Learning 
Behaviorist psychology; learning is the formation of new connections between stimulus and responses, on the basis of conditioning.	        
 Cognitive approach        ;  feedback information on the results of past behavior to make rational decisions about whether to maintain successful behaviors or modify unsuccessful behaviors in future, according to our plans for reaching them.                                                                                                                 
Importance of learning; 
1.	Generation and transfer of Knowledge
2.	Risk & failure tolerance
3.	Systematic ongoing, collective and scientific approach to problem solving

Learning Style;
	
1.	Theorists	
2.	Reflectors	
3.	Activities	
4.	Pragmatists 	
	
Process;	
1.	Concert	
2.	Observation and Reflection	
3.	Formation of abstract concept & Generalisation	
4.	Applying/ Testing of concepts	

The role of Hr & Management in Learning Process
1.	Motivate/Encourage to learn
2.	Objective and Standard
3.	Feedback
4.	Reinforcement
5.	Participation
Orgaisational Learning
Learning organization is an organization that facilitates the acquisition and sharing of knowledge, and the learning of all its members, in order continuously and strategically to transform to response to a rapidly changing and uncertain environment. It supports,
1. Experimentation; New knowledge to be tested
2. Learning from past experience; Review success as regards and failures as learning opportunity
3. Learning from others. Looking outside the Box
4. Transferring knowledge quickly and efficiently throughout the organization. Available for all level and across functional boundaries all the time. 
Training; is the planned and systematic modification of behavior through learning events, programmes and instruction which enable individuals to achieve the level knowledge, skills and competence to carry out their work effectively.

Development; is the growth or realization of person’s ability and potential through the provision of learning and educational experiences.

Education; is knowledge acquired gradually, by learning and instruction. Someone who is educated is regarded as being in possession of particular knowledge or skills, and having gone through a particular process in order to acquire them .Education is crucial for a person’s professional development, but it is only one part of the development process.
		
Training and development Strategy (Base on whole strategy)
1.	Identify the skills and competences needed by the business plan or HR plan.
2.	Draw up development strategy to meet corporate target.
3.	Implement plan.

Benefit to employee	
1.	skill improvement	
2.	Psychological and social benefit	
3.	Job satisfaction	
Benefit to Organisation (Employer)	
1.	Cost save	
2.	Increase productivity	
3.	Fewer accidence and less supervision	
4.	Flexibility	
5.	Recruitment(promotion) and succession	
6.	Retention	
7.	Adopt Change	
8.	Build culture	
9.	Motivation	

Training approach;
1.	Identify training needs
2.	Defined learning requirements
3.	defined training objectives
4.	Plan training programs – Who is trainer? Where to train and which techniques? Who is responsible?
5.	Implementation
6.	Monitor, review and evaluate & identify gap.
7.	Take corrective action

Indicators of the need for training
-	By legislation
-	By New technology
-	By response to critical incidents e.g. Problem in workforce or organization activity.
-	By Qualitative indicators e.g. Absenteeism, high labour turnover, grievance and disciplinary action, crises, conflict, poor motivation and performance.

Assessment for training
-	self assessment by employee informally
-	attitude surveys
-	360degree feedback appraisal reports

Training Methods (Off the job training and on the job training)

Off the job training minimizes risk but does not always support transfer of learning to the job.
It is a formal training and conduct outside the work.
1. Courses may be run by organization or provided by external supplier.
	- Day release. e.g. One day per week attend local school.
	- Distance learning, evening classes and correspondence courses.
	- Revision courses for professional exam.
	- Block release e.g. 4 weeks at school and then to work….etc…
	-Sandwich courses; e.g., (6) week at school and return at work and then rout ate.
	- A sponsored full-time course. e.g. program 
2. Computer-based training e.g. Mavis Beacon
3. E-learning. Via internet.
4. Lectures and seminars and workshop etc…

Advantages of off the job
- Allows exploration without the risk of consequences for actual performance
- Allows for focus on learning, away from distractions and pressures of work
- Allows focus on standardization of training, self learning style may be used.
- May confer status, implying promo ability. 

Disadvantages of off the job
-May not be directly relevant or transferable to the job.
-May be perceived as a waste of working time
-Immediate and relevant feedback may not be available (Exam result)
-Theoretical; less practical.
-May represent a threat, implying inadequacy

On The Job Training
Maximize transfer of learning by incorporating it into real work.
1.	Demonstration/ Instruction by senior workers
2.	Job rotation
3.	Temporary promotion
4.	Assistant to positions (or work shadowing)
5.	Action learning (Problem solving group to discuss a real work issue)
6.	Committees: As membership, to understand inter departmental relationship.
7.	Project work, to understand other part of organistion.

Advantages	
a. Relevant to the job and transfer of learning.	
b. Practical approach	
c. No adjustment barriers to application of learning on the job.	
d. No more time for outside training.	
Disadvantages	
a. Undesirable aspects of job context (group norms) learned.	
b.Doesn’t suit hand off learning style.	
c. Trial and error may be threatening 	
d. Risk of consequences of errors	
e. Distractions and pressures of the workplace may hamper learning focus	
.

Induction Training; Bring a new employee introduced and intrgrated into an organization or system. Purpose;-
1.	To help recruits to find their bearings.
2.	To begin t socialize new recruits into the culture and norms of the team/organization
3.	To support recruits in beginning performance
4.	To identify on-going training and development needs.
5.	 To avoid induction crisis

Responsibility for training and development
1.	The trainee: has ultimate responsibility for training and development because they need to seek non vertical paths to greater interest and challenge in the job.
Technology changes require new skills are needed and learn new skills.

2.	The human resources (HR) department or training department; managing and developing individual through the organization in accordance with the performance and potential of the individual and the needs of the organization.

3.	Line managers; Identify training needs. Assess current performance and identify opportunity for learning. Coaching and get feedback. Organise training program.

4.	The training manager; Good relation with HR department and line manager.
Schedule training program. Needs identification (skill shortage.)Get feedback and Evaluate of program.

Evaluating training programmes
Validation of training means observing the results of the course and measuring whether the training objective have been achieved.
Evaluating of training means comparing the costs of the scheme against the assessed benefits which are being obtained.
1.	Trainees’ reactions to the experience.(post training feedback)
2.	Testing trainee.
3.	Changes in job Behaviour following training
4.	Impact of training on organizational goals/results
5.	Ultimate value to organization.
Development
Development may include training, but may also include a range of learning experiences whereby employees are:
- Increase responsibility and challenge through work experience.
- given guidance, support and counseling
- give education and training
- Plan their future.

Management development; To develop managerial skills. e.g. MBA program to icrease management responsibility.
Career development; (Horizontal career) Because of delayered organization. Employees may have learned new skill to become employability.
Professional development; Continuous professional development (CPD). To ensure professional standard are maintained.
Personal development; To ensure development in wide range of skills and contribute more innovatively and flexibility to the organization’s future needs.
To foster employee job satisfaction, commitment and loyalty.