Every organization should go for development of new employees after the process of recruitment, selection and socialization. On other hand, to develop the existing employees according to the change in environmental context, it also should go for development of employees through learning.
Learning is a process through which a relatively permanent charge is yielded upon an individual. It ensures a change behavior through practice, training or experience. It brings about a relative change as a result of experience. The change can be done either through direct or indirect experience. Direct experience is by doing the job in actual work situation and indirect experience is by observation. We can measure the change in behavior, attitude that will occur as a result of learning.
Learning is a continuous interaction which is essential for both people and organization. It helps to expand knowledge and skill in individual who is interacting with the particular environment, The success of learning depends on how seriously the individuals are interacting with the organizational and social environment. This process helps people to gain knowledge and skills through changing behavior which ultimately leads to high productivity, quality of work life, and make people ready for change.
Learning has following two components:
1. The prime objective of learning is to endure change in individuals. This change can be desirable or undesirable. However, through organization's point of view a desirable change is acceptable.
2. Permanency is another component of learning. In learning, it is assumed that the change is relatively permanent. Temporary change does not occur learning. So, learning must relatively permanent.