LEARNING AND DEVELOPMENT

  Learning Cycle Theories     Theories of the learning cycle describe the dynamic process by which people acquire knowledge, skills, and subject-matter understanding through many stages. They stress the value of engaging in novel experiences, reflecting on them, developing concepts, and applying learning in real-world settings. Different scholars put out several theories to adequately explain the learning process.   01 - Kolb's Experiential Learning Cycle:   Proposed by David Kolb, this is one of the most well-known learning cycle models. It consists of four stages:          1 - Concrete Experience: Having a specific experience or encountering a situation.          2 - Reflective Observation: Reflecting on the experience and observing what happened.          3 - Abstract Conceptualization: Creating concepts or theories based on reflections.          4 - Active Experimentation: Testing theories by applying them in new situations.      The Experien tial Learning C ycle (

   Disadvantages, due to a Lack of Learning and Development    Disadvantages, due to a lack of learning and development refer to the negative consequences that arise when organizations fail to prioritize the ongoing enhancement of employees' skills, knowledge, and competencies through training initiatives and professional development opportunities.   The main considerable negative impact of lack of training in an organization is weakened performance of employees means not training can affect to employees’ less productivity, safety in workplace and it ultimately reduces the overall well-being of the organization ( Gendron , 2022).   Ignoring regular training may cause to reduce team moral, performance of the business and financial turnover which may directly impact to increase the good employee retention ( Hendy, 2023)   Video - Five Disadvantages of Lack of employee training                                                                     Source - You Tube - https://

  Benefits of Learning and Development  Learning and development is a major part of a HRM of the organization, the amount of quality and quantity are the direct factors of effectiveness of the training offered to the employees (Laing & Ferguson, 2009). E mployee learning and development play a pivotal role in the success of both individuals and organizations. In order for people to succeed at their occupations, learning and development (L&D) is the process through which those employees are given the knowledge and skills necessary. It can happen in a variety of contexts and be formal or informal. A number of different variables can affect how L&D affects the business definition.   Langer & Mehra, (2010) Since the skill of an employee becomes obsolete over a period, Training and development is essential for all the employee levels of an organization to replenish the knowledge and skill.  Ahmad, (2013) comes to the analytical result of his research, there is a positive

  Training   Introduction Training is the methodical process of enhancing workers' abilities, competences, attitudes, and performance in order to increase output, productivity, and efficiency within a company. It entails giving people the means, information, and direction they need to develop new skills, enhance old ones, and adjust to shifting employment demands. Learning and development includes a wide range of activities, including organization development, development, and training. Training is a set of planned activities on the part of an organization to increase job knowledge and skills, or to modify attitudes and social behavior, to achieve specific ends which are related to a particular job or role. (Henderson, 2017). Training is a set of activities which are mainly focused to individual development and capability building, organizational potential and also reacts to present needs (Reynold, 2004). Training is an indicator of employees which shows outlook, skills,