Learning styles are needed to identify how the people can absorb and remember things. Likewise learning theories are help to identify how people learn through changes in behaviour, environment and goals. The behaviourist approach measures learning in term of relative permanent changes in behaviour. This is like the environmental control learning. The work of Pavlov (on dogs) and Skinner (on rats) suggested that learning is the formation of new connection between stimulus and response on the basis of experience or behaviour is positively or negatively reinforced.Therefore in an organization trainer should always think about their trainees' behaviour, when making the particular training programme. Imagine job role for customer care, if the trainee is not like to be social or talk with others anymore, he/she is silence character. In this situation to avoid this or change the behaviour of trainee, trainer has to make a training programme relate to the behaviour. Otherwise training cost and time will be wasted. To minimum that trainer can give the feedback to the trainee, and increase the morale. Every person has a goal; human behaviour is towards a goal. Many be some person does not have education background ,but that does not mean that he/she does not have any information to reach to him/her goals using their experience. Therefore having aim or goal will lead to gather the data or information, hence without any kind of information is hard to reaching to the goals. Likewise the Cognitive Approach is defining as a relatively permanent change in cognition occurring as a result of experience.People can learn through the experience and storage of information in the brain. They can understand their environment and how it works. They decide what is important to learn and learn through techniques and strategies they feel comfortable with. In an Organization if the trainee does not have any motivation to learn the new material to being with, therefore it is important for the delivering and design of training programme. The trainer should not tell the trainee's what to do; rather they should guide the trainees in discovering the correct solutions and ways of thinking. For example trainer should give a goal to trainees, therefore to achieve the goal trainee will learn.