Employee training and development is an indispensable part of the human resource role and management. Both activities aim to improve the performance and productivity of employees. Training is a program organized by the organization to develop knowledge and skills in employees according to job requirements. Conversely, Development is an organized activity in which the organization’s staff learn and grow; it is an act of self-evaluation.
In training, employees are imparted technical knowledge and skills related to the particular job and focus on improving the skills of each worker. In contrast, development is a kind of educational process that focuses on the growth and maturity of managers. See the article below, which clarifies the difference between training and development, in table form.
Content: Training Vs Development
- Comparative graph
- Key differences
Comparative graph Difference Between Training and Development
|Basis for comparison||Training||Development|
|Sense||Training is a learning process in which employees have the opportunity to develop skills, competencies and knowledge based on the requirements of the job.||Development is an educational process that addresses the overall growth of employees.|
|Focus on||Here I’m||Future|
|Orientation||Work oriented||Career oriented|
|objective||Improve employee job performance.||Prepare employees for future challenges.|
|Number of individuals||A lots of||Only one|
|objective||Related specific work||Conceptual and general knowledge.|
Definition of training
Training is a process in which participants have the opportunity to learn the key skills required to do the job. Learning by winning is known as training. Helps employees understand the full requirements of the job.
Today, many organizations organize a training program for new recruits right after their selection and induction, to inform them of the rules, policies and procedures to direct their behavior and attitude according to the needs of the organization. Training also helps employees change behavior toward superiors, subordinates, and colleagues. Help prepare them for their future jobs.
Some of the main types of training are induction training, lobby training, apprenticeship training, job training, promotional training, internship training. The merits of the training are given below:
- It translates into higher productivity both quantitatively and qualitatively.
- It develops a series of skills in employees.
- Improved performances.
- The cooperative environment of the organization.
- Confidence is built in employees to do a job.
- Decrease in employee turnover.
- Less chance of accidents.
Definition of Development
Training for top-level employees is considered a development, also known as management or executive development. It is a continuous systematic procedure in which managers learn to improve their conceptual and theoretical knowledge. It helps the individual to bring efficiency and effectiveness in their work performances.
Development is not only limited to a particular task, but aims to improve their personality and attitude for their overall growth, which will help them face future challenges. It changes the mindset of employees and makes them more challenging or competitive.
As the technology needs to be updated, the workforce of the organization must also be updated, so development is a must. Development is an educational process that has no end, since education has no visible end. It is about training a person for higher tasks. It unearths the talents of the management staff and helps to apply the new knowledge, which is a requirement of the organization.
Training, mentoring, counseling, job rotation, role playing, case study, conference training, special projects are some of the development methods.
The performance of an organization is based on the quality of its employees, so the higher the quality of the employees, the higher their performance. The main purpose of the development is that the second list of managers or executives is prepared for future replacements.
Key differences between training and development
The main differences between training and development are the following:
- Training is a learning process for new hires in which they learn the key skills required for the job. Development is the process of training existing employees for their comprehensive development.
- Training is a short-term process, that is, 3 to 6 months, but development is an ongoing process, and it is long-term.
- The training focuses on developing skills and knowledge for the current job. Unlike development, which focuses on building knowledge, understanding, and competencies to overcome future challenges.
- Training is limited in scope; It is oriented to the specific job. On the other hand, development is career-oriented and therefore its scope is comparatively broader than training.
- In training, trainees get a trainer who instructs them at the time of training. In contrast to development, in which the manager directs himself for future tasks.
- Many people collectively attend the training program. Development is a self-assessment procedure and therefore one person is responsible for development.
After recruitment and selection, the induction of new employees is carried out in which they are introduced to the new working conditions, after that they are trained to learn many things that are the necessary requirements for the job. Everything they learn from the training is verified by a follow-up, which examines whether the training program is useful to the recruits or not.
After they become the real employees of the organization, they get many opportunities for their development, such as if the manager teaches the new employees something related to their work, so that the new employees have the opportunity to share their experiences or If you get a specific task that you have to compete in yourself, then you also have the opportunity to know your potential and therefore there are cases where the employee has the opportunity to develop mentally or physically for his invisible future.
Development has to do with building the personality and attitude of the employee to face future challenges. So both are vital to an employee, be it new or existing.