论文修改：组织学习的目标和目的

论文修改：组织学习的目标和目的

如果学习的目标是提高更多的贡献从而降低就业成本，那么结果将是更好的财务结果和更好的员工成本投资回报。学习的影响可以建立强大的组织文化的新能力，不断学习，内化学习的决定，而不是通过执行，导致更好的业务表现和更紧密的一致，以期望的目标。组织学习的策略对需要学习的方面、需要学习的知识的新内容进行了新的强调，而这将取决于如何将这些内容应用于中小型企业(SME)。

论文修改：组织学习的目标和目的
中小企业更倾向于区别因素，这些因素在本质上是个体的，这使得识别特定的学习成分变得困难(Higgins和Mirza, 2012)。这使得中小企业在其理想的发展中处于弱势。然后，它们被强制形成一个有意识的策略，使用其现有的能力并为组织学习安装系统开发实践。适用性将包括作为学习过程一部分的所有员工聚在一起，以及他们在日常工作范围内的有效应用。

论文修改：组织学习的目标和目的

If the learning is targeted towards improving more contribution so as to reduce the cost of employment, the results will be better financial results and better return on investment of employee cost. The impact of learning can build new capabilities of strong organisational culture of constant learning, internalising the decisions of learning by will and not by enforcement, leading to better business performance and closer alignment to desired objectives. Strategy of organisational learning brings in a new emphasis on the aspects which are to be learned, the fresh contents of knowledge that is to be learned, and these will depend on how they are applied to the small and medium enterprises (SME).

论文修改：组织学习的目标和目的
The SME’s are more inclined to differential factors which are individual in nature and which makes it difficult to identify specific learning components (Higgins and Mirza, 2012). This makes the SME’s weak in their desirable progress. They are then enforced to form an intentional strategy of using its existing capabilities and installing systematic development practices for organisational learning. Applicability will include the coming together of all employees who are a part of the learning process, and their effective forward application into their scope of work on a daily basis.