摘要：AbstractOne of the traditional ways of measuring learning has been to use so-called learning curves and experience curves. However, these curves are “incomplete measuring tools” because they concentrate exclusively on learning by doing and measure learning in terms of the results obtained, in search of short-term efficiency. Besides studying experience curves, learning has also been measured by taking into account other variables, such as number of patents or R & D expenditure. The common characteristic shared by all these techniques is that they focused on process outcomes, rather than the actual learning processes, but organizational learning is a complex multidimensional construct, encompassing multiple sub-processes. Determining criterion for measuring organizational learning capability is important, but authors should use the experiences of others to provide a model for measuring and it is impossible to present a model regardless of the concepts and results of the research.
