The Process of Learning – Step-by-Step Breakdown

Unit II: Organizational Behaviour

🔁 The Process of Learning – Step-by-Step Breakdown

What it means: This is the initial phase where the learner is exposed to new information or experiences. It could happen through reading, listening to lectures, observing others, or hands-on practice.
Sources of knowledge: Books, training, peers, experiences, media, formal education.
In an organization: Employees acquire knowledge during onboarding, training sessions, or through job shadowing.

Example: A new employee learns the company’s customer service protocol through a training manual.

What it means: At this stage, the learner processes the information, organizes it mentally, and stores it in memory. Retention ensures that the information doesn’t just “go in one ear and out the other.”
Involves: Attention, encoding, and rehearsal (repetition).
Importance: Without retention, knowledge cannot be used effectively later.

Example: The employee practices customer service scripts, helping them memorize standard responses and company policies.

What it means: Now the learner deeply understands the information and integrates it into their existing knowledge framework. It becomes meaningful and usable, not just memorized.
Internalization leads to: Conceptual clarity, the ability to explain, teach others, or adapt the information to new contexts.
In learning theory: This aligns with constructivist approaches where learners actively make sense of information.

Example: The employee starts understanding why specific words or phrases are used in customer service, not just how to say them.

What it means: The learner now applies the knowledge in real-life or simulated scenarios. Application tests whether learning has actually occurred.
Skills and behavior: This step converts mental knowledge into observable action.
In the workplace: Problem-solving, task completion, decision-making, and skill demonstration.

Example: The employee handles a customer query independently using the learned protocols.

What it means: The knowledge or skill becomes transferable and is used across different contexts. It’s a sign that learning is truly mastered.
Transfer of learning: This is essential for adapting to change, solving novel problems, and performing consistently.
Real mastery: Learners adjust and apply knowledge creatively to new problems or environments.

Example: The employee effectively uses the same principles with a new type of customer issue they haven’t encountered before.

What it means: The learner reflects on their learning process, evaluates their own understanding, and adjusts strategies for improvement.
Includes: Goal setting, self-assessment, seeking feedback, and refining approaches.
Metacognition: This is the highest level of learning—“thinking about one’s thinking.”

Example: The employee notices that certain responses work better than others, so they adapt their style and seek feedback to improve further.

Step	Description	Key Outcome
1. Acquiring Knowledge	Gaining new info through exposure	Initial awareness
2. Assimilation/Retention	Storing and organizing info mentally	Memory & recall
3. Internalization	Making the knowledge meaningful and usable	Deep understanding
4. Application	Using the knowledge in practice	Skill demonstration
5. Generalization/Transfer	Applying learning across different situations	Mastery
6. Self-Monitoring	Reflecting and regulating one’s own learning	Continuous improvement

In education: Helps design better learning experiences and curriculum.
In workplaces: Drives effective training programs and employee development.
For individuals: Promotes lifelong learning, adaptability, and personal growth.