Learning and Training

Course Code: HRM353

L:5-7
 Lecture Outcome

By studying the slide/Text book you will able to

understand:
• Short Video on-Importance of Learning
• Learning and its important – Slides ( 4-8)
• Learning Characteristics- Slide ( 9)
• Steps for Developing-Slide ( 10)
• Training & Learning- Slide ( 11)
• Domain of Learning – Slide (12)
• MCQ’s –Slides (13-15)
 Short Video

• Here is the Link

• https
://www.youtube.com/watch?v=YJbQphVcGxA
 Introduction
• Training is a planned process of transfer of knowledge,
skills and attitudes to others.
• Learning is what we hear, see or experience, and in the
process, we change or improve our knowledge, skills and
attitudes.
• Both the terms training and learning are used
interchangeably, as through training we also learn, and
such learning also bring changes in our behaviour.
Learning
• Learning- Long term process related
to development.
• skill acquisition.
Broad based, need not related to job.
• Future based planning.
• What is heard, seen or experienced,
through which the knowledge, skills
and attitudes that are owned by
individuals are changed.
• Bring change or improves our
behavior.
• Education is subset of learning and
training- Training is a form of
education.
Training
• Training- Timely, Technical and job-
specific skill based process that involve
• Planned process of transfer of
knowledge.
• Active process.
• Bring change or improves our work
performance.
• Education-Education add value to
society, Education is externally
reinforced, learning is the outcome of
internal motivation, hence is
autonomous.
Definition and Concepts of a Learning
Organization

• When organizations lay emphasis on learning of employees, we call them learning

organizations.  

• Such focus on learning ensures skills, knowledge and attitudes development, and
ultimately facilitates the overall improvement in organizational activities.

• Thrust on learning can set the premises for organizational change.

• A learning organization has two dimensions: individual and collective learning, and the
usage of diagnostic or evaluative tools for the improvement of the quality of learning.
Contd…

• Both these dimensions ultimately lay emphasis on truly converting an organization

into a learning organization.
• Some of the compelling reasons for organizations to become learning organizations
are:
– To transform the non-performing employees.
– To develop the knowledge, skill and attitudes of employees, to match them with
the new and changing jobs.
– To make employees innovative.
– To develop team work.
– To extend better customers’ services.

Learning could be a great enabler for achieving organizational excellence.

 Characteristics of a Learning
Organization

• Opportunities for continuous learning.

• Achievement of organizational goals through learning.
• Aligning individual performance with organizational performance.
• Transparent sharing of information.
• Nurturing creative tension to make the workplace as a source of
energy.
• Facilities to interact with the environment.

Kerka 1997- emphasis on shared learning, as it gives more learning.

Steps for Developing a Learning
Organization

• Awareness
• Environment
• Leadership
• Empowerment
• Learning
 Training and Learning

• Training - is a learning process that involves

the acquisition of knowledge; sharpening of
skills, concepts or rules; or changing of
attitudes and behaviors to enhance the
performance of employees.
• Learning - process by which a person
constructs new knowledge, skills and
capabilities.
Difference between Training & Learning

Training
• training is specific and short
term
• is used for immediate job
performance
• brings change or improves
our work performance
Learning
• learning is a continuous
process
• is used as gaining
knowledge and future
oriented.
• brings change or improves
our behaviour
 1. Training 2. Development

3. Learning 4. Education

Is what we hear, see or experience, and in the process, we change or improve our knowledge, skills
and attitudes?
 1. Awareness 2. Training

3. Leadership 4. Environment

2. Which of the following is not the Steps for

Developing a Learning Organization?
• Next Lecture Topics: L-7
• Theories of Learning
• Model of Learning Organization
• Learning Curve
 Domains of Learning
Benjamin Bloom identified three domains of educational activities.
Based on his findings, we can categorize the learning domain as under:
– Cognitive Domain
– Affective Domain
– Psychomotor Domain

• Simply stating cognitive domain of learning enhances our mental skills

with knowledge inputs. Affective domain develops our attitude with
emotional skills. Psychomotor domain, on the other hand, increases
our manual or physical skills.
 Theories of Learning

• Reinforcement Theory (Skinner)

– individual’s behaviour with positive consequences
tends to be repeated, but individual’s behaviour
with negative consequences tends not to be
repeated.

