One of the crucial psychological processes is learning, through which human behavior is determined. It is a never-ending procedure that is everlasting.
So, learning can be defined as the summation of behavioral transformations, which are the outcome of knowledge attained during the training.
An individual attains knowledge and practicality from the training process, which acts as a feedback to the individual & a reference for future responses.
Learning acts as a dominant encouraging factor for a number of employees to remain connected with organizations.
It influences the abilities, various roles of life, and motivation levels of the individuals. Besides influencing individual behavior, learning also plays a vital role in the management of knowledge.
Through knowledge management, an organization’s acquisition and sharing capacity gets boosted. As a result, knowledge can be utilized properly to make improvements in the continuity and prosperity of the organization.
According to Martyn Sloman, “Learning is the process by which a person constructs knowledge, skills, and capabilities.”
According to Sanford, “Learning is a relatively enduring change in behavior bought about as a consequence of experience.”
According to W. McGehee, “Learning has taken place if an individual behaves, reacts, respond as a result of an experience in a manner different from the way he formerly behaved.”
According to E. R. Hilgard, “Learning is a relatively permanent change in behavior that occurs as a result of prior experience.”