Training and Development

           

       Training and Development are usually used as combined terms, but there exist many differences between those two and there is a need to know these differences by every management graduate, employees to understand the various things happening around them in the organization. This article is mainly emphasized on differentiating the terms Training and Development.

TRAINING

            An employee when first joined in the organization he is so much confused and doesn’t know about the culture of the organization and from the first day of joining he will be given training in various job activities to make him aware of the work and his role in fulfilling the duty he is assigned. To facilitate the employee with all the information he requires to perform the job he is given rigorous training to make him adaptable and suitable for the work he is assigned.

There are various training methods which are used by the management but all of those methods come under two categories named as

⦿ On the Job Training

⦿ Off the Job Training.

Training endeavors to impart knowledge, skills and attitudes necessary to perform job-related tasks. It aims to improve job performance in a direct way, Truelove (1992)

Training is characterized as an instructor-led, content-based intervention leading to desired changes in behavior, Sloman(2005)

DEVELOPMENT

            Development is the term which refers to ‘Employee Development’ when talking in relation with Human Resource Management. Every business organization uses various development programs to develop the skills of the employee and make them more efficient. The Employee Development Programme mainly refers to the programs conducted by the management for employees who are executives or senior managers of the organization.

Organizations undertake various development programs and some of them are Programmed instructions method, understudy, special projects, special courses, and lectures, case study’s, brain- storming methods, computer modeling methods, etc for improving the skills of the employees for the overall development of the organization and also to increase the ability of the employees.

Learning, in contrast to training, is generally defined more holistically, as a process that encompasses training as well as education (Jensen, 2001).

Development can encompass a wide range of activities, including coaching and more formal educational commitments and experiences, and is generally used to encompass a wider scope than learning or training-which may, in fact, be included in the concept of development (CIPD, 2007).

Deference between Training and Development

TRAINING	DEVELOPMENT
Employee Training Programs are mainly designed for non-managerial and technical employees in the organization.	Employee Development programs mainly designed for higher-level executives and also for the employees who are in dominant managerial roles.
NATURE
Employee Training is the mainly an initiative of the employer to train the newly joined employee.	Employee Development is an initiative of an employee to learn new things related to his work or others.
FOCUSED ON
Employee Training programs mainly emphasize on fulfilling the specific need or purpose.	Employee Development programs concentrated on a generalized need.
CONSIDERED AS
Employee training is considered as a reactive process.	Employee Development is considered as a proactive process.
RESULT OF
Training is the result of the external stimulus from the employer i.e. employer insists on compulsory training for the employee.	Development is the result of internal stimulus developed in the mind of the employee.
PROCESS
Employee training is a one-time process i.e after the aims of the training program is achieved, it is wrapped after getting feedback from the employees.	Employee Development is a continuous process in which an employee is constantly upgrading his knowledge of various development programs.
IMPACT
If employee training is correctly done it will benefit both organization and employee but if the employee is not interested in training it is a loss to the organization.	Employee Development is always a positive process it will benefit both employee and organization also.

References:

Truelove, S. (1992) Handbook of Training and Development.

Sloman, M. (2005) Training to learning.

Jensen, J. (2001). Improving training in order to upgrade skills in the tourism industry. Tourism and Employment, Final Report of Working Group B, European Commission.