Learning is all about acquiring new knowledge and updating existing knowledge and skills. The terms formal and informal learning have nothing to do with the education process as such, but more with the person involved in learning process. In formal learning, the training is controlled by the trainers, where as in informal learning, the training and learning will be initiated by the learners themselves.

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The best way for any organization to succeed and thrive in the near future is to become a learning organization. According to Peter Singe, learning organizations are those organizations where new patterns of thinking processes are nurtured, where people can learn together and are given the freedom to create the results they desire.

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Adults learn in a different way from that of children. Children are like sponges, they tend to learn every new thing from every single moment. On the other hand, adults learn when they feel the necessity to learn. They are more practical in their approach and would be open to learning only when the knowledge they gain is going to provide them substantial benefit.

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In a recent blog Increasing Response Rates for Training Evaluations, we looked at tips to drive learner participation in training evaluations. In this blog, we’ll look at how managers can be involved in driving a better response rate for training evaluations and in giving feedback for measuring training effectiveness.

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