. Garvin: "A learning organization is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights" (Harvard Business Review, July-August, 1993). The KPIs follow from this definition:

What are the problems you solved at the work place? How did you (& the team) arrive at the solution? What was the learning? Have you documented it? How have you shared it? What are you doing so that the same problem is not repeated with a different set of people in the organization?

Answering these questions for each individual, validating and aggregating them for the organization would lead to a KPI system.

The difference in efficiency that organizations show in the process would be a measure of their different organizational capabilities.

Suppose an organization is an economic agent. This agent have an internal behavior but at same time it is adopting to an economic environment where it makes its activities. The COSO report takes in account that decision adopted for a company affect to a wide array of its elements, including the culture of all stakeholder own of organization. Nevertheless, how these one can be measured?, this is other thing. My research is addressed to understand how all activities of companies answer to change of economic environment, and I am applying the methodology of radar chart. This methodology measures the tensions of companies' transactions period on all areas, which can be represented on a radar chart. It will show a whole behavior of an organization and too of each activity. It is possible to measure several aspect of company according to your need of research, including its learning, I think.

The indicators generated from it are indpendent, objetive and normalized. They measure the efficiency, effectivieness and economie of each management area, and they allow make decissions to adjust company's behavior to its economic environment.

In my dissertation I´ve used this reference, and it was very useful:

TEMPLETON, Gary F.; LEWIS, Bruce R.;SNYDER, Charles A. Development of a Measure for the Organizational Learning Construct. Journal of Management Information Systems. v. 19, n. 2, pp. 175–218, Fall 2002.

A learning organization is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights. Learning organizations develop as a result of the pressures facing modern organizations and enables them to remain competitive in the business environment. KPIs are the selected indicator considered key for monitoring the qualitative or quantitative performance of strategic objectives, outcomes, or key result area absolutely critical and important to the success of an activity and growth of the organization overall. KPIs make objectives quantifiable, providing visibility into the performance of individuals, teams, departments and organizations. The purpose of KPIs is to provide decision makers in the organization measurable indicators for measuring or judging the organizational performance and for measuring the achievements of organizational objectives. The development and use of the KPIs should form the basis for the analysis of an organization’s current performance, its future requirements and the improving strategies required for ongoing success. Since business environment is dynamic, KPIs need to be assessed and re-assessed as per the requirements of the contemporary environment.