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Employee training and development is an indispensable part of human resource function and management. Both the activities aim at improving the performance and productivity of the employees. Training is a program organized by the organization to develop knowledge and skills in the employees as per the requirement of the job. Conversely, Development is an organized activity in which the manpower of the organization learn and grow; it is a self-assessment act.
In training, the employees are imparted technical knowledge and skills related to the particular job and stresses on improving the abilities of each worker. In contrast, development is a sort of educational process which focuses on the growth and maturity of the managerial personnel. Check out the article given below, that elucidates the difference between training and development, in tabular form.
Content: Training Vs Development
Comparison Chart
| Basis for Comparison | Training | Development |
|---|---|---|
| Meaning | Training is a learning process in which employees get an opportunity to develop skill, competency and knowledge as per the job requirement. | Development is an educational process which is concerned with the overall growth of the employees. |
| Term | Short Term | Long Term |
| Focus on | Present | Future |
| Orientation | Job oriented | Career oriented |
| Motivation | Trainer | Self |
| Objective | To improve the work performances of the employees. | To prepare employees for future challenges. |
| Number of Individuals | Many | Only one |
| Aim | Specific job related | Conceptual and general knowledge |
Definition of Training
Training is a process in which the trainees get an opportunity to learn the key skills which are required to do the job. Learning with earning is known as training. It helps the employees to understand the complete job requirements.
Nowadays, many organisations organise a training program for the new recruits just after their selection and induction, to let them know about the rules, policies and procedures for directing their behaviour and attitude as per the organisational needs. Training also helps the employees to change the conduct towards their superior, subordinates and colleagues. It helps to groom them for their prospective jobs.
Training Process
Induction training, vestibule training, apprenticeship training, job training, promotional training, internship training are some of the major types of training. The merits of the training are given as under:
- It results in higher productivity both quantitatively and qualitatively.
- It develops a number of skills in the employees.
- Improved performances.
- The cooperative environment of the organisation.
- It builds confidence in the employees for doing a job.
- Decreased employee turnover.
- Lesser chances of accidents.
Definition of Development
The training for the top level employees is considered as development, also known as management or executive development. It is an on-going systematic procedure in which managerial staff learns to enhance their conceptual, 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 it aims to improve their personality and attitude for their all round growth which will help them to face future challenges. It changes the mindset of the employees and makes them more challenging or competing.
As the technology needs updating, the manpower of the organisation also needs to be updated, so the development is a must. Development is an educational process which is unending, as education has no visible end. It involves training a person for higher assignments. It digs out the talents of the managerial staff and helps in applying the new knowledge, which is a requirement of the organisation.
Coaching, mentoring, counselling, job-rotation, role playing, case study, conference training, special projects are some of the methods of development.
The performance of an organisation is based on the quality of its employees, and so the greater the quality of employees, the greater will be their performance. The primary purpose of development is that the second list of managers or executives is prepared for future replacement.
Key Differences Between Training and Development
The major differences between training and development are as under:
- Training is a learning process for new employees in which they get to know about the key skills required for the job. Development is the training process for the existing employees for their all round development.
- Training is a short-term process i.e. 3 to 6 months, but development is a continuous process, and so it is for the long term.
- Training focuses on developing skill and knowledge for the current job. Unlike, the development which focuses on the building knowledge, understanding and competencies for overcoming with future challenges.
- Training has a limited scope; it is specific job oriented. On the other hand, development is career oriented and hence its scope is comparatively wider than training.
- In training, the trainees get a trainer who instructs them at the time of training. In contrast to development, in which the manager self-directs himself for the future assignments.
- Many individuals collectively attend the training program. Development is a self-assessment procedure, and hence, one person himself is responsible for one’s development.
Conclusion
After the recruitment and selection, the induction of the new employees is done in which they get introduced to the new working conditions, after that they go for training in which they get to learn many things which are the necessary requirements of the job. Whatever they learn from the training are verified by taking a follow-up, in which it is examined that whether the training program is helpful for the recruits or not.
After they become the actual employees of the organization, they get many opportunities for their development, like if the manager teaches the new employees something related their work, so the new employees get a chance to share their experiences or if he gets a specific task in which he has to compete himself then also he gets a chance to know his potential and so there are the instances when the employee gets an opportunity to develop himself mentally or physically for his unseen future.
Development is all about building the personality and attitude of the employee for facing future challenges. So they both are vital for an employee, whether new or existing.
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