Learning and development (L&D) is a systematic process to enhance employees' skills, knowledge, and competency, resulting in better work performance.

Learning and development (L&D) is a function within an organization that is responsible for empowering employees’ growth and developing their knowledge, skills, and capabilities to drive better business performance. The function may be organized centrally, either independently or sitting under human resources (HR); decentralized throughout different business units; or be a hybrid (sometimes referred to as federated) structure.

1. MEANING OF LEARNING
Learning is the process of acquiring knowledge, skills, behaviors, or attitudes through study,
experience, or teaching
It involves the ability to understand new information, integrate it with what you already know, and
apply it effectively
Learning can occur in various settings, such as in school, at work, through personal experiences, or
even through casual interactions with others
Learning is a key process in human behaviour. All living is learning. If we compare the simple, crude
ways in which a child feels and behaves, with the complex modes of adult behaviour, his skills, habits,
thought, sentiments and the like- we will know what difference learning has made to the individual

2. MENTAL PROCESS
The ability to concentrate on relevant information and filter out distractions
Focusing on specific aspects of the information while ignoring others
Receiving and interpreting sensory information (e.g., Visual, auditory) from the
environment
Identifying and making sense of patterns or structures in the information
Maintaining information over time in short-term or long-term memory
Grasping the meaning of new information and how it connects to existing knowledge
Evaluating information and arguments, identifying biases, and making reasoned
judgments

3. PHYSICAL PROCESS
Neuroplasticity: learning leads to neuroplasticity, which is the brain's ability to reorganize itself by
forming new neural connections. This is essential for learning new skills, habits, and information
Synaptic plasticity: when we learn something new, the connections between neurons (synapses)
become stronger. This process is known as synaptic plasticity. Repeated stimulation of a neural
pathway strengthens these connections, making the transmission of information more efficient
Structural changes: learning can lead to physical changes in the brain’s structure. For example,
practice and repetition can increase the density of gray matter (which contains most of the brain’s
neuronal cell bodies) in areas related to the learned skill
Neurotransmitters: chemicals in the brain called neurotransmitters (e.g., Dopamine, glutamate) play
a key role in learning. They help transmit signals between neurons and are involved in the processes
of reinforcement and reward, which are crucial for learning and motivation

4. THE LEARNING LIFE CYCLE
Experience (Concrete Experience)
Reflection (Reflective Observation)
Conceptualization (Abstract Conceptualization)
Experimentation (Active Experimentation)

5. INSTRUCTIONAL EMPHASIS FOR LEARNING OUTCOME
Clarity of objectives: clearly define the learning outcomes you want to achieve. Ensure
they are specific, measurable, achievable, relevant, and time-bound (SMART)
Alignment: align your instructional activities, assessments, and learning materials
directly with the defined learning outcomes. This ensures that everything students
engage with directly contributes to achieving those outcomes
Active learning: encourage active participation and engagement from students rather
than passive reception of information. Activities such as discussions, problem-solving
exercises, and projects promote deeper understanding and retention
Feedback mechanisms: provide timely and constructive feedback throughout the
learning process. Feedback should be specific to the learning outcomes and help
students understand their progress and areas needing improvement
Differentiated instruction: recognize that students have diverse learning needs and
preferences. Offer varied instructional methods, resources, and assessments to
accommodate different learning styles and abilities
Real-world application: foster connections between theoretical concepts and real-
world applications. Practical examples, case studies, and simulations can enhance
understanding and demonstrate the relevance of the learning outcomes

6. LEARNING THROUGH UNCONSCIOUS PROCESS
INDIVIDUAL LEVEL
IMPLICIT LEARNING
HABIT FORMATION
EMOTIONAL CONDITIONING
INTUITION AND GUT FEELINGS
SOCIAL LEARNING
GROUP LEVEL
CULTURE AND NORMS
GROUP DYNAMICS
ORGANIZATIONAL LEARNING
UNCONSCIOUS BIAS
COLLABORATIVE LEARNING