The learning organization is one that has a strategy of continuous organizational change, exploring and facilitating a link between the development of the organization and the personal development of the employee. These five disciplines lead the innovation of learning organizations: systems thinking (meaning the whole is more than the sum of the parts); personal mastery or proficiency; mental models or ways of seeing and understanding; building shared visions; and team learning. One limit to the learning organization concept is the assumption that organizations have an existence in and of themselves beyond the level of individuals and can 'learn'. The implications for human resources development encompass the entire scope of the field. A more useful conceptualization is that of organizational learning, in which people learn from each other in a mutually beneficial manner. This assumes that under the right conditions people are able to learn more effectively in groups. Individual learning and organizational learning are different levels of an ongoing process involving knowledge sharing, building, adapting, and development as part of a group. (SLR)