Training can be considered as a way for an organization to motivate their employees. Training will bring
out the competitive advantage of organization in many ways. This also can help to achieve organization
strategic objective. Learning can be divided into two different conditions; formal learning refers to
activities that are intended to help employees to acquire specific areas of knowledge, awareness, and
skills, and secondly informal learning which include activities, situations and tools that are not usually
intended for learning and mostly happen directly in the actual work setting. These conditions do not
have learning as their primary aim, but can however be used – consciously or unconsciously – for
learning and knowledge sharing. Organizational learning can be broken down into four dimensions: (1)
Knowledge acquisition, (2) Distribution, (3) Interpretation and (4) Organizational memory. Learning
refers to the opportunities provided and available in an organization for the employees. Learning
includes opportunities to undertake challenging work, opportunity to further study, opportunity to gain
a wide range of experience, organizations providing the support and tools for employee learning as well
as opportunities to learn new skills. Career development focuses on the alignment of individual
subjective career aspects and the more objective career aspects of the organization in order to achieve
the best fit between individual and organizational needs as well as personal characteristics and career
roles. Career development refers to opportunities for advancement, feedback on performance, access
to career mentoring or coaching, as well as fair appraisal for career development practice.