The document discusses the processes of learning, training, and development, highlighting that learning is a lifelong endeavor that involves the acquisition of knowledge, skills, and attitudes aimed at creating a supportive culture. It contrasts training as a short-term, skill-focused activity for non-managerial roles with development as a long-term, conceptual process for managerial roles. The text emphasizes the importance of identifying high-potential employees and implementing various development strategies to support individual and organizational growth.

2. Leaning
Process
All the three are basic process of learning
2Learning-Training-Development

3.  Learning implies acquisition of:
knowledge, Understanding, Skills & Attitudes
 Learning is a life long process
 Individual is able to apply them
 Challenge is to create learning culture by way of:
• Free flow of ideas, motivation, encouragement
• Involvement of all concerned & learners
• Application of newly acquired concepts
• On-going evaluation of progress & feedback
3Learning-Training-Development

4. Long term
activity to
prepare
individuals for
various roles
Focus on
individual needs
& society’s needs
Individual needs:
Be literate
Develop personal
talents
Prepare for
occupation
Society needs:
Respect for law &
order
Economic activities
Protection from
threats 4Learning-Training-Development

5. Process to
master job
oriented tasks
/ competencies
Definite
purpose
Shorter period
& for practical
purpose
Focus on skills,
knowledge,
attitude to
perform job at
optimum level
5Learning-Training-Development

6. Less tangible
Process to
develop full
potential
May occur as part of
organizational
activities or
personal activities
Concerned with
growth &
advancement
Flexible
May not have
systematic process
Require openness &
willingness to learn6Learning-Training-Development

7. Learning-Training-Development 7
Training & Development differ in terms of their
objectives & contents
Training is a short term
process utilizing a
systematic & organized
procedure by which non-
managerial personnel learn
technical knowledge & skills
for definite purpose
Development is a long term
educational process utilizing
a systematic & organized
procedure by which
managerial personnel learn
conceptual & theoretical
knowledge for general
purpose

8. Learning-Training-Development 8
Learning
Dimensions
Training Development
Who
Non-managerial
personnel
Managerial
personnel
What
Technical &
mechanical
Conceptual ideas
Why For specific job
For a variety of
jobs
When Short-term Long-term
System Single Multipal

9. Learning-Training-Development
9
Identification of high
potential employees
Formal coaching
Development planning
Succession planning
Cross-functional training
Apprenticeship /
Internships
Assignments with
executives
Project assignments
Job rotation
Mentoring

10. • Facilitation skills
• Change management
• Integrity
• Judgment
• Teamwork
• Learning need analysis
• Diagnostic
• Finding learning solutions
• Program management
• Credibility
• Self managing expertise
• Monitoring & follow up
10Learning-Training-Development

11. Learning-Training-Development 11