Learning and Development

Chapter -7
Learning and Development
Dr. Daw Ohmar Myint

What is Learning?
• Learning is defined as a relatively permanent change in behavior,

cognition, or affect that occurs as a result of one’s interaction with
the environment.
• First, the focus of learning is change.
• Second, the change must be long-lasting.
• Third, the focus of learning can include behavior, cognitions, effect, or
any combination of the three.
• Finally, learning results from an individual’s interaction with the
environment.
What is Development?
• Development can be defined as a set of systematic ad planned
activities designed by an organization to provide its members with the
opportunities to learn new skills to meet current and future job
demands.
What is Training?
• Training is a systematic activity performed to modify the skills,

attitudes and the behavior of an employee to perform a particular
job.
Training process (ADDIE)
According to Gray Dessler, there are five steps in the training

process:
• Analyze need training
• Design the training program
• Develop the training program
• Implementation the training program
• Evaluation the training program
I. Training Need Analysis
• Needs analysis is a systematic process of understanding training
requirements.
• It is the starting point of the training process.
• Needs analysis is critical for and effective human resource
development effort.
• Another definition, need typically refers to a discrepancy or gap
between what and organization expects to happen and what actually
occurs.
Levels of needs analysis
• Three types of assessment must be conducted in need analysis-

1. Organizational analysis
2. Task analysis
3. Person analysis
Organizational Analysis
• An organizational analysis should identify:

1. Organizational goals
2. Organizational resources
3. Organizational climate
4. Environmental constraints
Task Analysis
• Task analysis is a systematic collection of data about a specific job or

group of jobs used to determine what employees should be taught to
achieve optimal performance.
• Task analysis used the following five-step process:
1. Develop an overall job description
2. Identify the task- what should be done, what is actually done
Task Analysis (cont’d)
3. Describe the knowledges, skills, ability and other characteristics
(KSOAs) needed to perform the job
4. Identify areas that can benefits from training
5. Prioritize areas that can benefit from training
Person analysis
• Person analysis is directed at determining the training needs of the

individuals employee.
• The person analysis can be obtained the data from these sources-
oObservation work sampling
oInterviews
oQuestionnaires
oAttitude surveys
oDiaries
II. Design the training program
• The key activities in designing the training program are;
1. Define objectives
2. Selecting the trainer or vendor
3. Developing a lesson plan
4. Selecting program methods and techniques
5. Preparing the training materials
6. Scheduling the program
III. Developing the training program/ materials
• The training program encompasses certain issues such as: Who are
the trainees? Who are the trainers? What methods are to be used for
the training?
• Training materials include books, handouts, videos, training content,
program outlines and training manuals or textbooks.
Scheduling the training program
• The goal in scheduling the training program is to ensure that the
participants (both trainers and learners) are available and have their
attention focused on the learning task at hand.
• Scheduling the training program can be identified in the following
situations;
1. Scheduling during work hours
2. Scheduling after work hours
IV. Implementing the training program
• The designing the training program is completed, the next step is to
put it into the action.
• The decision that needs to be made is where the training will be
conducted either in-house or outside the organization.
V. Evaluating the training program
• Evaluating is defined as the systematic collection of descriptive and
judgmental information necessary to make effective training decisions
related to the selection, adoption, value and modification of various
instructional activities.
• After the training is done, the employees are asked to give their
feedback on the training session and whether they felt useful or not.
Kirkpatrick Evaluation Models
• There are four level in evaluation process:
1. Reaction- trainees’ perception
2. Learning- measure quiz or test
3. Behavior- Does the trainee use what was learned in training back
on the job?
4. Results- Has the training effort improved the organization’s
effectiveness?
Selecting the training methods
• On the job training methods
• Off the job training methods (classroom training methods)
• Self-paced learning
On-the-job training methods
• Orientation training
• Job instruction training
• Job rotation
• Coaching
• Mentoring
Off-the-job training methods (classroom)
• Lecture
• Discussion
• Audiovisual media
• Computer-based training (classroom-based)
• Role playing
• Case study
• Simulation
• Business games
• Behavior modeling
Self-paced learning (E-learning)
• Paper-based training
• Computer-based training (non-classroom-based)
• Internet/ intranet
References
• Gray Dessler, Handbook of Human Resource

Management, 13th Edition.
• Jon M. Werner, Handbook of Human Resource
Development, 6th Edition.
Thank you!

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Chapter -7

Learning and Development

Dr. Daw Ohmar Myint

• Learning is defined as a relatively permanent change in behavior,

• Training is a systematic activity performed to modify the skills,

According to Gray Dessler, there are five steps in the training

• Three types of assessment must be conducted in need analysis-

• An organizational analysis should identify:

• Task analysis is a systematic collection of data about a specific job or

• Person analysis is directed at determining the training needs of the

• Gray Dessler, Handbook of Human Resource

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