– When there is a desire to change the behavior of

the employees, the consequences of the behavior
must be changed
Theories of Learning (Contd.)

• Social Learning Theory (Rotter)

learning is a cognitive process that takes place in

a social context and can occur purely through
observation or direct instruction, even in the
absence of motor reproduction or direct
reinforcement.
4 main components- behaviour potential, expectancy, reinforcement value,
psychological situation.
Theories of Learning (Contd.)

• Andragogy-Theory of Adult
Learning(Knowles)

 Self directed.
 Proper synchronization between learning
need and outcome.
 Practical approach towards problem solving
Focuses on case studies, role playing, simulations, self-evaluation etc.
Theories of Learning (Contd.)

• Goal-setting Theory (Locke and Latham)

– individuals who set specific, difficult goals performed
better than those who set general, easy goals.
– Locke proposed five basic principles of goal-setting:
 Clarity
 Challenge
 Commitment
 Feedback
 Task complexity.
Theories of Learning (Contd.)

• Social Cognitive Theory (Bandura)

– when people observe a model performing a
behaviour and the consequences of that
behaviour, they remember the sequence of events
and use this information to guide subsequent
behaviours.

– Difference between SLT and SCT is that the former emphasises the
power of learning while the latter emphasises on the power of
cognitive process of people.
 Theories of Learning (Contd.)

• Self-directed Learning (SDL)  

– Conventionally, learning takes place under the
direction of a teacher, who follows a course
structure.
– In self-directed learning (SDL), individual learners
select, manage and assess their own learning
which they pursue.
– To pursue SDL, individual learners need to develop
their personal qualities.
Model of a Learning Organization
• The primary model of a learning organization
is based on the integration of strategies in the
domains of individual, team and
organizational learning.
• The model emphasizes learning and not
training. 
(Contd…)

Organisational Learning Individual

Learning Organisation Learning

Team Learning
 Learning Cycle

• Learning cycle shows the learning process,

which starts from having an experience,
reviewing the same, drawing required inputs,
adopting the same and finally planning for the
next step. A typical learning cycle is:
 Systems Theory and a Learning
Organization (Peter Senge)

• Systems theory is the outcome of system thinking.

• Systems theory helps us to examine the
interrelationship between the parts.
• This theory considers four different aspects,
•relatedness to the whole,
• development of related up-to-date learning
model
•systems thinking and
•feedback.
 Learning Curve

• The learning curve shows that if a task is

performed over and over than less time will
be required at each iteration.
• There are three major assumptions in the
learning curve effect:
1. The time required to complete a given task will
decrease the more times the task is performed.
2. The decrease will decrease in a decreasing rate.  
3. The decrease will follow a predictable pattern.
Learning Curve
 Learning Curve (Contd.)
Calculations

The most common form of a learning curve calculation is an exponential decay function (i.e.,
production rates decay—or decrease—following an exponential curve). The standard equation is as
follows:
Tn = T1 nb
 
where:
 n = the unit number (1 for the first unit, 2 for the second unit and so on)
T1 = the amount of time to produce the first unit
Tn = the amount of time to produce unit n
b = the learning curve factor, calculated as ln(p)/ln(2), where ln(x) is the natural logarithm of x.
p = the learning percentage.
 
The learning percentage p is interpreted as every time the cumulative production quantity doubles,
the unit production rate will decrease by the percentage p. 
 1. Effective 2. Cognitive

3. Psychometric 4. Learning

1. __________ domain of knowledge helps us to recall facts.

1. B.F. Skinner 2. Peter Senge

3. Bandura 4. Knowles

2. Andragogy-Theory of Adult Learning is proposed by---------.

 1. Learning 2. Behavior &
&Cognition Cognition

3. Learning & 4. None of the

Behaviour above

3. Difference between SLT & SCT is .

 1. Learning 2. Systems thinking
Organisation

3. None of these 4. Interrelated

parts

4. Systems theory is an outcome of ___________