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abors and to the organization as a whole. Employees may become much more confident, willing to open to change and supportive of each other (Donovan et al., 2001). In addition, employees are more likely to reach improved performance as a result of training (Kamarul Z.A., Raida A.B., 2003).

The relation between learning and organizations is much easier to see from the concepts 'learning organization' and 'organizational learning '. A learning organization is more prefer to encourages its members to improve their personal qualities and skills, so that they can gradually learn and develop. They can also get benefits from their own and other members' experience, whether it is positive or negative. While it also provides the perfect environment for high performing teams to learn, grow and develop. Meanwhile formal and informal learning are combined in the organizational learning, which related to the organizational goals or achieve its objectives positively(Nicholas Clarke, 2004).

Eva Kyndt, Filip Dochy, Hanne Nijs, (2009) mentioned three different levels of characteristics to confirm the characteristics of employee and his or her organization have a relationship with the presence of learning conditions or chances for non-formal and informal workplace learning. These characteristics are summarized as personal characteristics (gender, age, level of education), professional characteristics (function, seniority), and sort of organization (type, size).

Conclusion 结论

This paper has provided a review of some main differences and similarities between training and workplace learning. It has drawn on a variety of authors whose work can be characterized as making central contribution to these areas and has pointed towards some of the central points which are discussed and debated.

The different definition of training and workplace learning provides the backgrounds about where the behaviors take place, why it is necessary, and the employees that have willing to participate in these behaviors. The ‘approaches’ part highlighted in this paper is a review of methods that put forward by authors that conducted researches on these aspects, and it summarized the approaches both for individuals and organizations. Factors that may influence the training and workplace learning are raised through literature, and it can be noticed that the factors that effect on training are through the transfer, but the factors that influence workplace learning are much more directly.

The relation part of the training and workplace learning with other factors is for illustrating the similarities and relations between them. The relations with education are both significant and sometimes interchangeable, while the relation between training and learning in workplace also shows positive and significant links. The last part about the relation with organization is more about the benefits that individuals and organizations may gain from training and workplace learning, and the support for organization goals. However, the similarities are not significant and not mentioned sufficiently, which is a shortcoming of this paper.