[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-detail-30101":3,"doc-seo-30101":21},{"code":4,"msg":5,"data":6},0,"success",{"doc_id":7,"user_id":8,"nickname":9,"user_avatar":10,"doc_module":4,"category_id":11,"category_name":12,"doc_title":13,"doc_description":14,"file_id":15,"file_url":16,"file_type":17,"file_size":18,"view_count":4,"is_deleted":4,"is_public":19,"is_downloadable":19,"audit_status":19,"update_tm":20},30101,1099514067438,"River Wang","https://ap-avatar.wpscdn.com/davatar_9964176cb1d06d4a9deccf72a44ae3dc",8,"Research & Report","Learning and Training at Work","This document explores the critical areas of learning and training in the workplace, defining learning as the acquisition of knowledge through experience, leading to behavioral changes and encompassing new skills, knowledge, or attitudes. It identifies three types of learning: formal, informal, and incidental. The benefits of training are highlighted, including increased competence, self-esteem, morale, improved productivity, enhanced creativity and innovation, greater flexibility during change, and preventing employees from feeling undervalued. The document delves into Kolb's Experiential Learning Cycle, which posits that learning is a series of steps based on everyday experience, rather than solely classroom-based learning. Kolb identified four key learning stages that must be addressed. Furthermore, the document differentiates between education, training, and development. Education is defined as broad activities aimed at developing knowledge, skills, moral values, and understanding across all aspects of life. Training is specifically defined as the planned and systematic modification of behavior through learning events, programs, and instruction to enable individuals to effectively perform their work. Development is described as the growth or realization of a person's ability and potential through conscious or unconscious learning and educational experiences. The training and development process involves two key parties: the HR department and line managers. The document concludes by thanking the audience.","cbCaimfe5njQvMRO","https://ap.wps.com/l/cbCaimfe5njQvMRO","pdf",1063472,1,1778285632,{"code":4,"msg":22,"data":23},"ok",{"site_id":24,"language":25,"slug":26,"title":13,"keywords":27,"description":14,"schema_data":28,"social_meta":62,"head_meta":64,"extra_data":66,"updated_unix":20},105,"en","learning-and-training-at-work","",{"@graph":29,"@context":61},[30,47],{"@type":31,"itemListElement":32},"BreadcrumbList",[33,37,41,44],{"item":34,"name":35,"@type":36,"position":19},"https://docshare.wps.com","Home","ListItem",{"item":38,"name":39,"@type":36,"position":40},"https://docshare.wps.com/document/","Document",2,{"item":42,"name":12,"@type":36,"position":43},"https://docshare.wps.com/document/research-report/",3,{"item":45,"name":13,"@type":36,"position":46},"https://docshare.wps.com/document/learning-and-training-at-work/30101",4,{"url":45,"name":13,"@type":48,"author":49,"headline":13,"publisher":51,"fileFormat":54,"description":14,"dateModified":55,"datePublished":55,"encodingFormat":54,"isAccessibleForFree":56,"interactionStatistic":57},"DigitalDocument",{"name":9,"@type":50},"Person",{"url":34,"name":52,"@type":53},"DocShare","Organization","application/pdf","2026-05-09",true,{"@type":58,"interactionType":59,"userInteractionCount":4},"InteractionCounter",{"@type":60},"ViewAction","https://schema.org",{"og:url":45,"og:type":63,"og:title":13,"og:site_name":52,"og:description":14},"article",{"robots":65,"canonical":45},"index,follow",{"doc_id":7,"site_id":24}]