TRAINING VS DEVELOPMENT - THE BASIC AND IMPORTANT DIFFERENCES

Training and Development are mostly used together, but there are significant differences in “training” and “development.” Organizations knowing differences set priorities and strategies for Organization to HR development. Both training & development are essential for employers and employees whereas Organization is benefitted by both. 

Understanding the Difference between Training and Development:

The difference between the two concepts should be kept in mind when discussing training or development: 

Short Term vs. Long Term:

Training is short-term. The training course may be to improve the communication skills, a conference to explain a class to use the Excel application or the protocol for returning a product.

Development focuses on long-term implementations. I.e., a strategy proposed to HR managers for implementation over a long period that is expected to bear fruit. This is a continuous process in which the Organization is trying to develop professionals for the next position of responsibility.

Job position vs. Professional career:

Training is designed for a specific job post. It seeks to provide professionals with tools and skills, taking into account the work that they will be doing at the Organization. Training focuses on a job position.

The development puts emphasis on building a prosperous professional career. The objective of this is to get the best out of each professional in the Organization. Identifying and developing their skills in fields in which they can easily progress.

Specific objectives vs. Open objectives:

Training is specific and well defined, teaching new protocols put in place by the Organization.

The objectives of development are always much broader and can cover all types of knowledge and skills. Development is less concreted, which often focuses on philosophical issues, changing habits, and improving skills.

Group vs. Individual:

Training is a program designed by the Organization. An expert in the concerned field is hired to conduct training. For instance, training courses decide what sort of tools should be used, set guidelines to follow by employees during training activities. Training is usually provided in a group.

Development programs are personalized, the person who is ultimately responsible is the employee. The most critical focus is not on lessons taught by a tutor, but instead of the self-learning process and progress that must be taken on by the professional.

Training is a short-term process, usually requiring guidance in a series of steps to gain a skill. Training is generally given to general employees of the Organization and aimed at a specific task or job role. 

THE PURPOSE OF TRAINING

To provide the ability to undertake a task or job 

To improve productivity and workforce flexibility 

To improve safety and quality 

To develop the capability of the workforce 

Development is long term in nature & is the capacities of Managerial level employees are developed to improve their skills like developing relationships, often to improve leadership, etc. 

THE PURPOSE OF DEVELOPMENT 

Better knowledge

Changing attitudes

Increased capability and skills