This purpose of this paper is to identify implications of various learning theories for workplace learning and performance and HRD. It begins with a review of various theoretical positions on learning including behaviorism, Gestalt theory, cognitive theory, schema theory, connectionist theory, social learning or behavior modeling, social perspective theory, and situated cognition theory. Implications are drawn from these various theories. A theoretical framework is then constructed incorporating these implications, along with suggestions for needed research. (Contains 1 table and 1 figure.) [For complete proceedings, see ED491481.]