NEW APPROACHES IN HRM

86 An AI believes that learning influences application of new skills, behavior and has well identified four areas that learning and development impact; firstly, it is noted that learning involves memory storage and organized such that memory can be retrieved at an opportune time, secondly, it says that learning is based on the compilation of know-how; thirdly, it also believed that learning involves the acquisition of concept and lastly, it stated that training is like human beings, the machine should be capable of inventing new theories and to explain or summaries a body of facts or a series of events (Stewart & Cureton, 2016). Purcell, Kinnie & Hutchinson (2003) stated that training enhances people's performances, and it is the approach that guides and gives direction to what needs to be done. For instance, City University identified a gap in practice and uses the training and development approach to acquire new behavior, they also believe that to achieve the change, they needed to develop the skills and abilities to effectively manage change. Moreover, they identified that to be able to lead, influence, and motivate others, they need training through organizational and cultural change. The training that was designed was for both professional and academic staff in positions of leadership. Sally Sambrook , the Organizational Development lead for this program, outlined four core areas that the training addresses: Ø The training develops skills in facilitating and managing change at City, including identifying ways in which participants can positively lead and motivate people through cultural or organizational change. Ø It increases participants self-awareness of the impact on others of their leadership and management style. Ø It enables participants to think more strategically and develop an outward and upward- looking approach to leading others. Ø It promotes inclusively and interdisciplinary collaboration with peers and stakeholders. In an L&D Strategy, CIPD and other professional bodies of data support the argument of adoption of a new practice by putting new practices in the wider context as well as considering the difference between „ used ” and „ effective ” . The most recent CIPD L&D