The Problem Organizations and human resources development (HRD) leaders are challenged to rethink and adapt learning and development strategies to address current and future needs. Yet, performance demands—as well as limited space, time, and resources—mean employees need to learn on their own. Not everyone knows how to do that well. The question arises: How can HRD better support employee learning? The Solution Reflective learning practices based on action learning (AL) support work-based learning. AL “tools” help peers learn by working together in diverse groups of nonexperts on real tasks to gain new perspectives and learn to frame and solve challenges. The Stakeholders This article shows, through a review of existing reflective processes and tools, how HRD practitioners can adapt these practices to help groups of peers and teams learn while working, to support the organization and its members in fast-changing environments.

中文翻译：

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调整行动学习策略以在工作场所实施反思

问题组织和人力资源开发（HRD）领导者面临着重新思考和调整学习与发展策略以解决当前和未来需求的挑战。但是，绩效要求以及有限的空间，时间和资源，意味着员工需要自己学习。并非所有人都知道如何做到这一点。问题出现了：HRD如何更好地支持员工学习？解决方案基于行动学习（AL）的反思性学习实践支持基于工作的学习。AL“工具”通过与非专家在实际任务中的不同小组合作来帮助同龄人学习，以获取新的观点并学习框架和解决挑战。利益相关者本文通过对现有反思过程和工具的回顾显示，