Simply, sharing is learning. You share more, you learn more. It is a continuous process where people everyday gather knowledge through sharing his or her experience, knowledge, information with others that change the person’s behavior. Therefore, learning is a relatively permanent change in human capabilities that is not a result of growth processes.
Why it is relatively permanent?
It is a relatively permanent because the changing of behavior is not fixed. It may change with the change of new knowledge, technology or experience. Whatever learn today, it is not permanent, when new technology comes, new experience gathers, the learning may change that also change a person’s behavior.
Conditions of Learning
Learning is a continuous process. Therefore, it is necessary to build up the learning environment in the organization. The employee learns when they have the learning environment in the workplace. It is important for the employee training program because if the employee does not learn from the training, the objectives of the training will fail. Therefore, the following condition helps the employee to learn in the training:
- Providing opportunities to practice and receive feedback
- Offering meaningful training content
- Identifying prerequisites needed for successful completion
- Allowing trainees to learn through observation and experience
Providing opportunities to practice and receive feedback
Assume that the employee learns from the training when they can execute. After attending a training program if they can practically execute the training in their task it indicates the employee learns from the training. Then, it will be a successful training program. Also, it is important to get feedback from the employee that what they learn from the training. So, the trainer can understand what the trainee learns.
The employer should provide training that is related to the employee job description. Otherwise, they can not execute the training in real tasks.
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Offering meaningful training content
The training should be meaningful. It will be meaningful when the trainee is offered the opportunity to link their training activities to real-life experiences. The training content should be as same as the work environment. It includes the content that trainee does in the job. The employer should concentrate on the “need to know” versus the “nice to know”. It helps the employee to know the real task activities.
Example: Toyota motors design a training program on how to change a tire. In that course, would the Toyota include a history of cars and information about the various types of tires? Would they explain the components of the rubber that the tires are made of? Of course not. They are going to focus on the actual task of changing a tire. That’s all the trainees “needs-to-know”. Anything else is “nice-to-know”
Identifying prerequisites needed for successful completion
Some employer sends the employee in the training without proper basic skills. As a result, they can not complete then training successfully or they unable to execute the training in the job. Therefore, the employer should identify what is the basic requirement of an employee to join that specific training.
Example: Marry corporation arranges a training program on “the risk management analysis” that is related to the financial department. So, it is important to ensure that the attendend joining from financial department. Therefore, the prerequisite to attend the training is that the employee must come from financial department.
Allowing trainees to learn through observation and experience
An effective training program not only emphasis on theoretical or classroom lecture, but it may also focus on practical work. The trainer should allow the trainee to learn through observation and experience.
Observational learning is the process of learning through watching other’s real-life work, retaining the information, and then later replicating the behaviors that were observed.
Example: An inexperienced HR intern is successful after observing the behaviors and statements of other experienced HR members.
Experience learning indicates learn through on-the-job training. Here, the trainee can learn through hands-on work experience. It helps the trainee learn new things quickly and effectively apply new knowledge in their job.
What is Learning from training What is Learning from training