Chapter 22

Learning and training at

work
 Learning
• Definition
– The process of acquiring knowledge through
experience, which leads to change in behaviour. It
acquiring new skills, knowledge or attitudes, or a
combination of all three
 Types of learining
• Formal
• Informal
• incidental
 The learning process
KOLB experiential learning cycle
Concrete
experience
accommodative Divergent

Active Reflective
experimentation observation

Convergent Assimilative

Abstract
conceptualisation
 Honey and Mumford learning styles
• They argued that people learn more
effectively if they are aware of their learning
style preference
 Education
• The activities which aim at developing the
knowledge skills, moral values and
understanding required in all aspects of life
rather than a knowledge skill related to only a
limited field of activity.
 Training
• The planned and systematic modification of
behaviour through learning events, programs
and instruction which enable individuals to
achieve the level of knowledge, skills and
competence to carry out their work
effectively.
 Development
• The growth or realization of persons ability
and potential through conscious and
unconscious learning and educational
experiences.
 Benefits of training and development
• For the individual
• For the organization
 The training and development process
• Ste 1 identification of training needs
– Formal training needs analysis
– performance appraisal
– Observation
– Organizational strategy
Step 2 Setting objectives for training
Step 3 program design and delivery
 Step 4 Evaluation and validation of the
training program

• Levels of evaluation
1. Reaction
2. Learning
3. Job behavior
4. Organization
5. Ultimate value
 The role of management in the learning
process
• Human resource department
• Line managers