Learning and development is a process used to increase the knowledge and skills of an employee for his better performance. Learning means acquiring new skills and development means polishing the skills that an employee is having.

The main objective of learning and development is to make some alterations in the behavior of workers for better results.

There are four phases for the effective learning and development process:

Review of the training requirement

The initial step in learning and development is to analyze the knowledge that an individual is already having to identify the training requirements. Our main aim is to help an individual in adapting new knowledge, skills that are suitable for his upcoming career. This will create new business capabilities. In the analysis of training needs you have to analyze three different areas:

• Organizational Analysis
• Functional Analysis
• Personal Analysis

Specification of the purpose of learning

After the analysis of training needs, we need to translate the training needs into the learning objectives. There are three elements of the training objectives:

• Capacity to accomplish clear goals
• Requirements for successful actions
• A clear and observable training target

Development of training materials and process

In this phase, the training provider works collaboratively with the trainee. Learning methods, techniques, and other factors have been considered while designing training material and method. Training has been done in two ways trainer-centered and trainee-centered. Trainer centered method involves various seminars, presentations, lectures etcetera whereas the trainee-centered method includes case studies, role-playing, games etcetera.

Tracking and Appraisal

The last phase of the learning process is tracking and appraisal. In this phase, the evaluations of students have been collected and observed, and suggestions for some improvements that can be made in the future given to the students. Effective training results in changing the behavior the starting situation has been changed for the next learning design in an organization.