As always, I'd like to drop the e- out of some of this stuff, but I certainly agree that "learning" isn't the only word that applies.

Most of us work for organizations, and organizations (whether GE, the FAA, the Nebraska legislature, or the the Society of Jesus) are about performance. Some of them measure the results of the performance in terms of profit, some in term of services delivered, some perhaps in terms of remuneration of the incumbents.

I like your separation of training, education, and learning. It's hard for many leaders in organizations to realize that you can't make people learn. (It's hard for some of them to realize that talking isn't teaching.)

A focus on performance means that an organization can say, in effect, "these are the things we need you to accomplish in your job." For some of those accomplishments, the organization recognizes that people don't know how to achieve them, and so it provides training. More and more I think "training" applies mainly to fundamentals for newcomers ("how to process an auto loan").

Beyond those basics, the organization can set out the accomplishments and standards, and can support individuals in finding effective ways to achieve those things.

That's a lot messier than what's gone on in the past, but if pressed many people will agree that the status quo hasn't necessarily produced tidy results.